CRM

4 Pages 1091 Words

Human resources have often been considered the most valuable asset of a business, but organisations often don’t act on this principle. If a company aims to retain its employees the areas of job satisfaction and loyalty must be examined. Job satisfaction refers to an employee’s general evaluation of his or her job. The following paper discusses opinions of the major factors that create and improve employee loyalty and job satisfaction, and connects these opinions to the relevant theory. It then considers the factors that can deter internal communications and gives practical example of these factors.

Full time employees spend almost 40 hours a week, or even more, in their work environment. The work environment and culture of an organisation will have an effect on the attitude that an employee has of their job. Obviously, the basic physical needs of an employee should be met in order to make the employee comfortable. The appropriate working equipment must be supplied and equipment that is not directly related to the job should be provided. This may include appropriate lunch and washing facilities. Without these physical amities, the working environment is not a pleasant space to occupy, and employees are more likely to be dissatisfied with their jobs. The not physical environment is just as important. The organisational culture is relevant to job satisfaction. When a person’s beliefs, values and norms are not in line with the organisations, they will not feel connected to the business. A strong organisational culture, which is shared by employees, encourages a sense of belonging and loyalty to the company. (Daft & Marcic 2001)

Extremely important to many aspects of business, including employee satisfaction is effective communication. Federal Express in Canada, asks for employee input and suggestions. The communication process also travels in the other direction with management providing feedback and communicating with empl...