The paper "Job Satisfaction and Employee Turnover " is a perfect example of business coursework. Employee turnover refers to the number of employees that leave an organisation and get replaced by new staffs. The adverse influence of high rates of employee turnover on the performance of the organisation has compelled firms to invest in their employees through induction, training, maintenance, development, and retention. The absence of a standard reason behind employee turnover indicates that employees leave an organisation for a different company due to a number of reasons. It is important to study employee turnover since the organisation considers it to be expensive.
The expensive nature of employee turnover emanates from the fact that it entails the massive loss of human capital investment as well as the manifold costs that the organisation incurs in replacing workers. Personally, I consider employee turnover to refer to the proportion of members of an organisation that vacate the firm to the total number of workers in the firm during the specified period of study in accordance with the findings of Mattsson and Saraste (Mattsson & Saraste 2002). Job Satisfaction Job satisfaction entails a combination of physiological, psychological, and environmental factors that cause a worker to testify that she or he is contented with the work.
Having analysed the several factors that influence job satisfaction in the workplace, I also opine that there are a number of factors that influence job satisfaction to indicate that the concept is an internal aspect that has an association with the feelings of employees. The three major influencing factors are responsible for the satisfaction feeling exhibited by employees. Raziq and Maulabakhsh (2015) associate job satisfaction with the feeling of employees towards the assigned roles in the workplace.
From their argument, job satisfaction entails the affective orientations of employees towards the assigned roles that they perform at the workplace. In essence, it is proper to consider job satisfaction in terms of the negative and positive feelings exhibited by workers towards their roles in the workplace. I also associate job satisfaction with the sense of achievement and success presented by the worker in the organization. This is in accordance with Indermun and Saheedbayat that associate an optimal workforce with attaining competitive advantage on the part of the organization (Indermun & Saheedbayat 2013). Parent Theory There are several theories that influence the satisfaction of individuals.
Maslow’ s theory of satisfaction or motivation is one of the theories. According to the theory, the motivational requirements of an individual assume a hierarchical order. As a result, the satisfaction of a particular level of needs signals the onset of another need having a higher rank in the hierarchy. The five levels of needs identified by Maslow include physical needs, safety needs, social needs, achievement or esteem needs, and self-actualisation (Saif et al.
2012). Being individuals, employees yearn to achieve the five levels of needs identified by Maslow. As a result, the failure of employees to meet these needs reduces their motivation thereby giving rise to higher rates of employee turnover. The result is the continuous rotation of employees in different organisations in the quest to meet such needs.
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