Human resources management Essay Example | Topics and Well Written Essays - 2000 words

Human resources management - Essay Example This is what creates financial profits for business. However, from the employee’s point of view, job satisfaction is likely to be the primary variable people look for in their job. Riggio states that ‘job satisfaction consists of the feelings and attitudes concerning one’s job’ (1990: 186). Judge et al (2001) acknowledge that there is a high correlation between job satisfaction and job performance, and Landy (1989) goes as far to describe this relationship as the ‘Holy Grail’ of industrial psychologists. However, Drenth et al claim that ‘there is no support for the widely held view that satisfied employees achieve higher and increased effective levels of performance’ (1998: 284). It is therefore the purpose of this assignment to discuss if a happy workforce is a productive workforce. In order to determine how increased job satisfaction could lead to increased productivity, I believe that it is important to discuss the factors that make people want to work in the first place in order to gain a holistic perspective on the issue. This is the same approach Vroom (1995) took in her analysis on the motivational bases of work. Vroom highlights five motivational factors that encourage people to work. Firstly, she acknowledges ‘work roles provide wages to the occupant in return for their services’ (1995: 35). Secondly, working keeps people busy and active, and stops people becoming idle. Thirdly, jobs can provide employees with continually engaging environments in which to work. Fourthly, there are many social satisfactions derived from work, and social psychologists have emphasised the fact that work is a social activity, requiring interaction with other people. Finally, Vroom (1995) highlights that sociologists have emphasised the importance a person’s occupation has on their social status, and the respect it can generate. There therefore appears to be two types of conditions that affect the like lihood that people will work; economic incentives and motivational factors. Herzberg et al’s (1959) Two Factor Theory receives a lot of interest from many managers in work organisations, who wish to discover how employee satisfaction can improve job productivity. In their study, respondents of mid-level administration staff were asked to examine the points of their career at which they’d experienced the most positive and negative feelings. They were asked to indicate the causes of this and the effects that arose. The most positive feelings that led to higher employee satisfaction were ranked, and are as follows; Achievement and recognition from senior management for successful completion of tasks The work itself, i.e. how much of a challenge it was, responsibility concerns such as working without a supervisor, being promoted and being put in charge of other workers Salary and a rise in wages Other factors with lower frequency including status, the policy and management of the company The factors leading to dissatisfaction related to the working environment and were labelled as ‘hygiene factors’, such as working conditions. Factors relating to job satisfaction were labelled ‘motivating factors’, and included intrinsic factors such as the possibility of promotion or increased responsibility within an employee’s job (Hollway, 2000). Herzberg et al (1959) concluded that ‘feelings of self actualisation and growth are the key to