Enhancing Employee Job Satisfaction Essay Example for Free

Enhancing Employee Job Satisfaction search1.Executive SummaryCommunication problems often become app bent due to their consequences. If a discussion section suffers from uplifted provide turnover, this often hind end be a sign of light dialogue betwixt and supervisor and the group. If the team doesnt understand what is expected from them, received unclear instructions or is not undisputable intimately the overall scheme and why they atomic number 18 asked to do what they do all issues obliterate to poor communication they often receive dissatisfied and this can result in employees leaving the production line after a relatively brusk period of time. An separate cook that can justify reviewing if there are each partal communication problems is low motivation, productivity and poor business performance. If staff does not receive the discipline they require or do not facial expression appreciated, set and unbroken certain they might not go the extra mile for their employer. They might odor frustrated and cant see the stage of what they are doing and this in turn leads to poor performance.Open and regular disagreements amid managers and the team, much(prenominal) as impolite conflict or rejected appraisals, are also a clear sign of communication issues and should be looked into.But suspecting that a partal issue is down to poor communication is not sufficient to carry improvement about. Once you suspect that there are communication problems how do you find out for sure enabling you to target them?A estimable method of identifying if there are communication problems is to talk to the pertain parties and try to gain an understanding about their opinion. Why do they think the subdivision underperforms? Do they feel they get all the information and feedback they need to do the undertaking? What would they change if they could? Are their opinions heard and accredited? I is Copernican to keep this feedback confidential in ord er to ensure that h unitaryst feedback is received either through anonymous surveys or through individual conversations with a neutral party such as an HR manager. Another method is to question staff about the things they should know, e.g. how their plough fits in with the business strategy and why they do what they do. If they are not able to answer these questions, it is likely that communication is insufficient or ineffective.Identifying communication problems between managers and staff can be easily identified using above suggestions. By rectifying these major positive impacts on business performance and employee gaiety can be get tod.A last-place suggestion on how to identify communication problems between managers and staff is to observe how both parties interact. Are conversations kept courteous and respectful and show trust or are they sharp and without showing signs of a good consanguinity. Body language should also be observed to identify if both parties listen to ea ch other and communicate effectively or if information is not taken in and heard or offered effectively. A review of the key communication channels used can also be very valuable, e.g. electronic beam should be used for clear step to step instructions to ensure understanding, but at the said(prenominal) time direct communication face-to-face or per telephone is needed to ensure a relationship is developing and queries can be easily resolved.2.Background of the study To avoid the consequences of hypothesise dissatisfaction. Employees lack motivation, perform sickly and bear negative attitudes means that they are dissatisfaction on the wrinkles. These symptoms can directly affect a communitys profit and vision. We should understand the reasons why employees are unhappy at work. Understanding the causes can facilitate us find the right solutions.To improve employee motivation and performance, we wonder how to get employees to work with a higher(prenominal) degree of effort. Wh at motivates an employee to perform varies from employee to employee. several(prenominal) people work to satisfy needs, meet goals or fulfill accomplishments. demand to perform is not a rule that can be enforced it comes from deep down the employee. To inspire motivation, we must create a work environment that encourages employees to feel motivated.Improve employees engagement to pr dismantlet unhappiness, turnover and even profit declines.To improve teamwork, is to realize the importance of teamwork and become proactive about having colleagues work together as an important element of the business.We need to improve and enhancing employees job satisfaction, engagement, collaboration and teamwork to resulting in increased productivity. Employees are a confederacys livelihood. How they feel about the work they are doing and the results received from that work directly impact companys performance and, ultimately, its stability. For instance, if employees are highly motivated and p roactive, they forget do whatever is necessary to achieve the goals as well as keep track of performance to address any potential challenges. Employees engage low motivation is completely vulnerable to both internal and external challenges because its employees are not spill the extra mile to maintain the company stability. An unstable ultimately underperforms.3. Introduction and oscilloscope of Hotel3.1 Introduction background of Hotel We are one of Hong Kongs best designed hotel are perfect choice for travelers who demand the best short term stay and persistent term accommodation.Since we opened in 1997, our hotel in central Hong Kong has been recognized by guests and the hospitality industry for its outstanding performance.The 350 guest populates are all tastefully furnished and are completed direct telephone line with voice mail. Our equipped kitchenettes include microwave, induction cooker and refrigerator and broadband internet access are available in our hotel.Locatio n Situated in the heart of Hong Kong Island, wondrous located in the mid-levels commanding spectacular views of Hong Kong Island and Victoria harbor. It is also a prestigious address that enjoys the law of proximity to prime business districts of Central and Admiralty.Attraction The Hong Kong Park and Botanical Garden are in the proximity, with profligate greenery and ample open space nearby Central MTR station and Hong Kongs popular nightspot local area network yuan Fong are also within 10 minutes walking distance. Well connected by public transport to the main shopping district areas, Causeway Bay Hong Kong. It is perfectly located in an area with a mix of history, art culture, and a touch of stylish contemporary. Antique shops, art galleries and designers boutiques break up around, together with high rise office buildings, massive shopping centre and party venues of Lan Kwai Fong and SoHo.3.2 Hotel Structure The Hotel structure thats split into two basic groups administrativ e and operations. The administrative side of the structure includes such departments as sales and marketing, accounting and human resources. The operations side is generally split further into feed and beverage and rooms. Both administration and operations report to the general manager.The administrative group is fairly straightforward. whatsoever function that does not consistently interact with the guests or impact the service level falls into this group. The operations group is a bit to a greater extent complicated. Food and beverage, for instance, might include the hotels restaurants, bars, nightclubs, facing pagess department, catering department and sometimes room service. Rooms might include the wait desk and front-door personnel, housekeeping, concierge, guest services and sometimes security and engineering. kind Resources Department The human resources department plays a vital role in a hotels in force(p) operation. The functions of the human resources department are employee recruitment, benefits administration and training. Although the human resources department recruits, interviews, and screens prospective employees, the final hiring decision rests within the department in which the potential employee will be working.Accounting Department The accounting departments responsibilities are include recording financial transactions, preparing and interpreting financial statements and providing the managers of other departments with timely reports of operating results. former(a) responsibilities, carried out by the assistant controller for finance, include payroll preparation, ac-counts receivable, and accounts payable.Rooms Department Responsibilities of the rooms department include reservations, guest reception, room assignment, tracking the status of rooms (available or occupied), prompt forwarding of mail and phone messages, security, housekeeping of guest rooms and public spaces such as lobbies, and answering guests questions. This very depart ment provides the services guests expect during their stay in the Hotel.The front office is usually considered one of the most important departments in a hotel because that is where the most interaction with the hotel guests takes place. Frequent and consistent communication among front-office functions is critical. Reservations, for instance, must communicate with the front desk each day about the number of rooms that have been presold. The front desk must communicate with housekeeping staff members to let them know when guests check out. Management for all front-office departments must stress consistent and obsess communication to ensure a smooth-running operation.The housekeeping department is vital to attracting and keeping guests through its role of maintaining lift quality decor, cleanliness and service. The housekeeping department includes many roles in the service staff of a hotel. Aside from room attendants, who tend to room cleanliness, the department includes gardeners, keep men, bellhops, laundry staff and floor managers, as well as, occasionally, customer service professionals.Food and Beverage Department Food and beverage department is to provide food and drink in to a hotels guests. Arrange multiple events scheduled for the guest. A coffee shop, gourmet restaurant, room service, banquet halls and function rooms where food and beverages are served. This department is an integral place in the hotel which is responsible for the arrogant and the actual Service of food and beverage to the general public or customers as per the order in any F B outlets.Marketing and sales Department The marketing and sales departments managers who make up the marketing and sales department are sales, or the selling of the hotel facilities and services to individuals and groups. Sales managers sell rooms, food, and beverages to potential clients through advertising, attendance at association and conference meetings and direct contacts. The marketing and sales de partment is also removed from most of the day-to-day operational problems faced by other departments. The part of work among the sales managers is based on the type of customers a hotel is attempting to attract.Engineering Department The engineering departments responsibilities include preventive maintenance repair replacement improvement and modification to furniture, fixtures, and equipment and ensuring uninterrupted planning of utilities (gas, electricity, water). Preventive maintenance involves routine checks and inspection of the key components of all equipment. Maintenance of recreational facilities may be part of the engineering departments responsibilities. the engineering departments responsibilities include preventive maintenance repair replacement improvement and modification to furniture, fixtures, and equipment (FFE) and ensuring uninterrupted provision of utilities (gas, electricity, water).Organization Chart auxiliary I4.Methodologies 4.1 Questionnaire (anonymous) A staff questionnaire is an effective tool used to find out what the employees feel about the plaque, it policies, work environment, job responsibilities, co-workers, superiors etc. In any work environment, it is important for the upper management to be alert of what its staff wants and expects this will lead to better retention of employees and a mutually productive relationship between the staff and the boss.Staff questionnaires to discover what are employees really thinking. These are completed on an anonymous prat usually once or twice a year. Because the employees cant be identified we are more likely to get honest answers. This information can be revealing it may also benefactor to tackle hidden problems quickly and, more importantly, before staff gets blown out of proportion.Sample of Questionnaire Appendix II5.Analysis finding of current problems5.1Problems in communications Some employees might also be terrified or not feel comfortable to speak up about problems they are having with other co-workers. Some employees might think that if they speak up about trouble they are having they will be frowned upon for afterlife projects.5.2Employees initiative and commitment Some employee not willing to handle multiple tasks, responsibilities and take on new-fangled challenges. Hidden interest in and no enthusiasm for the job and completes assignments slowly and non-efficiently. Not able to accommodate to new situations and changing work priorities and responsibilities when needed.5.3Employee job dissatisfaction Staff expects to get a commensurate reward. The wage should be fair, reasonable and equitable. Employees who feel stuck in their job position are less motivated to maintain high productivity. Managers with poor leadership skills tend to offer little feedback on employees performances.5.4Inter-department conflicts A manager or employee will know an important piece of information, and assume that because he knows it, then everyone else must know it as well.5.5Employees style Employees feel threatened by fellow employees, experience workplace burnout, lack respect for management and feel unappreciated.6. ConclusionBusinesses without effective staff communication suffer from lost profits, poor productivity and poor employee morale. In order to solve many business problems, employees need to be able to collaborate and cooperate effectively. undecomposed communication can encourage employees to work harder, solve problems together and work towards a common goal. It is the job of every supervisor, manager or boss to make sure employees are communicating effectively.If a department suffers from high staff turnover, this often can be a sign of poor communication between and supervisor and the team. If the team doesnt understand what is expected from them, received unclear instructions or is not sure about the overall strategy and why they are asked to do what they do all issues down to poor communication they often feel dissat isfied and this can result in employees leaving the business after a relatively short period of time.Another cause that can justify reviewing if there are any departmental communication problems is low motivation, productivity and poor business performance. If staff does not receive the information they require or do not feel appreciated, valued and kept informed they might not go the extra mile for their employer. They might feel frustrated and cant see the point of what they are doing and this in turn leads to poor performance.Employees feel dissatisfied with their jobs at one point or another. Some employees leave their jobs for better opportunities, while others choose to stay. Employees with low job satisfaction can negatively affect a company because they typically lack motivation, perform poorly and possess negative attitudes. These symptoms can directly affect a companys bottom line. Managers should understand the reasons employees are unhappy at work. Understanding the caus es can help managers find the right solutions.One of the primary reasons for job dissatisfaction results from companies underpaying workers. The stress of paying bills with limited income causes many workers to feel dissatisfied with their jobs.A lack of career exploitation and advancement is another reason why employees are dissatisfied at their jobs. Employees who feel stuck in their job position are less motivated to maintain high productivity than those who do not. Workers feel valued when employers include them in their long-term plans and show their appreciation through promotions. Employees who move up in an organization and receive just compensation to reflect their title and responsibility changes usually commit themselves to the company for the long term.A lack of interest in the work is another reason why employees are unhappy. close to employees want to perform job duties that are engaging and challenging. Monotonous work causes an employee to experience boredom. Bored and noncontroversial employees experience little incentive to concern themselves with workplace productivity. The nature of employees work accounts for the most situational influence in workplace satisfaction.A key reason employees perform poorly in the workplace is poor management. Managers with poor leadership skills tend to offer little feedback on employees performances. Micromanaging and dictating to employees instead of motivating them can cause a decrease in employee productivity.Poor communication is one of the main causes of conflict between employees in the workplace. This can result in a difference in communication styles or a failure to communicate. For example, a manager reassigned an employees task to the employees co-worker but failed to communicate the reassignment to the employee. This may cause the employee to feel slighted, which can transform into animosity among the two employees and the manager. Failing to communicate in the workplace may cause employees to m ake incorrect assumptions and believe workplace gossip. Poor communication in the workplace not all causes conflict but decreases productivity and employee morale.