Major Research Question
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Topic: The Role of Job Satisfaction Relating to Organizational Performance
Major Research question
What is the role of rewards and pays in determining employees’ job satisfaction in relation to organizational performance?
Performance is based on talent, comprehension of the task, and effort put forward. One factor that can affect organizational performance is job satisfaction. Employees are more likely to be effective and productive when they are happy in their jobs. Additionally, they are less inclined to quit their positions, which can help the company save money on turnover expenses. The receipt of rewards or enjoyment is connected to the accomplishment of organizational performance goals (Çetin & Aşkun, 2018). The level of job inspiration among a company’s employees significantly impacts how well it performs in today’s world. The importance of individual engagement to a company’s success is commonly accepted. Businesses commonly use benefits packages as an essential administrative tactic to encourage employees at work and affect personal behavior, which helps the business perform better. Monetary and nonmonetary rewards affect an individual’s level of job satisfaction.
Ineffective incentive management will impact employees’ engagement and motivation, which will harm their productivity outcomes. Job satisfaction is among the most effective factors in inspiring employees to exert their maximum effort in developing novel ideas that improve organizational functioning and increase economic and non-economic success. In general, rewards are anything a company is ready to offer in return for its efforts. Lack of incentives may result in a hostile work environment that undermines employees’ efforts and may even lead to their termination. Financial benefits are becoming more significant as a result. The main goal of rewards is to encourage high productivity levels, elicit and promote desired employee behavior, and serve as a tool for recruiting and keeping employees (Itri et al., 2019). Businesses routinely employ financial incentives to improve customer satisfaction and motivate staff, but they may not always be the most effective motivators in the long run.
Employees are more likely to be content with their jobs and perform well if they believe they are fairly compensated for their labor and that their achievements are recognized through rewards. Employees may be less content with their work and less willing to perform at a high level if they feel they are not appropriately compensated or recognized. The decision on how rewards and pay will affect employee job satisfaction and organizational success ultimately rests with each organization.
References
Çetin, F. & Aşkun, D. (2018) ‘The effect of occupational self-efficacy on work performance through intrinsic work motivation’, Management Research Review [Preprint].
Itri, J.N. et al. (2019) ‘The incentive dilemma: Intrinsic motivation and workplace performance’, Journal of the American College of Radiology, 16(1), pp. 39–44.
