In many corporations, workers are stimulated by the existence of opportunities for further development. According to Bockerman and Ilmakunnas (297), workers who perceive that there is no opportunity for them to grow further are not contented with their jobs even if they have good salaries or wages. This discontentment can result in the search for new jobs. The existence of factors such as career developmental support in the form of career mentoring and training opportunities is what is most important for workers who may have undeveloped skills that they wish to polish.
The existence of satisfactory training and mentorship programs is another factor that contributes to the overall satisfaction of workers. This is also beneficial for the company because it can provide opportunities for the workers to be guided towards developing a culture that is commensurate to the expectations of the executives. According to Baicker, Cutler, and Song, assisting newly employed workers to get acclimated to their responsibilities is something that can contribute to them developing their potential later on (311). Another way in which companies can seek to ensure that they have satisfied workers is by providing bonuses for them where necessary.
This does not have to be a constant thing; but can be something that is offered on holidays, or to workers who perform exceptionally. This is particularly effective in cases where employees are contending with a recession in the economy. The fact that their company was concerned enough with their welfare to offer them a bonus is something that will prompt them to identify the company with safety; and thus increase the chances of them devoting their efforts to realizing its objectives.
Workers will also be contented with their work if they are provided with the independence they require in order to realize their own objectives in their responsibilities. For example, if workers are allowed the freedom to be able to interpret the requirements of their jobs as they comprehend them, they are more likely to go out of their way to perform the jobs to perfection (Govindarajulu and Daily 379). If, however, they have to deal with the reality that the permission of executives is needed for every small step, they will feel that their instincts are not trusted; and will be reluctant to commit themselves to the tasks with the same ardor. Creating a good culture in the workplace will also bring employee satisfaction.
This could be translated into reasonable working hours, or even, in some circumstances, allowing for the inclusion of soothing music.
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