Employee Satisfaction Level

Running head: EMPLOYEE SATISFACTION LEVEL
Employee Satisfaction Level
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1EMPLOYEE SATISFACTION LEVEL
In the current era, organizations represent themselves as very common social
structures as because of their dynamic nature. However, the employees working in the
organizations are the major role players because it is through their commitment and effective
involvement that a particular organization becomes competitive in the marketplace. Although
the relation in between the employees and their organization is interdependent, both the
parties have influence on each other’s ability for achieving a positive outcome (Carter et al.,
2013). However, the paper is going to elaborate on to what extent does the satisfaction level
of the employees determines the brand reputation and internal culture of an organization.
In most of the cases, the perception and the satisfaction level of the employees create
organizational culture (Biswas & Bhatnagar, 2013). Strong and powerful culture constructs
an unified working atmosphere in an organization, whereas weak internal culture always
lacks in shared sense of difference in between the employees. The satisfaction level of an
employee encompasses a significant place in the list of main concerns of the HRM
department of the organizations. This is due to two reasons. The first is that satisfaction level
of the employees helps in retaining more employees and the second is that, it also raises the
performance level of theirs. It is very difficult to build a successful organization if the
employee turnover in the organization is excessive. Finding out new employees or
candidates, then training them from the very base and later integrating them into the actual
business not only takes a lot of time but also costs a lot. This may also result in lowering the
overall morale. Along with a powerful company culture, which encourages the people to
come to work every day, the retention number of employees too gets increased. The stronger
the culture, the less will be the possibility of the employees to leave the organization. As
described by Adhikari and Deb (2013), job satisfaction is a combination of physiological,
environmental and psychological circumstances, which makes a man to say that he is not
satisfied with his job. Furthermore, Vlachos, Panagopoulos and Rapp (2013), too have stated

2EMPLOYEE SATISFACTION LEVEL
that job satisfaction refers to something for which an employee feels how good he is in the
organization. However, a basic knowledge and understanding of culture is very important for
understanding formal and informal behaviors of the employees. The organizational culture
affects an employee both directly and indirectly. It affects employees’ productivity,
performances, effectiveness, innovativeness, decision-making, leadership and his level of job
satisfaction. A supportive culture trait within an organization such as of motivation, growth
opportunities, supervisory support and communication makes the employees feel entitled to
behave and think as leaders within their domain. Low satisfaction level of the employee job
satisfaction depicts weak organizational culture (Zopiatis, Constanti & Theocharous, 2014).
Weak organizational culture refers to such an internal culture within the organization that is
not implanted deeply into the process and organization does its things. Within a weak internal
culture, there exists poor motivation and common factors for the employees as well as lack of
focus. Employees in such a company are generally lost as far as the norms and core values
within the company and they are unaware of their roles and duties that are expected from
them. Giving the employees an ideal cultural working environment in which working is much
more than just stopping themselves from quitting, it is about making them feel invested in
their respective jobs. When an organization creates a culture in which its employees really
love to work, they will for sure feel that their office is elaboration of their home (Pfeffer,
2014). Hence, they then will feel both passionate and excited regarding the work that they are
doing. The more passionate are the workers, the more will be their production, innovation
and creativity. When an employee feels satisfied with his work, he is likely to give better
performance and productivity than when he was less satisfied. This will ultimately reflect the
true culture of the organization. In other words, analysis of employee satisfaction works as a
tool to assess the organizational or internal culture of a firm.