Job Satisfaction and Retention Strategies: A Case Study of Oliver Smith

Running Head: WORK & ORGANIZATION
Work & Organization
Name of the Student
Name of the University
Author note

1WORK & ORGANIZATION
Report 2: The case study of Oliver Smith
Introduction
Job satisfaction is considered to be an crucial factor that not only ensure the loyalty of the
employees to wads an organization but also eradicate the issue of excessive employee retention.
According to researchers, performance, absenteeism as well as turnover are three variables that
correlate with job satisfaction (Abbas et al. 2014). Along with this, the work environment of the
organization and the amount of transparency present in the work process of the same is a major
determinant of the work satisfaction of the employees in case of Detective Smith, lack of the
mentioned factor have given rise to work dissatisfaction. Considering the fact that Smith is a
highly skilled employee of the police department, the organization should undergo efficient
strategy to retain Smith.
Critical analysis
According to the theory of job satisfaction, job satisfaction possesses a strong connection
with employee motivation. According to the Maslow’s needs hierarchy theory, needs of an
individual forms a five level of hierarchy which is compromised of physiological needs, safety,
belongingness/love, esteem, and self-actualization.

2WORK & ORGANIZATION
Maslow stated that primary needs like safety and physiological needs should be met first before
more complex needs like belonging and esteem can be met. The need hierarchy of Maslow had
been developed to explain the motivation of an individual in general. However, its main tenants
are appropriate to the employment setting and have been used to explain job satisfaction. In case
of Detective Smith, he has already achieved the needs through his talent and skills. Being an
highly efficient detective, his job is secure and the cases he solve with perfection provide him
with internal satisfaction. However, considering the fact that the mentioned department lacks
opportunity for promotion, the highly skilled employee is getting deprived of esteem that
includes approval, recognization as well as respect (Huang et al. 2016). All these factors has the
potential to provide Mr. smith with both extrinsic as well as intrinsic motivation. The term
intrinsic motivation can be defined as the motivation that posses the capacities to enhance the
self esteem as well happiness of an individual. Some of the examples of intrinsic motivation in
workplace include promotion, different types of leaves, proper work life balance, friendly work
environment and corruption free work place.