Dissertation: Employee Satisfaction, Commitment, and Performance

This dissertation examines the factors influencing employee satisfaction, commitment, and performance within the Guyana National Bureau of Standards (GNBS), a public sector organization. The research investigates the relationship between these factors and the effectiveness of HRM practices. The study employs a quantitative analysis based on the Hackman and Oldham’s job characteristics model, using a Likert scale survey to assess employee perceptions across various dimensions, including skill variety, task identity, task significance, task autonomy, and feedback. The findings reveal challenges in maintaining employee satisfaction due to factors such as a lack of career growth opportunities, monotonous work structures, and rigid organizational practices. The dissertation highlights the importance of creating a positive working environment, recognizing employee contributions, and involving employees in decision-making to improve morale and productivity. Recommendations are provided for the GNBS to enhance employee satisfaction and performance, emphasizing the need for improved training programs, flexible job roles, and motivational strategies. The research concludes by underscoring the critical role of employee satisfaction in organizational success and the need for proactive measures to address identified issues.

Running head: DISSERTATION
What factors influence employee satisfaction, commitment and performance in the public sectors
“Guyana National Bureau of Standards”, are these same in the private sector?
Name of the student
Name of the university
Author note

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Abstract:
In the recommendation section, a brief overview of the entire research has been provided. It has
been observed that as the employees are the biggest assert in an organization, lack of satisfaction
among them is posing a great threat towards keeping an organization productive. A relationship
in between the business objectives and the primary research and secondary research has been
developed. In this last chapter of the research, recommendation has also been presented for
Guyana National Bureau of Standard in order to improve their performance level. The scope of
carrying out the research in the future has also been identified. Some of the suggestions have
been given to Guyana National Bureau of Standard to improve the morale and productivity
among the staffs. As the employees are the key asset in an organization, it is the prime
responsibility of the higher authority of the organization to take proactive action for the sake of
keeping the staffs satisfied.
The working environment is an important determinant of the degree of productivity of the staffs.
Thus, Guyana National Bureau of Standard should provide positive working environment to the
staffs. Healthy working environment would also play a major role in generating satisfaction
among the employees which is very much needed in order to improve their efficiency. It is the
common human nature of getting acknowledgement of some activities. This is so with the case
of employees. Thus acknowledging their contribution on organizational success is an imperative
factor which can generate a positive feeling among the staffs and lead them to put more effort
organizational success. Allowing the employees to take part in the decision making process is an
also an imperative factor of making the employees to feel valued. This is the way, through which
high degree of satisfaction can also be generated among the staffs.
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Table of Contents
Chapter 5- Conclusion and recommendation..................................................................................4
5.1 Conclusion:............................................................................................................................4
5.2 Linking with objective:..........................................................................................................6
5.3 Recommendation:..................................................................................................................8
5.4 Limitation of the research:...................................................................................................13
5.4 Scope for the future research:..............................................................................................14
References:....................................................................................................................................15
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Chapter 5- Conclusion and recommendation
5.1 Conclusion:
By the end of the dissertation, it has been observed that the multinationalorganizations
are facing major issues in the way of keeping the employees satisfied. As the employees are the
key assets of an organization, lack of satisfaction among them is posing a major threat to
maintain organizational productivity. It is imperative to note in this context the performance
level of the employees and the degree of commitment among them play a critical role in
generating satisfaction among the employees. Unlike the public sector organizations, the private
sector organizations are facing major challenges in the way of keeping the customers happy and
satisfied. In the public sector organizations, more comprehensive and effective HRM strategy is
being followed than that of the private sector organizations.
The public sector organizations like Guyana National Bureau of Standards put ample
stress on employeerecognition, career growth and personal growth, which according them are the
critical factors in terms of keeping the employee satisfied. However, it has been observed that the
private sector organizationsalso consider these factors as the major part of employee satisfaction.
Lack of satisfaction among the staffs is a major threat towards providing high quality of service
to the customers. In compared to that of the public sector, the rate of employee turnover and
absenteeism is high in the private sector organizations (Kamoche 2019). Improper organizational
culture and working environment, lack of employee recognition, absence of career growth
opportunity and above all inappropriate salary structure are the major reasons of higher rate of
employee turnover and absenteeism. Fulfilling the basic needs of the employees is one of the key
factors in generating high degree of satisfaction among the staffs. It is worthy to mention in this
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context that motivation, goal achievement and the inclusion of positive morale at the workplace
plays a major role in keeping the employees satisfied. There are wide ranges of factors such as
showing respectful attitude while treating with the employees, providing recognition and
empowerment, both learning and career growth opportunity, high salary and compensation and
healthy working environment which play a major role in the way of protecting the emotional
wellbeing of the employees and keeping them happy and satisfied.. In addition, it is imperative
for the management of the organizations to take care towards job security, payment, workplace
safety, compensation and benefit and balance in between the personal and professional life.
These are also the major factors in terms of keeping the staffs satisfied. By increasing the
satisfaction level of the employees, the private sector organizations can be able to accelerate
organizational productivity.
Motivation is also a vital factor of employee satisfaction. Based on the Maslow’s
hierarchy of needs, it can be said that physiological needs, safety, belongingness or love, esteem,
and self-actualization are some of the basic needs of the employees which need to be satisfied for
the sake of generating motivation among the employees. Both financial reward and healthcare
benefits are the major factors in satisfying the psychological need of the employee (Denhardt et
al. 2018). The management should take care towards ensuring safety at the workplace which is
the key of satisfying the safety need of the employees. Supportive and positive relationship in
between the employees and higher authority plays a major role in satisfying the need related to
belongingness of the employees. In addition, acknowledging their contribution is the vital factor
of satisfying their safety need and high degree of motivationin the workplace is the vital factor of
satisfying their need of actualization. Sense of achievement is one of the most important factors
in keeping the human resources happy and satisfied.
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The working environment inside the office is also a critical factor to affect the degree of
satisfaction and productivity of the employees. It has been observed that the employees feel
comfortable in working in the diverse workplace (Denhardt et al. 2018). Working in the diverse
workplace serves the employees with the ability to evaluate the productivity support, privacy and
concentration level which are the key factors in promoting the growth in the career. At the same
time, the inclusion of performance appraisal system is also a vital factor in ensuring job
satisfaction, productivity and organizational commitment among the employees. At the same
time, HRM practices, organizational performances and intrinsic motivators are the important
factors being considered in the public sector for the sake of keeping the staffs satisfied.
As opined by Holland and Leslie (2018) public sector lays ample emphasis on
comprehensive HRM practices which are entirely meant for managing and enhancing the skill
among the employees. However, it has been reported that Guyana National Bureau of Standards
is facing certain challenges in keeping the staffs motivated. Working in the same structure and
process is resulting in a feeling a monotony among the employees. At the same time, the
employees are also facing challenges in the ways of accomplishing their career goal due to
improper training program. This is also affecting the satisfaction level among the staffs. Thus,
proactive action needs to be taken in order to improve the degree of satisfaction among them and
thus keeping them productive.
5.2 Linking with objective: Linking objective 1- To critically evaluate whether employee’s satisfaction,
commitment and performance of the Guyana National Bureau of Standards
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In order to evaluate the satisfaction, commitment and performance of the employees of
Guyana National Bureau of Standards, the primary research has been conducted. It has been
observed that the period of the engagement of the employees is relatively high in the Guyana
National Bureau of Standards. From the survey, it has been proved that there are majority of the
employees in Guyana National Bureau of Standards who are working for more than 10 years.
However, the result of the job satisfaction survey is extremely disheartening. It has been
observed that there are very limited numbers of employees, who are actually satisfied. The rest
are simply bored for working in the same process and structure. At the same time, the employees
are also facing major issues in the ways of satisfying their career goal by strengthening the skill
and competency level (Cascio 2015). It is true that Guyana National Bureau of Standard does not
offer any kind of opportunity to the staffs in order to improve their skills.
 Linking objective2-To critically evaluate the relationship between employee satisfaction
commitment and performance
In order to evaluate the satisfaction, commitment and performance of the employees of
Guyana National Bureau of Standard, primary research has been conducted. It has been observed
that the workplace in Guyana National Bureau of Standard is highly diversified which is playing
a major role in protecting the emotional wellbeing of the employees as they feel comfortable in
working in the diversified workplace. However, Shields et al. (2015) argued by saying that a
feeling of monotony and boredom is there among the employees as they used to work in the
same structure and process. At the same time, simplified job role is also generating high degree
of dissatisfaction among the staffs. Working in the same structure and process is also affecting
the performance level of the employees as working in the same process and structure is making it
challenging for them to exploit their skills and competencies. In addition, the organization does
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not have ample skills in order to perform efficiently in all the departments. Ambiguous job
structure is one of the key factors, resulting in increased level of dissatisfaction among the
employees.
 Linking objective 3- To critically evaluate HR practices used by managers to encourage
employee satisfaction commitment and performance at the GNBS
Here also, primary research has been conducted in terms of understanding the HR practices,
followed by the managers of Guyana National Bureau of Standard in order to ensure employee
satisfaction commitment and performance (Sharma et al. 2016). From the primary research, it is
evident that majority of the employees in Guyana National Bureau of Standard do have ample
skill and competencies in order to perform in all the departments. Comprehensive training and
development program is not being practiced in Guyana National Bureau of Standard which is
restricting the staffs to perform in all the departments by building skills and competencies. At the
same time, any kind of distinctions is not being followed in Guyana National Bureau of Standard
which is also making it difficult for the staffs to figure out the boundaries of their job. In addition
to that, any kind of motivational strategy is not being followed in Guyana National Bureau of
Standard. Moreover, the organizational structure and culture of Guyana National Bureau of
Standard is extremely rigid which is posing major threat for the staffs to make a balance in
between the personal and professional life and thus generating increased satisfaction among
them.
5.3 Recommendation:
The employees are the key asset of an organization, based on whom the rate of
productivity and profitability is determined. The employees play critical role in improving the
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service quality and keeping the customers happy. Sharma et al. (2016) observed that in the
extreme volatile business environment, the increased satisfaction among the customers is an
imperative factor in strengthening the public image. As Guyana National Bureau of Standard is
facing certain challenges in the way of keeping the staffs satisfied, it is imperative for them to
take proactive action in order to improve the satisfaction level among the employees as it is the
key of keeping them productive. The methods, which Guyana National Bureau of Standard
should undertake in order to improve the satisfaction level among the staffs are as follows:
 Recommendation 1- Offering healthy working environment:
According to Sawitriet al. (2016) offering the staffs with positive working environment is the
initial step of generating high degree of satisfaction among the employees. It is recommended for
the higher authority of Guyana National Bureau of Standard to figure out the factors that turn the
employees on. From the primary research, it is evident that in Guyana National Bureau of
Standard there is no distinction in between the job roles. Thus, it is suggested for the
organization to create an excellent working environment by defining all the roles and
responsibilities of the employees. This can help Guyana National Bureau of Standard to avoid
any kind of overlapping and thereby enable the staffs to perform their task in accordance with
their skills and competency level (Reiche et al. 2016). Several fun related activities must also
implemented in Guyana National Bureau of Standardin order to promote emotional wellbeing of
the employee. This is the way, through which the organization can keep the staffs motivated to
their job (Bin 2015).
 Recommendation 2- Reward and recognition
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Reward and recognition is the vial tools in keeping the staffs motivated and satisfied. This is
the way, through which morale among the employees can also be improved. It is imperative to
acknowledge the contribution of the employees. NathGangai and Agrawal (2015) observed that
this can help in generating a sense of ownership among them which is the key of generating
sense of satisfaction among them. Personal note from the supervisor, small and informal
celebrations are some of the effective ways of acknowledging the contribution of the employees.
Monetary reward also plays a major role in keeping the staffs satisfied. Hike in salary and
compensation are some of the major kinds of reward which Guyana National Bureau of Standard
can provide to the staffs in order to keep them satisfied.
 Recommendation 3- Engaging the workforce
This is another effective method, which Guyana National Bureau of Standard should follow
for the sake of keeping the staffs motivated. From the primary research, it is evident that lack of
task autonomy is a major issue in Guyana National Bureau of Standard which is resulting in high
degree of satisfaction among the employees. Thus, it is recommended for the origination to allow
the employees to take task related decision independently. As discussed by Kontoghiorghes
(2016) allowing the employees within decision making process is very much needed in this
context as it is the key of keeping them committed towards accomplishing organizational
objectives. It is suggested for the higher authority of Guyana National Bureau of Standard to
allow the staffs to contribute innovative ideas and suggestion. This can provide them with a
sense of ownership and pride towards their work (NathGangai and Agrawal 2015).
 Recommendation 4- Developing skill and competency of the staffs
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The employees are the key asset of an organization. Thus, it is imperative to take proper care
towards amplifying their skills and competency. The result of primary research depicts that the
staffs of Guyana National Bureau of Standard don’t have ample skills and competencies in order
to operate efficiently in all the departments. Thus, it is suggested for the HR department of
Guyana National Bureau of Standard to conduct comprehensive training development program
for the sake of strengthening the skills and competencies of the staffs. Cascio(2015) said that
training and education keep the staff motivated by making them more productive and innovative.
Well-trained employees can have more control over their job which can make it easy for Guyana
National Bureau of Standard to improve their service quality and thereby improve their public
image. In addition, the employees who have more control over their job are generally satisfied
and complain less (Bin 2015).
 Recommendation 5- Positive Work Culture
This is one of the most significant steps towards increasing the degree of satisfaction among
the employees. It is suggested for the higher authority of Guyana National Bureau of Standard to
go beyond the conventional norm. Mayo (2016) opined that encouraging flexible work schedule
is very much needed in this context as it can help in lowering the degree of stress among the
staffs which is the key of increasing the sense of satisfaction among the human resources. It is
recommended for Guyana National Bureau of Standard to ensure flexible working hours, days
and location which can help the employees to complete their personal obligation without
affecting their professional duties.
 Recommendation 6- Offering the staffs with meaningful and consistent praise
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This is one of the most significant ways of increasing the degree of satisfaction among the
employees. The inclusion of intrinsic reward such as compliments, encouragement and praise are
the critical factors in promoting the emotional wellbeing of the staffs. It is suggested for the
higher management of Guyana National Bureau of Standard to appreciate the hard work of the
employees on weekly basis. Shield set al. (2015) perceived that this can generate a positive
feeling among the employees regarding their accomplishment which is very much needed in
order to keep them motivated.
 Recommendation 7- Frequent and Honest Communication
This is another vital way of keeping the staffs satisfied. Healthy relationship in between the
employers and employee is an imperative factor for generating a positive feeling among the
employees. It is suggested for Guyana National Bureau of Standard to execute an open line of
communication inside the organization. Denhardtet al. (2018) stated that the staffs must be
informed regarding the lastedsystem and process. By this way, the employees can feel valued,
which is very much needed in terms of integrating high degree of satisfaction among them.
 Recommendation 8- Onsite wellness opportunities
As per the perception of Hollandand Leslie (2018) the inclusion of wellness opportunity
plays a major role in promoting health and wellbeing of the staffs which is extremely important
in order to improve their degree of productivity. By providing onsite wellness opportunity to the
staffs, Guyana National Bureau of Standard can be able to able to improve the degree of mental
health of the staffs which is the key of incorporating work related commitment among them.
Reicheet al. (2016) showed that onsite wellness facilities such as healthy snacks, gym,
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meditation area and medical consultation are to be provided to the employees of Guyana
National Bureau of Standard.
 Recommendation 9- Performance Appraisal
This is another effective way of generating the degree of satisfaction among the staffs. It
is recommended for the management of Guyana National Bureau of Standard to pay proper
attention towards the performance of the staffs. The HR department should practice the
monitoring method in order to carry out improvement program for employee satisfaction
(Kamoche2019). Comprehensive training program is needed to be arranged for every level of
management in order to enable them to acknowledge the importance of employee satisfaction to
improve organizational productivity (Bin 2015).
5.4 Limitation of the research:
At the time of conducting the research, the researcher has encountered certain issues
which have resulted in completing the research in a timely and cost effective manner. Initially,
lack of time was a major constraint, which posed great threat for the research to collect all the
available information from various available sources and evaluate that information appropriately
in order to get comprehensive result. If the researcher would get ample time, it would be easy for
him to much valuable and resourceful data and information which are the key of accelerating the
quality of the research. In addition to that, the researcher has also faced major issues in the way
of carrying out the research in a cost effective manner. Lack of ample financial resources has
created major restriction for the researcher to access costly books and journal articles and thereby
get valuable information. This is the reason, for which the researcher has to rely on the websites
which might raise the authentication issues of the research.
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5.4 Scope for the future research:
The subject matter of the dissertation is highly important as the increased level of
satisfaction among the employees serves as a major foundation, based on which the rate of
productivity of the organization is determined. In the highly volatile business environment,
increased level of satisfaction among the employees plays a major role for the organizations to
maintain a strong position in the market. Therefore, any research in this topic is a matter of high
importance in the contemporary times. After completing the research, the researcher has showed
that more relevant data and information from various sources can be collected in future. This can
help in accelerating the quality of research. At the same time, in future the researcher can also
shade light on the advanced methods to keep the employees satisfied. This will help the
researcher to carry out detailed investigation regarding the subject matter of the research.
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References:
Bin, A.S., 2015. The relationship between job satisfaction, job performance and employee
engagement: An explorative study. Issues in Business Management and Economics, 4(1), pp.1-8.
Cascio, W.F., 2015. Managing human resources.McGraw-Hill.
Denhardt, R.B., Denhardt, J.V., Aristigueta, M.P. and Rawlings, K.C., 2018. Managing human
behavior in public and nonprofit organizations.CQ Press.
Holland, J. and Leslie, D., 2018. Human resources and managing the workforce. Tour operators
and operations: development, management and responsibility, 3(1), pp.219-245.
Kamoche, K.N., 2019. Sociological paradigms and human resources: An African context.
Routledge.
Kontoghiorghes, C., 2016. Linking high performance organizational culture and talent
management: satisfaction/motivation and organizational commitment as mediators. The
International Journal of Human Resource Management, 27(16), pp.1833-1853.
Mayo, A., 2016. Human resources or human capital?: Managing people as assets. Routledge.
NathGangai, K. and Agrawal, R., 2015. Job satisfaction and organizational commitment: Is it
important for employee performance. International journal of management and business
research, 5(4), pp.269-278.
Reiche, B.S., Stahl, G.K., Mendenhall, M.E. and Oddou, G.R. eds., 2016. Readings and cases in
international human resource management.Taylor & Francis.
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Sawitri, D., Suswati, E. and Huda, K., 2016. The impact of job satisfaction, organization
commitment, organization citizenship behavior (ocb) on employees ‘performance. International
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employee satisfaction, commitment and performance: Exploring the focal role of employee well-
being. Journal of service management, 27(5), pp.773-797.
Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns,
R., O'Leary, P., Robinson, J. and Plimmer, G., 2015. Managing employee performance &
reward: Concepts, practices, strategies. Cambridge University Press.
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