A Dissertation on Employee Satisfaction and Workplace Performance

This dissertation examines the critical role of employee satisfaction within organizations, exploring its impact on employee performance and overall business success. The study delves into various factors influencing employee satisfaction, such as rewards and recognition, work-life balance, and job security, drawing upon existing literature and research. It highlights the significance of a positive work environment and its effect on employee motivation, retention, and engagement. The dissertation also addresses the consequences of employee dissatisfaction, including decreased productivity and potential negative impacts on organizational efficiency. Furthermore, it provides insights into strategies for employers to enhance employee satisfaction and create a more supportive workplace, ultimately contributing to improved organizational outcomes. The research emphasizes the importance of understanding and addressing employee needs to achieve long-term business objectives and maintain a competitive edge in the market.

Dissertation

ABSTRACT
Employee satisfaction is something which is helpful for an organisation to develop their
employees in such a manner that they can attain organisational aims and objectives in
appropriate manner. As this is clear fact that employees are asset for an organisation so this
significant for them to up-keep interest of their employees in appropriate manner in order to
develop mutual understanding in relation to attain objectives. Employee plays effective role for
a business as they are working as front face of whole the organisation and all the business
objectives are attained with the help of them only. This research report is covering factors those
are influencing employee satisfaction within workplace. Besides this the report is providing
impact of employee performance over organisational working. As in current time this is being
observed that employees are willing to get so many benefits within an organisation in order to
stay there for longer period of time so businesses are implied to use such measures by which
employees can be retained and stay happy as well. There are numerous reasons due to which
employees within an organisation are not happy so this is the primal responsibility of employer
that they focus on such things by which employee retention can be enhanced so that overall
performance can be enhanced. So this research is providing those pathways in which a business
can deal with various complexities within business due to which employee dissatisfaction may
be created.

Table of Contents
ABSTRACT.....................................................................................................................................2
INTRODUCTION...........................................................................................................................4
LITERATURE REVIEW................................................................................................................5
EXPLANATION...........................................................................................................................17
CONCLUSIONS............................................................................................................................19
REFERENCES..............................................................................................................................21

INTRODUCTION
Job satisfaction is defined as level of fulfilment gained by an individual while
performing within job. This is regarded as the degree of satisfaction gained by them by
performing their job roles on time (Babalola, 2016). With the help of high job satisfaction this
will be easier for employees to stay motivated and get job stability within their career. Job
satisfaction is all about pleasurable emotional state seen by employees which is the result of
gaining higher value within job. In order to get high productivity within business job
satisfaction plays significant role so this is imperative for the organisation that they build up
such environment which makes their employees happy and satisfied towards allotted tasks and
their job position as well. For a business this is significant that they analyse those factors which
are contributing their employees to stay happy and provide their skills to the business and it’s
working in order to get succeed. The research report is enlightening the issues faced by
businesses when their employees are not satisfied. Besides this the report is associated with
identifying such factors those are leading an employee to face job dissatisfaction. Job
dissatisfaction may lead employees to perform with their fuller skills and capabilities so that
employees may feel safe and stay happy. In the context of organisation when they are focused
over gaining higher employee satisfaction then this would be helping them to get higher
employee engagement through which organisational aims and objectives can be attained. This
research is helpful in both employee and employer perspective as employees get to know about
such factors those can motivate them and employer can get to know about those dimensions in
which employee satisfaction can be obtained (Kampkötter, 2017). The research problem
associated with defining such major aspects in which employee satisfaction can be obtained and
on the other hand several issues are also highlighted which are creating barrier in developing
employee satisfaction so the same can be mitigated by implying various strategies in order to
tackle the same. This research topic is quite interesting as this is associated with real and
practical life implications so this would be helpful for people to know about various concepts
that are leading them to develop their understanding as well. In the context of such employees
those are not happy with their organisation so this is the time when they have to about such
reasons of their unhappiness as this research is providing assistance to them in order to
understand reasons of this dissatisfaction (Lee, 2016). So this research could be highly

appreciable for working employees and their employer as they know about various concepts
and the same can be implied in the business so that to obtain higher employee satisfaction. This
research is providing various edges and ways in which employer can deal with employee
dissatisfaction and enhance level of job satisfaction among employees in order to retain them
for longer period of time and to use their skills and proficiency in business management.
LITERATURE REVIEW
According to Loan (2020), Job satisfaction is one of the prominent aspects which are
leading a business to acquire higher success. For this businesses are required to manage various
dimensions in such a manner that better working environment can be created and employees
can work happily. Working environment plays significant role in managing employee job
satisfaction as with the help of prominent internal environment this is easier for the business to
grow and attain their required benefits in order to deal with long term scenario. Tesco is a giant
organisation and at the same time the company is having huge employee base so this is
imperative for the organisation that they develop such policies by which they can retain their
employees and provide them assurance of job. On the other hand in current time employee
satisfaction is treated as the most effective criteria which are affecting overall business
succession in negative manner.
This literature review is planned in such a manner that to attain high edge results
regarding attaining of research objective in direct or indirect manner. The major objective of
collecting data under this literature is to collect data in respect of job satisfaction among
employees. On the other hand the primal aim of this research is to analyse such constraints by
which an employee can stay happy and acquire job satisfaction as well. Job satisfaction is
regarded as one of the most significant reason for retention of employees and succession of
business. These are the dimensions which are clearly linked with employees and their well-
being as well. In order to execute this research in effective manner literature is having major
part as in developing knowledge so with the help of developing this literature parts this will be
easier to attain objective in clear manner. There are numerous objectives within this research
and these are proceeded to be attained by researcher by gathering information through literature
review. This literature review is divided into four parts in which proper information will be

gathered in appropriate manner so that to attain objectives in prominent manner. This way this
will be easier for researcher to develop appropriate way to attain research objectives so that to
develop research in effective manner
To identify the factors that is affecting the job satisfaction of the employees
According to MARKET (2016), Employee satisfaction is the major factor which is
existed within an organisation and related with employee fulfilment towards job. Employees are
regarded as pillars of the business so this is imperative for the organisation to use such
strategies in order to keep their employees happy and satisfied within workplace. With the help
of optimal job satisfaction this will be easier for the organisation and its manager to use all
capabilities of employees and to enhance overall output of the business. This is being observed
that there are various reasons of lesser output in which low pay-scale, appraisals and employee
dissatisfaction are the prominent one. Job satisfaction is the key of employee satisfaction and
this is the way in which overall performance of employees can be managed and acknowledged
as well. Satisfied employees provide better performance without complaining about their job
and efficiently they can handle the work pressure and put in their best for the development of
their organisation. When an organisation fails to provide job satisfaction to their employees this
may lead to minimise their productivity and can affect overall organisational efficiency in
adverse manner. There are different factors which may impact employee satisfaction such as
internal working culture of the organisation and organisational policies for employees. Working
environment of the organisation plays significant role in managing people and meeting their
needs as well. In the context of Tesco as the organisation is providing such practices to their
employees so that they are able to provide them aspects of job satisfaction which could be
helpful in enhancing employee morale and may increase their efficiency as well. Tesco is one
of the most popular retailers and the organisation is providing appropriate level of satisfaction
to their employees so that they can perform in appropriate manner as well. According to
Pacheco and Webber (2016), These initiatives by the organisation are helping them to involve
their employees in fuller and optimal manner. In this manner Tesco is highly emphasised over
developing their employees and workplace as well. Being a retailer employees are the greatest
asset for the organisation and to maintain the same the company is focused over recognising
such factors those are leading to develop employee dissatisfaction. This would be assisting

Tesco to analyse those matters of facts which may give consequences to the business in success
and profit making.
Appreciation and Reward: Rewards and appreciations are something which are
considered as recognition of hard work of employees. It is important to implement a justified
process of distributing the same to enhance the employee satisfaction level and encourage the
resource to continue working with full efficiency. In this manner by providing appropriate
rewards to employees they can remain happy within the organisation and work for longer
duration of time.
According to Pindek and et. al., (2020), This is the major aspect by which significant
impact can be received by employees in order to develop such constraints for living happy and
to enhance job duration. On the other hand appreciation is regarded as the foremost motivation
for employees which leads them to perform in better way and to develop belongingness towards
organisation and its objectives. Employees love appreciation employees when not appreciated
for their work, they start feeling low and unmotivated. Employees feel their work is not enough
and thus they do not feel satisfied. Every working employee feels to get ample amount of
rewards when they are performing well. So in this case it can be said that capacity of giving
rewards are wholly impacting level of job satisfaction of employees.
Proper Work-Life Balance: In today’s generation, mental health and satisfaction is
also a key to measure employee’s comfort level. For effective mental health of employee, the
organization should promote environment where employees’ personal goals are also supported
along with their professional goals. According to Valaei and Rezaei (2016), It is necessary to
maintain balance between both needs. Work life balance is one of the most demanded current
trends which help people to manage their personal and professional life at similar time. This
would lead them to contribute their skills within business in prominent manner in order to
obtain high opportunities for succession. For every business this is imperative to hold balance
in work life so that their employee does not feel hesitated in dealing with business tasks in clear
manner. So this can be said that by providing appropriate work life balance to employee their
employees can stay happy and motivated throughout their journey which leads the business to
acquire several benefits as in reaching out to overall business objectives. In current time as
peace is demanded by every employee so when they have opportunities to maintain work life

balance this will lead them to perform more appropriately during working hour which is helpful
in developing market image and business productivity as well. This movement is appreciated by
employees as this could be helpful in developing job satisfaction and gaining high edge over
business.
Job Security: According to Smith, Patmos and Pitts (2018), Today’s generation is
moving towards tough competition and these competitions can also be observed in job sector
along with various businesses. So, every employee needs or wishes a secure job or a job having
security of stable future with the organisation. This security can be attained by stable and
constant growth of business operations and justified recognition and appreciation of employees
and their work. Job security is one of the most essential aspects which are demanded by
employees of this age as this will lead them to secure their future which will make them
motivated throughout organisational working. This is the foremost reason which will be needed
by employees in order to stay within an organisation for longer duration of time. So by
providing job security this will be easier for the business to acquire skills of their employees
and their engagement as well. These are regarded as the main aspects which are primarily
demanded by employee working within an organisation.
How to eradicate the problem of employees performance due to employees job
dissatisfaction?
According to Siengthai and Pila-Ngarm (2016)Job satisfaction is a broader term which
is defined as the extent to which employee feel motivated and satisfied towards their jobs. Job
satisfaction is the essential aspect which is helpful in providing self-actualisation with job and
stability as well. Job satisfaction is highly significant in developing those aspects by which
fuller efficiency so that it may lead employees to have high career growth. There are numerous
dimensions of job satisfaction and these dimensions are developing the business in such a
manner that employee may feel happy by doing organisational chores. This way employee
satisfaction towards job can be enhanced which is helpful in enhancing employee retention as
well. Employee dissatisfaction may arise due to various factors and direct impact of employee
dissatisfaction is seen over performance and sustainability of the organisation. In this manner
various measures are required to be undertaken so that to provide progress to the business and
employees as well. Some of these measures are elaborated as under:

Working culture: According to Frederiksen, (2017), Working culture is defined as the
internal proceedings of the organisation in which workflow is being maintained. When working
culture of some places are positive and encouraging this will be easier for employees to settle
down and work in effective manner. Whereas when working culture is not proper and flexible
then employees doesn’t feel good to work and this lead them to face job dissatisfaction. In the
presence of positive and appropriate working culture employee absenteeism will be least and
this will generate will power in individual to perform their assigned activities in more
appropriate manner. In the context of working culture several aspects are added such as
changes, power to meet objectives and many more.
According to Judge, Zhang and Glerum (2020)When an employee is able to work with
all these dimensions then this will be easier for them to develop such understanding by which
higher work flow can be managed by them and the same is helpful in developing job
satisfaction in them. On the other hand in order to eradicate the issue of job dissatisfaction
communication plays significant role as in some organisations this is being analysed that there
is no proper hierarchy of communication which creates higher confusion and this will lead
employees to face barriers and that barrier may be converted into job dissatisfaction at some
point of time. So by managing these aspects issues related to job dissatisfaction can be
eradicated by the organisation and employees can be retained for longer period of time and may
provide their efforts and capabilities to the business in order to earn market prominence.
Establishment of proper channel of communication between senior and other team:
According to Inuwa (2016) In an organisation seniors are working in order to provide support
to their subordinates so that employee can get their queries resolved in earliest manner. In order
to retain in an organisation this is imperative to provide such communication channels to
employees by which they can communicate effectively without facing any problem. These are
the reasons which generate employee dissatisfaction which leads the business to minimise its
efficiency. For dealing with this issue organisational management is required to use such
strategies by which they can establish appropriate communication channel with higher superior
and other professional staffs. On the other hand this is being observed that there are various
reasons due to which communication gaps are created in order to maintain integrity within
business these gaps and barriers are required to be eliminated so that to acquire higher

satisfaction of employees and to develop business objectives as well. In current time when
employees are not satisfied with business workings then they face dissatisfaction in job due to
which they may leave the job so for eradicating the issue of job dissatisfaction communication
is playing significant role which is required to be managed.
Offer competitive compensation: According to Chen, Sparrow and Cooper (2016), There
are two basic objectives for which an employee is working in the organisation in this primal is
to grow in their career and other one is to get monetary benefits. During working for some
organisation when employees are not getting appropriate rewards then this may lead into
developing job dissatisfaction so for an employer the primary responsibility is to identify
calibre of their employees and then provide them monetary benefits so that they can stay within
the organisation for longer period of time. In this way employee satisfaction can also be
rendered to them so that employee will perform in tremendous manner along with giving fuller
efficacy to the business. Giving monetary benefits will motivate employees to perform in better
manner and to enhance their engagement and their contribution in business success. By giving
competitive compensation to employee this will lead to intensify their efforts within business so
that overall development can be rendered to the business and employees as well.
Providing opportunities for career development: According to Srivastava and Dhar
(2016), Employees are always seeking to get prominent job opportunities so that to inhale
success as accordance with future perspective and growth in career. So when an organisation is
emphasised over giving such opportunities to their employees in whom they can sustain and
retain within that particular organisation so this will lead in providing such benefits to the
business as in context of abilities and using fuller capabilities to the business. In order to
provide the same various coaching and mentoring programs so that to aware their employees
regarding development opportunities within organisation so that to retain them.
Focusing on employee engagement: According to Lu and et. al., (2016), Including
employees in decision making process leads in providing job satisfaction to employees as they
feel valued by being associated with process of decision making. This is helpful in managing
business in such a manner that overall benefits can be attained so that employees can be lead in
dealing with business complexities in appropriate manner. In order to deal with business

complexities this is imperative that employees are engaged in decision making process so that
to provide job satisfaction to employees.
How to evaluate the issue regarding the job satisfaction of employees?
According to Bryson, Forth and Stokes (2017), There are various reasons which impact
employee job satisfaction and due to these reasons performance can be enhanced of employees.
In this manner by using various strategies issues related to employee job satisfaction can be
rendered. Businesses are required to use such strategies by which issues can be identified and
the same can be dealt in better way. Satisfied employees tend to perform with higher efficacy
and this manner more productivity can be taken out of them. For a manager this is required that
they try to evaluate level of employee job satisfaction so that personal analysis can be
performed and those employees who are not satisfied with their job can be identified easily as
these are the focus of the manager. So in this manner these types of employees are required to
be focused by manager so that to provide them desired level of employee satisfaction. In order
to evaluate issues of employee job satisfaction above mentioned methods can be used:
One to one conversation: According to Tomczak, Lanzo and Aguinis (2018)In order to
provide appropriate opportunities to employees taking sessions for one to one conversation is
necessary as this helps employees to share their grievances and to gain such insights which
could be helpful for them to render full support to the business. When an organisation is large
this is not realistic that to perform conversation with each and every employees so in order to
solve this issue manager can lead the role and perform conversation with those who are facing
issues of job satisfaction. For an employee one to one conversation is keeping high value so
when employees to exert with one to one conversation this will be helpful for them to share
their experiences and grievances as well. In this manner it will be easier for employees to be
comfortable at workplace and attain fuller job satisfaction.
Conducting survey: According to Rolfö, Eklund and Jahncke (2018), In order to
evaluate issues regarding employee job satisfaction conducting surveys could also be a better
option as this will lead to understand regarding several aspects of job and ways to render job
satisfaction to employees. In surveys this is imperative to hold such degree so that to deeply
analyse reasons of job dissatisfaction among employees and evaluation process as well.
Manager of an organisation is working in order to bridge the gap between employees and

superior people so by conducting surveys this problem can be eradicated. Sometimes it’s
difficult for employees to express themselves to their leader or manager, especially if they are
concerned about how the other party will take it. That’s why surveys, especially anonymous
ones, can be helpful tools. Surveys also help you get quantitative data, rather than just a bunch
of ideas and suggestions. These kinds of surveys are helpful for manager as by these they can
read between lines in which managerial decisions can be made in effective manner. Besides
this, these are the movements which are helpful in solving prominent issues within
organisation. With the help of surveys actual mental state of an employee can be analysed and
this would lead the manager to examine such loop holes due to which overall productivity is
decreasing. The major objective of conducting surveys is to attain such information which are
hidden and may have direct impact over the business succession and growth. So for employee
surveys will be helpful in developing such knowledge regarding reasons of job dissatisfaction
and they can also measure their level of satisfaction and its implication. Besides this with the
help of survey various dimensions can be exerted and information can be gathered through
sources which are requisite to gain high job satisfaction.
Implementing changes: According to Sharma and Sharma (2017)When an organisation
is using similar practices for a longer period of time this may be possible that minimisation of
proficiency can be seen within the organisation. So in order to deal with this problem it is
suggested that to inhale change in primal manner so that to engage employees and to solve
various issues associated with job satisfaction and other constraints. When change is being
implemented in an organisation then resistance to change is seen which the major problem due
to which job dissatisfaction may arise. On the other hand when change is being associated with
business this may lead in developing such issues and these are directly linked with employees
and their job satisfaction so this can be said that in order to evaluate issues related with job
satisfaction and job efficiency. When change is implemented within business then this is
mandatory to communicate with employees and taking out their opinion so that to involve them
and ask about faced issues while performing workings within organisation. The process of
evaluating issue is highly important as this leads to develop self-belongingness within
employees and higher responsibility can be exerted by top level management. This could be
helpful in gaining those aspects of the business which are required to be modified and needs
higher attention of overall management.

Hosting of annual award ceremony: According to Antony (2018), For an organisation
this is significant to appraise their employees by giving them continuous rewards. As this
movement will lead employees to build up trust for the organisation and enhance their working
capabilities as well. In order to boost employee morale conducting reward ceremony could be a
best option as by this highlights of the organisation and other employees can be obtained. In
this manner better network can be prepared which is helpful in rendering positivity within the
organisation. Annual award hosting may work as a catalyst for motivation and through this
higher opportunity can be given to employees in which they can perform in optimal manner.
Organising award ceremony is something which encourages employees to work harder and this
will provide such measurements to manager for evaluating level of job satisfaction inhaled by
employees. With the help of these ceremonies suggestions can be received by higher authorities
and the same can be used for upgrading the business in prominent manner. This is a way which
can be used by managers in order to get prominence over the business and to provide such
insights to the business in which overall experience of employees can be enhanced. This is the
manner by which appropriate measurement can be rendered by which level of employee
satisfaction can be examined and enhanced as well.
This way it can be understood that there are various measures which can be listed so that
to develop understanding in relation to employee satisfaction. This manner timely assurance
can be given to employees in which they can be succeeded and develop their inclination
towards gaining job satisfaction. According to Zhong, Wayne and Liden (2016), Numerous
methods can be used by manager in order to evaluate job satisfaction among employees as this
is the prominent method that can be used by them in order to examine whether working
employees are happy with their job or not. In case they are not then this is the responsibility of
the manager to provide them appropriate sources in order to boot their level of job satisfaction
and to provide them manner to stay happy and devoted for the organisation. On the other hand
one of the major methods to evaluate job satisfaction is using surveys so by conducting survey
appropriate opinion can be taken out by employees and the same can be useful to recognise
their level of engagement and happiness within organisation. By conducting surveys this will be
easier to trace such locations where improvements are needed so that those areas can be focused
in order to provide higher employee satisfaction. More likely another method is to associate
employee in one to one conversation so that employees can be comfortable in telling about such

problems which are being faced by them. When management know about issues which are
faced by their employees this will be easier for them to tackle these challenges and mitigate the
same in order to provide higher job satisfaction and to enhance their time period of retention.
When an organisation is focused over their employees then this is requisite for them to evaluate
such factors those are creating dissatisfaction among employees so that to acquire market
prominence and to generate higher goodwill as well. As this is stated that happy employees are
keys for organisational success and they can be kept happy when job satisfaction is evaluated in
appropriate manner.
What will be the recommendations to mitigate the factors which are affecting the employees
job satisfaction and their work performance in an organisation?
According to Koon and Pun (2018), Job satisfaction is one of the prominent aspects
which are having special degree in holding higher job retention value for organisation. When an
employee is highly satisfied with job then higher contribution can be provided them to the
organisation which leads to attaining organisational goals and objectives in early stage of time.
On the other hand job satisfaction is holding high prominence for employee and employer as
well. In terms of employee high job satisfaction may lead the employee to provide their fuller
capabilities to the business and to complete assigned task in such a manner that the same can be
used in order to meet business objectives in direct or indirect manner. There are numerous
factors due to which level of job satisfaction of employees get impacted as due to these factors
employees do not feel happy at their working place and this way lowered employee engagement
may also be seen. These factors are lead to minimise quality working of employee of negatively
impacting employee satisfaction. When there is no job satisfaction then employee does not feel
happy and encouraged while performing organisational tasks. This is the major reason of
minimise employee efficacy and involvement within organisational activities. In order to
acquire higher engagement of employee providing them job satisfaction is the primal practice
which is imperative to be followed by organisation in order to empathise their employees and
develop trust in them for the organisation and its working as well. These are the dimensions
which are correlated with each other as when employee is happy this will make them engaged
within organisational working and simultaneously job satisfaction can also be enhanced.
Further when employee is associated with high job satisfaction this will lead them to work with

higher efficiency and in this manner overall development of the business can be also be
attained. So this can be said that mitigation of such factors those are responsible to impact job
satisfaction of employee are requisite as this will cover various dimensions in which employee
employer and other aspects are added. There are several ways which can be used by manager or
employer of the business in order to mitigate the issue of job dissatisfaction and when these are
undertaken in priority basis direct positive impact can be seen on job satisfaction level of
employees. When employee is facing any kind of issue within their job and due to that issue if
any implications are seen on job satisfaction then this is the responsibility of manager and
higher managerial staff so that to deal with this situation. These methods are elaborated as
under:
Appreciation and Reward: According to Wen, Huang and Hou (2019), Most of the
prominent reason of employee dissatisfaction is lowered and such appreciation of award which
is lesser than expectations. When employee is working and gives their 100% capabilities and
skills to the business for dealing and attaining its objective then expectations are highly
imperative in nature of getting appropriate pay and promotions. In absence of such type of
behaviour from managerial level of the organisation will lead the employee to become
disheartened and face job dissatisfaction. Employee are regarded as pillar of overall
organisation in which their efforts and contribution to the business leads the overall
organisation to inhale higher amount of success and market prominence as well. By providing
desired amount of rewards to employee could be helpful in enhancing their morale and
effectiveness in prominent manner. For executing this regular feedbacks are required to be
taken so that actual mental state of employees can be analysed and they can be catered in best
way. Some researchers have already shown that when employees are not getting significant
amount of rewards and benefits then they will leave the job as may be with these capabilities
some more effective jobs can be find out by them. So in order to retain and acknowledge efforts
exerted by employees appropriate and fair reward policies are required to be used so that they
can work with fuller efficiency and involvement. In this manner employees of the organisation
can be kept happy and retained for longer period of time. This will be helpful for the business to
retain their efficiency and talent within business so that overall development opportunities can
be inhaled so that business objectives can be attained market prominence can also be

undertaken which is helping the business to grow and survive along with their competitors and
attain distinctive market image as well.
Proper Work-Life Balance: According to Piccoli and et. al., (2017), Work life balance
is defined as using such practices which are helping an employee to maintain balance between
personal and professional life. This is an important aspect which helps employees to keep
mental state in stable condition so that they can upkeep their working and acquire success as
well. An employee is working for their family and to get succeed over their life so work life
balance is a concept in which they can focus on both their life which is professional and
personal as well. In this manner employee can put their emphasis over their family and job as
well which leads them to gain mental peace and higher concentration over working. An
employee may not be happy when they are not getting appropriate balance over their work life
as due to high work load they invest their whole day timings over completing office work and
at the end this creates higher irritation to them and implication can be seen over lowered
productivity. These are the situations which are required to be avoided so that to provide trust
and empathy to employee and to render them such atmosphere in which they can stay happy
and calm for performing organisational chores. Under this condition the need of proper
management may arise and this is the responsibility of managerial authority that they provide
such environment to their employees in which they can stay happy and lead to get job
satisfaction. This movement will be helpful in developing overall morale of individual in a
manner that they can contribute to higher manner in the organisation and provide such edge to
the business in which distinct competitive edge can be received. These are the moments which
could be helpful for the business to gain higher job satisfaction among their employees so that
could be leading them to become successful within marketplace.
Job Security: According to Coetzer and et. al., (2018)Job security is one of the most
essential parts for an employee in order to retain over a job. Job security helps employees to
stay happy and devoted towards the job as they are not having fear of being terminated so in
this manner job security could lead the stage of job dissatisfaction among employees. An
individual is not willing to switch their job in frequent manner as this creates high chaos in their
lives but in case of absence of job security this is imperative that employees do not feel
happiness in doing work so they will switch to that job in which they get job security. So in this

case it can be said that job security is one of the most essential and integral part for an
employee in order to get job satisfaction. Employees are pillars and base of a business and
nurturing them should be the motive of employer so that employee may provide their fuller
contribution in development of the business and its working as well. Job security is the real
aspect which is associated with developing those moments in which employee feel safe to work
and leads to provide their fuller efficacy to the business in appropriate manner. So in this
context organisations are required to put their higher emphasis over developing such practices
in which job security can be given to employee which boosts overall creativity of the business.
EXPLANATION
This is being analysed that job satisfaction is one of the major aspect which is required
to be managed by employees and employer so that to develop business objectives in appropriate
manner. In this manner it can be said that managing job satisfaction may lead in generating in
dealing with such constraints so that to manage employee expectations in proper manner. There
are various reasons due to which job satisfaction may be affected and these are the reasons due
to which employees are able to develop engagement. Employee engagement is one of the major
development measures which are helping an employee to develop such reasons in which they
can provide fuller engagement in their business so that this manner proficiency can be
developed for the business. With the help of job satisfaction this will be easier for employees to
develop such measures in which career development can be rendered so that they can acquire
new skills and abilities within working process. This is being examined that there are several
measures which is helpful for employees to gain high job security and in this case employer is
having responsibility to acquire those practices within business so that to get success and to get
overall skills of their employees. In this manner problem of job insecurity can be avoided when
employees are given focus for gaining such insights and in this manner high job satisfaction can
also be attained.
This way it will be easier to develop research method in such a way that overall research
benefits can be managed so that managing four dimensions over research will lead in attaining
research objectives in prominent manner. According to Kröll and Nüesch, (2019), there are
various methods which can be used in order to intensify job satisfaction among employees as

employees are helping the business to develop business objectives in appropriate manner.
Organisations are effectively managing their employees in such a way that they need to
appreciate them and recognise their skills which can be used within business so that to acquire
business benefits. In some organisation this is being observed that they are paying as much
attention over providing practices to satisfy their employees so in this case overall productivity
of the business get minimised and succession ration will also be tarnished. So for attaining
higher productivity from employee, job satisfaction is one of the primal activities which are
required to be exerted by management for their employees. Job security helps employees to
perform in appropriate manner so that they can contribute in well manner along with gaining
business insight as well. Job security is something which helps employees to stay happy and
motivated throughout their working which is helpful in developing working behaviour and
attitude towards business working. So this can be said that job security is one of the major
aspects which are affecting job satisfaction of individual. Satisfied employees are regarded as
blessings for the organisation as they do not supposed to provide any negative aspects to the
business. Besides this dissatisfied employees are not regarded as asset for the business as they
do not contribute to fuller manner and always try to bring resistance. Dissatisfied employees
always raise questions and due to this they are not able to manage workload. When an
employee is dissatisfied then chances of leaving the company is high as they try to find some
more opportunities by which they don’t trust their existing company. When an employee joins a
company then there are various expenses which are borne by organisation and as soon as these
employees leaves the job this creates monetary loss for the company as for new joiner again
these expense will be required to invest by the company. Satisfied employees prone to bring
higher amount of profit in the organisation which helps the business to grow and inhale high
amount of success.
According to Sanders and Yang, (2016), satisfied employees are loyal to the
organisation and in this manner fuller contribution is being rendered by them for inhaling
success and to gain new business heights as well. In retail industry efforts of employees are
highly appreciated as they are directly linked with customers so these employees will be
helping the organisation to develop competitive edge for the business. There are such
dimensions which are covered by employees and when an employee is satisfied then they will
contribute in optimal manner which leads the business to gain competitive edge. The major

problem of employee dissatisfaction is related with decreased performance of employees and
for this various measures are required to be used so that to develop job satisfaction among
employees. Problem of job dissatisfaction is an intense one as this may cause various negative
implications to the business which is not creating any kind of benefits as well. So for every
business focusing over such constraints which may be helpful in developing their employees
can be advantageous in gaining newer business insights and market image as well.
CONCLUSIONS
From the above research this can be concluded that job satisfaction is one of the major
aspects which are helpful for the employees to gain proper insight regarding developing those
measures in which they can retain within job for longer period of time. Job satisfaction is
associated with various constraints such as employee motivation, employee engagement,
workplace culture, relationship with subordinates and superiors, organisational hierarchy and
many more. When an employee is highly motivated due to various intrinsic and extrinsic
factors then this will lead them to develop higher job satisfaction as for employees this is
essential to stay motivated as this will lead them to perform various tasks in appropriate time
along with required skills as well. On the other hand workplace culture is the other aspect
which affects job satisfaction among employees as when employees are getting required
working culture then this is helping them to stay motivated and inhale higher job satisfaction as
well. Besides this when employees are possessing appropriate conversation with their
subordinates then this will lead them to share their grievances in direct manner lead to get high
job satisfaction. When an organisation is not able to cop up with their employees then situation
of job dissatisfaction may arise and this is one of the serious issues and management of the
business is required to deal with these issues so that to acquire business benefits. These are
required to be treated in primary manner by the organisation so that they can inhale higher level
of business efficiency and effectiveness as well. There are several methods that can be used by
management in order to deal with issue of job dissatisfaction among employees and this can be
said that using these practices could be helpful in acquiring fuller contribution of their

employees along with gaining market prominence as well. Organisations often miss out on this
psychological aspect. Appreciating and recognizing employees from time to time keeps
employees motivated. This energizes them to thrive to do better and outdo themselves. You can
also offer valuable benefits and perks to your employees to boost their morale and job
satisfaction. Employees keep themselves occupied with the different aspects of their personal
and professional lives. And that plays a crucial role in their satisfaction and employee
happiness. Long, tight work schedules and too much workload often make it difficult for them
to balance them. Evaluating if the employees want to learn something new or need any specific
training is always a good practice. Lack of this management approach often makes the
employees dissatisfied. One of the other evaluation practices is one-on-one reviews. This could
be very effective to know about employee dissatisfaction and its attributes. Management would
this way see if they are satisfied with their jobs. This would allow the employees to talk about
their discontentment, aspirations, and goals. This would foster satisfaction and engagement and
what employees expect from the organization.

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