Strategies to Enhance Employee Satisfaction: A Detailed Action Plan

This report provides an action plan to enhance employee satisfaction within an organization, focusing on key components identified through employee surveys, including job satisfaction, communication, work-life balance, and alignment with the organization's mission and vision. The plan includes actionable steps such as employee training, improved compensation, and fostering better communication channels through modern conferencing systems and social media. It emphasizes the importance of work-life balance and conflict management skills to create a more positive and productive work environment. The projected outcome anticipates improved scores across all key components of employee satisfaction, reflecting the positive impact of the implemented strategies. Desklib offers a wealth of similar solved assignments and past papers for students.

Running head: EMPLOYEE SATISFACTION ENHANCEMENT
Employee Satisfaction Enhancement
Name of the Student:
Name of the University:
Author Note:

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EMPLOYEE SATISFACTION ENHANCEMENT
1. Action plan for improving employee satisfaction:
The survey of the clearly shows that several employees experience low job
satisfaction which is evident from the low ratings obtained under each manager. The ratings
of the communication were also not motivating as shown by the table. The below table
would show the action plan the departmental heads of health information management should
undertake to improve the ratings in the areas within the next employee satisfaction survey:
Component
requiring
improvement from
survey (Any area
scoring <3.5)
Action items—
Identify three action
steps for each
component
Identify collaboration,
negotiation, or conflict
management skills
required to deploy
each action step
Projected
goal for
score
improvemen
t (>3.5)
Job satisfaction Step 1: Training of
employees
Step 2: Giving more
employee benefits like
paid leaves.
Step 3: Increasing
compensations
1. Understanding the
emotions and
perceptions of the
employees better.
2. Being aware and
respectful towards
opinion differences.
3. Managing stress and
counselling the parties in
managing stress.
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EMPLOYEE SATISFACTION ENHANCEMENT
Communication Step 1: Install modern
conferencing
systems.
Step 2: Encourage
employees of different
levels communicate
using social
networking platforms
like Facebook
Step 3: Arrange for
informal employee
meets like office
dinners that would
enable employees to
communicate with
each other.
1. Encouraging
employees to express
their stresses and job
pressures.
2. Allow employees to
communicate more
liberally with their
superiors.
3. Encourage peer
relationships between
employees belonging to
diverse levels.
4
2. Identification of three actions steps to improve each component of survey:
The survey points out to four mains components namely, mission and vision, job
satisfaction, work life balance and communication. The following are the three actions
steps to improve each of the four components within the organisation:

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EMPLOYEE SATISFACTION ENHANCEMENT
1. Encourage work life balance (WLB): The apex management should encourage work life
balance within the organisation. This would make the employees feel more related to the
organisation, develop firmer understanding of the organisational culture, mission and vision
and encourage them to contribute to the change management. This better understanding
between the employees and the employer would prove to be an important conflict
management tool to avoid future conflicts1.
2. Training of employees: The apex management should train the employees to enhance their
competencies. This would strengthen their capacity to embrace changes and thus, helping
them to manage stress related to change, improving their conflict resolution skills. This
would enhance their understanding of the mission and vision of the organisation and enable
them to achieve WLB2.
3. Increase compensation: Increase in compensation would motivate employees to deliver
better performance and adapt to changes, thus aligning to the organisational mission and
vision. Thus, this would create more optimistic attitude among employees towards change,
which is a conflict resolution skill and communication skills. This would encourage them to
learn new skills and participate in the change management3.
3. Outline of communication method:
The company can use meetings and webinars to make employees aware about the
importance of WLB which is the first action step recognised above. The methods it can use to
1 Helms, Wesley S., and Christine Oliver. "Radical settlements to conflict: Conflict management and its
implications for institutional change." Journal of Management & Organization 21, no. 4 (2015): 471-494.
2 Carmody-Bubb, Meghan A., Phyllis A. Duncan, and Malcolm James Ree. "Emotional intelligence and
personality predict conflict management style: examining relationships and factor structures." Journal of
Behavioral Studies in Business Volume (2015).
3 Roberson, Patricia NE, Jessica N. Fish, Spencer B. Olmstead, and Frank D. Fincham. "College Adjustment,
Relationship Satisfaction, and Conflict Management: A Cross-Lag Assessment of Developmental “Spillover”."
Emerging adulthood 3, no. 4 (2015): 244-254.

4
EMPLOYEE SATISFACTION ENHANCEMENT
train employees (second action step) are online trainings and webinars. The company can
increase employee compensations as the third action step and communicate the same using
email ids of the employees. It can also encourage use of social media to better the
communication between employees4.
4. Projected score of each component of HIM department:
The projected score for each component of the HIM department namely, mission and
vision, job satisfaction, work life balance and communication which would be requiring
an action plan would be 4.
4 Stipanowich, Thomas J., and J. Ryan Lamare. "Living with ADR: Evolving Perceptions and Use of Mediation,
Arbitration, and Conflict Management in Fortune 1000 Corporations." Harv. Negot. L. Rev. 19 (2014): 1.

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EMPLOYEE SATISFACTION ENHANCEMENT
References:
Carmody-Bubb, Meghan A., Phyllis A. Duncan, and Malcolm James Ree. "Emotional
intelligence and personality predict conflict management style: examining relationships and
factor structures." Journal of Behavioral Studies in Business Volume (2015).
Helms, Wesley S., and Christine Oliver. "Radical settlements to conflict: Conflict
management and its implications for institutional change." Journal of Management &
Organization 21, no. 4 (2015): 471-494.
Roberson, Patricia NE, Jessica N. Fish, Spencer B. Olmstead, and Frank D. Fincham.
"College Adjustment, Relationship Satisfaction, and Conflict Management: A Cross-Lag
Assessment of Developmental “Spillover”." Emerging adulthood 3, no. 4 (2015): 244-254.
Stipanowich, Thomas J., and J. Ryan Lamare. "Living with ADR: Evolving Perceptions and
Use of Mediation, Arbitration, and Conflict Management in Fortune 1000 Corporations."
Harv. Negot. L. Rev. 19 (2014): 1.