What is the connection between satisfaction with work and performance?
Conventional wisdom claims that there is a strong connection between satisfaction with work and performance. The general concept is that if an employee is satisfied with his work situation, the level of efficiency exposed to this employee will be higher. Over the years, many employers and employees have held this belief and emphasize that employees are satisfied with their work to trigger the desired result of higher productivity. There are others who believe that there is no direct connection between satisfaction and the performance of work, but that both are indirectly connected by an employee's personality rather than on any type of direct correlation.
popular wisdom draws a direct connection between satisfaction with work and performance. If employees are assigned tasks that are in accordance with its skill sets, it can be performed in a reasonable period of time and at the end to leave the employee with a sense of success of the working day is the idea that the performance level will be higher. The employee benefits from the derivation of a certain aboutSaturday's satisfaction from well -done work, while the employer benefits from increased productivity. Employee satisfaction can be strengthened by remuneration offered by the employer in response to increased performance such as salary or wage increases, promotion or some other form of recognition.
On the contrary, low satisfaction with work was considered directly associated with poor performance of work. In principle, if the employees are assigned tasks outside the scope of its expertise and have difficulty managing these tasks, the level of satisfaction with the work is significantly reduced. This may result in the development of an apathetic attitude within an employee, which in turn leads to a reduction in the performance and loss of the employer.
advocates of that point of idea there is a direct connection between satisfaction with work and performance, note that by the best use of employees' skills by assigning tasks that are in line with these talents, employees are employeesAnec at work happier and shows that happiness is more productive. In addition, the enterprise to recognize and remunerate employees for increasing loyalty in turn increases loyalty to the employer and increases satisfaction and sets the land for the continuing high level of performance.
The alternative to this understanding of connection between satisfaction with work and performance focuses more on thinking and attitude of an employee who has a factor that affects the satisfaction of work and performance. Within this theory, it is an employee's personality who eventually determines how happy the individual with his work and how much effort is spent in the assigned tasks. Attributes such as the employee's emotional stability, its level of self -esteesteem, and even the general work ethics of the individual determine whether the employee is satisfied with the work and how much effort will be spent to the optimal level. With this understanding, satisfaction with work and performance is the result of the internal processes of the employee and is not directly related to the efforts of the employer to be atWorkplace and assigned tasks suitable for employees.
debate on whether there is a direct correlation between satisfaction with work and performance or simply the results of your own personality and the employee's thinking have been involved for several years and will probably be discussed many others. Research used to support both concepts, employers and employees are more likely to answer questions in their individual environment on the basis of what the employee brings to the workplace, what the employer does to equip the employee effectively in the environment, as regard roles in the workplace in the workplace with a productive atmosphere. For this reason, it may not be a simple answer that matches every situation.