Enhancing Employee Job Satisfaction Essay

1.Executive SummaryCommunication problems a good deal become probable due to their consequences. If a surgical incision suffers from high lag turnover, this often female genitals be a sign of brusque conversation amongst and supervisory program and the team. If the team doesnt conceive what is expected from them, seed ill-defined instructions or is non certain(a) approximately the over on the whole scheme and why they be asked to do what they do all issues down to scurvy intercourse they often witness dissatisfied and this bath expiration in employees release the business after a relatively short occlusion of time.a nonher(prenominal) cause that hind end justify reviewing if in that location be every partal communion problems is low motivation, productiveness and poor business implementation. If lag does not receive the information they require or do not tang appreciated, valued and kept informed they might not go the tautologic mile for their emp loyer. They might musical note frustrated and usher outt moderate the point of what they argon doing and this in turn leads to poor generateance.Open and unremitting disagreements between managers and the team, such(prenominal) as open conflict or jilted appraisals, argon in like manner a clear sign of intercourse issues and should be looked into.But suspecting that a departmental issue is down to poor confabulation is not sufficient to bring mitigatement about. Once you suspect that there ar converse problems how do you find out for sure modify you to tar come up them?A good method of identifying if there ar dialogue problems is to talk to the involved parties and try to gain an understanding about their opinion. wherefore do they think the department under carry outs? Do they feel they get all the information and feedback they hire to do the trade? What would they change if they could? be their opinions comprehend and accepted? I is beta to keep this feedba ck confidential in read to ensure that dear feedback is received either through anonymous surveys or through individual conversations with a neutral party such as an HR manager. An different method is to question staff about the things they should know, e.g. how their naturalise fits in with the business strategy and why they do what they do. If they are not able to answer these questions, it is likely that communication is insufficient or ineffective.Identifying communication problems between managers and staff freighter be easily identified using above suggestions. By rectifying these major positive jars on business perpetrateance and employee satisfaction can be achieved.A final suggestion on how to identify communication problems between managers and staff is to observe how both parties interact. Are conversations kept courteous and respectful and channelize trust or are they sharp and without showing signs of a good relationship. Body language should in like manner be observed to identify if both parties listen to each some other and communicate effectively or if information is not arrive atn in and heard or offered effectively. A review of the tonality communication carry use can also be very valuable, e.g. email should be used for clear step to step instructions to ensure understanding, simply at the same time direct communication face-to-face or per earpiece is needed to ensure a relationship is developing and queries can be easily resolved.2.Background of the study To avoid the consequences of blood line dissatisfaction. Employees lack motivation, set poorly and possess negative attitudes means that they are dissatisfaction on the jobs. These symptoms can like a shot affect a companys profit and vision. We should understand the reason outs why employees are unhappy at wreak. Understanding the causes can benefactor us find the right solutions.To improve employee motivation and performance, we wonder how to get employees to work wi th a higher degree of effort. What motivates an employee to perform varies from employee to employee. Some population work to satisfy needs, meet goals or fulfill accomplishments. Motivation to perform is not a rule that can be enforced it comes from at heart the employee. To inspire motivation, we essential create a work environment that encourages employees to feel cause.Improve employees engagement to prevent unhappiness, turnover and even profit declines.To improve teamwork, is to realize the importance of teamwork and become proactive about having colleagues work unitedly as an important element of the business.We need to improve and enhancing employees job satisfaction, engagement, collaboration and teamwork to resulting in increased productivity. Employees are a companys livelihood. How they feel about the work they are doing and the results received from that work directly impact companys performance and, ultimately, its stability. For instance, if employees are highly motivated and proactive, they testament do whatever is necessary to achieve the goals as comfortably as keep track of performance to address any authorisation challenges. Employees have low motivation is completely vulnerable to both essential and external challenges because its employees are not going the extra mile to take the company stability. An unstable ultimately underperforms.3. Introduction and background of Hotel3.1 Introduction & axerophthol background of Hotel We are one of Hong Kongs best designed hotel are perfect choice for travelers who demand the best short term check mark and long term accommodation.Since we opened in 1997, our hotel in central Hong Kong has been accept by clients and the hospitality industry for its outstanding performance.The 350 leaf node rooms are all tastefully furnished and are completed direct telephone line with voice mail. Our equipped kitchenettes acknowledge microwave, induction cooker and refrigerator and broadband internet a ccess are available in our hotel.Location determine in the heart of Hong Kong Island, superbly located in the mid-levels commanding prominent views of Hong Kong Island and Victoria harbor. It is also a prestigious address that enjoys the proximity to boot business regularises of Central and Admiralty.Attraction The Hong Kong Park and Botanical Garden are in the proximity, with lush greenery and ample open space close Central MTR station and Hong Kongs popular nightspot Lan yuan Fong are also within 10 minutes walking distance. swell connected by public transport to the main shopping district areas, Causeway Bay Hong Kong. It is perfectly located in an area with a mix of history, art & culture, and a touch of stylish contemporary. browse shops, art galleries and designers boutiques scattered around, together with high rise office buildings, coarse shopping centre and party venues of Lan Kwai Fong and SoHo.3.2 Hotel Structure The Hotel mental synthesis thats split into tw o basic groups administrative and operations. The administrative military position of the structure includes such departments as sales and marketing, accounting and human resources. The operations side is generally split further into food and beverage and rooms. both(prenominal) administration and operations report to the general manager.The administrative group is reasonably straightforward. Any function that does not consistently interact with the guests or impact the service level falls into this group. The operations group is a point more complicated. Food and beverage, for instance, might include the hotels restaurants, bars, nightclubs, banquets department, catering department and sometimes room service. Rooms might include the front desk and front-door personnel, hold, concierge, guest services and sometimes security and engineering.Human Resources Department The human resources department plays a vital role in a hotels efficacious operation. The functions of the human resources department are employee recruitment, benefits administration and training. Although the human resources department recruits, interviews, and screens prospective employees, the final hiring decision rests within the department in which the potential employee lead be working.Accounting Department The accounting departments responsibilities are include recording financial transactions, preparing and interpreting financial statements and providing the managers of other departments with timely reports of operating results. Other responsibilities, carried out by the assistant controller for finance, include payroll preparation, ac-counts receivable, and accounts payable.Rooms Department Responsibilities of the rooms department include reservations, guest reception, room assignment, tracking the status of rooms (available or occupied), prompt send of mail and phone messages, security, housekeeping of guest rooms and public spaces such as lobbies, and answering guests questions . This very department provides the services guests expect during their support in the Hotel.The front office is usually considered one of the most important departments in a hotel because that is where the most interaction with the hotel guests takes place. Frequent and consistent communication among front-office functions is critical. Reservations, for instance, must communicate with the front desk each day about the soma of rooms that have been presold. The front desk must communicate with housekeeping staff members to let them know when guests check out. Management for all front-office departments must underline consistent and frequent communication to ensure a smooth-running operation.The housekeeping department is vital to attracting and keeping guests through its role of maintaining top quality decor, cleanliness and service. The housekeeping department includes many roles in the service staff of a hotel. away from room at plyants, who tend to room cleanliness, the depart ment includes gardeners, maintenance men, bellhops, laundry staff and floor managers, as well as, occasionally, customer service professionals.Food and boozing Department Food and beverage department is to provide food and drinking to a hotels guests. Arrange multiple events scheduled for the guest. A coffee berry shop, gourmet restaurant, room service, banquet halls and function rooms where food and beverages are served. This department is an integral place in the hotel which is responsible for the systematic and the factual Service of food and beverage to the general public or customers as per the order in any F &B outlets. merchandising and Sales Department The marketing and sales departments managers who assimilate up the marketing and sales department are sales, or the selling of the hotel facilities and services to individuals and groups. Sales managers sell rooms, food, and beverages to potential clients through advertising, attendance at association and conference mee tings and direct contacts. The marketing and sales department is also removed from most of the day-to-day operational problems faced by other departments. The division of work among the sales managers is based on the type of customers a hotel is attempting to attract.Engineering Department The engineering departments responsibilities include rubber maintenance determine replacement improvement and modification to furniture, fixtures, and equipment and ensuring uninterrupted grooming of utilities (gas, electricity, water). Preventive maintenance involves routine checks and inspection of the key components of all equipment. care of recreational facilities may be part of the engineering departments responsibilities. the engineering departments responsibilities include preventive maintenance repair replacement improvement and modification to furniture, fixtures, and equipment (FFE) and ensuring uninterrupted provision of utilities (gas, electricity, water).Organization graph Appen dix I4.Methodologies 4.1 Questionnaire (anonymous)A staff questionnaire is an effective tool used to find out what the employees feel about the organization, it policies, work environment, job responsibilities, co-workers, superiors etc. In any work environment, it is important for the upper management to be aware of what its staff wants and expects this will lead to better retention of employees and a mutually productive relationship between the staff and the boss.Staff questionnaires to regain what are employees really thinking. These are completed on an anonymous instauration usually once or twice a year. Because the employees cant be identified we are more likely to get honest answers. This information can be revealing it may also help to tackle hidden problems quickly and, more importantly, before staff gets blown out of proportion.Sample of Questionnaire Appendix II5.Analysis & finding of watercourse problems5.1Problems in communications Some employees might also be aquaphobic or not feel comfortable to speak up about problems they are having with other co-workers. Some employees might think that if they speak up about trouble they are having they will be frowned upon for future projects.5.2Employees green light and commitment Some employee not willing to handle multiple tasks, responsibilities and take on new challenges. Hidden interest in and no vehemence for the job and completes assignments slowly and non-efficiently. Not able to adapt to new situations and changing work priorities and responsibilities when needed.5.3Employee job dissatisfaction Staff expects to get a commensurate reward. The wage should be fair, reasonable and equitable. Employees who feel stuck in their job position are less motivated to maintain high productivity. Managers with poor leadership skills tend to offer little feedback on employees performances.5.4Inter-department conflicts A manager or employee will know an important piece of information, and assume that because he knows it, then everyone else must know it as well.5.5Employees behavior Employees feel threatened by peer employees, experience workplace burnout, lack respect for management and feel unappreciated.6. closingBusinesses without effective staff communication suffer from lost profits, poor productivity and poor employee morale. In order to solve many business problems, employees need to be able to collaborate and cooperate effectively. Good communication can encourage employees to work harder, solve problems together and work towards a public goal. It is the job of every supervisor, manager or boss to make sure employees are communicating effectively.If a department suffers from high staff turnover, this often can be a sign of poor communication between and supervisor and the team. If the team doesnt understand what is expected from them, received unclear instructions or is not sure about the overall strategy and why they are asked to do what they do all issues down to poor communication they often feel dissatisfied and this can result in employees leaving the business after a relatively short period of time.Another cause that can justify reviewing if there are any departmental communication problems is low motivation, productivity and poor business performance. If staff does not receive the information they require or do not feel appreciated, valued and kept informed they might not go the extra mile for their employer. They might feel frustrated and cant see the point of what they are doing and this in turn leads to poor performance.Employees feel dissatisfied with their jobs at one point or another. Some employees move over their jobs for better opportunities, while others choose to stay. Employees with low job satisfaction can negatively affect a company because they typically lack motivation, perform poorly and possess negative attitudes. These symptoms can directly affect a companys bottom line. Managers should understand the reasons employ ees are unhappy at work. Understanding the causes can help managers find the right solutions.One of the first-string reasons for job dissatisfaction results from companies underpaying workers. The stress of paying bills with limited income causes many workers to feel dissatisfied with their jobs.A lack of career growth and advancement is another reason why employees are dissatisfied at their jobs. Employees who feel stuck in their job position are less motivated to maintain high productivity than those who do not. Workers feel valued when employers include them in their long-term plans and show their appreciation through promotions. Employees who move up in an organization and receive just compensation to reflect their title and responsibility changes usually commit themselves to the company for the long term.A lack of interest in the work is another reason why employees are unhappy. Most employees want to perform job duties that are engaging and challenging. Monotonous work causes an employee to experience boredom. world-weary and unchallenged employees experience little incentive to concern themselves with workplace productivity. The spirit of employees work accounts for the most situational influence in workplace satisfaction.A key reason employees perform poorly in the workplace is poor management. Managers with poor leadership skills tend to offer little feedback on employees performances. Micromanaging and dictating to employees instead of do them can cause a decrease in employee productivity.Poor communication is one of the main causes of conflict between employees in the workplace. This can result in a difference in communication styles or a failure to communicate. For example, a manager reassigned an employees task to the employees co-worker but failed to communicate the reassignment to the employee. This may cause the employee to feel slighted, which can vary into animosity among the two employees and the manager. Failing to communicate in the w orkplace may cause employees to make incorrect assumptions and believe workplace gossip. Poor communication in the workplace not only causes conflict but decreases productivity and employee morale.