Salary vs. Justice at workplace and their impact on job satisfaction. Relation between job satisfaction and employee performance. Dilara Abstract The aim of this research is to find out whether the money or justice at a workplace play an important role in job satisfaction and also to conclude if job satisfaction causes different levels of employee performance. For this research it is proposed to make a survey among 150 people working at different industries.
The survey questions are going to be posed in the simplest way and candidates will be briefed about the purpose of this survey, in order to achieve the best possible results and to avoid mistakes and misunderstandings. The research questions are as follows; which of the two factors; salary paid or justice at work place have a greater impact on job satisfaction? Does job satisfaction have an effect on levels of performance? It is estimated that the justice at a work place has a greater impact on job satisfaction in comparison to the salary received.
It is also hypothesized that different levels of employees performance will be based on how satisfied they are from the job they are doing. Salary vs. Justice at workplace and their impact on job satisfaction. Relation between job satisfaction and employee performance. “The 1980s will seem like a walk in the park when compared to new global challenges, where annual productivity increases of 6% may not be enough. A combination of software, brains, and running harder will be needed to bring that percentage up to 8% or 9%. – Jack Welch As the quote suggests, there is a big difference between businesses in the old times and at this current moment. Therefore we can conclude that the pressure on the workers has increased simultaneously with the goals set. The workplace today is diversified and it keeps changing constantly. People have a variety of choices when it comes to making a career. The relationship of employers and employees is no longer the same; the demands and expectations of both parties have changed as well.
The new challenge that is faced by the management of any companies around the world is to create a workplace that would attract and keep the employee; therefore it requires a constant motivation and co-operation with the staff. The fact that most of the people in the world work for a reward which comes in a monetary shape is clear and well known. Yet it does not necessarily mean that the money is the most important factor that makes people work for certain companies or to stay motivated.
The need of money might make people take on certain types of works, where they would not want to go for it if they knew they had other chances. Hence, in actual fact that is not due to their motivation or happiness. One of the theories of human motivation – ‘Money as a motivator theory’ is grounded on the belief that the need for money primarily motivates all workers (“Theories of Human,”2004) However a statement like that is true only partially, regardless of the fact that the most common answer would be the money is what people work for. A simple pay raise, naturally not identified as part of the corporate culture, would be defined as an external motivator. Pay is expected, needed, and required – it is not necessarily an identifier of either corporate or personal identity” (Grossman, n. d. , A brief pause section, para. 2) According to Grossman (2005) “Psychologists call money a ‘deficiency need’. Money motivates people only when they feel deficient in it – when they feel they do not have enough” (The Payoff section, para. ). There are people like volunteers or monks who are able to carry on in their life, often to be seen much happier, despites the fact that they are not on a high financial level. Therefore money is not one of the factors affecting the productivity of employees in an organization. One of the most out of the ordinary, at the same time having a great impact on a worker’s personal health and one’s working experience.
There are several ways on dealing with bullying, but if to look at it through the target’s eyes, it is almost impossible to resolve the situation. Although known by a number of different names including ‘mobbing’ (Leymann, 1996; Zapf et al . , 1996), harassment (Bjorqvist et al. , 1994), bullying (Einarsen & Skogstad, 1996; Lewis, 1999), workplace harassment (Brodsky, 1976) and emotional abuse (Keashly, 1998) amongst others, the central core of these differing concepts are ‘systematic mistreatment’ of an ndividual which, if unabated, results in severe problems for the victim (Einarsen et al . , 2003) Psychological harassment will bring along a lot of negative effects, where the employee will start avoiding the workplace, which means the one will be absent more often, the levels of performance and productivity will drop and also it might result in lack of self confidence which leads to work incapacity, the victims may want to resign.
Hirigoyen (2001) notes that in 36 per cent of the cases, the victim leaves the firm. In 20 per cent of the reported cases the person is laid off, in the 9 per cent of the cases, the departure is negotiated, in 7 per cent of the cases, the person resigns and in 1 per cent of the cases, the person is put in an anticipated retirement. From those studies it can be concluded that bullying at work is one of the most important factors that will be playing a role in job dissatisfaction, therefore causing job failure.
For any organizational management it is essential to make sure that they are able to influence employees’ attitudes towards their colleagues and their job responsibilities. Organizational justice will also affect the trust between the supervisors and employees and also a reason, intension to leave their company, in other words it will influence the level of their loyalty to their management. Most researchers will agree that organizational justice is “a dominating theme in organizational life” (Cremer, 2005, p. 4).
A study by Monica Forret and Mary Sue Love (2007) states that healthy relationship between colleagues in an organization is directly related to justice perceptions of an organization and therefore it helps employees to respect one another and to work well together. Hawthorne studies have developed a new theory called the human relations movement. In 1924 there were several researches conducted at the Hawthorne plant of Western Electric Company in Illinois by a group of Harvard researchers, therefore these experiments are known among people as the Hawthorne studies.
Those researches claimed that the performance was affected by the way people were treated; shaping worker’s attitudes directly depends on individual and social processes. Consequently it is vital for a management to be able to identify those needs of their employees, needs for recognition and social satisfaction. Abraham Maslow and Douglas McGregor are the two people who are known for their contributions in developing and gathering more information on human relations movement. The relationship between job satisfaction and job performance has become a center of attention due to the studies on human relations movement. Judge, Thoresen, Bono, & Patton, 2001) Job satisfaction refers to the employee’s pleasurable or positive emotional state as a result of the appraisal of one’s job and job experiences according to (Locke, 1970; Schmidt, 2007) Not only it is an indicator of a psychological health of an employee (Haccoun & Jeanrie, 1995), but also various positive results which any organization would desire, including work attendance, intention to remain in the organization, motivation to transfer learning, turnover intention and actual turnover.
One of the main goals of Human Resource Department (HRD) is to boost job performance (Swanson & Holton, 2001) Methodology Participants This research will require 150 people of different age categories working in different industries. It is necessary for participants to not be holding a managerial level, due to the fact that holding any power over other employees might form a different judgment, point of view related to one of the questions of this research which is trying to find out whether it is a salary paid or justice at a work place have a greater impact on job satisfaction.