Running Head: HEALTH CARE MANAGEMENT

Health Care Management

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Introduction

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Organizations have many challenges that they face in management. These challenges pile
up on the management issues that the organization has to solve. To enhance job satisfaction,
managers have to motivate all the workers in the organization using the most recommended
motivational theories. Job satisfaction has being closely related to work motivation. Therefore,
researchers have tried to define the relationship between motivation and job satisfaction. The
most effective motivation factors that lead to job satisfaction are increment in salary and
bonuses, training and promotions, workers empowerment and compensations.
Many organizations deploys stratified methods to motivate workers so that to create
workers satisfaction. According to Saleem et al (2010) motivation in work is improved through
training of workers. Attainment of necessary skills in the job equips the workers with the ability
to achieve motivational objectives. Thus, organizations opt to train the workers in the most vital
areas in order to enhance job satisfaction that is achieved through motivation.
According to Kaliski (2007), workers achievement and being successful in their job is
referred to as job satisfaction. Therefore, it is closely related to productivity and the well-being of
the workers. This implies employees performing most rewarding duties hence receiving reward
for the same due to the good job. Job satisfaction hence entails being contented and being happy
at work. If well approached, job satisfaction is the primary factor in attainment of sense of
fulfillment through recognition, promotion, and increment in income. Hence, achievement of
what an employee gets from the job and the feeling of contention from the job is job satisfaction.
Job satisfaction and dissatisfaction
Theories of motivation explain why people are satisfied in their job. However, the same
theories are used to explain why people are dissatisfied in their job that is job dissatisfaction. For

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instance, Maslows need theories explains that people are happy with their job if needs are met
and they are unhappy if their needs does not meet their expectations. Furthermore, learning
theory explains that people are motivated if they see other being rewarded for their
achievements. Similarly, they will not get motivated if their counterpart who works extremely
harder are not rewarded. Punishment works the same as reward, if people are punished for their
wrong doings, others will try to evade the same through putting more effort in their work.
Employees feeling of satisfaction with the job and some aspect of the job is very
important in their performance. According to Gibson et al (2000), the views of a jobholder that
is, being happy or unhappy with their working situation refers to satisfaction or dissatisfaction.
This simply implies that verbal testimony of worker is very important. If they say are unhappy
hence are unsatisfied with the job. Similarly, if they say they are happy with their job then are
satisfied with the job as well as all aspects of the job. Therefore, managers and the management
board are very sensitive to workers view on working condition to ensure that they always have
positive response.
Job satisfaction and dissatisfaction is closely associated with the rewards gained from the
job. If employees like what they are currently doing and term it as interesting or enthusiastic,
they are satisfied because what they are doing is value adding. On the other hand, feeling of
dissatisfaction will be evident if the employees are dissatisfied with the task they are handling
which they may find it is not adding any value to the organization or their skills. The final output
in every job is important as they contribute to job satisfaction or dissatisfaction. Hence, all
aspects in the job, negative or positive, rewarding or non-rewarding contribute to state of
satisfaction and dissatisfaction (Riggio, 2000).

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4
Impact of job satisfaction

Job satisfaction as an issue in management is the most vital aspect in creating an effective
and efficient working environment. It leads to recognition and respect of workers in their work.
They are considered as important partakers in the organization hence their wants desires and
needs are highly prioritized. Job satisfaction leads to ensuring workers are happy with their job
hence are successful in their jobs. Job satisfaction is used as an indicator to measure the outcome
of the market and production in overall. This is because job satisfaction affects the working
effort, employees turn over an important factor in production (Diaz-Serrano & Cabral, 2005).
According to Gazioglu and Tansel (2002), job satisfaction also contributes to the decision of
workers to leave any job or stay.
Job satisfaction also benefits the employers as well as employees who put more effort in
their job resulting to higher production. Higher level of job satisfaction leads to higher
production in the organization that leads to higher returns to the company. Researcher has always
tried to establish the relationship between the benefits of job satisfaction to the employer and the
employees. Organizations have a significant role in the workers feeling in their job. However,
employees should be contented with their job if the organization provide and gives all what the
employees want to devote all their time to work (Nguyen, Taylor and Bradley, 2003).
Job satisfaction also is closely related to production of higher quality products (Llorente
and Macas, 2003). Job satisfaction is explained as the situation of feeling job satisfaction with
ones job. Hence, higher quality job will makes the employees feel contented with their job and
shall always be their aim while working. Most used measures of job satisfaction are time
dedicated to work, salaries among other others. These measures are the primary target of

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management board in an organization in order to ensure workers motivation. Therefore, when

manager ensure that the workers are motivated, the quality of their job increase as well.
Job satisfaction is also a vital aspect in motivating workers who are not initially interested
in their job. Lack of intrinsic motivation among workers contributes to job dissatisfaction among
workers. Employees become bored with the job and their effort to work is minimal. Workers who
find their jobs as unsatisfying are likely to quit their jobs for less demanding jobs and have
appropriate level of challenge that increases the turnover rate in a company (Koslowsky &
Krausz, 2002). The management board of every organization hence struggles to motivate
workers in order to have initial motivation of workers. To achieve this, managers deploy most
appropriate paradigm in workers motivation.
According to Meyer et al (2002), job satisfaction leads to increment in commitment level
of the workers hence reduce their level of quitting the job to look other well satisfying jobs.
Employers influences job satisfaction through practices such as getting instant feedback from the
workers, properly designing working schedule, and participating in workers welfare (Kooij et al
2009). These forms of motivation lead to higher level of commitment by workers that are the
primary factor in job satisfaction. Moreover, job satisfaction leads to uniformity in commitment
of workers. There are no traces of differ in workers commitment as they deploy all their skills to
maximum.
Furthermore, satisfied workers are contented with their job and hence there are minimal
chances of quitting the job. Workers utilize their skills and settle down in the organization as they
get it as their lifetime career. This makes the organization to benefit fully from the skills of the

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workers. There is close relationship between workers commitment in the job that leads to settling
in their career and job quality.
Sources of dissatisfaction
Dissatisfaction being the state of workers being unhappy with their working conditions
have many causes. The commonly attributed cause of dissatisfaction is stress that makes workers
to be discontentment with their work. According to Branham (2005) almost half of workers in
many organization are dissatisfied with their job because stress. Stress is attributed by many
factors and working condition of the organization. Factors such as the company not being able to
supply the required materials contribute to stress among workers. Other factors that contribute to
stress are poor working condition, low wages, and low-level satisfying level of the company.
Stress leads to lower production in the organization due to lower turnover rate.
Employers who are untrustworthy to their workers facilitates to dissatisfaction among
workers. Moreover, harassment of any form of workers also causes stress among the workers.
Workers get it very hard to cope with very harsh working condition hence their productivity is
very little (Branham, 2005). The anxiety created by harsh working condition deters workers from
concentrating with their job as they utilize their time by trying to avoid how to confront the
situation. Workers may also utilize their vital time agonizing consequences of their transgression
being revealed rather than utilizing it working.
Another source of employee dissatisfaction is the tendency employers to view workers
skills as unethical. Employers seem to care about the organizations revenue more than the
workers who work for the organization. This aversive perception of employers leads to low
motivation rate hence low turnover rate (Kaye & Jordan-Evans, 1999). Unfavorable and

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inflexible working condition leads to amusement of workers hence making worker to be stressful
and tedious.
Poor and lack of communication in the organization also contribute dissatisfaction. This
is facilitated by managers that are does not relate with employees at a personal level
professionally (Branham, 2005). Employees are not involved in decision making that make it
feel not adequate to tackle the project. Furthermore, decisions by top managerial team are so
complicated that employees cannot tackle properly.
Recommendations in enhancing job satisfaction
The management team has to ensure all employees are satisfied in the job. Therefore, the
manager should take precautions to ensure that the employees are satisfied with the working
condition of the job. During the hiring process, the employers should ensure there are at least two
interviewees to ensure the candidate will contribute to the companys goals to maximum. During
the interviewing process, the employer should ensure that the candidate is asked questions that
relate to the job and the employee enjoys most in tackling. The employer should assess the
candidate on the skills relevant to the position the candidate will take to ensure that employee
will provide the skills necessary for the position. This helps the employer to assess whether the
candidates need prior training before taking over the job (Kaye & Jordan-Evans, 1999).
Managers should learn to be competent communicators with employees at lower level.
This enhances better connection with the entire organization that is a critical factor in motivation.
Higher-level workers should formulate a good example by establishing a friendly relationship
with their lower level counterparts in order to ensure healthier working condition (Kaye &
Jordan-Evans, 1999). The managers and supervisors should learn have a concern over the lower

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level workers and inform them the direction of the organization. Managers should learn to
respect the workers and their views. This creates a sense of belonging to workers hence get
motivated to work harder.
The managerial board should ensure that employees are provided with an opportunity
grow that contributes to job satisfaction. Workers should be provided with tasks that require them
to stretch their skills and abilities. This gives the employers an opportunity to explore the
workers abilities that gives the employees an opportunity to expose their skills and talents. If
employees are given an opportunity to execute some minor projects, this allows them to be
creative in the area (Branham, 2005). Their skills and knowledge are also broadened in the
project development as they gain a change in the pace of their job.
Conclusion
Job satisfaction is the most vital aspect in management of every organization. Managerial
department should ensure that workers are satisfied through motivation process in the
organization. Managers should deploy motivational paradigm that are designed to improve
motivation of workers. Hence, the management should ensure that the working team has a
positive approach to their job. The management should create an economic friendly environment
in ensuring worker are happy with their working condition.

References

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Llorente, R.M.B. and Macas, E.F., (2003). Job satisfaction as an indicator of the quality of
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