Essay on Employees Satisfied = Retained & Growing: Management Matters!

Introduction

Employee satisfaction describes the fulfillment that employees achieve in an organization as they work. The fulfillment of employees is affected by the management style adopted by the managers. When the manner is consistent with their preferences, then the chance of achieving satisfaction is higher. The employees are therefore motivated and give great reviews for the organization. The satisfaction of employees is consistent with their retention and growth strategy in the long run. Thus, the satisfaction of employees enhances the building of organizational culture. Organizations are always seeking growth in their operating activities, which is leveraged on the productivity of the employees. For development, there is a need for familiarity with the various places organizations are expanding. That warrants a change in the organization's management, coupled with extensive market analysis. Employee satisfaction and globalization strategies are the vital issues discussed in the cases.

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Employee satisfaction in organizations is based on the way managers treat their employees. In this case, the management catered for most of the interests of the employees effectively. However, one of the vital interests of employees is their growth. As an employee works for an organization, their competency and time should be rewarded with better opportunities internally. That shows the employees are adding value to themselves and the organization at the same time. Without opportunities internally, the satisfaction of the employee is reduced (Eskildsen & Dahlgaard, 2000). That is because their goal of growth is not achieved. Therefore, that is likely to lead to low reviews of the organization regarding its treatment of employees. That was the central issue in the first case. Thus, the management should invite employees in its decision making and strategic planning. The employees will give their views and preferences, which will be acted on, increasing their satisfaction. The other issue in the cases was globalization, which is a strategy by most organizations. Familiarity with the target market is essential to enhance the production of products consistent with consumers' preferences. The strategy was applied by Samsung effectively in expanding globally, which worked favorably for them in the long run. When an organization is familiar with its consumers' preferences, there is a high chance that it will gain market leadership by addressing customer preferences.

Suggestions

Employee satisfaction is an undertaking that most organizations do not address effectively, which strains their employees. Therefore, for organizations to enhance their employees' satisfaction, they should embrace employee participation in decision-making. Through optimum employee involvement, there will be a higher chance for the organization to roll out plans consistent with employee preferences. Furthermore, employee turnover will be reduced, which will have other secondary benefits for the organizations. Globalization is the goal of almost all organizations, which is consistent with expanding operations and sales. When expanding operations to a global scale, there is the need to do a detailed market analysis. The analysis will enable the organization to have familiarity with the tastes and preferences of the new markets. Based on the feedback, then there will be product development based on customer characteristics and preferences.

Conclusion

Employee satisfaction is one of the essential goals of managers. Satisfied employees enable an organization to achieve its objectives and reduce turnover. The benefits compel organizations to have systems that increase the satisfaction of their employees. Expansion of operations is a sign of growth for organizations, which takes an example through globalization. Therefore, from the cases, it is evident that market analysis should be conducted to enhance the achievement of expansion goals by organizations.

Reference

Eskildsen, J. K., & Dahlgaard, J. J. (2000). A causal model for employee satisfaction. Total quality management, 11(8), 1081-1094. https://www.tandfonline.com/doi/abs/10.1080/095441200440340