Labor Satisfaction And Its Operation

Labor satisfaction and its operation

Introduction

The development and operation of an organization as well as the well -being of its people are affected when they face job dissatisfaction. In the organization where collaborators are stimulated, where a favorable climate is reflected for their professional and personal development;where factors such as effective leadership, effective communication, effective feedback, collaborators recognition are present.

 They are organizations that are characterized by high labor satisfaction indices. If there is an opposite effect on the factors mentioned above, this causes a decrease in the satisfaction that results in, high levels of rotation in the staff, low productivity and an almost null commitment by the collaborators.

Developing

For Garcia, job satisfaction is the general attitude of the individual towards his work, he must be interpreted as a product of the process of interaction between the person and his work situation, where they play an important variable role such as control or power to regulate saidinteraction and therefore, the possibilities of influencing the employment situation. People with high levels of job satisfaction may need less supervision, since they understand or feel the importance of meeting business objectives.

Credefi, is an institution focused on providing its customers with the maximum personalized service experience with high standards in quality. The work carried out in this organization can be complex, since it has to be dealt with different procedures, from customer business management to supports by technology, quality and human resources, none of them less important.

At present it is perceived that there are several factors that could be affecting the level of staff satisfaction. The lack of strategic direction is discussed when making important decisions, which may be implying a decrease in the performance of the functions of the collaborators and at the same time it can be generating a lack of commitment to them not to feel part of thecompany, thus reflecting unjustified absences, tardes and other multiple incidents. 

In this same sense, it is perceived that in the organization there are deficient internal communication processes. Another factor considered for many as one of the most important is the remuneration and the benefits offered by the company to its collaborators and finally add that there is the perception that some leaders present in the institution are not the most appropriate for this role.

conclusion

The factors indicated above could be directly affecting collaborators, as a result there is labor dissatisfaction, this in turn can be reflected in productivity, since they could breach the performance of their functions, increasing thisThe possibility of rotation of personnel. 

Being an organization whose effectiveness is measured through the perceptions or opinions of those who use their services, it results from regularly monitoring collaborators and how they feel in the company. Loya said that work satisfaction will always go hand in.