Workers’ job satisfaction is a great tool for companies to enhance their overall performance. Employees value an organization that appreciates the effort they make toward achieving the firm’s objectives. Both group and self-recognition improve work morale, thus advancing the creativity of staff members (Geisler et al., 2019). Appreciation of an individual’s determination at the workplace, either by colleagues or supervisors, motivates a person, therefore committing oneself to the organization’s success.
Datotale used a good-fit company culture whereby employees engaged in playing games for fun; for example, in the case study, Mr. Brown established a theme, “Rumble in the Jungle,” that made staff develop entertainment. The act made workers effectively correlate with their leaders. The firm also used a low stressful environment because workers had time to interact with others. To improve job satisfaction, the management should consider using incentives such as bonuses, gifts, and even pay raises to influence employees’ interest in the duty they perform. The organization managers can take record and grade efforts made by each person and then give them rewards based on their performance (Jeske & Axtell, 2017). Management can also increase the salaries and wages of individuals who deliver the best services to the customers. They can achieve this by following the past performance of each individual, then rating and adding the pay rise according to personal achievement.
To evaluate the effort’s success to retain employees, Datotale Company can compare the voluntary turnover rate against involuntary turnover. It can also establish and determine the number of talented workers leaving the firm. Furthermore, the organization can measure the degree of retention by each departmental manager. These approaches will allow the company to have an insight into how the techniques used to motivate workers to impact their relationship with the workplace.
Geisler, M., Berthelsen, H., & Muhonen, T. (2019). Retaining social workers: The role of quality of work and psychosocial safety climate for work engagement, job satisfaction, and organizational commitment. Human Service Organizations: Management, Leadership & Governance, 43(1), 1-15.
Jeske, D., & Axtell, C. M. (2017). Effort and reward effects: Appreciation and self-rated performance in e-internships. Social Sciences, 6(4), 154.