Issues with low motivation and job satisfaction in the organizations are more ordinary. Employees are concerned with their jobs and general economy. There are multiple reasons why work dissatisfaction and lack of morale creeps at the organization. Irrespective of the causes of the absence of staff happiness, it can negatively affect the productivity and results to high turnovers. Therefore, this proposal explains the issues of the low motivation and job satisfaction and the possible remedies with reference to the Chubb Corporation.
The Problem
The impact of the low job satisfaction and motivation is far-reaching and the problem is of major concern by the companies. If the workers are unhappy with their roles, multiple fields of their work are negatively influenced and their actions can affect the entire workforce (Isen 34). Considerably, when staffs are not satisfied with their jobs, then they are likely to experience stress on the job. Low employee morale coupled with the dissatisfaction leads to the low productivity at the working place (Isen 34). Notably, when a single member of the group underperforms, chances are that other members of the team may feel to be dissatisfied and eventually their contribution is often likely to reduce as well. This phenomenon is called vicious cycle and is rampant in at Chubb Corporation. Moreover, low motivation and job satisfaction result in high turnover rates among the employees and, therefore, the company has to mitigate this incidence by implementing competitive strategies.
Previous Attempts
To address the issue of low morale and job satisfaction, Chubb Corporation has been carefully caring the employees. For instance, the organization has been recognizing the individual staff’s birthday and sending to them gifts for their weddings and newborns. This approach is essential as the laborers feel to be recognized, valued, loved, and that they part of the company (Goleman 57). Workers are the lifeblood of the company’s operations and addressing their needs as the high priority makes them ridiculously happy always.
Chubb Corporation has been recognizing the little efforts of the employees. Informing a worker of his contribution to the company motivates him/her as they feel to be recognized by the organization (Goleman 58). The corporation has been acknowledging the individuals who receive the positive response from the customers as this has been boosting their job satisfaction and motivation. Therefore, it is significant for the employees to know that their contribution is being recognized and this perpetuates the need to go beyond and above the company expectations of the workforce. Ultimately, Chubb Corporation has been providing periodic bonuses to mark the extra achievements.
Evaluation of the Previous Attempts
The previous techniques of the Chubb Corporation of caring and recognizing the little efforts from the employees were effective. Caring employees makes them feel that the corporation still need them and, therefore, they worked extra harder to surpass the company expectations. Acknowledging the employee’s contribution has enabled the company to enhance the productivity as it boosts the employee’s job satisfaction as well as the morale to work.
Proposal
To address the issue of low motivation and job satisfaction, Chubb Corporation must identify the cause of the problem and formulate systematic steps to solve the hurdle permanently. Precisely, when the motivation is low, the employees may fail to express it as they wait for the management to handle. Since morale is an emotional aspect, the workers need to be aware that their effort is being appreciated. Managers should always remain connected to their workforce by providing them with the required affirmation (Isen 46). By remaining interlinked with the employees, they develop a feeling of being respected by both management and their peers and belonging to the company.
The company should make employees to be a part of their asset and this is the best motivator as the workforce feel to be worthy and valuable part of the team. Notably, workers should be interlinked with the managers as they share common goals and propose. A notable method in which the staff should be connected with the senior executive is by spending time together and frequent consultation during project execution.
Feasibility
Making employee be part of the Chubb Corporation is a useful technique to address the issue of low job satisfaction and motivation. When the workforce feels to be a valuable asset to an organization, they tend to increase their morale and their productivity as well which leads to the job satisfaction. When management recognizes the efforts of their juniors, they motivate them by making the staff to work beyond the company expectations.
Benefits to the Company
Happiness promotes creativity. As the companies are finding themselves in the rapidly changing and the highly competitive business environment, innovation has become a vital aspect of survival (Goleman 60). Therefore, higher employee motivation and job satisfaction are significant to the Chubb Corporation such that the productivity is likely to increase and the cost of high turnover rates due to low morale will be eliminated. Additionally, the company will benefit from attracting and retaining highly skilled employees by ensuring job satisfaction. Through enhanced teamwork between senior officials and junior staff, the corporation’s performance will be improved.
Conclusion
Low motivation and job satisfaction in the workplace is a relatively emotional issue for the workforce. The problem has several causes and needs to be addressed with an immediate effect. Chubb Corporation management must ensure it is always connected with an entire team by taking appropriate steps. More importantly, the corporation executive should let the staff understand how they perceive them and preferably recognize their contributions publicly. Finally, workers need to be aware that their presence in an organization is appreciated, has a purpose and their performance is highly valued.
Works Cited
Goleman, Boyatzis R. The emotional reality of teams. Journal of Organizational Excellence, 21(2), 2015:55-65.
Isen, Baron, A. Positive affect in organizations. L. Cummings " B. Staw (Eds.). Research in Organizational Behavior. Greenwich, CT: JAI, 2016:1-52.
