Analysis of Employee Satisfaction

Employees can be successful and efficient at work and in the workplace if they are satisfied. This is a fact that we are still insufficiently aware of in practice. This is also reflected in the poorer results of the organisation and causes only dissatisfaction amongst employees. The diploma thesis was undertaken with the aim of actually determining whether there is employee dissatisfaction, if so, why, to identify which key questions are most problematic, and in which of the given statements the results are poorest.

Problem

Employees can be successful and efficient at work and in the workplace if they are satisfied. This is a fact that we are still insufficiently aware of in practice. Too often it happens that organisations introduce numerous and complex techniques for greater efficiency with good intentions, but unfortunately forget about measures to increase employee satisfaction (Mihalič 2008: 1).

The purpose of this diploma thesis is to present employee satisfaction in the company Spar Slovenija d.o.o., in four business units. These units are Spar Lenart, Spar Ptuj 1 and 2, and Spar Maribor. The research that was conducted showed that employee dissatisfaction actually occurs mainly due to a lack of communication between managers and workers, people are praised far too rarely and are also rewarded for well-performed work.

Of course, salaries are also a major problem in the retail sector. The concept of organisational climate was also defined in more detail and the questions were answered: "What are the factors of organisational climate?", "What influences employee satisfaction?" and finally suggestions were made for improving the method of communication and the method of rewarding. Business success depends on the degree of alignment of fundamental production factors such as personnel, technology and organisation.

Several decades ago, the world recognised the close connection between organisational success and human resources, but organisations in our country are not sufficiently aware of this and therefore do not exploit the talents and abilities of employees that are available to them.

Results

This is also reflected in the poorer results of the organisation and causes only dissatisfaction amongst employees. The diploma thesis was undertaken with the aim of actually determining whether there is employee dissatisfaction, if so, why, to identify which key questions are most problematic, and in which of the given statements the results are poorest. At the end, some suggestions for improvement were made and the actual results were submitted to the company management.

The purpose of this research was achieved. People are indeed dissatisfied; this is clearly visible especially in statements where salary, rewarding and mutual trust are mentioned. The research itself established that dissatisfaction is indeed present in the company, that employees are not indifferent to the company, that they want changes for the better and are therefore also prepared to make an effort.

The most surprising result was in the item of interpersonal relationships. The results there were relatively poor, considering that these are people who spend a lot of time together and work together. The statement "people trust each other" was rated with the highest value of 2 in one of the business units – which means that there is no trust amongst workers.

Based on these results, the company management should reflect. Employees are also not most satisfied with payment and believe that they are rewarded too rarely, not only with monetary reward; most often they expect just a kind word, praise. We all know that today's payment policy system in the retail sector is not the best.

For work from Monday to Sunday, people are truly underpaid and often insufficiently stimulated. The objectives of the diploma thesis were achieved. The items showing the poorest results were identified and these were submitted to the company management and suggestions for improving these factors were proposed.

The basic statement also proved to be correct, which means that there are problems in communication, employees do not trust their superiors and are not satisfied with the reward system. If the company wants to continue operating successfully, they will have to place greater emphasis on employees in the company, as they are the core of every company. The respondents hope that the company Spar Slovenija d.o.o. will improve this situation and that people will again be proud to work in such a recognised international company over time.