Job satisfaction: a case study of Steelline Manufacturing Company.
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Date
2015
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Abstract
The quest for job satisfaction within the workplace has created much interest among
the largest of corporations; however, the concept of job satisfaction eludes most.
Organisations cannot expect job satisfaction to be experienced by workers naturally,
but if they strategically implement interventions, the environment created could result
in positive satisfaction levels. Human nature drives individuals to desire more, and it is
critically important for companies to manage this desire in order to increase or sustain
their profitability. Whilst it can be said at the outset that money is the primary motivator
for employee satisfaction, it is not the only motivator that influences the drive of an
individual.
This study aimed to establish what can be done to improve job satisfaction in a SMME
manufacturing company. Steelline manufacturing company is a SMME manufacturer
and is located in Phoenix Industrial Park, Durban. For the purposes of this study
judgement sampling was used. The participants in the case study were chosen from
Steelline manufacturing company in KwaZulu-Natal. Seventy-one subjects completed
an online questionnaire which represented a response rate of 94%. The data collected
was analysed using case study analysis.
This study found that, apart from monetary gain, career development and
communication also influence job satisfaction within Steelline. In keeping with the
literature, money was found to be the strongest extrinsic motivator whilst a sense of
accomplishment was found to be a strong intrinsic motivating factor. The findings of
this study have important implications for the way in which Steelline manage
employees in terms of satisfaction. It may not always be financially feasible for
Steelline to employ, retain or promote staff who are primarily driven by financial
rewards. Accordingly, Steelline can strategically manage this challenge by basing their
employment on intrinsic factors of job satisfaction. A recommendation that would come
out of this study is that Steelline should implement a monthly monetary-based stretch
production target. Furthermore, Steelline should recognise employees in their
succession planning within the workplace which would positively influence employees
intrinsically. This would be mutually beneficial to both the company and employees as
it would encourage employee motivation and would ensure retention of skill and
experience.
Description
Master of Business Administration. University of KwaZulu-Natal, Westville 2015.
Keywords
Job satisfaction--KwaZulu-Natal--Phoenix., Steel industry and trade--KwaZulu-Natal--Phoenix., Small business--Job satisfaction--KwaZulu-Natal--Phoenix., Employee motivation--KwaZulu-Natal--Phoenix., Theses--Business administration., Steelline Manufacturing Company.