Utah is a great place to do business. Entrepreneurs are drawn to the state for all the great resources and business opportunities it offers. There's also a well-educated, talented workforce that can help to make businesses in any industry very successful. The only concern seems to be job satisfaction for employees. In Utah, there's a dichotomy among workers. So many workers in the state say they love their job, Utah's rank when it comes to satisfied workers is in the top two nationally. On the other hand, the state ranks 6th in the nation in the number of workers who say they hate their jobs.
Making Sense Of This Dichotomy
Satisfaction cannot be seen or quantified. It's a psychological factor. In general, when workers understand their assigned tasks, can do them easily and well, are properly compensated and have opportunities to advance, they tend to be satisfied with their jobs. Financial compensation, healthcare and other benefits, a physically safe work environment and job security also play a role in people being satisfied with their jobs. Positive relationships with supervisors and colleagues, feeling valued and appreciated by management and their colleagues, also helps to increase people's level of satisfaction with their jobs.
According to Process Theory, people's level of satisfaction with their jobs is partially determined by what they need, value and expect from their job, along with the work itself. Workers tend to be satisfied with their jobs when they receive adequate motivation from recognition, achievement, pay and other benefits, if these are things they expect, need and value. If they don't like the working conditions, company structure and policies and the quality of their interaction with management and their colleagues, workers will not be satisfied with their jobs.
There are several other theories on who some workers are satisfied with their jobs and others are not. Reference Group Theory holds that how workers see their job performance and compensation compared to their co-workers, friends and other people working in their industry, plays a significant role in their level of satisfaction with their jobs. Discrepancy Theory postulates that it's from getting what they feel is important from their jobs that makes workers satisfied. The theory says when workers get less of what they want, they'll be dissatisfied with their jobs.
The Job Characteristics Model
This model shows that five intrinsically motivating characteristics in the workplace cause people to be satisfied with their jobs. Those characteristics are task significance, task identity, skill variety, autonomy and feedback. Therefore, some feel when those core dimensions are at a high level, the work environment is better and workers are more satisfied. Combining those characteristics with other motivating factors will improve employee attitudes, behaviors and level of satisfaction with their jobs.
The Dispositional Theory
This theory suggests people's innate dispositions is what leads to certain levels of satisfaction no matter the job or the work environment. The dispositional approach suggests personality and satisfaction with one's work are closely related. Studies show self-efficacy, self-esteem, emotional stability, self-image and locus of control are the major factors that determine workers satisfaction with their jobs. When those five traits were high, workers reported great satisfaction with their jobs. Further, conscientiousness, neuroticism and extraversion also influences worker satisfaction.
Other Influences On Worker Satisfaction
Organizations interested in attracting the best workers and retaining valued employees have been searching for the right motivational tool to increase worker satisfaction for years. What many have found is a well-designed and managed incentive program can improve worker productivity and satisfaction with their jobs significantly. The challenge to the HR staff of many companies is to consistently come up with the right incentives to keep workers interested and motivated. What many human resources professionals have come to realize is running good incentive programs can lots of time and additional work.
PerkNow Has The Solution
Years of extensive psychological research has revealed that the right incentives is a key factor in keeping workers engaged, happy and satisfied. But few, if any, human resources departments have the time and manpower to create and distribute unique incentives that will attract and motivate their diverse workforce every day. PerkNow
can help. Their easy to use platform offers and distributes a wide and ever-changing range of perks, rewards and feedback to workers that they are sure to love and continue to want. PerkNow manages the entire incentive system, so while the staff is happier and more satisfied, the workload of the HR department is reduced.
A Simple, Yet Effective Tool
The PerkNow platform can add excitement to the work day of the staff of any organization while delivering incentives that will make them more productive. Workers love that the PerkNow incentives improve their quality of life and are offered in addition to their salaries and other benefits. PerkNow is always happy to schedule a demonstration of their platform so management, the human resources department and the workers can so how much fun and how easy and rewarding it is to use the PerkNow platform. The platform can help all the components of a company's culture to thrive.
Perks & RewardsPerkNow
gives the entire staff easy access to literally thousands of premium perks. They include discounts on great gym memberships, exciting travel, family-friendly theme parks, the hottest concerts, effective wellness products and much more. The digital incentive platform
enables companies to recognize and reward members of their staff instantly. It also lets companies scale up their rewards program while eliminating the need for a time-consuming manual fulfillment process. Added to the perks your company already offers, top prospects will find your compensation package quite compelling.
Capture Important Insights
The PerkNow's Employee Voice
tool enables your company to send out preset pulse surveys to the entire staff. This enables you to gather anonymous feedback from your workers in real-time. That valuable information about the thoughts, interests, opinions and needs of your staff can provide actionable insights to enhance worker engagement. It can also give you important information you can use to improve the workplace culture and make the staff more productive and satisfied. The PerkNow platform can help your staff to feel they are consistently being heard, recognized and appreciated.
Experience Is Everything
For workers, their workplace experience trumps what any brochure says about company culture. With the PerkNow platform, new and old employees are the beneficiaries of a generous company culture that gives them the things they need to improve their daily lives. When prospects see the smiling faces of your staff and hear about daily access to great incentives beyond their compensation package, attracting and retaining great people will get a lot easier. The PerkNow is a tool that can drive worker engagement. This is crucial because about 70% of U.S. workers feel disengaged at work.
Improve The Employee Experience
Mentally stimulating, meaningful work, the opportunity to learn new skills and a generous compensation package motivates workers. But an innovative PerkNow run incentive program makes workers happier, improves the worker experience and makes them more productive. Earning concert tickets, trips to amusement parks and massages during the work day makes going to work more fun and rewarding. Workers love when employers give them perks they can share with their loved ones. The PerkNow platform does that every day. Plus, the platform is easily scalable and can serve 5,000 or more.