What makes people like to stay on their jobs Essay

What makes people like to stay on their pranks - Essay ExampleBased on developed level of gladness and gladness, employees check up on whether to continue working for an formation or not. The factors also determine the employees productivity level, should they choose to remain in an organization. It is therefore important to investigate conditions that determine employees happiness and cheer to stay in jobs and reasons why employees may not like their jobs. Non-monetary factors Non-monetary factors atomic number 18 essential determinants of employees utility in a workplace. As a result, they are able to make an employee happy or not. An employee leave behind for font be happy if considered non-monetary factors meet his or her expectations. A match between job descriptions and an employees traits or abilities is one of the non-monetary factors that determine a persons happiness in a job. This is because of the different expertness that each type of job requires and the involv ed strain in performing a job, should an employee lack the need skills or traits. Matching employees with jobs that require their skills, level of experience and traits therefore eliminates strain in work, improves utility, and induce happiness. Employees in such working conditions like their jobs and would prefer to remain in the jobs and work effectively towards productivity. Mismatching employees ability with job requirements however identifies strains and incompetency in work that may discourage employees and lead to job dislike (Gaurav 9). Appreciating and recognizing employees are other non-monetary factors that influence employees happiness (Gaurav 9). This is because of the associated self expense that leads to self-confidence and internal motivation among employees. Examples of appreciation include congratulating an employee for an achievement such as meeting set objectives or doing an outstanding work. Recognition is, however, achieved by identifying an employees perfor mance or characteristics before peers. An appreciated or recognized employee therefore develops a self worth into satisfaction and happiness while lack of appreciation and recognition demoralizes employees who may consequently develop electronegative attitude towards their jobs. Presence of tautness in a work environment is some other non-monetary factor that determines employees happiness and developed attitudes towards a job. Stress primarily reduces peoples level of happiness and utility. Stressed employees will therefore be unhappy and would not like their jobs while employees who work in a stress free environment are likely to be happy and like their jobs (Gaurav 9). Monetary factors Monetary factors lay direct financial advancements to employees. Remunerations, rewards, and appraisal-based advancements are examples. Even though not regarded as principal determinant to employees satisfaction in a job, money is instrumental. Employees will for example be comfortable when thei r basic remunerations match their competence and their level of input to an organization. A relatively low remuneration level would therefore not fulfill an employee and would lead to unhappiness. An underpaid employee will also most likely not appreciate the job and would be restless to leave for an opportunity that can match competence with pay. An organizations reward system is another monetary factor to employees satisfaction and happiness that is directly associated with non-monetary aspects of appreciation and recognition. A performance-based reward for example indicates an organizations appreciation of an employees performance and initiates the employees satisfaction in the work. Rewarded employees will therefore be happy and fit in their work. Similarly, those who have