Marketing Practice and Employee Satisfaction

Question: Discuss about the Marketing Practice and Employee Satisfaction. Answer: Introdiuction: Employee satisfaction is considered to be most important for development and success of a particular organization. The primary purpose of the research paper is to identify the ways by which employees satisfaction critically affect the organization. It also reveals the application of the Human Relation Model in regard to employee satisfaction. There are different theories regarding the employees satisfaction, which needs to be identified effectively as to bring out the positive results for the concerned organization. Some of the elements contributing towards the employee satisfaction are climate, environment, social benefits, and remuneration. The Human Relation Model reveals five types of the satisfactions considering the human needs. Remuneration is considered to be the most common methods of satisfaction for the employees. In developing effective Human relations with the employees, the managers play a great which directly impacts on the concerned organization. There are certain pos itive as well as negative aspects in relation to the employee satisfaction which should be identified efficiently. Moreover, further training is supposed to be vital for the employees as it helps in enhancing their overall performance to a large extent. Finally, the Human Relation Models needs to maintain stability as well as continuity within the firm concerned. Employee satisfaction is supposed to be vital for the long-term growth and success of a particular firm. There are different aspects of employee satisfaction which needs to be considered as to obtain the positive results for the firm (Huang and Rundle-Thiele, 2014). Motivation is termed to play the most significant role in providing complete satisfaction to the employees. There are different motivational theories which help in providing desired sense of motivation to the respective employees within the firm concerned. On the other hand, the definition of motivators and their role needs to be understood effectively (Zhu et al, 2014). These motivators play the vital role in motivating employees regarding their work and finally improves their performance. The paper also summarizes the facts of linking the employee satisfaction with the Human Relation Model. The role of the managers becomes important as to bring out the positive results by retaining the employees within the firm (Men, 20 14). There are some positive as well as negative aspects of employee satisfaction and this need to be identified. The unsatisfied employees significantly affect the firm with their performances and there must be some sort of motivation from the managers as to enhance the performances of the employees concerned. Further training is vital for the employees and the Human Relation Model needs to be more focused on maintaining the stability of the concerned firm (Singhapakdi and Senasu, 2014). References Huang, Y.T., and Rundle-Thiele, S., 2014. The moderating effect of cultural congruence on the internal marketing practice and employee satisfaction relationship: An empirical examination of Australian and Taiwanese-born tourism employees.Tourism Management,42, pp.196-206. Men, L.R., 2014. Strategic internal communication: Transformational leadership, communication channels, and employee satisfaction.Management Communication Quarterly,28(2), pp.264-284. Singhapakdi, A. and Senasu, K., 2014. Relative Effects of Lower-Order and Higher-order Quality of Work Life on Employee Job Satisfaction and Life Satisfaction: Case Studies of Service and Manufacturing Sectors in Thailand. Zhu, Q., Yin, H., Liu, J. and Lai, K.H., 2014. How is employee perception of organizational efforts in corporate social responsibility related to their satisfaction and loyalty towards developing the harmonious society in Chinese enterprises?.Corporate Social Responsibility and Environmental Management,21(1), pp.28-40.