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110
Amal Khamies Alsuwaidi, MBA Student, University of Fujairah, United Arab Emirates
Aisha Musabbah Alzahmy, MBA Student, University of Fujairah, United Arab Emirates
Nadyah Abdullah Khalid, MBA Student, University of Fujairah, United Arab Emirates
Fermin Castillo G., Jr. (Post-Doc), Associate Professor, MBA Program University of Fujairah, United Arab Emirates E-mail: fermin@uof.ac.ae Saif Eldin Mohamed Fadlalla, Ph. D, Associate Professor, College of Business University of Fujairah, United Arab Emirates
E-mail: saif@uof.ac.ae
EMPLOYEE SATISFACTION AND PERFORMANCE AT TWOFOUR54: HOW TO ACHIEVE OUR MISSION?
Abstract: Efficiency and effectiveness of work remains to be the main target of any organization in an operational way. To achieve the mission and vision thru performance are one of the many questions that needs answers. The study aims to highlight the relationship that exists between job performance and job satisfaction at Twofour54 Company as perceived by employees.
Keywords: performance, satisfaction, organizational structure, employees, results-based.
1. Introduction facilities which are situated at Khalifa Park in Abu
Twofour54 is a media free zone authority. It was Dhabi. Moreover, Twofour54 has Film and TV Ser-found in 2008 by Noura alkaabi and she was the vices that are located in Mustaffah. You can notice CEO of Twofour 54 for nine years and now she is the the different working environment in the company, chair lady in Abudhabi. She was also chosen to be- with more than 50% of Citizens. The Company concome a minister ofState for Federal National Council sists of 11 different administrations. The most im-Affairs in the United Arab Emirates. She is the first portant departments in the company are Business emirate woman to appear on the list of top 100 global Development & Property Management, Marketing thinkers in Foreign Policy magazine in 2013.The com- and strategy department. pany was established and located in Abu Dhabi, the The organization's Vision capital of the United Arab Emirates in one of the larg- The vision of Twofour54 is important and it est and famous media cities in the world. functions as the framework for its mission. It also
Twofour54 got its name from the geographic provides guidance in every department of the busi-
coordinates of Abu Dhabi which is 24 degrees ness through the description of what is needed for
North by 54 degrees East. It has a main campus achievement in the company so that the company
that hosts partner business companies as well as the meets its objective and goals in the future. The vision
company's corporate offices and posts production of the company is to be known all over the world
and get recognized as a hub for the media industry as well as a sustainable enabler and platform for authenticity, diversity, and creativity of media from Abu Dhabi.
The Mission of the Organization
The future of the company starts with its mission which states their purpose as a company and plays the role of being the standard against which it uses to weigh their mission and decisions. The mission of Twofour54 is mainly aimed at nurturing the media industry and professionals through an entirely integrated and supportive ecosystem that is free from taxation and delivers quality and world-class production services, provides talent development, ensures the development and sustainability of the region's media industry.
Method of Achieving the Mission:
I. Business Facilitation: Helping the partners in the market to grow fast and big by Creating opportunities;
II. Marketing & Sales: The company will facilitate marketing and sales by bringing partners that will enable significant growth of opportunities that are in the media industry;
III. Talent Development: Through encouraging and inspiration ofyoung people who have the opportunities that are in the emerging and dynamic sector.
Twofour54 is dealing with more than 400 hundred companies with different nationalities globally. That why it is very important to maintain the company's reputation in every aspect. Since July 2016, cleanliness of the buildings began to decline. After nearly one year of signing the contract with "The new concept of cleanliness company". After receiving many complaints from different tenants and employees. Rawdha the head of business support decided to look into the problem and find out the reasons that led to the occurrence. First, she decided to conduct a field visit to all tenants and employees who have suffered from the problem. Second, Rawdha decided to meet the workers and understand the reasons that led to the weak performance compared with the last
year performance. After meeting with 20 workers she insisted on scheduling an emergency meeting with employees who were involved in decision making at the new concept of Cleanliness Company.
Below are the responses given by the interviewees. summarized and helped in getting an insight on the common factors that lead to poor performance among employees:
Dan Williamson - In the course of my employment, I have observed that poor leadership and management contribute to poor performance. Ineffective leadership lacks the prerequisite traits that motivate employees towards improving their performance. Such leaders engage in punitive and aggressive tendencies that undermine the contribution of employees. I also realized that inadequacy in resources at the workplace affects employee performance adversely. In such situations an employee cannot offer their best towards enhancing the overall performance of the organization. It is paramount to have enough resources that would create an impetus for workforce to perform optimally. Coupled with poor leadership, inadequate resources lead to a working environment that is less effective.
• Fred McGregor - For sometime now, I have worked in the finance department with. I have observed that clash of values among employees affects performance in a negative manner. At times, personal values may clash with the interests and culture within an organization. Under such circumstances, an employee fails to attain their optimal performance for fear of backlash or punishment. Any form of clash on the basis of values or culture creates animosity and intolerance. In other situations, it is common to experience personality clashes; thereby, creating mistrust which downplays performance at the workplace.
• Winston Stitt - Having worked for two years in the company, I have come to realize that heavy workloads and strict time-lines have adverse effects on an employee's performance. Some com-
panies give employees myriad of responsibilities that are difficult to accomplish within the stipulated time. The disgruntled employees reflect poor quality in their productivity. In addition, poor selection or pairing of employees is detrimental to the performance level. Compatibility between skills and responsibilities is essential if one is to attain optimal performance. Job satisfaction relates to the sense of contentment that employees derive from their jobs. It entails satisfaction with the position, the superiors, co-workers, and stakeholders at large. Managers are faced with the task of motivating workers and ensuring high job satisfaction among their employees.
Create policies and programs that increase job satisfaction and serve to prompt workers to take money and time to make. When the workers recognize the profit of motivation and job satisfaction in the workplace, the investment in workers connected policy can be justified and ultimately lead to improvements, job satisfaction and motivation in the work environment.
There are many advantages of job satisfaction. It makes the employees be very committed to their work, encourage creativity and it is likely to make them loyal to the company. Dissatisfied workers may lead to turnover issues and absenteeism in the company. Job satisfaction and performance share common similarities. Job dissatisfaction and satisfaction are crucial for the organization.
Job satisfaction might guide and lead to decreased turnover, improved productivity, reduced accidents and improved attendance, less unionization and less job stress. Job dissatisfaction creates low morale at work which is negative. In realization of the outcome of job satisfaction, it is important to analyze a chain of definite topics [1].
2. Work on the Culture: Twofour54 Way The culture of a company is to influence the behavior of the managers. Workers identify with each other and require respectful handling of all workers. Superior leaders should put the model for these be-
haviors by showing respect to others while holding employees responsible for doing same.
Admiration for others can be confirmed through specialized internal policies and communication that are a reference to workers. For example, if the company is required to create a few difficult changes that force a worker to work; this change must be communicated in a responsive mode to respect the workers who might be affected by the change.
1. Establish Trust with Senior Management.
The organization should begin to believe in workers at all levels. Workers must be able to believe those who have been given authority to manage. Managers can create this belief by showing integrity and credibility in the various things they do. This means doing what they say and saying what they do.
Contact is frequently a key factor in faith. Workers can hold bad reports when it is made public. What they do not like is the perception that there are secrets. Communicating clearly and often with determination to make clear the reason behind the decision. This can help to reduce the issue of disbelief.
2. Expand job benefits.
Discover profit that workers value and appreciate. Standardize the total profit package to make sure the package is competitive. Focus on medical and health issues, define contribution plans, define benefit pension plans, paid time off, family-friendly benefits and work-life balance .
3. Foster job security.
The current recession has caused employees to work with insecurity. Managers can help to solve this problem by communicating with workers about the financial state of the company, objectives, strategic goals, and overall performance. It is important to involve workers in international affairs so as to solve and make sure they have same thoughts and are part of the solution and process to company success and growth.
4. Strengthen employee relationships.
Job satisfaction is also affected by the contact that the workers have with co-workers. Use workers to build team structure movements and problem-
solving avenues to help strengthen coworker relationships and development.
5. Focus on employee engagement.
Spend the resources and time in creating an environment where workers love and thrive as they work. Keep an eye on workers' strength and engagement area that promotes it.
6. Facilitate Structures for Development of Careers.
Workers want to recognize that there is an opportunity in the company to advance and grow their careers. Develop workers during mentoring and coaching programs, management skills succession, planning, and development to help in ensuring that workers are prepared when high point work opening becomes available.
7. Train on job skills.
Workers cost the investment company and create continuity ofwork skills and training. This makes worker become more engaged in their role, improve and increases worker productivity and internal processes.
8. Productivity and Job Satisfaction.
Job productivity and satisfaction can be very beneficial and positively impacts on an organization. Whereas many people think that there is a positive relationship between job productivity and satisfaction, however, they say that "A happy employee is a productive employee" are not incorrect. If employees get rewards which have both extrinsic and intrinsic values they feel that the rewards are fair, they will be happy and this will lead to better j ob performance.
9. Employee Turnover and Job Satisfaction.
In height workers' turnover is a matter of worry for the organization as it disturbs the usual operation and continual replacement ofworkers who leave the company. It is technically undesirable and costly. Managers' concern is turnovers which arise due to job dissatisfaction. The workers, thus, try to keep the workers satisfied on their job to reduce the turnover. Although in height job, satisfaction in itself cannot reduce the turnover, large job dissatisfaction will absolutely raise the workers' turnover. The workers' turnover is affected by other factors too, in adding to
job satisfaction. Commitment to the company is such factor a number of employees, though unhappy they are with their job; they cannot think that they can work somewhere else. [2] Another important factor is a better opportunity for workers. In general, we can say that there is an important task to be done to ensure job satisfaction among workers and reduce turnover.
10. Issues of Worker Absenteeism and Job Satisfaction
There is a huge difference that exists between absenteeism and satisfaction in the workplace. The two factors show a negative correlation in that when job satisfaction is high, then absenteeism is low and vice versa. Fewer satisfied workers are more likely to be missing from a job due to unnecessary reasons. This is known as absenteeism contrary to unavoidable absenteeism which is due to sickness or other urgent situation reason.
Workers who are satisfied with their work are more committed, creative and more likely to continue working in a company. And, when workers are dissatisfied, there is a higher possibility of turnover and absenteeism among workers.In height job satisfaction might guide to decreased turnover, improved productivity, reduced accidents and improved attendance, less unionization and less job stress [3].
Lastly, most workers come to the job with the objective of doing a good quality work. Though, it is the company liability to communicate efficiently, allow workers identify what is probable for them, provide them with the tools they need to do their work and reward them for a work well done. These management plans can get a company a long way toward development, satisfied workers, achieving business objectives and improving workers engagement.
3. Conclusion
Job satisfaction and employee performance are an essential element in the work environment. They lead to high productivity in the organization which eventually makes the company achieve its objectives and aims. Twofour54 can achieve a lot and meets its objective if the management considers some factors
such as training employees, focusing on cultural differences among employees and ensuring that the working environment is safe from any threats to employees. It can also prosper by making the employees feel appreciated by giving them rewards when they perform well which will act as an encouragement. Generally, job satisfaction is not only achieved through remuneration because there are a lot of issues that affect employee performance in an organization.
4. Recommendation and suggestion
For a good and productive performance in any organization, the employer and the management should ensure that the employees are satisfied in all areas. In areas of customer service and sales, there is need to have happy employees because they represent the company to the public. Compensation is not the only mode of reaching employee satisfaction in a company. Improvement of benefits will automatically encourage employee contentment on a temporary basis. [4] However, inexpensive changes can lead to a long-term morale and impact on employees' satisfaction.
Organizational employers should facilitate employee satisfaction. This can be achieved by following the science of employees which has been identified as the main method of achieving employee satisfaction in various companies. The employer should give employees greater control. When employees are given more control, they become happy
and develop a sense of control over their lives. The employer has to come up with ways of giving them more control over their schedules, environment and also work habits. [5] This is because employees at this era have very demanding schedules outside working environment.
Moreover, the employer can also make the employees have less commuting stress which may affect their functioning on the workplace. The manager or employer should come up with ways of reducing commuting stress by either reviewing the time for employees to start working and the time to end and thereafter determine whether the specific time scheduled for arriving can be changed to suit the employees. It is also important to encourage social relations in the workplace. If possible, the employer can consider an open office layout where communication can be fostered. Employers can also facilitate office celebrations in special moments such as holidays and birthdays. It is also important for the employer through the management to make sure that every employee is healthy. If the company provides food for its employees, then it is probable for it to ensure that healthy meals are prepared. [6] Moreover, it should assist sick employees and make them feel supported and appreciated in difficult times. Lastly, it is essential for the organization to ensure that employees get time off their daily routines as a way of resting.
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2. Marci M. 12 Secrets to Keeping Employees Happy Without a Raise. - 2017. Available. [Online]. URL: http://www.businessnewsdaily.com/6084-employee-happiness-without-raise.html
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4. Marci M. 12 Secrets to Keeping Employees Happy Without a Raise. - 2017. Available. [Online]. URL: http://www.businessnewsdaily.com/6084-employee-happiness-without-raise.html
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