Employee Satisfaction Survey

1 Employee Satisfaction Survey Employee satisfaction refers to the contentment of employees in their job and work environment. Several factors contribute to employee satisfaction including working hours, incentives, type of management, flexibility, compensation, workload and availability of resources among others (Bin, 2015). The extent of job satisfaction directly influences performance. Employees who are more satisfied with their work tend to be more motivated and perform well as compared to less satisfied employees. In clinical set ups, employee satisfaction plays an integral role in the quality of healthcare services provided.

Buy this excellently written paper or order a fresh one from acemyhomework.com

2

When healthcare providers are happy and content with their roles in patient delivery, they are more likely to provide high quality and safe healthcare services. This has a direct impact on patient outcomes and satisfaction (Plaku-Alakbarova, Punnett, Gore & Procare Research Team, 2018).

Employee satisfaction survey is an ideal topic for a clinical project as it will unearth the extent of employee satisfaction. Conducting an employee satisfaction survey is integral in most aspects in creating friendlier working environment, which is important in care delivery. Such surveys can help determine the morale of employees, determine their work engagement, identify the need for improvement and also guide workplace improvement projects (Bin, 2015). In the end, employee satisfaction surveys lead to the creation of workplace environments that are conducive, which is ideal in healthcare.

3 References Bin, A. S. (2015). The relationship between job satisfaction, job performance and employee engagement: An explorative study. Issues in Business Management and Economics, 4(1), 1-8. http://dx.doi.org/10.15739/IBME.16.001 Plaku-Alakbarova, B., Punnett, L., Gore, R. J., & Procare Research Team. (2018). Nursing home employee and resident satisfaction and resident care outcomes. Safety and Health at Work, 9(4), 408-415. https://doi.org/10.1016/j.shaw.2017.12.002