Is Job Satisfaction Inside A Multinational Enterprise Similar Across Countries?
Job satisfaction is regarded as an important aspect that helps an employee to get motivated. Human resource management in an organisation is primarily responsible for looking after the aspect of job satisfaction in an organisation. In order to enhance the scenario of job satisfaction, it is highly essential to make proper assessment of organisational review. Multinational corporations throughout the world have been devising different kinds of techniques for enhancing the aspect of job satisfaction significantly. HRM of MNC has been evaluating employee perspective for the purpose of motivating them towards work. However, MNC has different strategies throughout the world for the purpose of employee satisfaction. Cultural scenario of a particular nation impacts the decision-making criteria of an MNC. Thus, there has been significant controversy regarding the prospect of job satisfaction.
Research question and hypothesis
The objective of the research will be the following
- To explore the factors that determine job satisfaction in an MNC
- To evaluate the reasons that contribute to similarly or differences of HRM policy in MNC regarding job satisfaction
- To recommend ways for improving job satisfaction among employees in an MNC
The research questions will be the following
- What are the factors that determine job satisfaction in an MNC?
- What are the reasons that contribute to similarly or differences of HRM policy in MNC regarding job satisfaction?
- What are ways for improving job satisfaction among employees in an MNC?
H0: Job satisfaction inside MNC is similar across the nations
H1: Job satisfaction inside MNC is different across the nations
The discussion focuses on literature review regarding job satisfaction in MNC throughout the world and research methodology.
In the case of the growing companies across the world, there are a lot of success factors that are present in the companies. The main objectives of the companies are to achieve the ultimate goal. The main factor for the company's success depends on a lot of factors such as working environment and job satisfaction. Job satisfaction is the factor in an organization that is handled by several organizational facts. The main importance of the factor is to increase productivity by satisfying the employees of the company. This is the part of a HR vertical that is present in the organization. This is the main factor that is handled by the working environment in an organization. Job satisfaction helps the organization to enhance the productivity of the organization.
Aspects of job satisfaction
In order to describe the job satisfaction of a company, there are some factors that can be considered such as trust, payment and respect.
Transparencies are the factors that help the employees to serve for the company for long times. The rumours in a company need to be mitigated by the company authority so that the job satisfaction in the company will be increased (Kampkötter, 2017). All the policies and agendas need to be known to all the employees so that they can trust on the company for serving in a better way. The changes in the organization are also known to the employees so that they can contribute valuable information.
Payment is one of the most important factors of job satisfaction that can enhance the working capabilities of the employees. This factor also enhances the profit and the productivity of a company. The payment needs to be structured in a proper way so that all the employees can get the proper remuneration in the company (Boamah et al. 2018). Difference in payment sometimes hampers the workflow of an organization that also reduces the profit level of the company.
Among all the job satisfaction factors in a company, respect is the factor that is the most important for the employees to serve better for the company. The value of an employee in an organization always needs to be paid all the time so that the employee satisfaction will be increased in the company. The respectful gesture and models always increases the employee satisfaction which is related to the productivity of the company. This is the most important factor for the company's employees for the job satisfaction purpose.
Job security is another factor in the organizational model that enhances the working ability of the company. As suggested by Zablah et al. (2016), employees are the main factors that increase productivity in an efficient way. Providing security to the job helps the employees to increase the job satisfaction. With the job satisfaction, the employees will be more enthusiastic to serve for the company.
Skills and Abilities
Skills and abilities are the factors that also help the company to increase the job satisfaction in the company profile which will be the better option for the company to increase and emphasize the business.
Similarities in job satisfaction across the MNCs
In the case of job satisfaction across the MNCs in the world, all the companies are trying to maintain the same for better performance. There are some policies and rules that are maintained by the companies to provide a better work environment (Yousef, 2017). All the multinational enterprises are trying to provide the employees good facilities so that the job satisfaction will be increased in the company. The MNC such as IBM is providing a good working environment to the employees so that the job satisfaction will increase in the company. On the other hand, TATA is providing a better working culture and good payout to the employees that enhance the profit of the company. TATA is a brand which has the most employee power all over the globe. This has been possible by providing job satisfaction to employees so that the employees will serve for the company for a long time (Björkman et al. 2017). All the multinational enterprises are now keeping the track to the employee satisfaction which makes the company netter among the rivals. All the companies are maintaining the job satisfaction factors to perform better from each other.
Theories and models
In order to describe the concept of job satisfaction, there are some theories that can be deployed. Herzberg's two factor theory is the most effective one that can be deployed. This theory is mainly based on two factors in an organization such as motivations and hygiene factors. The employees are always needed to be motivated all the time so that the job satisfaction in an organization will increase effectively (Whitaker et al. 2018). This theory also says the different factors such as promotions and rewards and bonus can be provided to the employees so that they will be motivated all the time with their job. Factor hygiene also needs to be maintained by the company so that dissatisfaction in jobs can be reduced. This will also enhance the relation between the employees and company.
Locker's value theory states that the employee satisfaction can be enhanced by providing the proper value of the employees. The proper value always needs to be provided to the employees so that the employees will be sustainable to the company (Pedersen et al. 2017). This also helps the company to maintain the proper workflow of a company. On the other hand, ADAM'S equity theory says that the company needs to maintain the equity among the employees of the company. The input and the output ratio in an organization always need to be maintained in a proper ratio so that the job will flow in the organization in a proper way. The outcome is always needed to be set to the proportional value of the employees input. And then output also will be as per the ration. This will help the companies to enhance the job satisfaction in an efficient manner.
In many past studies, the aspect of job satisfaction has been ignored. Moreover, there has been an assessment of theoretical perspectives in a very low number of past studies. Furthermore, very few past studies focus on the scenario of Similarity in job satisfaction in MNC across all the countries.
It can be ultimately summarised that job satisfaction inside MNC is different in various countries. Specific culture of a country influences the HRM policy. Moreover, HRM policy is directly responsible for the purpose of job satisfaction among employees. Organisational culture also plays a vital role in the perspective of job satisfaction. There can be significant improvement in the process of organisational management that can influence the level of organisational management in a serious manner. Aspect of job satisfaction in MNC has to be given prior consideration, as it dictates the level of employee motivation level. Additionally, motivated employees are crucial in contributing to greater organisational output.
In a research study, integration of proper research philosophy is regarded as helpful, as it can be essential for getting a deeper knowledge about the topic of the research. Furthermore, research philosophy is considered to be appropriate for the purpose of aligning different variables of research topic (Da, 2016). In the present research, positivism philosophy will be explored for the purpose of analysing aspects of job satisfaction in MNC operating in different countries.
Research approach aids in conducting research study by offering appropriate frameworks. There can be an association of practical approach in the research through the association of proper research approach (Avella, 2016). In this study, there will be use of a deductive research approach, as it is helpful for getting a practical approach in the study. Development of a theoretical framework is possible through deductive research approach (Ørngreen and Levinsen, 2017). Theoretical perspective of job satisfaction in MNC operating in different countries can be developed by the deductive approach.
In order to explain framework in a research, there has been use of research design. As suggested by Creswell and Creswell (2017), patterns in the topic of a research can easily be understood through the application of research design. In this research, exploratory research design would be applied to analyse aspects of job satisfaction in MNC operating in different countries.
Data Collection Procedure
In this research study, there would be exploration of primary data. Primary data is helpful for collection of information for the specific reason. According to (Alase, 2017), there can be an aspect of innovative data collection procedure through this primary source, as it helps in getting raw data. Moreover, both qualitative and quantitative data collection methods will be used in this study.
In this study, 4 managers of different MNCs will be interviewed and 63 employees of different MNCs will be surveyed for the purpose of collecting data.
In this research, ethics will be followed. Consent will be sought from participants for participating in this study. Confidential information will only be used for academic purposes and information will be destroyed after its use.
Outcomes of This Research
This research is vital for getting an in-depth knowledge about job satisfaction of the employees. It has been seen that satisfied employees remain motivated and they tend to contribute a lot to the profit of the organisation. MNCs throughout the world can get sufficient knowledge regarding the procedure of job satisfaction. In order to enhance the working environment in an organisation, it is vital to focus on the proper way of management. Introduction of an effective management is capable of driving a lot of growth and ultimately leads to better performance for the organisation. Offering job security helps the employees in increasing job satisfaction. With the job satisfaction, the employees are enthusiastic to serve the company. Skills of employees are believed to improve significantly by the implication of job satisfaction. Thus, MNC can use this study to bring uniformity in its approach to job satisfaction in different countries throughout the world.