Conclusion

Jobsatisfaction refers to an emotional state of positivity realizedamong employees from appraising their job. Cognitively, jobsatisfaction is a belief among employees towards their job overissues of challenging, mentally rewarding, and respectable. Behaviorcomponents that define job satisfaction include lateness, fakedillnesses, and avoidance of work. Employees are satisfied with theirjobs if their feelings about their jobs are positive according toavailability of growth opportunities, proper work environment,positive relationship with their co-workers and low rates of turn-over in the organization. Satisfied employees are productive.However, employers should ensure that they strike a balance offactors that will contribute to their employees satisfaction becauseemployees can be highly paid but are not satisfied with their workdue to lack of sufficient simulation and boredom.

Stress isnegatively related to job satisfaction which leads to burn out amongemployees and some end up leaving the company to run away fromenvironments that drain them emotionally. Burn out is caused bystress in work places and results in low accomplishments,depersonalization, and emotional exhaustion. The end results inunsatisfied employees who increase the turnover rate and high costsin the company (Kim, Shin, &amp Umbreit, 2007). MargaritavilleHollywood Beach restaurant is a good example of a company that hasexperienced employee burn out and high turnover rate. Employees inMargaritaville were dissatisfied because they had not received anytraining from the company and the company did not have enoughemployees leaving available employees to overwork. Although thecompany aimed at reducing the budget, the turn-over rate was high(Former GM 2016, May Personal interview). There was poorcommunication in the company and the employees had no bonuses orincentives.

As aresult, the employees offered weak customer services due toexhaustion that were reflected on their website. Employees forced towork overtime such that part time employees and full time employeeswork for over 60 hours in a week feel burnout and do not deliver bestservices to their customers. In addition, compensations, job demands,and positions may at times conflict with the desires of the employeesand cause burnout and high turnover rate due to dissatisfaction.Workers indicate to be satisfied with their jobs when theirpsychological needs are met through providence of healthcareservices, and financial compensation. Safety needs are met when thereis security of their job and suitable work environment and policies.Safety satisfaction contributes to feelings of belongingness to theirworkplaces and appreciation by other workers.

Inrecommendation, employees ought to be trained to have enough skillsrequired for their position. The upper management has to be good.Employee training reduces errors, improves productivity andperformance. Jimmy’s vision on proper training settles on properresearch of the vacant position in the industry and posting accuraterequirements on the job. Employees filling the position will have aclear understanding on the job, which will further be strengthened byjob training. Further, experienced employees will teach new employeeson the job. Orientation on the job assists recruits to understand thevision and mission of the company. The human resource department isresponsible for conducting interviews with other employees andtrainings to make necessary changes (Henry Ongori, 2011).

Managerscould also hire enough employees to avoid overloading workers alreadyin the job. Understaffed restaurants are beneficial because they cuton budget although they contribute negatively to the company as manyemployees leave the company resulting in higher employee turnover andincreased cost of hiring new employees (Former GM(2016,May).Incentives are a recommendation for employers to give value to theiremployees and give them a sense of belonging. Incentives should beboth monetary and emotional based.