This study will be guided by the following questions: What factors influence employees’ job satisfaction?; What factors hinder employees from achieving job satisfaction?; What can be done to improve their job performance? This study is relevant to organizational managers to enlighten them on how to help their employees achieve job satisfaction and enhance their job performance.

This results in the deprivation of morale in the office’s environment and job satisfaction among the employees. The ultimate cause of this dilemma is nothing but the lack of effective communication among an organization's components. Throughout the paper, we will discuss how effective communication helps raise morale and job satisfaction among the employees in a stepwise manner.

This research will begin with the statement that job satisfaction is very important in every working environment. Many believed that satisfied employees are most likely to work well or are most likely to give out a quality output. On the other hand, job satisfaction is a very complex issue since it may contain different meaning among individuals.

Another limitation that can be found is that no clear idea is generated whether the set of personal factors guides the employees to think differently towards matters of job satisfaction and forces him to leave the organization. The overall limitation of this literature review opens up further ground for conducting research. 

The greatest limitation of delegation is that it gives employees too much power, which might be abused, resulting in organizational failure. In addition, since the employee's given decision-making responsibilities lack experience, this might result in poor decisions, which might impact negatively on the performance of an organization. 

This research aims at identifying the main agents of motivation, writing a report to represent the findings, and establishing valid conclusions and recommendations in relation to employee motivation and job satisfaction. The project will involve conducting an interview with two employees from Nestle Company.

The author states that to create a positive impact and enhance expectations of their potential employees, organizations practice various exercises which include university drives, seminars, and creating assessment centers for the shortlisted students. Most organizations will achieve their objectives by the aforementioned exercises.

Although these strategies are still effective in terms of motivating employees to stay with Sanofi, its human resource manager should acknowledge the growing importance of work flexibility arrangements and the provision of challenging tasks.

More than having the appropriate knowledge on the theories and concepts on motivation and job satisfaction, the manager must be able to apply what has been learned from various best practices from contemporary organizations and with the development of skills which would make them effective at addressing concerns and problems on motivation and job satisfaction.

Human resource managers are responsible for managing human resources, hiring and retaining employees. This is actually a quite complex set of duties including recruiting, screening, hiring, performance standards and reviews, policy and salary proposals, employee team building and relations, leadership directives etc. 

Employee satisfaction has been one of the most research topics, however, the satisfaction level of employees at the later stage of the career tends to decrease and therefore this research "The Common Drivers Contributing to Employee Satisfaction at a Later Stage in Hong Kong" aims to analyze factors that can help in increasing employee satisfaction at this stage.

The research objectives of this study are as follows: (1) To discuss the benefits associated with CSR initiatives; (2) To identify factors that can make the implementation of CSR initiatives a failure; (3) To determine strategic ways on how to implement CSR initiatives successfully; and (4) To determine the impact of implementing “green engage” project on Holiday Inn employees’ job satisfaction.

Three main views were extracted from the review: 1) A general concept of work and workers. 2) Employers’ responsibility on lone workers. 3) Workers' interest in their lone work. Complete satisfaction is a dependent factor that varies with the employees’ participation in executing the lone job and is also dependent upon the employees’ circumstances and circumstantial interest to continue the job.

Training programs are the best that a transformed organization can offer to contribute to an employee’s education. It opens new ways inside and outside the organization and gives a substantial amount of satisfaction. It is high time for organizations to do more and take necessary actions to seal the possible job satisfaction gaps.

Based on research findings, among the few motivational factors that work work for Apple’s employees include the need to satisfy their physiological needs, and practice fair treatment to all employees. Selling iPhones, iPads, iPods, laptops, Apple’s retail store outlets throughout the United Kingdom have as a continuously growing demand.