What is the concept of corporate satisfaction?

Relatively satisfied, which means that you have not fully achieved what you want (result), but basically the main goal has been achieved, and it is still not the most perfect. Satisfaction is to meet their own requirements, which means very well.

The so-called job satisfaction usually refers to people's psychological feelings about work and related aspects, that is, their emotional experience or emotional response to the content and process of work. In a way, no one is completely satisfied with their job, such as complaining about low wages, working overtime, being far away from home, not having a promotion, having a strained relationship with colleagues, and having an unsatisfactory working environment. Therefore, everyone has their own definition of whether they are satisfied with their work, and the content is not the same.

The fundamental factors that people evaluate job satisfaction are the satisfaction of needs and the expression of values. Therefore, job satisfaction depends on the evaluation of the work performed, and it is relative to a certain period or a certain range, and this evaluation is also multi-dimensional, which includes people's understanding of salary, interpersonal relationships and job matching.

To improve job satisfaction, we should start from improving employee salary and benefits, care about employees' work ability and physical and mental health, build harmonious interpersonal relationships, create a positive working atmosphere, make the best use of their talents, fulfill their responsibilities, effectively solve the difficulties encountered by employees in work and life, combine employees' personal interests with enterprise development, so that employees can enjoy the dividends of enterprise development, and continuously improve employees' happiness, so as to truly improve job satisfaction.

How satisfied is something?

Generally speaking, employee satisfaction factors include the following: work reward, work environment, work group, personal development, business management, and direct supervisors.

Reward for work focuses on how satisfied employees are with the overall return they receive. Including tangible returns – income, benefits, overtime pay.

Intangible rewards - holidays, work fun, sense of achievement, respect and care, etc.

The work environment is used to measure how employees perceive issues such as their working environment conditions, the company's management environment, etc. Including the working and living environment - office environment, canteen hygiene, food quality, etc., and the company's management environment - labor contract.

Labor insurance, commuting time arrangement, rest time, overtime system, amateur cultural life, etc.

The work group mainly examines the employee's relationship with each other.

Communication and collaboration, employee morale, teamwork.

and other views. Including interpersonal relationships, communication and exchanges, work cooperation and collaboration, employee morale, teamwork, etc.

Personal development mainly examines how employees perceive their career development opportunities and space in the company. Including learning and training, ability improvement, career planning and counseling, encouraging experimentation, open competition, job transfer, promotion opportunities, personal development space, etc.

Enterprise management is used to investigate how employees perceive organizational setup, division of rights and responsibilities, organizational operation, and human resource management. Including organizational structure, division of rights and responsibilities, and work process.

and standards, the formulation and implementation of systems, internal publicity, attitudes towards rationalization suggestions, employment mechanisms, etc.

Line supervisors reflect how employees feel about their direct manager or supervisor. Employees often leave the company because they are dissatisfied with the leader rather than dissatisfied with the company, which is the main basis for the establishment of this factor. Including the ability of managers, work arrangement and guidance, communication and exchange, etc. **。