Emotional Salary And Their Relationship With Employee Job Satisfaction

Emotional salary and their relationship with employee job satisfaction

Currently, companies, regardless of the branch to which they are directed, must accept both scientific and technological changes and advances that appear in the modern world, this if among their goals it is present to be competitive. There are several factors that could contribute so that this is so, among them, there is one that should not be lost sight of and must be treated and give it the deserved importance: the human factor.

“If within business dynamics it is possibledetermining indicators to consolidate the proposed objectives and goals within the development scheme that any company is proposed. "  

In relation to the above, it can be said that the human talent of the organization and their well -being have taken great importance in the business world. In this way, it is convenient for companies to understand the need to maintain workers with high job satisfaction.

Following this order of Contreras ideas (2009), he points out that job satisfaction is an element of great use for companies, since through their measurement they come into contact with the experience of their human capital and this in turn, it is transformed intoAn emotional perception and load directed towards the environment or organizational environment. This interaction intervenes determinantly in the worker’s way of acting.

Herzberg (1987) on his own points that there are different motivation factors categorized in intrinsic and extrinsic, both related to work towards job satisfaction, such as the achievements and recognitions granted by their performance, satisfactory relationships with their colleagues, responsibilityat work and salary.

In turn, Velázquez (2001) says that the satisfaction index with working conditions allows to stipulate the main poor elements on which it must be acting to improve in the work environment.

In this way, economic salary is not the only factor to achieve job satisfaction, and that is where it seeks to promote and improve factors, aligning them with organizational objectives and being taken as motivating agents so that human talent feels identified withThe organization to such a point to face any situation that affects job stability.

Indicated the above, the contextual problem refers a bit: the employees of the Department of Operations of Industries Pastel S.A de c.V. They fulfill an important role in the fulfillment of daily objectives, since it depends on them that all the sales material is prepared, packaged and distributed in the best way to generate customer satisfaction;Given the importance of its role in the company, a complete analysis is necessary about its level of satisfaction with the emotional salary granted by the company. In this specific department, a deficiency is evidenced in the face of participation both in motivation and performance, this is due to different variables of the emotional salary that employees receive, among others, that the management personnel are not interested in a timely manner inThe welfare of them. The direct boss does not properly use the forms of recognition and non -monetary rewards to stimulate good performance, the aforementioned is linked to the variables that indicate lack of job satisfaction. Economic remuneration in the department is good compared to other companies of the same turn, however employees consider that the benefits of the company are not so good that makes employees lose loyalty, commitment and sense of belonging to this, ofThe same as its performance is not expected, causing the expected objectives not to be met by managers.

For this it is the reason to determine the reasons why emotional salary factors influence optimal job satisfaction of the Department of Operations of Industries Sticks S.A de c.V.