Investigation And Study Of Dispatch Staff Satisfaction

This article took the dispatch staffs of A company of Quanzhou mobile as theresearch object, according to the basic principles of the Minnesota Job Satisfactionsurvey, we divided the impact factors of employee satisfaction into the work itself,work return, interpersonal skills, business management systems, performanceevaluation and work prospects, each one was further subdivided into a number ofsmall items. Results showed that overall satisfaction of A company’s dispatch staffwas low, they had a highest evaluation to the enterprise’s "business managementsystem", but they thought that "the job " and "interpersonal relationship" weregeneral, they were unsatisfied with the "work return","job prospects" and"performance".Why they were unsatisfied with the work return, performance management andpersonal development prospect? That’s because of the enterprise’s salary system waslack of fairness; Salary design was lack of incentive effect; Employees areunsatisfied with the income level and all aspects of welfare treatment. In theperformance evaluation, the vast majority of employees thought that the lack ofobjective and fair justice performance appraisal system, the staff did not know whatthe specific evaluation basis on; Performance evaluation for employee incentiveeffect is also limited. Just work prospects, the staff were not satisfied with thetraining opportunity and the content of the training; The personal career developmentsystem did not get the effective implementation, Labor dispatching staff could notget the same opportunities. In addition, the staff also had certain dissatisfaction to thework environment, leadership concern degree, workload distribution way.In order to resolve the different emotions of the employees, we can try to dosome efforts from the following aspects: First, Perfect the compensation system,when we design the compensation system, we must reflect more pay for more work,at the same time, give the employee motivation and pressure, the welfare form canbe more various; Secondly, establish maneuverability strong performance appraisalsystem, clear each index of performance evaluation, perfect the assessment information feedback mechanism; give the employees more developmentopportunities, make excellent employees into formal workers by the exam, regularpractice job rotation, improve the training quantity and enrich the content of thetraining, etc.Finally, try to made a "people-oriented" enterprise culture, build a harmoniousenterprise atmosphere of democracy, try to improve labor productivity by thedivision of Labor cooperation.