Job Satisfaction Analysis

Job Satisfaction AnalysisInternal FactorsRegarding the student surveyed, from Figure, well-nigh half of the respondents dis comfortable their current railway line on breeding period, conversely only around 20 percent who are satisfied and neutral their current vocation respectively. There are fewer persona of strongly satisfied and strongly dissatisfied their commerce. Although there are intimately half of the respondents dissatisfied their current job, it still have 22 percent respondents satisfied their job.According to the student surveyed, from Figure , most of the respondents take up unsloped relationship with colleagues as their main reason of job satisfaction. Base on this question the respondents give the bounce select more than one choice as a result the total offspring is 77. However, flexibility working moment and satisfied staff benefits are not the main reason run into job satisfaction by 17 and 16 results respectively, it is shown that there is a huge dis parity compare with the result of unplayful relationship with colleagues. It dissolve be analyze that employees are more concern their relationship with colleagues to arrange the job satisfaction, thus influence the turnover rate.External factorAs dissolve be seem from the students surveyed, the result shown that most of the respondents are elect rapid harvest-tide of hotel industry and government polity are ii main external factors influence turnover rate are chosen by 26 and 18 results respectively. Base on this question the respondents can select more than one choice so that the total number in this question is 62. Besides, non-local employees and inflation are only chosen by 8 and 10 results respectively. It seem that the survey can reflect the respondents befool the impact of high turnover rate owing to rapid produce of hotel industry and government policy.Rapid add of hotel industryRapid growth of hotel industry may append turnover way due to the akin manpower p ool. The number of hotel inhabits in Hong Kong essentials to be almost doubled in the next 10 years, according to the head of a government economic task force (Siu and Nip). The reason of sharply increase the number of hotel ways probably relevant impact of Hong Kong-Zhuhai-Macau bridge and the fast cross-border railway. In response to satisfy a large engage of tourists, hotels need to absorb enormous quality employees so that can maintain the specimen of quality. However, due to the labor supply is not able to meet the demand in the market the existing employees may try to seek to bettor jobs due to availability choice (Lei).Even there isfresh graduates study in hotel management in every year but not in all graduates will work in the hotel industry (The Greatest Challenge). Heavy work load, teddy bear work, overtime working those reasons may affect the graduates select hotel industry as their careen. Owing to the limitation of labor, the existing staff can be selective in their choice of employment since rapid growth of hotel industry. For instance, the less favorable job like stewards, food and beverage servers and room attendants are especially high turnover way, owing to heavy workload and lack of attractiveness (Lei). To attract those indispensable front office staff, many hotels are willing to provide high salary and better come in to effectively attract employees (Lei). Therefore, more employees will terminate their employment to engage the job with valuable benefits.Government policiesstatutory Minimum Wage policyStatutory Minimum Wage may force employer to disband their employee or expropriate the original fringe benefits such as staffs meal, uniform and terminate period to compensate the extra cost connect to this policy (Hong Kong workers.). Employee compensation is one of the largest costs in hotel (Su, Heo and Leung). Even though the Minimum Wage Ordinance was HKD 30 per mo since 2013, the average hourly wage in hotel employees was about HKD62 (Su, Heo and Leung). Although the policy can balance the too low wages and oppose the loss of low-paid jobs (Labor Department), it also affects high turnover way due to job dissatisfaction.In order to recoup the additional cost, some hotel may decrease employee benefits or hired more underemployed employee to recover the cost thus destroy relationship. For instance, some hotel kept employing their staff on a basic salary and did not offer them a perpetual job (Su, Heo and Leung). Other example, some hotel had changed to pay their room attendants establish on the number of the board they had been cleaned instead of pay the working hour after the implementation of Statutory Minimum Wage polity (Su, Heo and Leung). If the room attendants take longer time to make up certain rooms that supervisor assigned to them, they need to work overtime without compensation. It may by all odds affect employee job satisfaction as a result increase turnover rate.It is a common knowled ge that develop a good relationship between employer and employee can probably deoxidise turnover way. However, Statutory Minimum Wage policy was give stress to employers to maintain their express cost so that upward pressure to employees and dissatisfied on job satisfaction. Employers tend to reduce the number of employees and shortening the staff working hours to prevent compensation (Su, Heo and Leung). Also, recruit more part-time employees to replace the full-time employees due to effective and easily to maintain offset cost increase. Therefore, the authors had mentioned that hotel tend to reduce the cost of fringe cost as their cost minimization strategy (Su, Heo and Leung). In view of employees confront the work environment that without unpaid break and change the staffs menu to reduce their staff benefit, they closely heighten the negative attitude in work environment and job satisfaction as a result cause employees to move to opposite industries.ReferencesLei, Lam, The Challenges of the Labor Shortage in Macaus Hotel constancy. University of Nevada. Las Vegas, December 2011 21-27. Web. 31March. 2014http//digitalscholarship.unlv.edu/cgi/viewcontent.cgi? clause=2153context=thesesdissertationsLo, Wei. Hong Kong hotels accused of not paying minimum wage in job trial periods. in the south China Morning Post 15 August, 2012. Web. 1 April, 2014http//www.scmp.com/news/hong-kong/article/1014884/hong-kong-hotels-accused-not-paying-minimum-wage-job-trial-periodsThe Greatest Challenge for HR in Hotel Industry Manpower Shortage Career Times20April. 2001 20. Web. 1 March 2014. http//www.ctgoodjobs.hk/english/article/show_article.asp?title=the-greatest-challenge-for-hr-in-hotel-industry-manpower-shortagecategory_id=1107article_id=10432listby=datelistby_id=page=13Su, Mia, Cindy Heo and Daniel Leung. Hotel Employees Perception of the Statutory Minimum Wage Policy in Hong Kong. Asia Pacific Journal of Tourism Research. 2013 2-6. Web. 31 March 2014http//www.tand fonline.com.eproxy2.lib.hku.hk/inside/abs/10.1080/10941665.2013.852115.Uzu98_mSzT8 Siu, Phila, and Amy Nip. Hong Kong needs to double hotel rooms in 10 yearsSouth China Morning Post. 05 July. 2013. Web. 31 March 2014http//www.scmp.com/news/hong-kong/article/1275375/double-hotel-rooms-needed-10-years-accommodate-enormous-rise-visitors tug Department. Statutory minimum wage. 2013. Web. 01 April2014http//www.labour.gov.hk/eng/public/smw/Concise_Guide_to_SMW_2013.pdf Hong Kong workers to enjoy minimum wage for commencement ceremony time. BBC 01 May 2011. Web. 01 April. 2014http//www.bbc.co.uk/news/business-13248027