Sysco Corporation Executive Summary

It has been shown that employees who have a high satisfaction rate on the job or with the company that they work for, are less likely to leave the company that they work for compared to those who have a less satisfaction rate (Hellawell, 2012). As mentioned earlier, this would result not only in cost savings, but it would improve the overall relationship between the employee and the company. Employees that are committed and satisfied are not only not going to leave, they would also be able to contribute more and be more effective and efficient.

Organizations that are serious about making improvements are going to have to deal with the issue of job satisfaction. Job satisfaction can be best described as the positive feeling that an individual has about their job resulting from an evaluation of the job’s characteristics (Robbins & Judge, 2009, p.31). It would seem natural to think that job satisfaction would have a positive correlation with successful organizations. What impact does job satisfaction have on an organization? Research will show that there are not only internal effects from performance related issues, but also external effects that impact customer satisfaction.

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Retaining employees is one way the turnover rate can decrease, Branham (2000), focuses on retaining valuable employees by incorporating four key elements. The first key elements is, “be a company that people want to work for”. There are many companies that have been labeled as, “employers of choice”. These employers all have something in common, which is how they value their employers (Branham, 2000). They treat their employees with respect and like family. With being an “employer of choice,” people are the most valuable asset; not just customers but employees too. Many companies go above and beyond for their customers, but not for their employees, yet they wonder why they are losing valuable talent.

Which results in better performance, greater efficiency, improved customer satisfaction, and lower costs, turnover, and absenteeism. In the current business and organization literature, employee satisfaction, respect, loyalty, and an atmosphere of feeling valued is imperative to the success of a business. The feeling that an employer sincerely cares for its employees is remarkable. In line with Gupta & Agarwal (2012), it is imperative that employees understand the worth of their lives in the workplace. Companies that express a genuine mutual care towards its employees gets better results. They are motivated to work harder and smarter. Many employers are only interested in the bottom line and performance, not their employees’ well-being and their

Macbeth reveals what people will go through to get what they want even if it means becoming corrupt and cruel. Macbeth written by William Shakespeare in 1606 is a play about a man named Macbeth and his wife wanting to become king and queen of Scotland. They will do whatever it takes to get what they want even if that means murder. This is one Shakespeare’s many tragic plays. Through the murder of Macduff's kids, Shakespeare explores the immorality that power gives.

The company’s people-driven values and assumptions about employees are that productivity and employee performance are the means the means to achieve customer satisfaction. It is

I believe that Kip Tidwell’s statement, that highly satisfied employees will lead to highly satisfied customers and stakeholders would be true. If an employee is happy and is treated excellent; they will produce better products and enjoy working for the company (Ferrell, Hirt, & Ferrell, 2009). By having better-made products means a customer will be loyal to that company. Furthermore, continue to buy products from that company. The stakeholders will benefit from a satisfied employee, on the count, the customers will buy the products in return the stakeholder will make money.

I think it is extremely crucial for everyone to get vaccinated. Diseases can easily travel from one individual to another; hence, those that are not protected are at risk. Vaccines are one convenient and safest preventive care measure available. It is recommended that people get vaccinated from birth through adulthood to provide a lifetime of protection against many diseases. Vaccinations are not only protecting your family, but also help protect others around you and help prevent the spread of these diseases to your friends and loved ones. Although we know the importance in getting vaccinated, many individuals to do as recommended, leaving them needlessly vulnerable to illness and long-term suffering. Vaccines will not give an individual the

Rationale: Literature shows the relationship between turnover, job satisfaction, and organization commitment (Devi, Amalraj, & Devi, 2013). As discussed earlier, satisfied people stay more with their company. High turnover rate is a big issue in healthcare industry (Devi, Amalraj, & Devi, 2013) especially with a tight labor market, and aging population (Abrams, 2002).

Personal characteristics of workers also has an impact on job satisfaction. Job satisfaction increases age. Whites have greater job satisfaction than non-whites. The level of education is slightly negatively related to job satisfaction. If personal skills and abilities are not required by a job, job satisfaction decreases. When a person is more adjusted personally, they will be more satisfied with work. Most of all having a job with decent and fair wage may be the most important variable to job satisfaction. High job satisfaction is associated with low turnover and low absenteeism and with high commitment. Although the evidence is not conclusive, high job satisfaction is associated with high performance and prosocial behaviors.

Employee Retention is a process in which the employees are encouraged to be the part of an organization for the longer period of time until the employee gets retired or until the project gets completed. For achieving individual as well as organizational goals, it is very much essential to retain talented employees. As the competition in the market heats up, it is very difficult for the organization to hold back skills, talent and knowledge. As soon as workers feel dissatisfied with the current employer or with the current job, they move to the next appropriate job. It is becoming hard for the employers to keep employees attached, and if they are failed to do so, they would be left without enough good and talented employees. Being HR personnel, one must know how to attract and keep good employees (Sarin, year?) because these are the employees who can make or break the organization’s goodwill. (Wisnefski, 2008)

It is imperative to satisfy customers and give them an amazing experience at the company. While it cost less to sell to existing customers and companies can increase profit by selling to the same customers; if customers are satisfied, there is more chance they will come back for more services or products. Satisfied customers are a free marketing for the company. However, it is the opposite if customers are dissatisfied. Dissatisfied customer will tell 8 to 10 people about his or her experience (O’Brien, A & Marakas, G. 2004). If by any reason, representatives see that the customer is not satisfy, they should act fast and fix the problem. Furthermore, there is more chance for sale representatives to sell to an existing customer that to a new customer. A good strategy for customer retention is to reward good customers. Companies can easily do

In this essay, I will explore the relationship between the level of employee satisfaction and employee production. Firstly defining and explaining satisfaction and job performance as these variables are difficult to define, and a clear definition is critical for assessing the relationship between them. Secondly I will discuss some of the most significant studies in this area of research. I will then analyse various factors which determine the correlation between these two variables, focusing on the attitude-behaviour relationship as this gives an insight into how a higher level of satisfaction may link to greater production. Finally I will look into a set of different models which propose variations to the job satisfaction-performance

There had been literatures and arguments that express the importance of improving employee satisfaction as it increases service quality and, in turn, improve customer loyalty and profitability. In a study about the relationship between and among employee satisfaction, customer satisfaction, and financial performance, the proponents cited the work of Rucci, Kirn, & Quinn (1998) in which discussed and analysed the case of Sears and used the Service Profit Chain. The report revealed that by improving employee satisfaction by 5 points customer satisfaction and sales increased by 1.3 points and 0.5% respectively. One of the literatures presented in the study explained that the reason why employee satisfaction has a direct impact on customer satisfaction (and in