Creating

trust ,job
satisfaction
in the work
place
Presentation by,
Aiyanna Kuttaiah
Vishnu Menon
Aayash Dhakal
Affan
Fasiulla
Swasthik Prasad
Razeekheyaam
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1 Building
trust at
workplace
“
“Your words and deeds
must match if you expect
employees to trust in your
leadership.”
– KEVIN KRUSE

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Elements of trust
T
￮ Be transparent (T) with your team. Transparency is
showing accountability
￮ through communication. Being honest, being
vulnerable, giving feedback, and stating
expectations are all forms of transparency.
Without transparency, people tend to make up
their own truth about something. For instance, if
you don’t give feedback after they’ve made a
mistake, they believe it’s OK to repeat that same
mistake again. If you neglect to say, “good job,”
they think you didn’t like the results they provided.

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 R
Respect (R) everyone. Respect your
employee’s time, their opinions, and their
ideas. If you say your meeting is at 9 a.m.,
don’t show up at 9:15. Remember, great
leaders are great listeners. Showing
respect doesn’t mean you have to agree
with everyone, but when you honor their
feelings, it builds trust, and they feel safe to
open up more often.”

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U
Unite (U) your team. The first step here is to let
people know that you will not tolerate gossip
amongst your team. Gossip is like cancer; it kills
team morale. Trust, however, is the cure. The
second step is to have them work toward one
vision. Give them a group project they have to
complete by working together. If they fail, they
all reap the consequences, and if they succeed,
they all receive the reward. The team that
struggles together and succeeds together is a
team that unites.

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S
Show (S) them you care. As leadership expert
John C. Maxwell said, “People don’t care how
much you know until they know how much you
care.” Trust is built when someone sees that you
truly value them as a person and not just as an
employee

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T
Trust-Building Activities (T) build morale. It’s been
proven that when someone enjoys the people they
work with, they’re happier and are more
productive—and that doesn’t happen by accident.
One of the ways to raise morale and build trust at
the same time is to provide activities focused on
building trust in teams. Conduct a training which
include a few trust exercises in which everyone had
to write down something positive they thought their
fellow employees brought to the team after
finished, each team member walked away with an
index card full of compliments they never knew
their co-workers thought about them.

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TRUSTWORTHY
Openness

TRUST

Diversity of
Transparency
ideas

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Job satisfaction at
workplace

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To increase the job satisfaction

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When it comes to managing your employees,
one of the most important things you can do for
them involves setting the right tone at work . An
employee’s motivation to work is heavily
influenced by his or her environment. You want
your employees to respect you—not fear you.
Creating a positive work environment will yield
far better results for your employees and your
company.

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Rewards and recognition are effective ways to improve
performance, increase employee engagement, and
create a strong culture. Both rewards and recognition lead
to desired performance and job satisfaction
Employee recognition is the acknowledgment of a
company’s staff for exemplary performance. Essentially,
the goal of employee recognition in the workplace is to
reinforce particular behaviour , practices, or activities that
result in better performance and positive business results.

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Types of Rewards

•Monetary Rewards: A raise in salary, incentives, movie tickets,

vacation trips, monetary allowances on special occasions,
redeemable coupons, cash bonuses, gift certificates, stock
awards, free or discounted health check-ups for the entire family
and school/tuition fees for employees’ children fall in this
category. While designing company policies for monetary
rewards, management should make sure that benefits should be
as broad-based as possible.
•Non-monetary Rewards: Non-monetary rewards may include
trophies, certificates, letters of appreciation, dinner with boss,
redecoration of employee cabin, membership of recreation clubs,
perks, use of company facilities, suggestion awards, tie-pins,
brooches, diaries, promotion.
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Employee engagement is more than just knowing whether
someone likes their job or not. Measuring employee
engagement lets you know how committed they are to the
business and its success. It tells you how motivated they are
and how emotionally invested they are in the work they are
doing.
For an employee to be engaged, they are motivated to work
hard towards a common goal that is in line with the
company’s vision. They will be committed to the values their
organization represents. Engaged employees will have a clear
view and understanding of the objectives of the work they are
doing.

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Employee development is almost universally
recognized as a strategic tool for an
organization's continuing growth, productivity
and ability to retain valuable employees. If
organizations neglect certain challenges,
then the employee development process will
be threat for the organization, frustrating for
employees and of uncertain value for both.

Ways to develop and seek potential

• Set (and update) quarterly goals.

• Offer opportunities for individual growth.
• Hold frequent review meetings.

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Many organizations face challenges in accurately measuring job satisfaction
Whether an employee is satisfied at work depends on a number of factors,
including the opportunity to use his skills and talents, recognition for good work,
development opportunities and the work environment. An employee’s level of
satisfaction also depends on personal characteristics, such as his disposition and
cultural influences. Measures of employee satisfaction vary. The Job Descriptive
Index measures five areas: pay, promotion, coworkers, supervision and the work
itself.

Approaches to measuring job satisfaction of the employees are;

Single Global Rating

The single, global rating method is nothing more than asking individuals to
respond to one question such as “All things considered, how satisfied are you with
your job? 18
Summation Score
￮ It identifies key elements in a job and asks for the employee’s feelings about
each.
￮ Typical factors that would be included are the nature of the work,
supervision, present pay, promotion opportunities, and relation with co-
workers.
Ways of measuring the scores
￮ Job Descriptive Index (JDI)
￮ Global Job Satisfaction
￮ Job Satisfaction Relative to Expectations
￮ Job Satisfaction Survey
￮ Job Satisfaction Index
￮ Job Diagnostic Survey

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HOW WELL DOES EMIRATES AIRLINES
SATISFY THEIR EMPLOYEES?

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 ￮ About emirates airlines

￮ ● Started 1985 with two aircrafts

￮ ● emirates operates over 3000
flights every week
￮ ● 140 destinations in over 70
countries
￮ ● with over 55,000 employees

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ONLINE SURVEY FOR EMIRATES AIRLINES
EMPLOYEES

● 68.12% of the crew are satisfied with their job in the company
● 73.92% find their benefits (both financial and non-financial)
satisfactory
● 49.27% reported lack of support from the leaders
● 81.16% take real interest in the working affairs
● 69.57% complained about overworking
● 72.45% are willing to assist the company in achieving its goals
● 85.51% feel proud to be employed by Emirates Airlines

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 SURVEY CONCLUSION

The primary research demonstrated direct dependence of job

satisfaction on the incentives received and the secondary
research demonstrated that respondents though not satisfied
with some factors but still showed commitment to the company.

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Thanks!
Any questions?

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Presentation design
AIYANNA KUTTAIAH I

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