Effects of Job Satisfaction on the Employees' Quality of Work in the UK Retail Sector

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ACKNOWLEDGEMENT

First of all, it would give me great pleasure to show my gratitude to my tutor, Saint Hilaire Antointee, for the propositions, remarks, understanding, for the support and encouragement. I would also like to express my sincere thanks to the rest of the dissertation tutors for additional support, especially Max who has been very helpful throughout the dissertation. I would also like to thank all the students who participated in the study and my friends who have been very supportive and patient throughout my life. It would also be an honour to express gratitude to my parents, my mother, for their endless support in my life and allowing me to make all my decisions and my sister for her support, encouragement and for guiding me through my dissertation. I would also like to thank my nephew and to the entire family for supporting me. I would also like to take the opportunity to show appreciation to my co-workers for their expert cooperation on every occasion. I would also like to be grateful to the Department, managers of the university, instructors and students who have supported me throughout this research.



DECLARATION

I declare that the content presented in this thesis/dissertation is, in my understanding and opinion, original and has not been presented for scholarly assessment in the past, either completely or partly, for an academic degree at this educational institution or elsewhere. I would also like to admit that I have studied and understood the principles, prerequisites, processes and guidelines of the University regarding the higher academic degree research award and to my dissertation. I would also like to declare that I have abided by the University's principles, prerequisites, processes and guidelines.

EXECUTIVE SUMMARY

It is a commonly understood that happy employees are productive employees. The employee performance determines the productivity and output of the organisation. Past researches have established that better employee performance is resulted from high job satisfaction level. Job satisfaction is resulted from various factors, which includes rewards or pay, the work itself, promotion opportunities, leadership, relationships with peers and colleagues etc. If the employee is not content with his job, he must take positive steps to correct this feeling, so it does not adversely affect his performance evaluation. The managers should review their criteria for evaluating the performance of employees at the beginning of the year, which sets the tone for the expectations of the organisation. On a daily basis, the employee's job satisfaction impacts on the evaluation of the performance.

Job satisfaction is also something that a manager must consider in managing performance and employee engagement. The manager must decide whether an employee's performance variable, which may be sometimes high and sometimes low, is caused by the ability, effort, or both. Reflection on the causes of the variable performance of the employee puts the manager in a diagnostic role.

Despite all the knowledge, today's employees find themselves working in the modern world under an old-world style of ...