An Assessment of the Vital Roles of Job Satisfaction to Curb Absenteism among Employees at Gulf International, Kingdom of Bahrain

The study on the vital role of job satisfaction to employees to curb absenteeism at Gulf International in the Kingdom of Bahrain is very significant in many aspects. It was perceived by the respondents that there are strong factors that can lead to full satisfaction of employees that directly trimming down absenteeism situations as expected to be examined in the study.

First, the financial motivators as a factor earned most number of favorable response from the respondents that these can greatly influence and determine job satisfaction thus reducing the possibility of absenteeism. Salary and wages are adequately and proportionately provided by the company thus making the employees at a level of satisfaction. Holiday pays are also given in accordance to law rules saw perceived as highly effective. Compensation benefits are given accordingly thus making employees contented with their jobs at the company. Bonuses, commissions are also provided favorably. The company also is giving all leave benefits of employees making the scale as one of the impressing challenge from the employees so that they can perform better. Payments and administration of all financial matters are addressed thus making every employee satisfied of their stay with the company.

Second, the fringe benefits as a factor earned another favorable response from the respondents with a tally of highly and much needed as to degree of urgency. It was perceived through the responses that providing health care and insurance can greatly convince every employee to stabilize his or her employment with the company. Improving effective communication system is also perceived as a need as this ties all key people involved in the company. The better the communication network and the system can modify or defines direction for the company towards greater heights. Employing promotions and rewards is also noted in the survey. It earned high remarks that every employee is entitled to promotions due from work productivity and efficiency in the organization. Providing trainings and education is also a need according to the survey as it indicated that employee must be subject to trainings. This supports the program on advancement and allowing employees for growth and development which is a privilege and even right to every worker, special or ordinary in category.

Meanwhile, the management style as factor did not absolutely passed the criteria to be considered fully accepted as a determinant of job satisfaction at Gulf International. It garnered around moderately contributing as evidenced by the following variables: Management is likely qualified and moderately executing leadership capacities, Management moderately executes effective plan and decisions are likely implemented. It was also perceived that managers are moderately effective in term of implementing policy, rules and regulation and least effective in terms of implementing control.

At this point, the company is very satisfactory in over-all response as it was able to surpass the major challenges in providing job satisfaction among employees. This is a good indicator that because the company can addressed job satisfaction across different factors, it can curb absenteeism as constraints tantamount to problems causing the company to blocks towards achieving its objectives and goals. The company is still favorable in general per se and the factors specifically, financial motivators and fringe benefits are highly accepted.