Introduction
The notion that employee job satisfaction should be a top priority for managers has been one of much debate. Although managers have many roles in organizations, their most important purpose is to manage their organizations in a way that can maximize profits. Thus, investing time, effort and money in ensuring that employees are satisfied in only worthwhile if it results in higher productivity and profitability for the firm.
Early theorist analyzed that increased profitability should increase with an increase in job satisfaction while later studies emerged to refute the existence of any significant relationship between the two variables. However, various literatures has more recently emerged drawing attention to the appropriate level of analysis that should be undertaken when examining this relationship.
There are many different variations of definitions for job satisfaction, but for the purposes of this topic, the following definition would be more appropriate: "Job satisfaction can be regarded as an evaluation of equitableness of treatments and conditions" (Organ, D.W. 1988).
Job satisfaction analysis
There are two schools of thought on the existence and causes of satisfaction. The first theory states that satisfaction is a fairly stable characteristic in individuals and the second theory states the cause of satisfaction is more situational and indicates that "the climate of the organization, job characteristics, and participation in decision making"(Organ, D.W. 1988) are some of the factors that influence satisfaction in employees. Thus, managers who subscribe to the job satisfaction - performance model (1st theory) can try to enhance workplace performance either through the recruitment of individuals with ...
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...formance outcomes, the employee must have adequate control over the outcomes in questions
Even small changes in employee performance can have a significant impact on the organization's bottom line (Cascio, 1982) and as such, can help or hinder the organizations efforts to gain a competitive edge.
We must learn more about the conditions under which strong affective commitment will be most likely to influence behavior at work, and conversely, those under which the impact of commitment will be reduced.
REFERENCE
Websites:
1. http://www.smj.org.uk
2. http://www.managementhelp.org
3. http://www.employeesatisfactions.com
4. http://www.team-building-ideas.co.uk
Textbooks:
1. Organizational Behaviour (Hardcover) by Robbins, Stephen P.
2. Organizational Behavior (Alan M. Saks, Gary Johns, Hardcover)
3. Management and Organizational Behavior. Laurie J. Mullins
The job satisfaction is the most widely investigated job attitude an d as well as the most extensively researched subjects for the different organization and industrials. Most of motivational theories have represented or focus on the job satisfaction toward the job and productivity of the employees as well as many job satisfaction theories have tried to explain it’s influences toward the job responsibility such as Maslow’s Hierarchical of needs theory(1943), Hertzberg’s two factors theory (1968), Adam’s equity theory (1965), Job Characteristics Model, Locke’s (1976) Range of Affect Theory, Porter and Lawler’s (1968) modified version of Vroom’s (1964) VIE Model etc.
Improving the percentage of employee satisfaction can be accomplished by means of implementing an employee satisfaction instrument
Employee satisfaction is defined as the extent to which people like (satisfied) or dislike (dissatisfied) their jobs according to Spencer (as cited by Boyad, Lyndon, and Malekar, 2012). This definition suggests that employee satisfaction is a general reaction that individuals hold about their job. In addition, Price (as cited by Appiah, 2016) defined employee satisfaction as a measure of emotions an individual has toward the organization. Thus, Aziri (as cited by Appiah, 2016) inferred that employees are more productive and more stable and display a positive perspective of the objectives of the organization when they are satisfied.
Making employees happier is a good way to motivate them. But sometimes, high satisfaction do not related to high performance. When the satisfaction is too high which make people think what they get are not relate to their work, they will think they do not need to work hard.
While motivational and job satisfaction theories can help employers or leaders to gauge what motivates their employees, it is impossible for them to be used to explain all motivating factors. By analyzing these theories, it is possible to understand their basic concepts, and see how they can be an advantage in motivating their employees to the best possible outcome for the
Some of the things that companies could do to improve job satisfaction for example, would be to identify when an employee is bored on the job, address it, obtain feedback from the employee for ideas to make their job more interesting and challenging. This would allow a leader to assist this individual in designing different ways to perform duties or depending on individual’s future career goals and performance level, may need more responsibility or promotion in order for the employee to maintain job satisfaction and retention with t...
It is well established reality that organisations in the world today can no longer survive without focusing on their employees. If they have to be at the competitive edge they have to invest in human resource, and placing their employees on top priority. This notion has lead to the strategies that, most organisations are pursuing through employee management. To achieve the optimum performance from employees organisations must motivate their employees, and have to engage them in activities that will benefit and help employees in achieving their predetermined goals and objectives. In order to achieve this, it is imperative for managers to set in motion work conditions that will help employees to achieve satisfaction of their job, low turnover and absenteeism rate and promoting the environment that promotes the organizational commitments and organizational citizenship behavior. Job satisfaction has been identified as a major requirement for organisations which aim to achieve excellence in their operations. Armstrong (2003) refers to job satisfaction as the attributes and feelings people have about their work. By extension, job satisfaction will mean positive or favourable attitudes towards one’s job whilst a negative or unfavourable attitude indicates job dissatisfaction.
Based off of the gratification an individual contains towards their work is job satisfaction. The productivity could either be positive or negative while the relationship between the productivity and satisfaction may not be consistent. There are multiple internal and external factors of job satisfaction that can impact the behavior of an employee and engagement over time. The way the worker’s attitude concerning their field effects the performance they perform on a daily basis. One who is satisfied with the job they maintain, succeed at what they do. “It is therefore imperative for a company to understand the attitude of its workers and measure the job satisfaction of its employees, as job satisfaction is essential for productivity” (L. Bradshaw
...n organisations of lack of job satisfaction and productivity amongst unmotivated employees, and related the problem to the risk of turnover. Conflict, absenteeism and stress were identified as major causes of loss of job satisfaction and productivity, potentially increasing the the loss of staff. The solution proposed was to implement additional training and performance pay. It was argued that training in the workplace improves an employee’s sense of worth and self-esteem, by increasing their skills and thus contribution to work efforts. This raises productivity, and in addition improves job satisfaction. Performance pay was advocated as a means of developing the organisation to support motivated and capable employees. Self-disciplined workers would receive recognition for output, improving job satisfaction; as well as financial incentive, keeping productivity high.
The problem of job dissatisfaction is a global workplace issue. Although Americans are happier in their jobs, satisfaction in the United States is declining due to downsizing and overburdening. (Robbins & Judge, 2009). Before outlining job dissatisfaction a definition of job satisfaction is needed. Job satisfaction is “[an] individuals’
I was formerly employed by a supplier of automobile parts where in addition to using compensation as a means of motivation; they too were dedicated in ensuring their employees had maximum job satisfaction. This was achieved by giving autonomy in their job functions and assigning significa...
It has been observed that motivated and satisfied employees have directly relate with the business performance, profitability and eventually, its stability (Shemiah, 2009). However, dissatisfied and less committed employees have a negative impacts on the performance and profitability of an organization (McKinley, Sanchez, & Schick, 1995). It should be taken into account that disengaged and less efficient employees cost the organization thousands while losing the productivity (Hislop,
Satisfaction: A Conceptual Relationship. International Journal of Management Research and Reviews, 3(5), 2855-2862. Retrieved from http://search.proquest.com/docview/1417475767?accountid=10818
Job satisfaction represents one of the most complex areas facing today’s managers when it comes to managing their employees. Many studies have demonstrated an unusually large impact on the job satisfaction on the motivation of workers, while the level of motivation has an impact on productivity, and hence also on performance of business organizations. There is a considerable impact of the employees’ perceptions for the nature of his work and the level of overall job satisfaction. Financial compensation
Improving employee job satisfaction brings along additional benefits such as a direct impact on increase customers’ satisfaction and employees’ work performance. Satisfied employees tend to add extra effort to job performance, then work harder and better. Hence the organizational success totally depends on human capabilities, highly satisfied work force is completely essential for an organization.