1.INTRODUCTION- Almost two-third of a human’s life is spent working. It starts with the necessity to earn a living but gradually goes way beyond that. It is human nature to want more of things which they already have in abundance. But, the level of satisfaction gradually decreases. According to a 2011 survey of U.S. households by the Conference Board, job dissatisfaction is widespread among workers of all ages across all income brackets. The study found that only 47% of those surveyed say they are satisfied with their jobs, down from 61.1 percent in 1987, the first year in which the survey was conducted. Job satisfaction can be said to be one of the most researched topics of organizational behaviour. It is the most widely investigated job …show more content…
THEORIES OF JOB-SATISFACTION- There are several differences of opinion amongst experts regarding the various components and theories of job satisfaction. Even though they may be different and varying but somewhere down the line, they are also overlapping. The prominent theories are categorized into two types- Content theories and Process Theories. (Foster, 2000). Content Theories- the content theories try to identify the specific things affecting the satisfaction levels of an employee. These theories basically concentrate on “what” motivates employees. Some of the important content theories are as follows- a) Maslow’s Need Hierarchy- based on human psychology, this theory identifies five levels of needs. Once a given level of need is satisfied, the next higher level activates automatically (Maslow, 1943). The five levels are- - Physical needs which are the basic needs like Food, Water, Sex etc. - Safety needs like safe working condition, job security, stability, protection etc. - Social needs like cohesive work group, professional associations, friendly supervision …show more content…
- Self-actualization needs like challenges in jobs, achievements etc. b) Herzberg’s Two-Factor theory- this theory is also known as the motivator-hygiene theory. Herzberg and his associates tried to find out the factors which are the “turn-ons” and “turn-offs” for an employee (Herzberg et al,1959). This theory points out the factors which make an employee feel good/bad about their jobs. The factors which lead to satisfaction are known as “motivators” and those leading to dissatisfaction are “hygiene factors”. The motivators are- - Achievement -
This principle is at the root of every successful person, and is the reason they are able to accomplish all they did. These people who achieved great things such as Bill Gates and Joe Flom were given the opportunity to consistently put time into their craft each day allowing for them to accumulate 10,00. Passage two is also important because it highlights the difference between two geographically similar countries and how the different cultures affect people’s lives. This is significant because it goes against popular belief that you can be anything you want to be, for something that is out of your control shapes your life.
According to a 2017 job survey, in America only 24% of employees are very satisfied with their jobs. (Jared Lindzon). This means in America over half of the employees are less satisfied or unsatisfied with their jobs. However, in order to survive, these people must continue to work where the jobs are available. One author who addresses this problem, is Karen Olsson in her article “Up Against Wal-Mart”.
For example, according to Klemens, work ethic is also important to society and economy. During the period of post-WWII, capitalism stimulated the development of economy in the U.S. Due to the “fast-growing economy”, Americans were so proud of their powerful country and “hard-working” figures. Since this period, work ethic has been the most “powerful and valued American social trait”. However, one possessing a good work ethic is not enough, because one also needs to work wisely. In brief summary, in order to be a good worker, it does not matter how challenging a job is or how much time it takes to complete, but whether work entails diligence and wisdom.
Socializing with other fellow workers and customers determines job-survival. Furthermore, the writer defined a good job as an ability to put employee 's best efforts and receive a fresh result; even an academic certificate cannot guarantee it. According to his experience in motor-repair, “The work is sometimes frustrating, but it is never irrational… I had made quite a bit more money. I also felt free and active, rather than confined and stultified”
The author Andrew Curry thinks that workers today are unfulfilled because they would rather work a job they do not like and earn more money than work a job that they are passionate about and earn less. He also talks about how people seem to work more than relax in today's age like when he says “instead of working less, our hours have stayed steady or risen.” (Curry, Kirszner and Mandell 399) the evidence that he uses to connect his view is the amount of people who complain about their jobs. Nowadays everyone knows a person that constantly complains about his or her job but they still work that same job because of the financial gain. Many people today hate the job they work but that same job is the reason they have a car, house etc.
The Road: A Breakdown of Maslow’s Hierarchy of Needs In Cormac McCarthy’s post-apocalyptic novel, “The Road”, a man and his young son find themselves on a journey fighting for survival through a dark and desolate world. With no identity or any hope in the future, the characters are faced with many compromising decisions. Two levels of Maslow’s Hierarchy of Needs, the physiological and safety levels provide the most motivation and validation for the characters’ actions throughout the novel. There are 5 major levels to Maslow’s Hierarchy of needs; physiological, safety, emotional, esteem, and self-actualization (Maslow 1).
Looking at Maslow’s hierarchy of needs, there are five primary needs which emphasizes on human motivation (Poduska, 1992). The physiological needs or basic needs are at the lowest level of the hierarchy. These needs must be satisfied in order for individuals to survive. It is then followed by the safety or security needs where individuals seek for protection and stability. When these needs are satisfied, individuals are motivated to fulfill the next level of needs which is the love and belongingness needs.
The results obtained are found to be contradicting with Herzberg’s Two-Factor Theory. The study revealed that the strongest motivation factor with the highest significance level on job satisfaction is the working conditions, which is a hygiene factor. The subsequent factors that motivate the sales personnel reported are recognition, company policies and money. Out of these four factors mentioned, recognition is the only motivator as explained in the Herzberg’s
The first one is Maslow’s need theory which is a motivational theory that illustrates the five types of human being needs in hierarchical pyramid structure. The first type of Maslow’s hierarchy is psychological need such as air, food, shelter, water. The second type is safety needs such as security from outside threats and freedom from fear. The third type is belongings need such as friendship, trust and acceptance, receiving and giving affection and love. The forth type is esteem needs such as self-respect and to be respected from others.
The theory dictates that people must reach each level of need to go to the next one. The first level is physiological needs, or the basic needs of survival such as, food, water, air, and shelter. The second level is safety and security of several forms. So, theoretically humans would need food and water before they could feel any level of security. Additionally, the third level is the feeling of belongingness and love that humans desire.
CHAPTER TWO LITERETURE REVIEW 2.1 Introduction This chapter summarizes the information from other researchers who have carried out their research in the same field of study. The specific areas covered here are theoretical review, human resource planning objectives, approaches to human resource planning, importance of human resource planning, limitations of human resource planning, employee retention, empirical review and conceptual framework. 2.2 Theoretical Review According to Kerlinger (1979), a theory is a set of interconnected concepts or variables, definitions and propositions that presents a systematic view of a phenomenon by specifying relations among variables, with the purpose of explaining a natural phenomenon.
Five Levels in Maslow's Hierarchy of Needs and How They Influence Us Abraham Maslow, who was an American psychologist created a hierarchy of needs. There are five levels, with the basic needs at the bottom. He explains that if the basic needs are not satisfied we cannot move up the pyramid, despite a few instances (Lilienfeld et al., 2016). The first level is physiological needs which is satisfying hunger, thirst, and fatigue. Physiological needs influence us because if we are not satisfying our hunger, we can lose weight, or be malnourished.
Maslow proposed five-level classification of human needs as physiological, safety, love, esteem and self-actualisation. He suggested that physiological needs are the basic needs and these needs should be satisfied first and then subsequent needs emerge. Self-actualisation is the highest order of needs and to fulfill this need a person should be biologically efficient, usually in better health, both mentally and physically. The degree of satisfaction is resulted by fulfillment of these hierarchy of needs. However, these needs can vary individual to individual regarding their personal characteristics, pathology, and health care settings.
Maslow’s hierarchy of needs. This theory lies on the premise that people can rarely achieve their full potential without having met their basic needs; if the target population lacks of basic needs, any intervention that does not address this particular issue will fail. Maslow’s hierarchy of needs is based on the physiological and psychological needs. Once these needs are covered, we will be able to engage someone to change habits in order to achieve our goals. It is highly important to recognize the target population and their basic needs.
Job satisfaction occurs when employees consider the type of the