Defining Job Satisfaction

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Various researches indicate that organizations globally spend approximately 46 Billion Dollars to ensure happy employees and retain existing workforce [Crawford-Marks Oct 2013]. Happy employees have become key to a successful business and employee satisfaction holds a very important position in the field of human recourse and compensation management in the present era. For the same reason wide varieties of research studies have been conducted in this area to determine what actually keeps an employee satisfied.
Defining Job Satisfaction:
In order to keep the workforce satisfied it is very important to understand what job satisfaction actually is. Even though it is believed to hold the key to a successful organization, there are no general
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Job satisfaction from valuation viewpoint is being considered an attitudinal variable. Attitude is defined as “summation of sense, beliefs and thought, which the individual form in direction with his perception about his environment” (Celik, 2011, p.9 ). Traditionally when job satisfaction is studied, employee’s feelings about the job is considered to be major focus and it is believed that nature of the work determines those feeling. However, satisfaction and dissatisfaction are not limited to the nature of the job that one does, but also depends on the perceptions, attitude and expectations towards the job (Lu et al.,…show more content…
Among other reasons, the use of non-monetary incentive in organizations is to motivate employee towards job performance. Non-monetary reward is viewed as “a non-cash award given in recognition of a high level of accomplishments or performance such as customer care or support to colleagues, which is not dependent on achievement of a pre-determined target” (Rose, 1998). Non-monetary incentives are considered to be cost effective ways to compensate employees, thereby, attracting, motivating and retaining employees. They are integral for the good environment regardless of the economic situation.
There has been ample evidence in literature of human resource management and organizational behavior that nonmonetary incentives act effectively in motivating employees. Non-monetary rewards play major role in building employee perception regarding the reward climate in the workplace (Khan et al., 2013). When organizations pay attention to non-monetary tools such as opportunity of increasing holiday and family benefits, the employee may perceive the organization as a supporting and caring

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