Introduction: “Job or employee satisfaction has been defied in many ways. The feeling is based on perception of satisfaction of employee. Some think that it is just that an employee is satisfied with his job or not. If job is according to employee requirement, interest and qualification than he is satisfied with his job. If environment of sector or organization in which employee is working is not good and there is too much work stress than employee is dissatisfied with his job.
As a concept, Job Satisfaction is an integral component of organizational life and it plays an important role in the relationship between employees and management. Many researchers have tried to define the concept as they see fit and not many researchers agree on a definite one. Therefore there are different definitions available. It may be defined as “the extent to which people like (satisfaction) or dislike (dissatisfaction) their work” (Spector, 1997); McNeese-Smith (1996) defines it as the feelings of individuals about their jobs. In the broadest sense, Knoop (1995) stated that it refers to an employee general attitude toward the job or some dimensions of it.
Thus, the job satisfaction or , dissatisfaction doesn’t depend only on the nature of the work, but also the type of the work which is performed by the employee himself/ herself and lead to increase the employee’s comfortability and satisfaction. According to Xia and Johns (2000), the job satisfaction is a complicated phenomenon with various aspects. In the same context, Linz (2002) mentioned that job satisfaction may be impacted by the attitudes towards the work and organizational disciplines, and the positive attitude suppose to increase the attitude of the employee and that lead to increasing the job satisfaction and motivates the individual performance. Mowday and Porter (1979) mentioned that the attitude is considered as a hypothetical structure represents the individual attitude as mental or neural readiness as a result of experiments, and dynamic influence that are correlated to the individual responses to all cases. That means, they described the attitude as a tendency in order to act in a specific method based on the experience and the mood of the employee.
This is because satisfied employees have such positive energy and such willingness to give good service that the customers get at the least a perceived better product or service, so that they in turn become much more satisfied and loyal to the company. This is backed up by others, for example: `There is considerable evidence demonstrating that customer loyalty is a leading predictor of financial results and employee satisfaction is predictive of customer
Job Satisfaction Satisfaction is the feeling of a sense of meaning and purpose and when anything is accomplished, the person feels satisfied regarding the sense of completion and a job well done. It gives the direction and options for the future. Satisfaction is thoroughly manifested with pleasure, purpose in life, interest and positive mood and contributes well beyond a persons' pleasure and unpleasant feelings. Satisfaction is a person’s feelings of pleasure, completion of purpose about programme goals, requirements or wants (Kotler, 2000). In economic terms, satisfaction is the utility or happiness which derives from consumption of the goods or services as preferred or needed by an individual.
The factors that led employees to feel bad about their jobs are known as hygiene factors, these relate to external influences, for example, working conditions, company policies and salaries, quality of supervision, feelings of job security. The business will need to avoid unhappiness in the workplace by taking these factors into account. (Business Case Studies, 2015). The motivator factors are internal and make the employees feel good about their jobs and focus on an employees need for personal growth. These include: status, flexitime, and maternity/paternity leave, recognition, challenging work and responsibility and providing facilities at work for employees (e.g.
2.3 EMPLOYEE SATISFACTION According to Alam, Dr Sameena & Ms.Puja (2012) the employee satisfaction is the terms used to describe on level of happiness of the employee and satisfying their wants and needs at work. Many measures showed that employee satisfaction is the factor in motivation of an employee, employee goal achievement and their morale in the workplace. There is no restriction for the workers to achieve the full fulfillment and it might change from representative to worker. In some cases they have to change their practices with a specific end goal to execute their obligations all the more adequately to increase more noteworthy occupation fulfillment. (Miller, 2016) Keith Davis, employee satisfaction is defined as “Favorableness
Job satisfaction is the state of mind of an employee due to the job scope or environment of the organisation. “Find a job that you would love to do and you don’t have to work for the rest of your life”. This sentence clearly implies that every human being should look for a career according to their field of interest or they should love the career position they are assigned to. A person’s satisfaction towards their employment can be observed through their attitude during their period of service in an organisation. A positive character towards our job explains whether we have a high satisfaction level or vice versa.
Introduction The concept of employee satisfaction has great impact on human resource management and compensation. Companies use different techniques to make happy and inspire their employees. Success of an organization in achieving its strategic objectives heavily relies on the motivation level of employees. All organizations, regardless of sector, size or industry require motivated workforce that ensures the competence, high organizational output and success of the organization. De-motivated employees are likely to put in little or no attempt in their jobs, make low quality work, mostly stay away from their workplace and even exit the organization if provided opportunity.
Other organizational dependent elements such as policies, opportunities, work allocation and leadership were equally instrumental in guiding and promoting good employee attitude which in turn lead to job satisfaction. It was also found out that team leads and managers should encourage employees to undergo training for improving communication skills, on stress management and familiarizing them with technical and technological concepts. A subsequent analysis showed a consistent employee job satisfaction and a correlated high productivity of the organization which was a direct result of the implementation of few worker motivation benefits and