Hoppock Robert (2011). Giving considerable attention to worker adjustment. Study suggested that adjustment was multi dimensional, they had reflected in a worker’s health, earnings, percentage of time unemployed, satisfaction in human relations and job satisfaction. Initial study conducted used semistructured interviews then asked to note the things they like and the things they disliked. The participants completed self report measures of overall job satisfaction and satisfaction with specific aspects of their job like supervision, coworkers and pay.
There are several theories that were invented as theories that analysis the prevalence of employee and job satisfaction. Since well employee satisfaction is influenced by being satisfied in the workplace, the theories should cover both concepts in order to elaborate more on both concepts. The following are some of the theories invented to elaborate the relationship between both concepts and they are as follows: Affective Event Theory According to Thompson and Phua (2001), cited by Ali, Edwin and Tirimba (2015: 419) the affective event theory was developed by Psychologist Howard M. Weiss and Russell Cropanzano to explain how emotions and moods influence job satisfaction. The theory explains the linkages between employees’ internal influences
The managers must identify the need level at which the employee is existing and then those needs can be utilized as push for motivation. 188.8.131.52 Limitations of Maslow’s Theory 1. It is essential to note that not all employees are governed by same set of needs. Different individuals may be driven by different needs at same point of time. It is always the most powerful unsatisfied need that motivates an individual.
In Giauque, Anderfuhren-Biget, and Varone (2013) it was proposed that motivated employees determined the level and extent of the performance of the organization and that leaders accepted and understood the importance of motivating its employees but have different opinions on what accurately motivates employees, Pinto, (2011). Pinto outlines three aspects when determining motivation as follows: (a) the internal energy that moves the individual, (b) the persistent force in the direction, and (c) the direction that group takes. Motivation is driven from desire, individual need and expectation, Pinto,
They clarified how satisfaction and dissatisfaction are separated. The intrinsic factors which they named with 'motivators ' are job satisfiers such as; responsibility, achievement, and recognition. While the extrinsic factors which they named with 'hygiene ' factors are job dissatisfiers like; salary, organization administration, policy, and working conditions. Thus job satisfaction is a function of contentment with the various elements of the job (Herzberg and Mausner, 1959). And it is the employees ' affective orientation toward work (Price,
Two-factor theory or rather well known as Herzberg’s motivation-hygiene theory, states that a couple of factors in every workplace leads to job satisfaction while others may lead to dissatisfaction. Motivational factors lead to job satisfaction while hygiene factors lead to job dissatisfaction. Cargill Inc. meets the motivation factors which consists of growth of employee, achievement appraisals, work, advancement, and responsibility. Performance management is mainly the process that defines, measures, appraises, and provides feedback and improving performance. It is the actions that overlook to every organization in terms of goal achievements and consistency that targets set are met.
The issue of employee turnover has to be identified addressed by the management and a possible solution should be found. This could be done by finding out the root cause of the issue. According to researchers, there is a correlation between job satisfaction and employee turnover. There are other factors that lead to higher employee turnover such as poor working conditions, Employees often voluntarily leave a job due to the relationship they have with their direct managers. Generally, if the work relationships are positive and motivating, employees will accept average wages and mundane or even highly stressful work.
Employee’s job performance According to Sharma and Metha (2007) primarily, a working person has two roles to play: professional and personal roles. This had a significant role in shaped the performance on an individual. Campbell (2007) stated that organizing need highly performing individuals in order to meet their goals, to deliver the services they specialized in and finally to achieve competitive advantage, define employee’s job performance as the branch of psychology that deals with the workplace. It most commonly referred to whether a person performed their job well. Meanwhile in study made by Jamal (2007) as cited by Springer (2010) stated that he saw employee’s job performance as an action that employees can successfully implement
The Researcher has proposed to use descriptive type of research & Analytical type of result. The Researcher has proposed to use descriptive type research, in order to collect the real facts from the respondent’s regarding the attitude of the employees. The Researcher has also proposed to use Analytical type of result to analyze the behavior of employees and its impact of deadline & productivity. Once the data has been collected from the respondents (Managers), the Researcher has proposed to use various statistical tools like Percentage Analysis, Weighted Average Method, Chi-Square Method, One-Sample Run Test, etc., and in order to analysis the various types of behaviors, the researcher has
Project Title“A STUDY ON JOB SATISFACTION AMONG EMPLOYEES IN AN ORGANIZATION”ObjectivesObjectives of the project To know about the meaning of job satisfaction To know the techniques of job satisfaction To know the advantages and effects of job satisfaction To examine the level of job satisfaction among the employees To examine the problems faced by the employees of the various categories of the organization. To know about the various theories of job satisfaction To know about the determinants of job satisfaction To identify the factors which influence the job satisfaction of employees To identify the factor which improves the satisfaction level of employees To provide any suggestions or recommendations (If any) Problem StatementProblem