Herzberg believes that hygiene factors are important but not enough for job satisfaction and motivation. If a hygiene factor is lesser than what the employee expected, he will be less motivated as well. In contrast, if the hygiene factors are enough, the employee’s level of satisfaction will only be neutral. Only the presence of both hygiene factors and motivators can motivate and satisfy the employee. Thus, if an employee is paid a lot but has no control over his job will still probably be unmotivated.
When it comes to work it is important to have a good attitude, it reflects on who one is as a person and how to manage oneself at work. Having a good attitude puts one in a better mood and improves their work ethics. If one has great attitude that follows along with developing great work ethics, that can lead one up to becoming a leader. When having a good attitude under a stressful situation at work, it makes it easier on one’s self. Developing a positive attitude during a in a negative situation will make the situation better and easier to resolve without any complication.
Otherwise, it is very unlikely that they can bring an expected result even if they really wanted to. 2. Does the employee have any difficulty or barrier that prevent them from performing? Situations such as disagreement between co-workers, slow respond to for a final decision from higher position, lack of cooperation between different departments. These are examples of barriers; it is essential for managers to help employees to overcome these kinds of difficulties to achieve the accomplishment.
However, without these motivators employees will not be dissatisfied, they will be “no satisfied” or maybe neutral in another word. Factors that caused job dissatisfied are hygiene factors (which is from the extrinsic job condition), which consist of: supervision, company policy, relationship with supervisor, working conditions, salary, relationship with peers, personal life, relationship with employees, status, and job security. Hygiene factors keep employees away from dissatisfaction. The less or lack of these hygiene factors, an employee will be more dissatisfied. However, if we were to provide all these hygiene factors to employees, they will not be satisfied, rather than “no dissatisfied” or maybe neutral in another
Importance of Job Satisfaction In the organizational behavior researches, it is found that job satisfaction plays a positive role on both the employer and the employee. Importance of job satisfaction from these two interest groups are discussed below: For the employer, if the organization gets a group of satisfied workers, it will enjoy a better turnover and productivity. The organization will have a goodwill and a mystique will be created. As a result, employee retention rate will be high resulting stability within the organization. Customer, client or citizen satisfaction will be ensured through a group of distinguished, self-esteemed and satisfied workers.
MANAGERIAL PROBLEMS Manpower Retention Root Causes Employees quit their jobs for various reasons. Most of which are under the control of the employer. • Relationship with the Boss and Co-workers. The manager don’t necessarily needs to be friends with the his subordinates but they should at least have a pleasant relationship. Since employees work with each other and report to the boss from time to time, having an unpleasant relationship might lead to lack of commitment, confidence and work engagement of the employees which eventually leads to resignation.
And that is because of the lack of knowledge of the employees. For example, if an employee is being provided with a job enrichment along with an extra load of work, then there is a possibility that the employee would not be capable of handling that load of work because of his/her lack of knowledge about that work. 4. Incapability: Working under intense pressure is surely an effective and important trait. But after explaining all the above statements it is very much easy to understand that if an employee will be allotted with a job enrichment there is a possibility that particular employee would not be able to handle such kind of work pressure in the name of job enrichment.
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
Elmuti (2001) argued that firm may have bad image in the market and will not be able to attract competent, skilled and trained personals against the particular positions. Esty et al., (1995) argued that successful management of diverse workforce can have positive affects in the performance as well as the competitive advantage of the company. Productivity level, level of satisfaction, morale and motivation of employees will
Apart from the factors mentioned above, job satisfaction is also influenced by the employee’s personal characteristics, the manager’s personal characteristics and management style, and the nature of the work itself. Mangers who want to maintain a high level of job satisfaction is the work force must try to understand the needs of each member of the work force. For example, when creating work teams, managers can enhance worker satisfaction by placing people with similar backgrounds, experiences, or needs in the same workgroup. Also, managers can enhance job satisfaction by carefully matching workers with the type of work. For example, a person who does not pay attention to detail would hardly make a good inspector, and shy worker is unlikely to be good salesperson.