2. JOB SATISFACTION DEFINITION Job satisfaction can be defined as a response which cannot be seen but inferred to a situation. Job satisfaction shows our attitude towards the job and is associated with the outcomes and expectations. According to Locke, it is “a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experience”. Job satisfaction is an outcome of employee’s perception of how well their job provides those things that are viewed as important.
Future GroJob satisfaction Job satisfaction describes hoe content an individual is with his or her job. The happier people are within their job, the more satisfied they are said to be. Job satisfaction is not the same as motivation or aptitude, although it is clearly linked. Job satisfaction has been defined as a pleasurable emotional state resulting from the appraisal of one’s job an affective reaction to one’s job and an attitude towards one’s job. History of job satisfaction: One of the biggest preludes to the study of job satisfaction was the Hawthorne studies.
Tziner (2006) mention that, job satisfaction is defined as the pleasurable or positive emotional state resulting from the overall evaluation of one’s job or job experiences, and is a factor of the extent to which individual needs are met in the work setting. Consequently, it can be both intrinsic, deriving from internally mediated rewards such as the job itself, and extrinsic, resulting from externally mediated rewards such as satisfaction with pay (Porter and Kramer, 2004). Moreover, increased job satisfaction has been shown to be related to individual characteristics such as personality dispositions (Tziner et al., 2008). Individual attachment might also be considered an individual characteristic likely to associate with job satisfaction.
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.
No doubt, organizations should promote the kind of positive supervisor mentoring behavior exemplified in question 1. This is because, such conducts will motivate employee satisfaction which can lead to excellent job performance, good work ethic, and high retention of skilled workers. This relates to the concept of job satisfaction which is, “a pleasant feeling resulting from the perception that one’s job fulfills or allows for the fulfillment of one’s important job values” (Noe et. al. p. 322).
It is very common understanding that the worker who are feeling happiness in their jobs they are also more productive at their work place. (Spector, 1997). It has been also observed that the worker with average performance is rewarded on job then the correlation between the job performance and job satisfaction will be higher. (Jacobs and Solomon, 1977). There may be so many sources for the work stress and effect the worker in different ways.
As an employee being professional can allow for you to have a positive work environment and put you in the position for possible promotions. As a company having professional employees can bring in more customers and higher rating which will in return bring in more money. How can being a good listener demonstrate professionalism? When you are a good listener you are actively engaging in a conversation. This is important because it helps build a good rapport with customers.
By offering employees incentives such as share ownership or monetary bonuses, the common goal of the organisation can be integrated with the employee’s interests. Incentives are a good mechanism to create a positive working atmosphere within the organisation and a good way in instilling successful employee relations. Incentives such as profit sharing will give employees a financial stake within the organisation and job satisfaction as they feel valued and appreciated. When managing employee relations with a unitarist perspective, management focuses on different aspects of employee involvement and participation by delegating daily work activities to employees. The work activities are distributed to various teams with one common goal.
Job satisfaction is a positive feeling about a job resulting from an evaluation of its characteristics (Robbins,Coulter& Vohra, 2010). JOB SATISFACTION