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.
Meanwhile, Ganguly (2010) stated that job satisfaction involves a collection of numerous attitudes and feelings that refer to psychological disposition of people towards their jobs and how they feel about their work and also influence motivation and interest in work. According to Mcshane and Glinow (2015), a useful template for organizing and understanding the
Theory X pertains to “a pessimistic view of employees,” in which they are not satisfied with their work, must be constantly “monitored,” and must be compensated or punished. This view, according to McGregor, is the common standpoint of managers. Thus, theory Y is proposed in order to replace the traditional context with a new and positive outlook. It connotes that employees are well-satisfied with their jobs, dedicated, hardworking and innovative. Leaders that possess the traits of theory Y are perceived of positive benefits while working as a team in regard to mutual trust, collaboration and contributions (“Content Theories of Motivation,” n.d., p.
The third category believes that many concepts and definitions of job satisfaction involve an evaluation process. Factors influencing job satisfaction of creating "job satisfaction" in a person is dependent on several factors together which lead to the achievement of the desired result. Lack of some of these factors may lead person to become dissatisfied with the job. Factors such as the amount of earnings the soul and the nature of work and its social status; prestige and reputation, enhance job safety, lack of role ambiguity, physical conditions, structure and organizational culture and communication with colleagues, according to the characteristics, performance evaluation, fit, flexible, innovative approach. Job satisfaction is a multi-dimensional attitude it is made up of attitude towards pay, promotion, relationship with co-workers, supervision, work conditions, benefits, contingent rewards, nature of work, communication, participation, performance evaluation system of the company etc.
These advantages may range from of personal interrelations enhancement to job promotion. One of the benefits associated with performance appraisal is that they are used to motivate employees. Performance appraisal acts as a tool for employee motivation. Through assessing employees performance, one’s efficiency can be determined. If he/she performs according to the organization’s expectations, he/she is motivated by his/her carry on.
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).
Intrinsic motivation being employees are interested on the work because it is personally interesting, rewarding, challenging. Job satisfaction and the achievement of your personal goals are some examples of intrinsic motivation. Extrinsic motivation being employees work solely for the reason to receive a reward or the outcome. Extrinsic motivated employees are more concerned about the end results (pay raise, benefits, and promotions) than
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.
Moreover, both job satisfaction and employee engagement are playing a significant role through accomplishing the organizational goals and objectives effectively and efficiency. Job satisfaction is important in the organizational settings, because according to Robbins and judge in 2013, first of all, job satisfaction affects productivity because several studies have stated that, the more employees are satisfied and happy, they more likely to have more products. Secondly, job satisfaction influences absenteeism, there is a negative relationship among job satisfaction absenteeism because satisfied employees are less likely to miss work. In the third place, job satisfaction again plays an essential role through the decisions of staying or leaving of the workers within the organization which is called turnover .in the fourth stage, job satisfaction is the main consideration of an employee 's organizational citizenship behavior (OCB), also the employees who are more satisfied are more likely to involve in OCBs, and talk more positively about the firm. In the end, job satisfaction also plays an important role through satisfying the customers, satisfied employees have a
Work is an important aspect of most people’s lives. They perform work in exchange for monetary rewards, for example a salary, and non monetary rewards, for example psychological fulfillment. The nature of work itself is described as “the actual content of the job or work characteristics” (Benrazavi & Silong, 2013, P. 129). As the work environment changes, with the internationalization of business, new technologies, and new organizational practices, so does the nature of work. Today, there is no doubt that happiness at the workplace is important to the employees but to the employers as well (Fisher, 2010).