these conditions are less significant when compared to pay. Employees play are important role, so employee’s satisfaction is a very essential one, hence there arises a need to study the job satisfaction level. Employee attitudes are important to management because they determine the behavior of workers in the organization. The commonly held opinion is that “A satisfied worker is a productive worker”. A satisfied work force will create a pleasant atmosphere within the organization to perform well.
theories of Job Satisfactions There are various theories about job satisfaction, each one with the intention of shedding light and explaining how people find contentment and fulfillment with their occupations. These theories make it clear that jobs are perceived not only a means of earning a living but also as an important extension of one’s identity. Some of the famous theories related to Job Satisfaction have been mentioned below. Discrepancy theory As per this theory satisfaction is the function of what a person actually receives from his job situation and what he thinks he should receive or what he expects to receive. If actual satisfaction is less than the desired satisfaction it results in dissatisfaction.
When an employee is working in an organization, he/she wants to satisfy their needs, wants and other positive expectations that they have with their jobs as well as with the organization. In other words job satisfaction is the degree to which expectations matches with the reality and it is closely related to the behaviors which is possessed by the employees in the organization (Davis et al., 1985). It has been distinguished that there are three gaps which are linked with employees and their job satisfaction. This contains elements that affects employees’ behaviors, consequences due to positive or negative job satisfaction and lastly how to assess and/or effect employee’s attitudes. As the researchers used behaviors and satisfaction interchangeably, comes with a certainty that job satisfaction might be an active
Job enjoyment is related to the nature and operation of work. If the job provides a worker low independence, insecurity and lack of hope for promotion, it collectively leads to dissatisfaction with the job part of workers. While relating job satisfaction with the performance; it is observed that matured and satisfied workers serve more efficiently as compared to the dissatisfied workers. As workers are the frontline of the organization and can influence the satisfaction of the clients. Therefore a satisfied worker can be able to serve a customer well.
It’s essential to create a company environment where compensation rewards employees for company loyalty. Strategic plans that reward and correctly compensates employees who have dedicated themselves to the company for many years will result in a positive work environment with low turnover rates. In addition, it further helps recruitment when the company can retain employees for a long time because it shows new employees that the company values workers who choose to remain with the company long term. Therefore, showing happiness with the company and further dedication to the organization. By correctly compensating employees and offering further pay incentives such as bonuses or paid time off, the company will suffer less from employee turnover, which will benefit their success in the long run.
Productivity is associated with employee’s morale. When employees are content with their work and at their workplace, they are more motivated and driven to work. This will lead to an increase in productivity. On the other hand, poor morale cause employee to be demotivated and disengaged. E. Employee Satisfaction Employee satisfaction is an extent to which employees are happy and contented with their jobs and work environment, which can affect job performance.
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.
Employee satisfaction: Employee satisfaction is that the language accustomed describe whether or not workers are happy and self-satisfied and fulfilling their wishes and wishes at work. several measures purport that worker satisfaction could be a consider worker motivation, worker goal accomplishment, and positive worker morale within the work. Employee satisfaction, whereas typically a positive in your organization, also can be a sedative drug if mediocre workers keep as a result of they're glad together with your work setting. Factors contributory to worker satisfaction embody treating workers with respect, providing regular worker recognition, empowering workers, giving on top of industry-average advantages and compensation, providing worker perks and company activities, and positive management among successful
If one can't work well with others, this does not only create barriers in communication but also affects their output. C.) shows that graduates are satisfied with the salary they receive. Graduates seek employment because they simply want to work and they want to receive their own salary. Although they are very satisfied with their management and colleagues’ treatment, this goes to show that many people see work as an integral part of their lives and not just an opportunity to earn money. If their salary can suffice their family and personal needs, they are most likely satisfied with it.
It is defined as the degree of the likings and disliking’s of people in reference to their jobs. This tells about their commitment to their work and the organization. (White, et al., 2003)Job satisfaction and commitment are intensely connected to one another. However it is hard to define which follows the other. (Weiss, 2002) When managers run a fair reward system, they promote citizenship behavior and reduce the employee intents to leave their job.