The goals set was specific and straight forward and would go a long way in helping to restructure the organization. The principles of job enrichment involve empowering workers by challenging them and assigning more tasks that will improve their efficiency and also allows them to take control of their duties. HIS department applies the job employment principles to solve some of the existing problems in the organization. These problems and their proposed solutions include; etiquette issues such as truancy at work, low level of courtesy, lack of concentration and boredom would be solved through introduction of different tasks and decreased repetition of duties; allowing workers to
Job satisfaction shows how much an employee likes his work as well as the level of his preoccupation with work. Generally, it can be stated that job satisfaction is a sense of comfort and positive experience that an employee have related to his job. Job satisfaction can affect work behavior, and through that, the organizational performance. For a long time job satisfaction has been viewed as a unique concept, but today it is seen as a very complex cluster of attitudes towards different aspects of the work (Rollinson et al., 1998). Therefore, the definitions of job satisfaction should include a variety of factors such as nature of work, salary, stress, working conditions, colleagues, superiors, working hours etc.
By doing this, employees feel like their work has meaning and is important to the company. This principles is applied in this case; Vertical job loading was applied, By job rotation, allows workers to do different varieties of tasks and by combining tasks, work activities are combined to give more challenging work assignments. The purpose of job enrichment is to make the position more satisfying to the employee. Overall goals for the company often include increasing employee job satisfaction, reducing turnover, and improving productivity of employees. To rephrase this: we want to enrich our staff's positions so that they will be happier, more productive, and less likely to seek a job
Hoppock describes job satisfaction as, “any combination of psychological, physiological and environmental circumstances that cause and person truthfully to say I am satisfied with my job.” Job satisfaction has many dimensions. Commonly noted facets are satisfaction with the work itself, wages, and recognition, rapport with supervisors and coworkers, and chance for advancement. Each dimension contributes to an individual’s overall feeling of satisfaction with the job itself, but different people define the “job” differently. There are three important dimensions to job satisfaction: 1) Job- satisfaction refers to one’s feeling towards one’s job. It can only be inferred but not seen.
Safety Needs – give a workplace which is sheltered and free from dangers and make relative professional stability Social Needs – Generate an inclination of acknowledgement and having a place by support group progress. Esteem Needs – Recognize accomplishments, assign and solve out vital ventures, and give status to make representatives feel esteemed and increased in value. Self-Actualization Needs – Offer testing and significant work assignments which empower imagination, advancement and progress as indicated by long term objective. 2) Herzberg’s two factor theory - As per Herzberg, there are some employment figures that bring about satisfaction while there are other occupation calculates that counteract disappointment. As indicated by Herzberg, the inverse of "Satisfaction" is "No Satisfaction" and the inverse of "Disappointment" is "No
Secondly the behaviour of employees, if the employees have an impact on the functioning and activities within the organisation therefore positive behaviour will lead to job satisfaction, and negative behaviour will lead to job dissatisfaction. Lastly, organisational activities serve as indicators of job satisfaction. In each department within the organisation there are different levels of satisfaction which will determine which department need to increase their performance. The factors that contribute to job satisfaction and job dissatisfaction are stress; well-being; motivation, and the elements of job satisfaction are recognition for a job well done; a healthy work environment; meaningful work; equitable compensation; the chance to work with interesting, motivated and responsible people; as well as job flexibility (Health Works, 2014). A couple of studies have proven that satisfaction has a strong relation to subjective well-being.
and Mary A.V.G, 2015). Based on my understanding, job satisfaction described the level of contentment about the work which can affect employee’s performance. Satisfied employees have a favorable evaluation of their job based on their observation and emotional experiences. The more the employees prefer and have a happy emotion towards the job, the more they satisfied, and vice versa. Job satisfactions also have been found to decrease absenteeism, employee turnover, increase retention and the ability to perform at high level (Stenger, 2015).
Job satisfaction is an important indicator of how employees feel about their job and predictor of work behavior such as organizational citizenship absenteeism, turnover. Job satisfaction benefits the organization includes reduction in complaints and grievances, absenteeism, turnover, and termination; as well as improved punctuality and worker morale. Job satisfaction is also linked with a healthier work force and had been found to be a good indicator of longevity. Job satisfaction is not synonymous with organizational morale, which the possessions of feeling have being accepted by and belonging to a group of employees through adherence to common goals and confidence in desirability of these goals. Morale is the by - product of the group, while job satisfaction is
2.3 EMPLOYEE SATISFACTION According to Alam, Dr Sameena & Ms.Puja (2012) the employee satisfaction is the terms used to describe on level of happiness of the employee and satisfying their wants and needs at work. Many measures showed that employee satisfaction is the factor in motivation of an employee, employee goal achievement and their morale in the workplace. There is no restriction for the workers to achieve the full fulfillment and it might change from representative to worker. In some cases they have to change their practices with a specific end goal to execute their obligations all the more adequately to increase more noteworthy occupation fulfillment. (Miller, 2016) Keith Davis, employee satisfaction is defined as “Favorableness
Labour welfare is a comprehensive term including various benefits and facilities for the employees provided by the employer. It motivates the employees for better performance as it boosts their morale thereby increasing the satisfaction of the employees.Labour satisfaction involves taking various welfare measures in order to encourage staff within the industry. Now-a-days with the expectation of labours changing day by day industries are facing issues in worker retention. The basic purpose of labour welfare is to keep them happy and satisfied as there is no dearth of opportunities for proficient employee to work in industry for long period. In the market there are several industries that are searching for efficient and proficient staff by providing