CHAPTER 1: INTRODUCTION 1.1 Job Attitude: A job attitude is a set of evaluations of one's job that constitute one's feelings toward, beliefs about, and attachment to one's job. Overall job attitude can be conceptualized in two ways. Either as affective job satisfaction that constitutes a general or global subjective feeling about a job or as a composite of objective cognitive assessments of specific job facets, such as pay, conditions, opportunities and other aspects of a particular job Employees evaluate their advancement opportunities by observing their job, their occupation, and their employer. Job Attitude influences behaviour of the employees of an organization which in turn leads to job satisfaction. Human Resource Management of an organization must look after the employees in a way that they do not succumb to stress or frustration and develop positive attitude towards their job so that they are satisfied with the work they are doing for the organization. It is very important to keep the employees motivated so that they develop positive attitude towards job. Motivated employees work in a better way and this leads to satisfaction and decreases the rate of attrition as well. To cultivate an attitude of excellence in their employees, managers must provide a certain degree of autonomy. Organizations and managers desirous of excelling must therefore, work toward ensuring employee job satisfaction. A candid interaction of managers with employees helps develop good relationships. Continuous coaching and genuine appreciation by the managers also enhances job satisfaction. Types of Job Attitude: There are four types of job attitudes: 1. Job Involvement: Identifying with the job, actively participating in it, and considering p... ... middle of paper ... ...ts that the individual desire and those s/he maintained will affect his/her satisfaction. There is a consistent relationship between the professional status and the job satisfaction. High levels of job satisfaction are observed in those professions which are deemed of good standing in the society. The workers usually compare their working conditions with the conditions of the society, under the variable of social conditions. If the social conditions are worse than the individual's working conditions, then this will result in satisfaction of the individual, as the workers deem themselves relatively in good position. No meaningful relationship between the job satisfaction and age, professional experience, education level, level of wage, sex and professional group was found. On the contrary, professional experience has been claimed to increase job satisfaction.
The author Tracy Mullen states exactly what all ownerships, supervisors and managers spend time thinking about when it comes to their employee’s, how do we increase morale and productivity? Owning, running and even managing a productive organization is not an easy task to say the least. However to have a productive organization you must have productive employee’s and management staff. Organizational success it is required to implement managerial functions appropriately. How a company is structured can lead to overly productive employees or it can lead to employees whom are ineffective and not trust worthy of your organization. Companies are spending millions of dollars on researching how to hire, train and maintain great employee’s, the flip
Canadian workers are among the happiest in the world, with nearly two-thirds saying they love or like their job a lot. Twenty-four per cent of Canadians love their job so much they’d do it for free and forty per cent say enjoy what they do, but "could like it more." About twenty-nine per cent said they like it "well enough for now." Job satisfaction is an important quality at work because it helps determine productivity, length of employment, and the mental stability and support of a company’s employees. It is essential that employers ensure that their employees are content at work to maximize these factors. In addition, it is valuable that employees are able to be open in discussing improvements and changes to satisfy their stay at work. Society is constantly evolving and as a result, people needs are constantly evolving. It is important that an organization is open to change because the needs of their employees may change. This may require that an organization reform some of their policies, work conditions and personal involvement and attitude. These potential changes may seem like more trouble than its worth. However, these changes will benefit a company in that it will help maintain employee satisfaction and promote a more productive workforce.
From the psychological perspective of its relationship with leadership style, the concept of job satisfaction includes multi-dimensional responses to one’s job, and that such responses have cognitive (evaluative), affective (or emotional), and behavioral components (Judge & Klinger, 2003). Weiss has also argued that job satisfaction is an attitude but points out that researchers should clearly distinguish the objects of cognitive evaluation which are affect (emotion), beliefs and behavior (Weiss, 2002). This concept of job satisfaction suggests that we form attitudes towards our jobs by taking into account our feelings, our beliefs, and our behaviors. The success of any organization depends greatly on the commitment and hard work on the part of their employees. Because of that, job satisfaction has been used as a tool to attract and retain the best employees within the
Some of the things that companies could do to improve job satisfaction for example, would be to identify when an employee is bored on the job, address it, obtain feedback from the employee for ideas to make their job more interesting and challenging. This would allow a leader to assist this individual in designing different ways to perform duties or depending on individual’s future career goals and performance level, may need more responsibility or promotion in order for the employee to maintain job satisfaction and retention with t...
Some of the employee’s attitude depends on job satisfaction. The levels of feeling can arise or drop and they value toward a job increase or decrease. If personal values are steady with the organization’s value a sense of accomplishment, happiness between the person, job satisfaction, and goal achievement pull the right direction both CNAs. Some employees are dissatisfied with floor job or organization and unintentionally affect other and cause pressure. Others female, had many problems dealing with men who are pressured by skills and capabilities.
“It is therefore imperative for a company to understand the attitude of its workers and measure the job satisfaction of its employees, as job satisfaction is essential for productivity” (L. Bradshaw para. Therefore, the individual can still attain high job productivity without having the satisfaction in their field of work. This happens when money is just their motivation, or if they’re trying to receive a promotion. Others try to increase their productivity due to just the satisfaction they obtain from their work.
Your best employees, the employees you most want to keep, thrive when they have the opportunity to grow through employee training and development options (2016). Job satisfaction is attained when employees feel responsible and accountable towards their work. Employees strive for excellence when they feel motivated, inspired and empower. A sense of gratification, fulfillment, and happiness make them to drive for excellence. Performance is increased when the leader has been able to recognize and matched their employee’s values, morals, goals skills and abilities, and personalities.
Satisfaction and productivity will be improved when the manager and employees understand each other through improved relationships and understanding of one another.
Job satisfaction has been identified as a major requirement for organisations which aim to achieve excellence in their operations. Armstrong (2003) refers to job satisfaction as the attributes and feelings people have about their work. By extension, job satisfaction will mean positive or favourable attitudes towards one’s job, whilst a negative or unfavourable attitude indicates job dissatisfaction. In the case of Billy and Ted, Billy could have done lots of things to improve workplace attitude and related indicators such as job satisfaction, absenteeism and turnover. After that incident, Ted had a negative attitude about Billy and also a very strong negative attitude about his company.
A person’s behavior at one specific point in time usually controls their attitude at that time. Managers must be able to understand these basic needs of their workers. If these needs are not dealt with in a certain correct way than workers will not reach their maximum potential. If the lower order of needs is not met than people are not happy. The same can be said of the higher order.
The problem of job dissatisfaction is a global workplace issue. Although Americans are happier in their jobs, satisfaction in the United States is declining due to downsizing and overburdening. (Robbins & Judge, 2009). Before outlining job dissatisfaction a definition of job satisfaction is needed. Job satisfaction is “[an] individuals’
As per preliminary analyses conducted with job satisfaction and anticipated job retention—it was concluded that the two were not correlated. (Cohen & Cohen, 1983). As per the results of this analysis, the prominent job satisfaction factors were:
An important part of the retention of staff, reducing staff turnover and minimising absenteeism at work is ensuring that staff are properly motivated. This is not as easy as it sounds. At first glance, you might be tempted to think that merely increasing wages is the way to motivate! Not so. Most thinkers on the subject would argue that motivation is a far more complex issue than merely 'money'.
Job satisfaction is a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences. It has been treated both as a general attitude and satisfaction with five specific dimensions of the job: pay, the work itself, promotion opportunities, supervision, and coworkers. Challenging work, valued rewards, opportunities for advancement, competent supervision, and supportive coworkers are dimensions of the job that can lead to satisfaction (Nelson & Quick, 2013, pg. 58-59).
In conclusion, the of motivation factors have a strong influence on job satisfaction resulting in any positive feelings that accompany human, who is trying to keep this state as long as possible, which leads to further efforts.