In the case of achieving satisfaction towards human needs and desires, work is an important activity. Innovation, loyalty and the strong relationships between employer and the employee can be obtained through the help of satisfied employees. Job satisfaction is significant because a person's attitude and beliefs may affect his or her behaviour. Attitudes and beliefs may cause a person to work harder or work less. Job satisfaction also impacts a person's general wellbeing for the simple reason that people spend a good part of the day at work. Consequently, a person's dissatisfaction with work could lead to dissatisfaction in other areas of life. A positive and healthy employee oriented culture translates into increased job satisfaction and …show more content…
Therefore, the satisfaction level of employees as well as their motivation factors should be considered by the organization. The employee, who is able to maintain balance between private and professional life and having a high degree of job satisfaction, can contribute more to success of the organization (Yadav & Dabhade, 2014).
People attain the best possible quality of life, through the satisfaction of both the work and domestic life. Work life balance is an issue of strategic importance to organizations and having significance to employees especially for women employees in terms of job satisfaction (Yadav & Dabhade, 2014). Organizational awareness and action with respect to implementing job satisfaction and work life balance strategies hinges on an Organization’s need to attract and retain valued employees in a highly competitive labor market (Yadav & Dabhade,
…show more content…
However, this might not be the case at all when the way each individual performs his or her activities depends primarily on how he or she creates a balance between the household and workplace, while also facilitating the factor of quality within both premises and domains (Mukhtar, 2012). The concept of work life has been abstracted from the job satisfaction level of an employee, which is an extrinsic factor of job satisfaction (Mukhtar, 2012). Job satisfaction is a factor which provides the quality of life as well as it remains the productivity levels of an
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...
Based off of the gratification an individual contains towards their work, job satisfaction is a key. The productivity could either be positive or negative, while the relationship between the productivity and satisfaction may not be consistent. There are multiple internal and external factors in job satisfaction that can impact the behavior of an employee and engagement over time. The way the worker’s attitude concerning their field affects the performance they perform on a daily basis. One who is satisfied with the job they do, succeeds at what they do.
Job satisfaction is the intensity of contentment a person feels concerning his or her work. Based on an individual’s perception of satisfaction the level can be decided. Job satisfaction is highly dependent on a person’s capability to finish obligatory tasks, the level of hold and communication in the company, and the efficient management employee coordination. It is not simple as the definition suggests and instead various psychological responses regarding one’s work and life are involved. According to researchers, job satisfaction measures greatly differ in the level to which they quantify thoughts about the work or cognitions about the work. Two different levels of job satisfaction can be defined: “affective job satisfaction” and “cognitive job satisfaction”. Affective job satisfaction can be defined as a person’s expressive sentiment towards the job as a whole. Cognitive job satisfaction can be defined as the level of satisfaction a person feels regarding a facet of his or her job, such as compensation, duration of working hours or rewards.
Research has shown that motivation in an employee is an important factor which determines his performance. Motivation is the “driving force within individuals” (Mullins, 2007, p. 285). It is the concerned with finding out the reasons which shape and direct the behaviour of the individuals. The people act to achieve something so that they can satisfy some needs (Gitman and Daniel, 2008). It is important for the manager to understand this motivation of individual employees in order to inspire them and devise an appropriate set of incentives and rewards which would satisfy the needs that they have individually (Kerr, 2003). Once these needs are expected to be met in return for some specific behaviour or action, they would work more diligently to have that behaviour in them and to achieve that objective (Meyer and Hersovitch, 2001). Since it would lead to early and fuller achievement of the company objectives as the individual would work more diligently, it would lead to better organizational performance (Wiley, 1997).
It is well established reality that organisations in the world today can no longer survive without focusing on their employees. If they have to be at the competitive edge they have to invest in human resource, and placing their employees on top priority. This notion has lead to the strategies that, most organisations are pursuing through employee management. To achieve the optimum performance from employees organisations must motivate their employees, and have to engage them in activities that will benefit and help employees in achieving their predetermined goals and objectives. In order to achieve this, it is imperative for managers to set in motion work conditions that will help employees to achieve satisfaction of their job, low turnover and absenteeism rate and promoting the environment that promotes the organizational commitments and organizational citizenship behavior. 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 many organisations, managers and bosses have found it a struggle implementing successful strategies to improve job satisfaction and productivity among its employees. While dealing with unproductive, unmotivated and unsatisfied employees, there is an increased risk for turnover, which can be prevented. The risk of high turnover is a problem to workplaces as turnover has been proven to ‘take its toll’ on productivity as it disrupts current projects and increases workloads for other employees. It also has a negative impact on team cohesion (Patrick and Sonia, 2012). Job satisfaction is one’s general attitude to the job, and higher the job satisfaction, the more likely he/she will hold a positive attitude towards their job (De Menzes, 2011). De Menzes (2011) believes that employees who are satisfied with their jobs are likely to be more committed to their organisation and be more productive. People are significantly more productive when they are content and achieving individual and organisational goals are able to be fulfilled in a work environment where employees feel happy and motivated. Interventions which can be used to improve job satisfaction and productivity to decrease rates of turnover and unmotivated employees include an increase in workplace training, as well as performance pay.
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’
The purpose of this report is to brief the management on the importance of employee satisfaction in achieving the competitive goals of the organization through increasing the retention of the employees.
Motivation is therefore the force that transforms and uplifts people to be productive and perform in their jobs. Maximising an employee's motivation is necessary and vital to successfully accomplish the organisation's objectives and targets. However this is a considerable challenge to any organisation's managers, due to the complexity of motivation and the fact that there is no ready made solution or an answer to what motivates people to work well (Mullins, 2002).
There have always been various problems on how employees balance family life and work life. This is a problem that many employees from different organizations face. The challenge here is that they are not able to balance both lives. This in most cases leads to neglect of one life and giving too much attention to the other. This has been a major problem to many employees. They have always complained of how difficult it can be when a person tries to balance both lives (Philipsen & Bostic, 2010). This has been a big issue that should be tackled with a lot of concern. There has always been a need for people to be able to live comfortably with their families and to have a good working life in the work area. People should be taught on how to balance family life and work and to be able to give equal attention to both lives. This can be made possible by training and enlightening people on how these two can be achieved. There is need for all employees to learn how they ensure that they give equal attention to their family life and work life.
Compared to men, women were found to undertake the majority of the household duties and therefore more likely to suffer from role overload and moreover women were more likely to have made sacrifices with regard to having children (Bridge, 2009). Major factors that affect work family conflict among women are harmony in home and office, organisational support, family expectations, parenting effect and professional skills, nature of organisation, education etc. (Sandhu and Mehts, 2006). Workplace characteristics can also contribute to higher levels of work life balance. Researchers have found that the number of hours worked per week, the amount and frequency of overtime required, an inflexible work schedule, unsupportive supervisor and an inhospitable organizational culture increase the likelihood that women employees will experience conflict between their work and family role. According to Fan Wei and Liangliang(2009), the major factors that lead to women's work family conflict are education, incoming ratio, professional experience, spouse stress and work load. Women employees' personal and professional lives are just like the two sides of the same coin. Compromising one for the other or spending more time pursuing one as opposed to the other can have serious negative repercussions (Nair,
Job satisfaction has been defined simply as, “the degree to which people like their jobs,” (Spector, 1997) while some definitions have gone more in-depth in the descriptions saying that job satisfaction is, “the feeling that a worker has about his job or a general attitude towards work or a job and it is influenced by the perception of one’s job.” (C.R.Reilly, 1991). By understanding the level of employee satisfaction, the company can have a better chance of delivering positive customer experiences, producing innovative products and services and attaining a good bottom line.” (Gaurav, 2012). Job satisfaction has also been said to be, “to some extent, a reflection of good treatment”.
The term work-life effectiveness has arrived from the concept of work-life balance. The concept however, has been established to be a myth as no person/employee can achieve the so called “balance” between work and life. Hence the term work-life effectiveness has come in consideration. The term suggests about the effectiveness of an employee regarding how well he/she can maintain the harmony at work and in his/her life. (Grywacz and Bass,
Additionally, employee satisfaction are directly correlated to employee commitment and the loyalty which again directly related with the business and work productivity (Papazisi, Raidén, and Sheehan, 1995). Smart leaders knows that keeping their employee satisfied and motivated are essential for their organization (Sher, Bakhtiar, Muhammad &Ali, 2010).
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.