Introduction
The main objective of this chapter is to present the past research on the effect of employee’s job satisfaction of private organizations. This chapter also will give more information about the literature review and theoretical framework related to this research. My concern is to explain the employee job satisfaction in their work. The purpose is to examine the reason or factor of the professional’s qualification employee in job satisfaction. A successful organization or high productivity has an employee that has positive job satisfaction experience in working or workplace. I have divided the chapter into () sections, which is This also to find out any related theories that done by the past researchers based on the job satisfaction and job performance appraisal in workplace.
2.1 Job satisfaction
According to Steyn and Van Wyk (1999:37-40) job satisfaction is consider as degree to measure the individual or worker feeling towards their jobs. So, job satisfaction can be in positive or negative feeling. Job satisfaction also is one of the important values and is an element of self-motivation in an employee that will directly affect the intention to work, commitment, the performance and productivity of their work. Job satisfaction is a sense of satisfaction on the work done and assuming that the job brings a deep impression on him. Job satisfaction can influence and affect workers in absence during working hours, commitment resignation and replacement rates in the organization of work (Agho, Mueller& price 1993). So, the job satisfaction will occurs when the individual expectation and values was meet with the job (Gordon, 1999:67-68). At the same time, the level of job satisfaction will influence the results and the qu...
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...herefore, the motivator factors must be supplied to create a "motivating" and attract the value of a job. The Hygiene factors that can contribute the motivation and satisfaction of employee are included working condition (working hours, and workplace environment), company policy (rules and regulation, formal or informal), job security, supervision and autonomy (control or freedom in decision making and work culture), and personal life (work life balance, and personal free time).
Motivating factor is element that contributes towards the job satisfaction. This is because, recognition, achievement and job interest of the employee will lead to the employee having a low intention to leave from job. The achievement of the employee in the organization will change the individual needs and feeling. So, the employee will put extra effort to continue loyal to desire Company.
Job satisfaction is an important issue to address within a work force because it ensures that the employees’ care and value is considered. If the company puts effort into making their employees happy with their work, then this will produce positive outcomes. This includes having more people wanting to work for the company, the employees will want to stay longer, increased productivity and the company will gain an exceptional reputation. When employee satisfaction is not addressed, the ...
Spector, P. (1997). Job satisfaction: Application, Assessment, Cause and Consequences. 1st ed. Thousand Oaks, Calif.: Sage Publications.
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.
His theory, the Motivator-Hygiene Theory (or Two-Factor Theory), tries to answer what keeps employees satisfied at work. From his observations, he pointed out that job satisfaction has two dimensions: hygiene factors and motivators. He posited that hygiene factors do not provide satisfaction, but rather, in their absence, causes dissatisfaction. On the other hand, the presence of motivators provides satisfaction, but their absence does no cause dissatisfaction.
A category for job satisfaction is the motivators/satisfiers. Factors such as recognition, responsibility meaningful and interesting work, opportunities for advancement, and personal growth are desirable traits that employees look for. Whereas, hygiene factors are the causes for job dissatisfaction. They are based off of working conditions, relationships between co-workers, policies, supervisor behaviour, job security, wages and benefits.
Motivation factors can be growth, achievement, recognition, the work itself, responsibility, and advancement. Growth and advancement are important for an employee because they would not want to stay in the same position, doing the same tasks for the rest of their lives. This is also because they want to be recognized for their efforts and time spent for the company's well-being. To an employee, being given responsibilities, means that they are trusted and tells them that they are important to and valued by the company. As for the work itself, this actually means that the employee hired should enjoy their job, have a strong passion and enthusiasm for what they do. This also means that they have to love what they do and have interest in it so that they're motivated to do better in the
It is important for manager to understand that what motivates the individuals. There are different kinds of motivation theories which reveal that individuals are motivated by different factors. For example there is extrinsic motivation and intrinsic motivation (Amabile, 1993). Extrinsic motivation refers to the motivation that one has for the extrinsic rewards such as pay, status, power, etc. Then there are intrinsic motivating factors such as the chance to exercise one’s skills, the opportunity to learn and personal development. Research suggests that various factors motivate employees in a different degree depending on their nature. It would therefore be important for the manager to understand that what are the motivating factors for individual employees and then provide them incentives accordingly so that they can work in a more productive fashion. Once the individuals work with greater excitement and vigour it would automatically lead to better performance.
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.
Of the numerous speculations of work motivation, Herzberg's (1998) motivator hygiene theory has been a standout amongst the most persuasive in late decades. Essentially, the hypothesis isolates propelling variables into two classifications: Motivator factors, which have a remark with the work itself, and Hygiene factors, which have a remark with the encompassing
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.
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).
Motivation is the force that transforms and uplifts people to be productive and perform in their jobs. Maximizing employee’s motivation is a necessary and vital to successfully accomplish the organization’s targets and objectives. However, this is a considerable challenge to any organizations 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).
Job satisfaction is a person’s emotional reaction to aspects of works such as pay, supervision, colleagues, working condition, job security, company policies and support, benefits, promotion and advancement or to the work itself (French, 1990). In other words, job satisfaction is an individual’s emotional reaction to a specific job. Falkenburg and Schyns (2007) indicate that job satisfaction can be studied from different approaches. Job satisfaction can be seen as a result of different behaviours or as a cause of behaviour. Moreover, it can be seen as an overall feeling or involving of some aspects of the job and the work situation together contribute to the feeling of satisfaction or dissatisfaction with work (Johansson, 2010).