Happier employees tend to more commitment to what they are doing within the organization and it results employee love their role and they are working towards an organizational goals. Connection between employee job satisfaction and job performance Generally, job satisfaction is an attitude towards job. In other words, job satisfaction is an emotional response toward various features of one’s job. A person with a high level of job satisfaction supports positive attitudes towards his or her job, while a person who is dissatisfied with his or her job holds negative attitudes about the job. Job satisfaction is a result of employees’ perception of how well their job provides those things which are viewed as important.
In today’s work environment, Job Satisfaction is finally being highlighted as a major part of an organization as firms can now see the benefits that it can bring. Job Satisfaction can be described as, “A sense of inner fulfillment and pride achieved when performing a particular job. Job satisfaction occurs when an employee feels accomplished something having importance and value worth recognition; a sense of job.” (Wicker 2011). In this current paper, we will discuss the rise in the focus on job satisfaction and the benefits that it has bought to firms that on it. Job satisfaction has been defined as simply as, “the degree to which people like their jobs,” (Spector, 1997) while some definitions have gone more in-depth in the descriptions
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.
The last hypothesis elaborates the responsibility of mediating job satisfaction between leader-member exchange and turnover intentions. This proposition emphasizes on the high quality LMX employees who show greater job satisfaction. They feel more accepted and valued. It increases their motivation to perform better at their jobs. LMX and turnover intentions are depending on the levels of job satisfaction of employees.
Terms to describe this inherent interest in work includes craft instinct, pride in work and self rewarding work. People who love their work experience high job satisfaction. Work fitting ones job values: Major Job values include autonomy (Independence) creativity, helping others security and performing technical work to the extent that employees job allow them to perform work that satisfies these values. The employees job satisfaction will increase for example, many supervisors have high job satisfaction because they can help can help both subordinates and stay close to technical work at the same time. Optimism and flexibility: An optimistic and flexible person is predisposed to be a satisfied employee.
Effective in terms of how well they carry out their roles within their place of work. Reaching their goals and targets, low absenteeism, high organisational commitment, increased creativity, motivation and overall productivity Warr and Clapperton (2010). Are happier workers more productive in the workplace, if so does this lead to improved work effectiveness? These are a number of thoughts that stuck me when doing my research, how both happiness and work effectiveness impact organisations in today’s modern society. Whilst Warr and Clapperton (2010) highlights the difficulty in defining happiness “finding a precise definition is like nailing down a soot”.
Satisfied employees tend to add extra effort to job performance, then work harder and better. Hence the organizational success totally depends on human capabilities, highly satisfied work force is completely essential for an organization. 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.
According to the Encyclopedia of Business and Finance, Second Edition , “If the pleasures associated with one’s job outweigh the pains, there is some level of job satisfaction.” Job satisfaction is defined as, “a worker’s sense of achievement and success on the job. It is generally perceived to be directly linked to productivity as well as to personal well-being. Job satisfaction implies doing a job one enjoys, doing it well, and being rewarded for one’s efforts.” Research shows that job satisfaction is the greatest source of productivity. The fact of the matter is; happy workers will produce more and do their jobs better with a higher rate of commitment to the organization. An employee who is happy is more likely to have enthusiasm about their work.
A] Developing Employee Skills: - The strategy that organises the activities that build the skill set of the workers is called Skills development or employee development. Training may sound too expensive for the business but in the long run it gives multiple benefits or returns like: - • Increased productivity • Increased customer satisfaction • Fewer accidents • Fewer grievances • Fewer defects and errors etc. The following are some ways in which an organization can develop employee skills: - A. Training: - Set up a well-designed training program that widens the scope of learning before, during and after the instructions and can bring lasting change on the jobs. On the job training, orientations and classroom instructions are the most effective
(2013, April 14). Leading the Way: Organizational change can be managed. TheGazette Site Wide Activity RSS. Retrieved December 16, 2013, from http://thegazette.com/2013/04/14/leading-the-way-organizational-change-can-be-managed/ Thakur, S. (2013, June 7). Explaining the Burke-Litwin Change Model.