Job satisfaction refers to a person’s feeling of satisfaction on the job, which acts as a motivator for him to carry out the work more efficiently. It is not the self satisfaction, delight or self contentment but the satisfaction obtained while carrying out the job. Job satisfaction is an individual’s felling regarding his or her work. It can be influenced by a multitude of factors. The term relates to the total relationship between an individual and the employer for which he is given remuneration. Satisfaction does mean the simple feeling state associated with the accomplishment of any goal; the end state is feeling supplementary to the realization by an impulse of its objective. The term Job satisfaction was first introduced by Hoppock (1935) …show more content…
Satisfaction in one’s job implies greater commitment in the execution of formal requirements. There is improved readiness to invest personal energy and time in job performance. 3) The terms job satisfaction and job attitudes are normally used interchangeably. Both refer to effective orientations on the part of individuals towards their work roles, which they are presently occupying. CONCEPTS, THEORIES ON JOB SATISFACTION Several theories concerning causes of job satisfaction have been proposed in the Organizational Behavioural studies. These theories can be classified into one of three categories: 1. Situational theories, which hypothesize that job satisfaction results from the nature of one's job or other aspects of the environment. 2. Dispositional approaches which assume that job satisfaction is rooted in the personological makeup of the individual. 3. Interactive theories, which propose that job satisfaction results from the interplay of situational and personological factors. We now turn our focus to several theories that have garnered a considerable portion of the attention and/or support of job satisfaction researchers. Job Characteristics …show more content…
An individual, who has not fulfilled his responsibility feels the sense of anxiety and regret for not performing up to the mark, they will also feel dejection due to not being able to realize their hopes and aspirations. According to this theory, all individuals will learn what their obligations and responsibilities for a particular function, over a time frame, and if they fail to fulfil those obligations then they are reprimanded. Over time, these duties and obligations strengthen to form an abstracted set of principles, designated as a self-guide. Agitation and anxiety are the main responses when an individual fails to accomplish the obligation or responsibility. This theory also explains that if realization of the obligations is obtained then the reward can be praise, approval, or love. When the individual fails to achieve these rewards, they begin to have feelings of dejection, disappointment, or even
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...
Greenberg presents an entire chapter on what motivates people to work. (Greenberg, 2010 pp 160 - 190) In it Greenberg presents several theories of motivation including need hierarchy theory, equity theory and expectancy theory. Whereas Bowles and Blanchard present their program as indifferent to the objective content of the job, Greenberg goes out of his way to identify job characteristics (as distinct from managerial interventions) that affect employee satisfaction. He presents a job characteristics model (Greenberg, 2010 p186) that parallels several points in Gung Ho! This is not to say that Greenberg ignores management’s ability to influence the motivating potential of jobs. He discusses several interventions that can lead to more satisfying jobs. First, he suggests that employees be assigned a whole job, rather than using several workers to perform separate parts of the job. This provides greater skill variety and task identity, which serves to improve job satisfaction.
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.
This theory implicates a logical illustration that if the nature of a job sufficed and met the five core characteristics, the employee would feel a sense of fulfillment that would result in excellent work performance (Armstrong, 2017). The job design prefigures the significant relationship of the five core dimensions as to how a worker perceives the three vital psychological states – meaningfulness of work, responsibility and knowledge of outcomes – that would eventually contribute to a sense of general job satisfaction, personal growth, increased motivation and effectiveness of work (DeVaro, Li, Brookshire, 2007). There is a dynamic suggestion in JCM that acclaims the correlation of positive feelings with an excellent performance, and negative feelings with poor performance (Mukul, Rayhan, Hoque, & Islam,
We must recognize that employee attitude will affect their behaviours and job engagement. What’s more, attitudes derived from direct experience are stronger. (Sniderman, Bulmash, Nelson & Quick, 2007) In the beginning, Claude maintained a positive attitude toward his job. Messages in the employee orientation such as ‘family-approach’ and ‘associates are partners’ inspired him and established an affirmative attitude to work at Wal-Mart. However, after working at Wal-Mart for a while, he realized that his job was quite routine and replaceable. Furthermore, his co-workers experienced some disconcerting management issues. These incidents had triggered Claude to bring some negative attitudes toward his job and working environment.
Locke in 1976 provided the most broadly acknowledged explanation of job satisfaction. According to him, job satisfaction is a gratifying or positive emotional condition resulting from the assessment of individual’s job experiences. Job satisfaction has emotional, cognitive and behavioral aspects. The emotional aspect refers to the thoughts regarding each individual’s job that the workplace being monotonous, uncomfortable or thrilling. The cognitive aspect of job satisfaction refers to beliefs regarding individual’s job such as the feeling of one’s job being mentally tough and challenging. Atlast, the behavioral component of job satisfaction includes people’s dealings in relation to their work, which may involve being slow, staying late, or pretending to be sick only to avoid
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.
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.
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:
Pardee, R. L. (1990). Motivation Theories of Maslow, Herzberg, McGregor & McClelland. A Literature Review of Selected Theories Dealing with Job Satisfaction and Motivation.
The work environment as we know it today has changed a lot compared to perhaps a century ago. Change is an ever present force in the work environment. There are many factors that affect job satisfaction. The purpose of this research is to examine the relationship between job satisfaction and productivity in the work environment. In addition the paper will examine motivation as a factor affecting job satisfaction. The concept of motivation is a very broad one. This will seek to zone in on the more critical aspects of motivation.
The Job Characteristics Model (JCM) is an approach to job enrichment with interaction of core job dimensions and critical psychological states which
Different facets of organizational behavior were addressed in the three articles reviewed for this project. Pay Satisfaction, Job Satisfaction, and Turnover Intent by Parbudyal Singh and Natasha Loncar examines the relationship between employee position and salary satisfaction and job turnover. The 4 Rs of Motivation by Michael Maccoby suggests a formula from which leaders should pull to motivate subordinates, and Relations Between Leader-Subordinate Personality Similarity and Job Attitudes by Lior Oren, Aharon Tziner, Gil Sharoni, Iafit Amor, and Pini Alon examines the effect the relationship between leaders and subordinates has upon job satisfaction.
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.