Improving Job Satisfaction

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4. Managing Human Resources to Improve Job Satisfaction
Job satisfaction is the level of contentment a person feels regarding his or her job. This feeling is mainly based on an individual 's perception of satisfaction. Job satisfaction can be influenced by a person 's ability to complete required tasks, the level of communication in an organization, and the way management treats employees. (“Defining Job Satisfaction”). According to Boundless.com, “Job satisfaction falls into two levels: affective job satisfaction and cognitive job satisfaction. Affective job satisfaction is a person 's emotional feeling about the job as a whole. Cognitive job satisfaction is how satisfied employees feel concerning some aspect of their job, such as pay, hours, …show more content…

Glass explained that employees join unions, not just because of the pay, but because they are dissatisfied with their job being because of bad working conditions or unfair work rules. Glass concluded that, “while increasing a worker’s wage may reduce job dissatisfaction, it will never increase job satisfaction.” Increasing the employee’s wage can make them happier but it won’t necessarily make them be more effective and efficient (Glass). Employers shouldn’t concentrate as pay as the only way to increase their employee’s job satisfaction, but they should worry about providing their workers’ other benefits so that employee are wanting to return to work and in turn produces better products and/or provide better services. To better improve job satisfaction is to provide better working conditions such as protective gear to prevent burns and to follow some safety rules. This may be good in the sense that the employees will be informed and know where to find a first aid kit and what to in case of an …show more content…

According to Business NLP Academy it can be connected to “work productivity, employee effectiveness, and other factors which can impact a business in the short or long term”; this explains how organizational citizenship behavior can have either a positive or negative outcome success of businesses (“5 Common Types of Organizational Citizenship Behavior”). Dennis Organ stated that there are five factors to consider in determining organizational citizenship behavior, kindness, courtesy, honesty, faithfulness, and civic virtue (“5 Common Types of Organizational Citizenship Behavior”). Civic virtue is “defined as behavior which exhibits how well a person represents an organization with which they are associated, and how well that person supports their organization outside of an official capacity” (“5 Common Types Of Organizational Citizenship

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