Job Satisfaction
Presented by:ARUN JAPANIADITI CHATURVEDIIRA SAXENANEHA YADAVNIYATI AGARWAL
WHAT IS JOB SATISFACTION?
Job satisfaction is in regard to one's feelings or state-of-mind regarding the nature of their work. Job satisfaction can be influenced by a variety of factors, The quality of one's relationship with their
supervisor, The quality of the physical environment in which
they work, degree of fulfillment in their work, etc.
Case study: Barry Niland Barry niland,supervisor
of a small sales department noticed one of his sales representative,Hunter had problem
Hunter’s sale had declined in last six months
Other sales representtives reularly exceeded their quotas
Niland decides to boost his sales representative’s preformance
Approaches for increasing Hunter’
Job satisfaction Job performance Job involvement Organisational commitment
Why study job satisfaction By taking collective feedback , organizations can
address such issues . Otherwise it has to go be perception of few who are
near to the management . Such feedback be motivated by personal likes and
dislikes . There is also a danger that employees would not
like to give honest feedback due to some fears of repercussions .
Measuring Job Satisfaction
Satisfaction with Pay: I feel I am being paid a fair amount for the work I do
Satisfaction with Promotion: People get ahead as fast here as in other places
Satisfaction with Supervisor: My supervisor is quite competent in doing his/her
job Satisfaction with Co-Workers:
I like the people I work with Satisfaction with Work:
My job is enjoyable
Job Satisfaction: Outcome and PredictorJob Satisfaction as an Outcome: Managers attempt to create an environment
that fosters job satisfaction – challenging work, good benefits, considerate management, fair pay
Job Satisfaction as a Predictor:Managers expect that satisfied employees will
be productive, stay committed,perform well
Job Conditions Job Satisfaction
Job Satisfaction Productive Behavior
Employee attitude and cosequences
When attitude of employees are positive about company , one finds various symptoms like
Low turnover High productivity Fast acceptance of new changes More support among teams . Willing to give extra when needed .
When it becomes negative attitudes , the reverse occurs
Attitude towards organization It is an issue of how mind feels /perceives the
organization .That becomes the dominant attitude . Hence it becomes necessary to capture the /perceptions
of employees which can give us an idea of their attitude Attitudes are the feelings and beliefs that determine how
employee would work Apart from organization policies ,the immediate
manager controls many of the factors relating to employee satisfaction , it is also necessary to capture the satisfaction due to all factors .
There may be some people with who are pessimistic and some are pessimistic . The response would be different from them.
But still it gives some indications that can be captured , analyzed for actions .
Job Satisfaction & performance There is no strong acceptance among many
researchers, etc., that increased job satisfaction produces improve job performance -- in fact, improved job satisfaction can sometimes decrease job performance if organization is not able to create ownership of long vision an d goals of the organization .
For example, you could let sometime sit around all day and do nothing. That may make them more satisfied with their "work" in the short run, but their performance certainly didn't improve.
Job satisfaction Vs turnover /absenteism
Turnover & Absence
Job
satisfa
ction
Absence
Employee Turnover
LowHigh
High
Employee –Organization relationship
Employee stays Employee terminated
Employee voluntarily leaves Employee leaves
by mutual consent
- Ve
+ve
+ve -ve
Organization attitude towards employee
em
plo
yees a
ttitude to
ward
s org
n
Can Managers Create Satisfied Employees?
YesManagers can shape
the environment to encourage employee satisfaction:
Mentally challenging work
Equitable rewards Supportive working
conditions Supportive
colleagues
NoResearch suggests that job satisfaction is largely determined by genetics:80% of Happiness (or subjective well-being) is attributable to genesJob satisfaction tends to be consistent across time and across jobs
RESPONSES TO JOB DISSATISFACTION
EVLN model
EXIT: dissatisfaction expressed through behaviour directed towards leaving the organization.
VOICE: dissatisfaction expressed through active and constructive attempts to improveconditions.
LOYALTY: dissatisfaction expressed by passively waiting for conditions to improve.
NEGLECT: dissatisfaction expressed through allowing conditions to worsen.
Shortcut to js.lnk
What are other methods of capturing job satisfaction
Daily Contacts Participation in voluntary activities Red Book complaints Employee turnover Exit Interviews Training Records Performance records SURVEY METHOD
Sources of information
Benefits of Job Satisfaction surveys
Monitoring attitudes Specific areas of services How they feel about their job Department Organization Policies Feelings towards supervisors
Two way communication Let their feelings out
Ideal survey conditions1. Top Management involvement 2. Employees are communicated about the purpose
and how it would be implemented 3. Ensuring that past surveys have been acted on.4. It is conducted in way that it ensures
confidentiality of respondents 5. The questionnaire is easy to understand 6. The questionnaire has a validity and reliability 7. Entire plan and time frame for implementation is
committed
Issues in Survey Should it be voluntary or mandated ? Should entire population or sample Should it be mailer or call every one at one place Should it be by internal HR department or external
agencies Should a standard instrument to be used or have a
new designed internally How to check validity and reliability of the
internally developed instrument ? Language Demographic data
Process for conducting the satisfaction surveys
Identify reason for survey
Obtain management commitment analyze results
Develop survey instrument Do a pilot
Administer survey
Tabulate and Analyze
Share the results and way forward
Implement action plan Check /review
Pla
n
Do
ORGANISATIONAL COMMITMENT
The emplyees emotional attachment to,identification with,and involvement in a particular organisation.
Building organisational commitment by:
Justice & support Job security Organisational
cmoprehension Employee
involvement Trusting
employees
CONCLUSION
Satisfied employees who feel fairly treated by and are trusting of the organization are more willing to engage in behaviors that go beyond the normal expectations of their job.
Thank you
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