Bmal/500 Week 1

Job satisfaction is the estimate by employees of his/her work. It is the most studied attitude in organization behaviour. It is an appraisal of the perceived job characteristics, work environment and emotional experience at work. Satisfied employees have a favourable estimation of their job, based on their observation and emotional experience. Job satisfaction is really collection of attitudes about difference part of job and work. Employees may be like their co-worker but dissatisfied with the pay and benefits.

As factors of job satisfaction are dynamic in nature managers do need to be vigilant about this. Some of the key factors of job satisfaction are the key drivers and should be always handled on priority basis.

The Value Percept Theory argues that job satisfaction depends on whether a job supplies the things an individual value most. Overall satisfactions derive form combined levels of satisfaction from various elements of an individual’s job, whether it’s: pay, promotion, supervision, coworkers, or the work itself. Job satisfaction is based on cognitive and affective components, which is evaluated by what an individual thinks about the job, and how they feel. Cognition evaluation is based on experiences, weighing different aspects of a job; as affect is a reaction of the job, which can fluctuate based on moods and emotions. Level of dissatisfaction is measured by the difference between what one has and what one wants, and the level of importance of that facet to the individual. Statistics have proven, that supplying individuals with what they value, will increase the chance of better performance, which has a high correlation with an individual’s affective commitment with the organization.

The positive or negative assessment on one’s position within a company can be expressed through the level of job satisfaction an employee experiences. Job satisfaction, which is how employees feel about their job, or aspects of their job, plays a key role in how employees act within a corporation (Locke,

1. Although it is clear employees are not especially satisfied with their work, do you think this is a reason for concern? Does research suggest satisfied workers are actually better at their jobs? Are any other behavioral outcomes associated with job satisfaction?

Throughout the past year job satisfaction has decreased which has caused multiple workplace relationships to become tense and at some points hostile. Our textbook defines job satisfaction as an affective or emotional response towards various facets of one’s job. This definition implies that job satisfaction is not a unitary concept (Kinicki, & Fugate, 2016). Job satisfaction has been noticeable due to the change in management. Many senior directors do not agree with recent changes that have been passed down in my organization. With these disagreements, this has caused senior leadership to be not supportive and show a lack of concern towards employees.

What do Employees want from their jobs? Do they just want a higher salary? Or do they want security, good relationships with co-workers, opportunities for growth and advancement? Overall job satisfaction is actually a combination of extrinsic and intrinsic satisfaction; extrinsic job satisfaction is when Employees consider work conditions, such as their pay, coworkers, and supervisor. It is how Employees feel about their work situations that are external to the job tasks or the work itself. In general, extrinsic job satisfaction refers to relationship between the employers and their employees, salaries, promotions, and their job environment (Hirschfield, 2000).

According to Nancy C. Morse (1997) “Satisfaction refers to the level of fulfillment of one’s needs, wants and desire. Satisfaction depends on what an individual wants from the world, and what he gets.” Employee satisfaction is a measure of how happy workers are with their job and working environment. It is undeniable that there are many different factors affecting organizational effectiveness, and one of them is employee satisfaction. Also, it is said that a satisfied employee is a productive employee, so every company is giving higher priority to keep their employees satisfied by providing several facilities which improve satisfaction and promote a healthy work environment. If employees are not satisfied with their job, there can be chances for absenteeism, high turnover, low productivity, and making mistakes. Employee satisfaction is the sum of an employee’s experiences, both positive and negative, when performing his or her job. Moreover, the quality of an employee’s workplace experiences may be largely determined by his or her ability of meet personal objectives.

There have thousands upon thousands of empirical studies performed at a scholarly level over the course of two decades. Experienced researchers of multiple disciplines from Economics, Finance, Human Resources, Organizational Behavior, Psychology, Sociology, and Ethics have categorically focused their theories upon five of the most prevailing factors common to overall job fulfillment; job satisfaction,

In this essay, I will explore the relationship between the level of employee satisfaction and employee production. Firstly defining and explaining satisfaction and job performance as these variables are difficult to define, and a clear definition is critical for assessing the relationship between them. Secondly I will discuss some of the most significant studies in this area of research. I will then analyse various factors which determine the correlation between these two variables, focusing on the attitude-behaviour relationship as this gives an insight into how a higher level of satisfaction may link to greater production. Finally I will look into a set of different models which propose variations to the job satisfaction-performance

Job satisfaction is the very important factor in general quality of life because it is closely connected with working life (e.g. Argyle, 1989; Bang & Lee, 2006), with family life, everyday life, and mental health (Orpen, 1978; Schmitt and Bedeian, 1982; Faragher, Cass & Cooper, 2005). Level of job satisfaction is also highly related to turnover, absenteeism rate, work productivity or accomplishment (Muchinsky, 1977; Organ, 1977). Many researchers (e.g. Cherrington, 1994; Acorn, Ratner & Crawford, 1997; Ostroff, 1992; Spector, 1997) state that employees who experience high job satisfaction contribute to organisational commitment, job involvement, their physical, mental health and overall well-being are improved. Job dissatisfaction on the

A person who is dissatisfied with his job may perform his job well because he needs the money from the job and/or wants to make sure he retains his job in an economic downturn.

It is very important for an organization to maintain all employees’ job satisfaction especially in the service industry. By providing job satisfaction to all employees, it will help reduce problems and cut costs such as decreasing absenteeism rate of all staff, increase productivity level, lower turnover rates, saving up on training costs and also advertising costs for recruiting new employees. When employees are satisfied with their jobs, employees will retain and also stay loyal to the company. The cause of dissatisfied employees can be caused by following reasons:

Today’s business environment is highly competitive and rapidly changing. Many organizations are competing to survive in this environment. Motivation and the employee job satisfaction are essential for the long-term success of the organization team. Evaluation of the employees’ job satisfaction is a major problem of the Organization, until it affects the achieving of goals.

In our community, some businesses believe that the sustaining of competition and performance advantage to becoming an excellent organization in any industry. The subject of interest is employee’s satisfaction and engagement in an organization’s. Many employees in various business industries struggle with leadership, recognizing their job performances and achievements. For example, employees search for other employment or request a transfer within the organization if he or she are dissatisfied with a current superior. Employee satisfaction is a factor in employee’s goal achievement, motivation, and positive morale in the workplace. Therefore, employees utilize their personal skills, work competencies, self-confidence, self-assurance and