Job Satisfaction Is Something That Everyone Wants To Have

I believe that it is important to understand that job satisfaction has an impact on job performance. In my personal experiences I have seen management completely oblivious to the concerns of their staff that had a negative impact on job satisfaction. The text cites 300 studies that found that organizations with

After analyzing this organization, it is apparent to that job satisfaction should be a priority for management. Job satisfaction can be best understood as a positive emotional state resulting from a perceived satisfaction from one’s job (Locke & Lathan, 2007). Employee satisfaction is an important retention strategy based on the knowledge that a satisfied employee is more effective in completing their duties, more productive, and seldom contemplates alternative employment. Achieving a goal of a high employee satisfaction rate consist of implementing compensation and reward strategies mentioned prior. It should be emphasized that employees, regardless of industry respond in a positive manner to positive recognition. Positive recognition can be achieved with more than compensation and rewards. Creating an atmosphere where employees feel like their ideas and opinions matter can be just as effective as monetary and non-monetary rewards. A routinely exchange of ideas

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.

Job satisfaction comes from the attitude that employees have towards their work. There is a close relationship between the degree of satisfaction and the motivation level of employees. Explaining that if there is a lack of motivation in the workplace, it is likely due to a lack

In the classic block buster movie from 1956, the legendary actor Charlton Heston playing the role of Moses’ declared to Pharaoh “Let my people go” (Exodus 5:1, New International Version). This is a reenactment of the Old Testament account from the Book of Exodus, where Moses is referring the Jewish people that are being used as slave labor by the Egyptians to build the pyramids. Archeologists and historians estimate the story of Exodus originated between 1550 and 1000 BC. From a historic perspective, the story depicted from Exodus describes that of mass worker job dissatisfaction. Moses’ the leader of Jewish people may have been the first leaders in the worker rights movement.

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,

Job satisfaction is what people feel when they are valued in an organization. When a company rewards their employees, show interest in their work, and have an appreciation for what an employee does, this give an employee a sense of wanting to contribute more to an organization (Allen, 1993). Motivations for employees that many leaders strive to achieve is giving an employee meaningful work, recognition for the job they do, opportunities to grow, learn, and advance in the organization, and increase an employee’s responsibilities. A leader must observe the

Chaube, S. (2007). Job Satisfaction. In ABC of Industrial Psychology (First Edition: 2007 ed., Vol. I & II Combined, p. 327, 328). Hyderabad: Neelkamal Publications Pvt.

In this report we mainly consider 3 articles and in all these 3 they specify the case of job satisfaction ,or said as employee satisfaction which means how much amount of satisfaction received by an employee in their work , also said as how content an individual is with his or her jobs. Now we discuss about 3 cases 50 per cent Indians committed to job is the first case taken here this mainly speaks about a survey which took almost 2,30,000 workers response around 31 countries with more than 4000 mid and senior level employees . from this survey

McGregor (1960) has done an analysis in a different way and formed X and Y theory. The Theory X says that the people are control by a different way like controlled, directed, threatened with punishment. Basically it’s controlled in a way that people doesn’t like. Theory Y is totally opposite and it’s the way the people are given authority to do their job at their own, means self-directed. Specifically in Brandix Theory X is not in use and by using Theory Y, people are motivated and guided to work on their own. Sewing machine operators are trained to work on their own with the LEAN initiatives. This is one of the best way to get their job satisfied.

Job satisfaction is important. Caused by employers who can’t make their employees feel satisfied with the job are at risk of losing their best qualified workers to the rivalry. Directors and managers who make best use of the potential, imaginative abilities and skills of the whole labor force have a more advantage than those who don’t. Laborers that are occupied in their work have an upper sense of job satisfaction. Encouraged employees supply with the health assurance to the companies badly needed in these disorganized

Many researchers (Chyung, 2007) agree that job satisfaction influences directly employees’ performance. Moreover, some researchers (Feder, 2000) believe that the higher job satisfaction is the more motivated employees are and, therefore, the more effectively they work. In such a way, the close relationship between job satisfaction and employees’ performance is obvious. At the same time, the development of view on job satisfaction as the key factor of a positive employees’ performance was accompanied by numerous debates and contradictions in terms of the development of the management theory. One of the major reason for the dispute was the belief that job satisfaction can be reached through the creation of positive workplace environment, whereas, on the other hand, some researchers (Feder, 2000) argued that motivation of employees is more important for job satisfaction than positive workplace environment. Many management theories emerged and offered different views on job satisfaction and the ways which help to achieve job satisfaction.

When employees are satisfied the organization benefits in many ways in that satisfied employees are more committed to the organization. They are likely to have less absenteeism, fewer grievances or engage in negative behavior. Thus by ensuring that employees are satisfied, management stands to gain a more efficient and smooth running organization. Given the benefits of high job satisfaction, companies are constantly coming up with new ways to increase and improve job satisfaction on the job. In an effort to increase job satisfaction more and more companies are experimenting with

Employees who are satisfied with what they do always tend to establish a desirable work environment, they also prove to be more productive and efficient, and this always results to greater profit, employee retention as well as customer satisfaction. It is important for managers and executives to understand job satisfaction, whatever creates it, the manner in which it should be fixed and the way of managing it. In job satisfaction there are organizational behavioral concerns that relate to it, for example, turnover, absenteeism, customer satisfaction, and workplace deviance and organization citizenship behavior.

In industry today employers seek the best for employees that are looking for Job Satisfaction in the workplace. Mainly because nowadays workers are clocking-in earlier and clocking-out later in the day at work, which means that they are not only getting in more time on their pay check but are setting their selves up for an slow moving injury.