Job Satisfaction and Dissatisfaction

3690 Words May 23rd, 2008 15 Pages
JOB SATISFACTION AND DISSATISFACTION
By Bambang Fahruddin, S.Pd
Posted: May 29th, 2008

INTRODUCTION

The discussion of job satisfaction and dissatisfaction is largely generated from the theories proposed by Maslow which is known with the so call “the needs theory” and Herzberg’s theory that is called “two-factor theory” or “hygiene theory”. Both job satisfaction and dissatisfaction are assumed critical for the organizations to manage since they absolutely affect the productivity as well as the effectiveness of either the employees or the organization performance. This is proved by Herzberg, Mausner & Snyderman (1959) who argue that in order to boost the productivity of employees in particular and organization in general, it is important
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2. Herzberg’s Theory
Herzberg, et al (1959) proposed a theory known with the so-called “two-factor theory” or in other words known as “a two-hierarchy of needs,” namely first is motivators or satisfiers are higher needs for achievement or the individual’s need for self-actualization in his work. They are the job itself, recognition, achievement, responsibility, and advancement. These then play role to determine either the job satisfaction or job performance. Afterwards is hygiene or maintenance factors are believed to be lower order needs they are: supervision, interpersonal relations, working conditions, status, salary, and advancement. If these factors are well administered by any organization, they can prevent employees’ negative attitudes or employees’ dissatisfaction.

Through the presence of motivational factors at work, employees can lead to satisfaction as well as good performance. While, the presence of hygiene factors at work can merely avoid employees’ dissatisfaction. In relation to this point, Herzberg, et al (1959) state that the hygiene or extrinsic factors do not motivate employees but they are not managed well might bring employees to dissatisfaction.
THE IMPORTANCE OF JOB SATISFACTION Referring to the previous explanation, we might come to a conclusion that the good and successful management of job satisfaction within any

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