The Effects of Benefits, Relationship with Supervisor, and Job Security on Job Satisfaction of the Csa at Lmn Company in Metro Manila

Organizations that are serious about making improvements are going to have to deal with the issue of job satisfaction. Job satisfaction can be best described as the positive feeling that an individual has about their job resulting from an evaluation of the job’s characteristics (Robbins & Judge, 2009, p.31). It would seem natural to think that job satisfaction would have a positive correlation with successful organizations. What impact does job satisfaction have on an organization? Research will show that there are not only internal effects from performance related issues, but also external effects that impact customer satisfaction.

Several studies have been conducted on the job satisfaction of employees. The study of Society of Human and Resource Management (SHRM) in 2012 showed that 81% employees of the United State reported that they were satisfied with their job, out of which 38% of employees reported that they were very satisfied and 43% of employees were somewhat satisfied and about 79% employees reported that they were satisfied with the relationship of their co-workers. Compare to the study of Human and Resource Management (SHRM) 2012 and 2007 both showed that the majority of employees were satisfied with their salaries. Their satisfaction level was approximately same in different years. Likewise the study of Human and Resource Management (SHRM) 2007and the study of Australian Journal of Business and Management Research in 2011 conducted a survey

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

An Honours Degree Project Submitted to the School of Business in Partial Fulfillment of the Graduation Requirement for the Degree of Bachelor of Business Administration (Honours)

Job satisfaction is a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences. It has been treated both as a general attitude and satisfaction with five specific dimensions of the job: pay, the work itself, promotion opportunities, supervision, and coworkers. Challenging work, valued rewards, opportunities for advancement, competent supervision, and supportive coworkers are dimensions of the job that can lead to satisfaction (Nelson & Quick, 2013, pg.

Employers adopt certain practices to make sure that their employees are happy and satisfied with their jobs. It is very important to gain employees loyalty as people are constantly looking for new hires and if a worker feels neglected and is not satisfied with their job, they are very likely to jump ship. Employees offer a variety of benefits and compensations that often increase job satisfaction. For many workers, these benefits are key and they help

As mentioned, all is not lost for the managers since they can still impact employee motivation even though they are not thrilled with reference to their benefit plans being changed. The managers can utilize Frederick Herzberg’s satisfiers and dissatisfiers in the job to continue to motivate employees. The five factors associated with job satisfaction

As mentioned, all is not lost for the managers since they can still impact employee motivation even though they are not thrilled with reference to their benefit plans being changed. The managers can utilize Frederick Herzberg’s satisfiers and dissatisfiers in the job to continue to motivate employees. The five factors associated with job satisfaction

A RESEARCH PROPOSAL SUBMITTED TO THE SCHOOL OF MANAGEMENT AND ENTREPRENEURSHIP IN PARTIAL FULFILLMENT OF THE REQUIREMENTS FOR THE AWARD OF BACHELOR OF

BEING A RESEARCH PROJECT SUBMITTED TO THE POSTGRADUATE SCHOOL IN PARTIAL FULFILLMENT OF THE REQUIREMENTS FOR THE AWARD OF THE DEGREE OF MASTER OF BUSINESS ADMINISTRATION (MBA) OF AHMADU BELLO UNIVERSITY,ZARIA NIGERIA

To understand the concept of job satisfaction the research has identified two aspects of it, they are, the facets satisfaction and overall satisfaction (Cherrington,1994; Fields, 2002). Individuals can be satisfied or dissatisfied with their overall job (Ironson, Smith, Brannick, Gibson, & Paul, 1989) and with specific job facets, such as the level of pay, promotion opportunities, co-workers, working conditions and supervision, contingent rewards, benefits, nature of work, or communication (Spector, 1997; Locke, 1976; Smith, Kendall & Hulin, 1969). The evidence shows that distinctive job facets such as pay satisfaction, opportunities for promotion, relationships with co-workers and supervisors have significant effects on job satisfaction (Ting, 1997; Ellickson & Logsdon, 2002; Pohlmann; 1999). The overall satisfaction is considered in terms of good salary, compassionate supervisors and co-operative co-workers. Conversely, the job dissatisfaction derives for instance form low pay or incompetent supervisors. Therefore, the feeling of overall satisfaction or dissatisfaction depends on the intensity and frequency of positive and negative experiences with job (Cherrington, 1994; Ironson, Smith, Brannick, Gibson, & Paul,

A DISSERTATION SUBMITTED TO THE DEPARTMENT OF BUSINESS STUDIES, CHRISTIAN SERVICE UNIVERSITY COLLEGE IN PARTIAL FULFILMENT OF THE REQUIREMENTS FOR THE AWARD OF THE DEGREE OF BACHELOR OF BUSINESS ADMINISTRATION.

This project is a part of the Management of Business Administration course being taken up at School of Business, Galgotias University, Greater Noida.

A Project Report submitted in partial fulfillment of the requirements for the Degree of Master of Business Administration

To describe the respondents background information, the statistical techniques such as frequency percentage; mean were used , - t-test and F-test (ANOVA) were employed to analyse the collected