Job Satisfaction

Presented by:
TANYA CHAUDHARY
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.
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
CASE : FROM OB by John W
Newstrom
 Huge aron was small plastic company
 It laid off people as when recession hit them
 Two recessions saw many workers being asked to go
 But every time recession was over , many good workers also left
the company .
 This made company to start again recruiting new hires and
training them over long periods of time , with high cost .They also
found the employees slowed down pace of work .
 After studying Japanese Practices , they decided to tell employees
that employees would not suffer due to recession in future.
 The results were beyond expectations when cycle of recession
was faced .
 Pride was seen in employees . Turn over was nil .productivity
improved.
 Employees went one step ahead of working overtime to make it
competitive in terms of costs .
 No lay offs were done in spite of two recessions in next 8 years
Cont..
WHAT CAUSES JOB
SATISFACTION?
Two factors that really matter in
predicting overall job satisfaction
Job challenge/complexity
Degree to which job allows
employee to use variety of skills, has
autonomy, and is seen as significant
Positive disposition & self-concept
Degree to which individual is
positive - in general - and has
positive regard for him or herself
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: Outcome and
Predictor
Job Satisfaction as an Outcome:
 Managers attempt to create an environment
that fosters job satisfaction – challenging
work, good benefits, considerate
management, fair pay
Job Conditions Job Satisfaction

Job Satisfaction as a Predictor:

Managers expect that satisfied employees will
be productive, stay committed,perform well
Productive
Job Satisfaction
Behavior
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.
 Other

Public recognition

Job security

Motivation
Personal recognition
Job satisfaction

Salary/pay

Challenge of work

0% 20% 40% 60% 80%

 Job satisfaction Vs turnover
/absenteism
High

Employee Turnover
Job satisfaction

Absence

High
Low Turnover & Absence
 Employee –Organization
relationship
employees attitude towards orgn

+ve
Employee stays Employee
terminated

Employee
- Ve voluntarily leaves Employee leaves
by mutual
consent
+ve -ve

Organization attitude towards employee

Can Managers Create Satisfied
Employees?
Yes No
Managers can shape Research suggests
the environment to
encourage that job satisfaction is
employee largely determined by
satisfaction:
 Mentally genetics:
challenging work 80% of Happiness (or
 Equitable rewards subjective well-being)
 Supportive workingis attributable to
conditions
 Supportive genes
colleagues Job satisfaction tends
to be consistent
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 conditions
1. 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
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
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
RESPONSES TO JOB
DISSATISFACTION
 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.
 Process for conducting the
satisfaction surveys
Identify reason for survey
Plan

Obtain management commitment analyze results

Develop survey instrument

Do a pilot

Administer survey
Do

Tabulate and Analyze

Share the results and way forward

Implement action plan Check /review

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