Job Satisfaction

Presented by:ARUN JAPANIADITI CHATURVEDIIRA SAXENANEHA YADAVNIYATI AGARWAL

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.

Case study: Barry Niland Barry niland,supervisor

of a small sales department noticed one of his sales representative,Hunter had problem

Hunter’s sale had declined in last six months

Other sales representtives reularly exceeded their quotas

Niland decides to boost his sales representative’s preformance

Approaches for increasing Hunter’

Job satisfaction Job performance Job involvement Organisational commitment

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

Job Satisfaction: Outcome and PredictorJob Satisfaction as an Outcome: Managers attempt to create an environment

that fosters job satisfaction – challenging work, good benefits, considerate management, fair pay

Job Satisfaction as a Predictor:Managers expect that satisfied employees will

be productive, stay committed,perform well

Job Conditions Job Satisfaction

Job Satisfaction Productive Behavior

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 & 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.

Job satisfaction Vs turnover /absenteism

Turnover & Absence

Job

satisfa

ction

Absence

Employee Turnover

LowHigh

High

Employee –Organization relationship

Employee stays Employee terminated

Employee voluntarily leaves Employee leaves

by mutual consent

- Ve

+ve

+ve -ve

Organization attitude towards employee

em

plo

yees a

ttitude to

ward

s org

n

Can Managers Create Satisfied Employees?

YesManagers can shape

the environment to encourage employee satisfaction:

Mentally challenging work

Equitable rewards Supportive working

conditions Supportive

colleagues

NoResearch suggests that job satisfaction is largely determined by genetics:80% of Happiness (or subjective well-being) is attributable to genesJob satisfaction tends to be consistent across time and across jobs

RESPONSES TO JOB DISSATISFACTION

EVLN model

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.

Shortcut to js.lnk

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 SURVEY METHOD

Sources of information

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 conditions1. 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

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

Process for conducting the satisfaction surveys

Identify reason for survey

Obtain management commitment analyze results

Develop survey instrument Do a pilot

Administer survey

Tabulate and Analyze

Share the results and way forward

Implement action plan Check /review

Pla

n

Do

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