Job satisfaction refers to the worker's attitude towards the job. It differs with the motivation, rather it is related to the attitude and internal state of a people regarding a particular job. It could, for example, be related to the feeling of achievement of individuals, and hence, shaped or determined by money given to them, supervisory style, and age factors. If the current works cannot provide individual need related with the psychological or physiological, satisfaction from such job cannot be high. More specifically, job satisfaction can be defined as the attitude of workers towards the job. It is a feeling which results from workers view in order to achieve the desired level of need or satisfaction. Job satisfaction helps to meet the workers psychological and physiological needs through method of business. It is a multidimensional attitude which includes the attitude towards pay, promotions, co-workers, supervision, the working environment etc. High job satisfaction makes the workers like the job, whereas, low job satisfaction results in disliking of the job by the similar employees. Job satisfaction is a variable that cannot be touched but can be felt and it can be expressed through emotional feelings. Therefore, we can finally tell that job satisfaction is the worker's positive response toward the job and work they perform in the organization. It can improve the performance of the job and can be determined by the relation with the expectation of employee about job result and the things that the job actually offers. Many companies have to face the dynamic challenges for measuring job satisfaction accurately, as the meaning of satisfaction can differ among various people within the company premises. However, most of the company tends to realise that employee level of job satisfaction can affect their job performance, and thus measuring the metrics is important for creating strong efficiency.
Despite diverse belief to the contrary, research has shown that workers who perform high do not feel satisfied with their job only by increasing their pay. This lack of correlation is a significant way for relating with the company since research also tells that the action or function of positive human resources practices results in providing the financial benefits for the company. The cost of workers are expensive is and creating satisfaction with the return on this investment is paramount. Simply put: relationship with working surrounding and increased value of shareholder are directly linked. Some forces of job satisfaction can be ranked as more essential than others depending on the basis of employees needs and personal and professional goals. For creating a benchmark in order to measure and ultimately create job satisfaction, managers in a company can employ proven test methods like Job Descriptive Index (JDI) or the Minnesota Satisfaction Questionnaire (MSQ). These assessments in the company help in defining the job satisfaction objectively. The employee attitude towards his or her job can be observed through job satisfaction. Job satisfaction refers to the reactions on the basis of psychological, physiological and environmental orders or disorders which make the workers feel that he or she may or may not be satisfied. The job satisfaction is the feelings of an individual about his or her job. Job satisfaction is The particular view of the work with which each worker look at their job and such view have great impact on favourable and unfavourable feelings and attachments.
The overall worker's satisfaction with their job is the outcome of a combination of factors and financial compensation can be represented as one of them. Management involves in job satisfaction for making sure that the working environment is positive, morale is high and workers have full utilisation of resources for accomplishing the works they have been assigned.
Since the workers engaged so much time in their work environment most of the week, it is essential for the organization for optimizing the working conditions like providing spacious work areas rather than cramped ones, proper and suitable lighting and comfortable working condition contributes to favourable work situation. Enhancing the productivity tools which include upgrading information technology for helping workers for accomplishing the activity more efficiently that contributes to job satisfaction as well.
Opportunity for Advancement
Workers can be more satisfied with their existing job if they see a path available for moving in the up ranks in the company and be are trusted and given more responsibility and along with it higher compensation. Many organizations encourage their workers for acquiring more advanced skills that will lead to the chance of promotion as well development of the company. Firms often pay the cost of tuition for workers or staffs who take university courses, for instance. During an annual performance review of workers, a supervisor should show the path by showing employee what they need for accomplishing and what the skills they need for developing in order to be on a track to advancement within the companies.
Workload and Stress Level
When dealing with the workload which is too heavy and deadlines that cannot be reached may cause job dissatisfaction for even the most dedicated workers. When it may be impossible to meet the deadlines the results may conflict between workers and supervisors and the stress level at the workplace can be raised. Most of the time, the environment is caused due to ineffective management and improper planning. The firm has to operate in a crisis mode because supervisors cannot allow the worker required time for performing their given tasks effectively or because staff levels are inadequate.
Respect from Co-Workers and relationship with supervisor
Workers prefer to be treated with respect by the top level management with whom they work. A stressful working environment with a rude or unpleasant member can cause to usually have lower job satisfaction. In an August 2011 survey published by FoxBusiness.com, about most of the half percent of people who were responding said they had personally experienced a huge amount of workplace incivility and have many problems in the organization. They also believe morale was poor where they worked. A manager has to take adequate action for mediating conflicts before they escalate into more serious problems requiring disciplinary action. Workers must be told that their behaviours are considered inappropriate when interacting with their members in the organization. Effective managers know their employees need recognition and praise for their efforts and accomplishments. Workers must have to understand that their supervisor's door is always open for them is any question they have to discuss, any things or environment that affect their ability for doing their jobs effectively and impeding their satisfaction at the office.
Job satisfactions have influenced by the worker's perceptions about the fairness of the business wage scale as well as the ongoing compensation that workers may be receiving. Companies must have a mechanism for evaluating the performance of workers and provide salary that must be increased to top performers. Opportunities for earning the attractive incentives, like bonuses, extra paid time off or vacations which help in bringing the excitement and higher job satisfaction to the workplace for workers and helps in job satisfaction and also create motivation.
Dessler, Gary.a Framework for Human Resource Management.Florida:Pearson Education Asia, 2002.