Job Satisfaction

Job Satisfaction

Presented by: ARUN JAPANI ADITI CHATURVEDI IRA SAXENA NEHA YADAV NIYATI 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 

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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 

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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: 

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Satisfaction with Promotion: 

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My supervisor is quite competent in doing his/her job

Satisfaction with Co-Workers: 

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People get ahead as fast here as in other places

Satisfaction with Supervisor: 

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I feel I am being paid a fair amount for the work I do

I like the people I work with

Satisfaction with Work: 

My job is enjoyable

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 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 . 

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When it becomes negative attitudes , the reverse occurs

Attitude towards organization    

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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 

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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 High

Job satisfaction

Employee Turnover

Absence

Low

Turnover & Absence

High

Employee –Organization relationship employees attitude towards orgn

+ve

- Ve

Employee stays

Employee terminated

Employee voluntarily leaves Employee leaves by mutual consent +ve

-ve Organization attitude towards employee

Can Managers Create Satisfied Employees? No Yes Managers can shape Research suggests the environment to that job satisfaction is encourage employee largely determined by satisfaction: genetics:  Mentally challenging work 80% of Happiness (or  Equitable rewards subjective well-being)  Supportive working is attributable to conditions genes  Supportive colleagues Job satisfaction tends to be consistent

RESPONSES TO JOB DISSATISFACTION

EVLN model 

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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.

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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      

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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. 2.

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5. 6. 7.

Top Management involvement Employees are communicated about the purpose and how it would be implemented Ensuring that past surveys have been acted on. It is conducted in way that it ensures confidentiality of respondents The questionnaire is easy to understand The questionnaire has a validity and reliability Entire plan and time frame for implementation is committed

Issues in Survey    

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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 Plan

Identify reason for survey Obtain management commitment analyze results

Do a pilot

Develop survey instrument

Do

Administer survey 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:   

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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