Job satisfaction.ppt
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Job satisfaction.ppt

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all about job satisfaction

all about job satisfaction

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Job satisfaction.ppt Job satisfaction.ppt Presentation Transcript

  • SUBMITTED TO: SIR JABBAR KEERIOGROUP MEMBERS: SADIA SAEED. ANUM IQBAL.
  • JOB SATISFACTION…o What is job satisfaction?o Theories of job satisfaction.o Job satisfaction is attitude rather than behavior.o Measuring job satisfaction.o How satisfied are people in their jobs?o What determines job satisfaction?o How employees can express dissatisfaction?o The impact of satisfied and dissatisfied
  • JOB SATISFACTION…Job satisfaction is the collection of feelingsand beliefs people have about their currentjobs.Job satisfaction is a positive feeling aboutyour job resulting from an evaluation of itscharacteristics.
  • JOB SATISFACTION…o Job satisfaction is an important work attitude in organizational behavior because it affects a wide range of behaviors and contributes to workers’ well-being. It is one of the most well researched work attitudes.
  • Theories of jobsatisfaction… There are numerous theories attempting to explain job satisfaction, but three conceptual frameworks seem to be more prominent Content Theories Process Theories Situational Theories
  • Theories of jobsatisfaction… Content Theories suggests that job satisfaction occurs when one’s need for growth and self-actualization are met by the individual’s job. Abraham Maslow “hierarchy of needs” Frederick Hertzberg (1974) “two factor theory”
  • Theories of jobsatisfaction… Process Theories: Process theories attempt to explain job satisfaction by looking at expectancies and values. These theory of job satisfaction suggests that workers’ select their behaviors in order to meet their needs. Adams’ (1963) and Vroom (1982) “equity theory”
  • Theories of jobsatisfaction… Situational Theories: The situational occurrences theory emerged in 1992, when Quarstein, McAfee, and Glassman stated that job satisfaction is determined by two factors: situational characteristics & situational occurrences. Within this theoretical framework, job satisfaction is a product of both situational factors and situational
  • Job satisfaction is an attitude rather than a behavior. In addition to attitudes about a job as a whole, people can have attitudes about various aspects of their jobs, such as the kind of work,Job Satisfaction is an emotional pay, relationship withresponse to a job situation. It their supervisor, thedetermined by how well outcomes quality of the physicalmeet or exceed expectations. JobSatisfaction represents several environment in whichrelated attitudes. they work, degree of fulfillment in their work, etc.
  • Measuring jobsatisfaction…• Two approaches are popular.. 1. single global rating.. 2. summation of job facets..
  • Measuring jobsatisfaction…1. single global 2. summation of job rating facets One question, such as “All identifies key elements of things considered, how the job such as nature of satisfied are you with your work, supervision, present job? ” pay, promotion opportunities, and relations with coworkers. Researchers add the ratings to create an over all job satisfaction score. =Minnesota satisfaction questionnaire. =Job Descriptive Index(JDI) =Job satisfaction
  • How satisfied are people in their jobs? The answer seems to be qualified “yes”. Independent studies over the past 30 years generally indicate more workers are satisfied with their job than not. Research shows satisfaction level vary a lot, depending on which facet of job satisfaction you are talking about.
  • How satisfied are people intheir jobs? some segments of the market are more satisfied than others, they tend to be higher paid, higher skilled jobs which give workers more control and challenges.
  • How satisfied are people intheir jobs?
  • What Determines JobSatisfaction? –Mentally Challenging Work –Independence –Equitable Rewards –Supportive Working Conditions –Supportive Colleagues –Personality - Job Fit –Heredity/Genes
  • What Determines JobSatisfaction? Realize that some workers will be more satisfied that others with the same job because of different personalities and work values. Job satisfaction can be increased because it is determined not only by personalities but also by the situation.
  • What Determines JobSatisfaction? Try to place newcomers in groups whose members are satisfied with their jobs. Identify the facets of the job that are important to workers and try to increase their satisfaction by providing these facets. Assess subordinates’ levels of job satisfaction using scales to monitor their levels of job satisfaction. Realize the workers’ job satisfaction levels depend on their perceptions of their jobs, not yours; changing some facets of the job may boost job
  • How Employees Can ExpressDissatisfaction? There are a number of ways employees can express dissatisfaction • Exit • Voice • Loyalty • Neglect
  • How Employees Can ExpressDissatisfaction… Exit: Behavior directed toward leaving the organization, including looking for a new position as well as resigning. Voice: Actively and constructively attempting to improve conditions, including suggesting improvements, discussing problems with superiors, and some forms of union activity.
  • How Employees Can ExpressDissatisfaction… Loyalty: Passively but optimistically waiting for conditions to improve, including speaking up for the organization in the face of external criticism, and trusting the organization and its management to “do the right thing.”
  • How Employees Can ExpressDissatisfaction… Neglect: Passively allowing conditions to worsen, including chronic absenteeism or lateness, reduced effort, and increased error rate.
  • How Employees Can ExpressDissatisfaction… Exit and neglect behaviors encompass our performance variables productivity, absenteeism, and turnover. Voice and loyalty are constructive behaviors allow individuals to tolerate unpleasant situations or to revive satisfactory working conditions. It helps us to understand situations, such as those sometimes found among unionized workers, where low job satisfaction is coupled with low turnover.
  • Impact of satisfied and dissatisfied employees on work place… Job Satisfaction and employee performance: Some researcher used to believe the relationship between job satisfaction and job performance was a myth but a review of three hundred studies suggested the correlation is pretty strong. Organizations with more satisfied employees tend to be more effective.
  • How Employees Can ExpressDissatisfaction… Job satisfaction and OCB: Satisfied employees would seem more likely to talk positively about the organization, helps others and go beyond the normal expectations in their job. Those who feel their co-workers support them are more likely to engage in helpful behaviors, whereas those who have antagonistic relationship with co-workers are less likely to do so.
  • How Employees Can ExpressDissatisfaction… Job satisfaction and customer satisfaction: Service organization manager must be concerned with pleasing customers. It is important to ask is employee satisfaction is related to positive customer outcome? For frontline employees who have regular customer contact the answer is “yes”. Satisfied employees increase customer satisfaction and loyalty.
  • How Employees Can ExpressDissatisfaction… Job satisfaction and absenteeism: There is negative relationship between satisfaction and absenteeism, but it is moderate to weak. While it certainly makes sense that dissatisfied employees are more likely to miss work other factors affect the relationship.
  • How Employees Can ExpressDissatisfaction… Job satisfaction and turnover: The relationship between the job satisfaction and turnover is stronger than between satisfaction and absenteeism. The satisfaction turnover relationship also is affected by alternative job prospects.
  • How Employees Can ExpressDissatisfaction… Job satisfaction and workplace deviance: Job dissatisfaction and antagonistic relationship with co-workers predict a variety of behaviors organizations fine undesirable including unionization attempts, substance abuse, stealing at work, undue socializing and tardiness.