Employee Satisfaction and Productivity: A Literature Review

Essay Research on Employee Satisfaction and Production
Through–out this essay the notion of satisfied employees being more productive will be broken down and examined, taking into consideration
research and theories, to determine if there is any correlation between the two elements, and if so, to what extent. Locke (1976) defines "job
satisfaction as pleasurable or positive emotional state resulting from the appraisal of one's job or job experience... a perception of how well their job
provides those things that are viewed as important." The feeling of satisfaction is an attitude, "a psychological tendency that is expressed by
evaluating a particular entity with some degree of favour or disfavour" (Eagly and Chaiken, 1993) favour being the satisfaction the employee feels.
"While in its purest... Show more content on Helpwriting.net ...
Hence his focus on the job resources; there is a role to play by the employer to provide the necessary elements for the employee to be productive. He
shows how the cycle between both job resources and the employee's personal resources when the requirements are met conclude with productivity.
Reinforcing the importance of rewards and acknowledgement is the concept of 'flow'. Csikszentmihalyi (1990) developed this concept describing the
positive mental state of an individual being whole–heartedly committed to the working process, in the act of being productive, which is meaningful to
the point that intrinsic rewards outweigh any external rewards received. The idea of flow is that once a person is in 'flow' they are very unlikely to
drift from their work, as they have fully committed their attention to the given activity, meaning they are more dedicated to the task at hand increasing
both the quality and productivity of the employee. It is thought the employee would have to feel satisfied with their job to be able to maintain this
state of flow. Flow is a complete state of motivation (Csikszentmihalyi 1990) meaning there are no distractions and that they complete the task at hand,
in exchange for the intrinsic rewards they value and are in effect working towards.
Herzberg's (1993) 'Motivation–Hygiene theory' analyses job attitudes suggesting a two–step approach to understanding employee motivation and
satisfaction;
... Get more on HelpWriting.net ...

Job Satisfaction Is Essential For Productivity
Based on the fulfilment an individual contains towards their work is job satisfaction. The productivity could either be positive or negative while the
relationship between the productivity and satisfaction may not be consistent. There are multiple internal and external factors of job satisfaction that
can impact the behavior of an employee and engagement over time. The way the worker's attitude concerning their field effects the performance they
perform on a daily basis. One who is satisfied with the job they maintain, succeed at what they do. "It is therefore imperative for a company to
understand the attitude of its workers and measure the job satisfaction of its employees, as job satisfaction is essential for productivity" (L. Bradshaw...
Show more content on Helpwriting.net ...
This has to be the most massive part in determining the attitudes of employees and their job satisfaction. When the employee is blissful, it's usually
because they are satisfied with their position in the company. Also this tends to improve the results in their work ethic. The attitude and job satisfaction
sometimes lean towards the management because of the employees. "If [personnel] enjoyed their work, they will not need external motivation from
management, but instead the satisfaction they attain from completing their work will motivate them" (Robbins). Therefore, the individual can still
attain a high job productivity without having the satisfaction in their field of work. This happens when money is just their only motivation or if
they're trying to receive a promotion. Others try to increase their productivity due to just the satisfaction they obtain from their work socially. Another
reason may also come from an employee getting a good, decent salary. This not only improves the job satisfaction, but gives the member of staff
understanding of the fact that they get fair payment for their labors. "[But] if an employee does not get satisfaction in their work, they may seek for
satisfaction in other work unrelated areas. He or she may also be content with work as it relates with those work unrelated areas. Job dissatisfaction
may also cause an employee to quit" (Robbins). In addition, empowerment is a factor that can motivate others into enhancing their work

What Makes Job Satisfaction?
Have you ever felt like you needed a change at work? At one point during that exact same job you felt excited about waking up and going to work?
These feelings are normal and all have to do with your job satisfaction. What is job satisfaction? Judge (2013) defines this as "A positive feeling
about one's job resulting from an evaluation of its characteristics" (p.74). We are going to explore three different people with three different job
satisfaction levels, characteristics of their jobs that lead to increased levels of satisfaction, characteristics of their jobs that lead to reduced levels of
satisfaction, and how their job satisfaction relates to job performance, citizenship behavior, turnover, and company profit. Meet our... Show more
content on Helpwriting.net ...
Characteristics of their jobs that lead to increased level of job satisfaction The most prominent characteristic of high job satisfaction for Maria is her
job involvement. Judge (2013) defines job involvement as "the degree, to which a person identifies with a job, actively participates in it, and considers
performance important to self–worth" (p.74). Because Maria has always dreamed of being an accountant and she put a lot effort into doing, she is
waking up every day looking forward to going to work and has a high level of involvement. In our characters, Darrel is an outlier in terms of not
having at least an average level of job satisfaction. Darrel is actually looking to leave his job. However Darrel has been in his role for 10 years,
one can infer from this that there are at least some aspects of the job that increases his level of satisfaction. Having the same type of situation in one
of my jobs I can relate to this. My last entailed a lot of traveling and I left it for that reason. I was spending more time away from my home than with
my family. My belief is that "psychological empowerment" is the biggest contributor to Darrel's job satisfaction. Judge (2013) defines psychological
empowerment as "employees' belief in the degree to which they affect their work environment, their competence, the meaningfulness of their job, and
their

Comcast Customer Satisfaction Essay
Introduction
Comcast is known as the top cable TV provider in the nation with the fastest internet speeds along. Even though Comcast has many great achievement
and awards there were still business issues that had existed in the organization. In the past Comcast did receive some bad publicity in regards to their
customer service as it impacted the customer experience. Every great company has went through many obstacles but it is all about how the
organization overcomes those obstacles. The key towards success was not built over night but over time for a successful future. "Good introductory
paragraph
Job Satisfaction and Customer Satisfaction Good use of headings;
One of the business problems that has been identified by Comcast is providing a great customer experience. In the past Comcast struggled with
customer experience due to the lack of customer satisfaction. Over the years the customer experience did improve but there were some road blocks
still preventing Comcast from moving forward. In order to provide a great customer experience Comcast had to modify their strategic plan to improve
customer satisfaction. In order to provide a great customer experience Comcast had to find the root cause of why customer satisfaction was still not at
its targeted goal. After making many observations at their call–center locations it was discovered that job satisfaction was impacting customer
satisfaction. If anyone ever worked in a call–center environment knows customer

Job Satisfaction
Job Satisfaction
Abstract
Employee job satisfaction and retention happens to be an issue to be debated in terms of attaining an increased degree of productivity within the
organization. Job satisfaction is best defined as a set of feelings and emotions employees associate with their work. Theoretically, an organization with
employees that display actions of substantial absenteeism as well as turnover due to low levels of job satisfaction would generally suffer from greater
recruitment and retraining cost that will hinder profitability. Unfortunately, the majority of businesses have failed to make job satisfaction a top
management priority; this particular trend is attributed to the failure to recognize the significant advantages an ... Show more content on Helpwriting.net
...
Bassett–Jones & Lloyd (2005) believe this approach became a notable explanation of job satisfaction in light of evidence that job satisfaction is
commonly stable over time and across careers and jobs.
The Core Self–Evaluations model is a significant model that narrowed the scope from the Depositional Theory. This theory is dependent on four
evaluations that determine ones disposition towards job satisfaction: self–esteem, general self–efficacy, locus of control, and neuroticism. This model
states that higher levels of self–esteem and general self–efficacy lead to higher work satisfaction. Having an interior locus of control or believing one
has control over one's life, as opposed to outside forces having control, results in higher job satisfaction. It is a type of generalized expectancy
(Bassett–Jones & Lloyd, 2005).
The Two–Factor Theory states that satisfaction and dissatisfaction are driven by two different factors: motivation and hygiene. Motivating factors are
the aspects of the job, which make people want to perform, and supply individuals with satisfaction; for instance achievement in work, recognition, and
promotion opportunities. These motivating factors are regarded as intrinsic to the task, or even the work carried out. Hygiene factors include aspects
from the working environment such as pay, company policies, supervisory practices, and other working conditions.
Job Satisfaction and

Job Motivation And Salary Satisfaction
The wages for employees in child day care are not high in comparison to other professions (Van Der Kwartel et al., 2007). When employees are
content with their salary, they are likely subject to mental agreements (Lee & Lin, 2014). Job motivation and salary satisfaction are feelings that can
inspire employees and drive forces in competitive returns for organizations (Lee & Lin, 2014). Mental agreement signifies the expectation of the
staff towards the organization and the expectation of the organization towards the staff (Schein, 1980). Over a third of childcare staff leaves their
jobs annually in order to earn a better living (Whitebook, 1999). Igalens and Roussel's (1999) study measured and compared the impact of
compensation on job satisfaction and work motivation of exempt (269) and nonexempt (297) employees. The findings revealed that fixed pay could
have a positive influence on job satisfaction on the principles of internal and external equity. Internal equity refers to employees' perception of their
fixed pay as fair in relation to their contributions to their organization, compared to other employees in the company used as a reference. External
equity denotes to employees feeling of being treated fairly, compared to other employees outside their organization (Igalens & Roussel). Heneman and
Schwab (1985) defined salary satisfaction as the degree to which employees were satisfied with their current salary. Employees compared the efforts
they made with the salary they

The Pros And Cons Of Customer Satisfaction
Customers perceive service in terms of tone, but how satisfied they are with the overall experience, is what defines their satisfaction. Whether the client
is satisfied after purchase depends on the offer's performance or the customer service in this case, in relation to the customer expectations. Yet,
according to Zeithaml et al (2006) although service quality and client satisfaction are used interchangeably, there is indeed a distinction.
Customer Satisfaction is when the outcome of the service matches the expectations of the service. As pointed out by Looy et al (2003), even though
they differ one is a part of the other. Zeithaml et al (2003) defines it as the customer's evaluation of a ware or service in terms of whether the product
or service has satisfied ... Show more content on Helpwriting.net ...
That is flexibility of working hours of the service provider, method of contact, and waiting time.
Communication – addresses how information is transmitted and received from customers among others, it entails empathetic listening, the use if
common language, explanation of the service, its advantages and disadvantages.
Competence – it deals with the level of skills and knowledge of the service provider
Courtesy – it is indicated by friendliness and politeness of service provider(s).
Credibility – it is the trust that customers repose in the organisation and the staff providing the service.
Reliability – it implies the consistent performance or rendering of the right service at the right time, done right the first time.
Responsiveness – willingness and readiness of employees to provide immediate service.
Security – absence of danger, doubt and risk. It implies physical safety and confidentiality.
Tangibles – is the evidence that the service and the organisation are credible and trustworthy.
Understanding – refers to how well the organisation understands the expectations of its customers in their feeling about services being

Factors That Influence Job Satisfaction
McGregor (1960) has done an analysis in a different way and formed X and Y theory. The Theory X says that the people are control by a different
way like controlled, directed, threatened with punishment. Basically it's controlled in a way that people doesn't like. Theory Y is totally opposite and
it's the way the people are given authority to do their job at their own, means self–directed. Specifically in Brandix Theory X is not in use and by using
Theory Y, people are motivated and guided to work on their own. Sewing machine operators are trained to work on their own with the LEAN
initiatives. This is one of the best way to get their job satisfied. Factors that Influence Job Satisfaction Pay: Wages and salaries are important factors for
job satisfaction. Money not only... Show more content on Helpwriting.net ...
The highest levels of job satisfaction were reported by the individuals in agriculture and education with 64% in each category being very satisfied
with their jobs (Andres and Grayson, 2002). 1.3.6. Consequences of job dissatisfaction Absenteeism: Failure to report to work absenteeism appears to
be associated with job dissatisfaction. A review of the literature on factors associated with job attendance concluded that job satisfaction was one of
the major influences on attendance, although it is only one of the major factors. Turnover: Job satisfaction has effect on to determine staying in or
leaving the organization. If personnel are dissatisfied with their work, they are likely to leave from the organization. If personnel believe that they are
treated fairly and getting rewards they are unlikely to leave the organization. Low Productivity: Most people believe that satisfied personnel are more
productive. But the available evidence suggests that the relationship between job satisfaction and productivity is a very weak

Nepotism: Employment and Job Satisfaction
SOCIAL BEHAVIOR AND PERSONALITY, 2008, 36(9), 1237
–1250 © Society for Personality Research (Inc.)
Nepotism, Favoritism aNd CroNyism: a study oF their eFFeCts oN job stress aNd job satisFaCtioN iN the baNkiNg iNdustry oF North Cyprus
Huseyin ArAsli And MustAfA tuMer Eastern Mediterranean University, Gazimagusa, NorthCyprus
Nepotism, cronyism and favoritism are unprofessional practices giving preferential treatment to relatives and friends in employment. For this study a
survey was carried out with 576 respondents working in the banking industry in northern Cyprus. An analysis was then conducted to assess the impact
of these practices on job stress, job satisfaction, and intention to quit behavior of employees, as well as word of mouth ... Show more content on
Helpwriting.net ...
However, there are very few studies that underline the importance and the effects of nepotism, favoritism and cronyism on those outcomes mentioned
above at the organizational level. The present study also provided some suggestions and managerial implications for owners, politicians, managers, and
employees in northern Cyprus where the banking industry constitutes an essential part of the economy. This study was, therefore, useful and innovative
in the approach taken. Nepotism, Favoritism aNd CroNyism The term nepotism is derived from the Latin word for grandson or nephew. It is related to
the English word nephew, which comes from Latin via Old French, (http://www.dictionary.com). Webster's Third New International Dictionary
(Merriam–Webster, 2000) defines nepotism as favoritism shown to nephews and other relatives, by giving them positions because of their relationship
rather than their competencies. Most of the literature suggests that large firms are more likely to hire relatives as employees than are smaller firms.
However, some researchers believe that nepotism is dominant in smaller firms in less developed countries (Hayajenh, Maghraki, & Al–Dabbagh, 1994;
Williams & Laker, 2005).
NEPOTISM, FAVORITISM, CRONYISM
1239
Cronyism is defined as giving preference to politicians' particularly to cronies (close friends of long standing), especially as evidenced in the

Job Satisfaction Essay
Job satisfaction is the very important factor in general quality of life because it is closely connected with working life (e.g. Argyle, 1989; Bang &
Lee, 2006), with family life, everyday life, and mental health (Orpen, 1978; Schmitt and Bedeian, 1982; Faragher, Cass & Cooper, 2005). Level of job
satisfaction is also highly related to turnover, absenteeism rate, work productivity or accomplishment (Muchinsky, 1977; Organ, 1977). Many
researchers (e.g. Cherrington, 1994; Acorn, Ratner & Crawford, 1997; Ostroff, 1992; Spector, 1997) state that employees who experience high job
satisfaction contribute to organisational commitment, job involvement, their physical, mental health and overall well–being are improved. Job
dissatisfaction on the... Show more content on Helpwriting.net ...
To understand the concept of job satisfaction the research has identified two aspects of it, they are, the facets satisfaction and overall satisfaction
(Cherrington,1994; Fields, 2002). Individuals can be satisfied or dissatisfied with their overall job (Ironson, Smith, Brannick, Gibson, & Paul, 1989)
and with specific job facets, such as the level of pay, promotion opportunities, co–workers, working conditions and supervision, contingent rewards,
benefits, nature of work, or communication (Spector, 1997; Locke, 1976; Smith, Kendall & Hulin, 1969). The evidence shows that distinctive job
facets such as pay satisfaction, opportunities for promotion, relationships with co–workers and supervisors have significant effects on job satisfaction
(Ting, 1997; Ellickson & Logsdon, 2002; Pohlmann; 1999). The overall satisfaction is considered in terms of good salary, compassionate supervisors
and co–operative co–workers. Conversely, the job dissatisfaction derives for instance form low pay or incompetent supervisors. Therefore, the feeling
of overall satisfaction or dissatisfaction depends on the intensity and frequency of positive and negative experiences with job (Cherrington, 1994;
Ironson, Smith, Brannick, Gibson, & Paul,

Job Enrichment and Growth Satisfaction
Abstract
The study being presented is a Group Project by MS students of Management Sciences. The aim of the project is to study relationship between Job
Enrichment and the Growth Satisfaction. The study is based on the Job Characteristic theory and the main characteristics used as independent variables
of the Job Enrichment are; Task Significance, Task Identity and the Skill Variety, whereas, Task Meaningfulness has been used as the Intervening
Variable. As the study under discussion involves prediction of relationship among various Job characteristics, the simple as well as multiple regression
modeling techniques using SPSS were employed for the testing of various Hypothesis. Non availability of expertise on SOBLE testing and ... Show
more content on Helpwriting.net ...
Motivation development is through many of the sources providing external as well as internal aspects if we focus on the internal aspects then
recognition might one of the important factors and this is realized when the employer evaluates the employee on his tasks regularly on the other hand
recognition is also through the fact that responsibility is added to the defined tasks of the employees in a way recognizing the importance of
employees indirectly by enriching the job. Resulting output would be improved output and motivation development although this might not be always
a necessary case at times enrichment might not be a success factor and may be a failure. This attempt has shown both types of results and we after
studying core ten empirical studies literature review we conclude the following studies proving how successful job enrichment has been, although our
study focuses on one of the initial theories of Job Characteristics Model. Only five factors out of the original model of Hackman & Oldham have been
selected as clarified in the Theoretical Framework. We categorize our literature review according to different prospects of findings based on Job
Enrichment as a motivation factor.
1.3.2 INITIAL WORKS
The central figure in developing the theory of job enrichment within the framework of organizational behavior was Frederick Herzberg who's pivotal
"Hygiene Theory" has contributed a solid basis and

Models of Customer Satisfaction
Models of Customer Satisfaction Adriadne Aaron–Hill Peru State College Executive Summary This paper presents different models of customer
satisfaction. Models are needed in customer satisfaction so that when measurements are taken there is a way to analyze the results. Companies who
want to compete in their field must understand the purpose of customer satisfaction. The beginning stage of customer satisfaction is distinguishing
between the customer and the consumer. A customer is an individual or business that purchases a product or service. A consumer is an individual that
actually uses the product or service. Even though research is generally termed customer service satisfaction as the customer is the purchaser, it is
important to... Show more content on Helpwriting.net ...
High performance businesses understand the importance of meeting these demands in order to retain customers and to build new customer
relationships. Businesses that are mindful of customer satisfaction try to eliminate product and service failures, exchanges in which the customer
experiences losses (Smith, Bolton, & Wagner, 1999). Businesses choose to measure customer satisfaction so that they can determine their customer
loyalty, the business revenue, and costs. Gaining a profit is the ultimate goal of businesses, however, great businesses focus on the customer, and their
needs and making sure that quality demands are met. There are different models used to measure customer satisfaction that are dependent upon the
particular information desired. Models can focus on value, quality, performance, and expectations. Models are needed to analyze the validity of
measurements for customer satisfaction. Literature Review Deros, Rahman, Rahman, Ismail, and Said examined Quality Function Deployment (QFD).
A study was done to measure service quality performance. Initially the research began with surveying with questionnaires for feedback. They believed
that it was necessary to be able to adapt to the changing market in order to compete. Study revealed that QFD can be used can be used to effectively
improve in quality, performance, and customer satisfaction (Deros, Rahman, Rahman, Ismail, & Said, 2009).

Job Satisfaction
Do people really like their jobs? Definitely, everyone knows from the news about dissatisfied workers going on strike or even acting violently
toward their supervisors, directors, but overall people are quite satisfied with their jobs. A Conference Board study found that 58.6 percent of
Americans were satisfied with their jobs in 1995. By the year 2000, that percentage was down to 50.7. But in Uzbekistan (the country of Central Asia
where I was born), people generally aren't satisfied with their job. The reason lays in lack of job choices and payment. People do their job without any
satisfaction because they have to earn some money to survive. I think that the main reasons why the people in Uzbekistan are not satisfied with the
work they... Show more content on Helpwriting.net ...
Thus, for instance, research, dedicated to job characteristics and carried out in correlation with working place projecting, testify that the very content of
work and autonomy by its implementation represent two most important motivation factors correlated with labor. As research indicated, other main
components of job satisfaction are interesting and difficult job without time for tedium and job giving a man one certain status.4 Payment. The system
of money rewards is considered as a significant but multicomplex and multisided job satisfaction factor. Money not only gives people an opportunity to
satisfy their primary needs, but also fosters satisfaction of higher levels needs. Employees more often perceive their salary's level as a reflection of that
how management estimates their contribution to the company's activity. Additional indulgences are also important, but their role is less meaningful.
One of the reasons is that employee more often have no the slightest idea about the amount of received as indulgences. Moreover, many are prone to
underestimate these indulgences; insofar they do not see their practical value.5 Nonetheless, recent research indicated that if employees have an
opportunity to choose themselves to some extent independently indulgences from the whole package rendered by the company that is named a flexible
indulgences system, then they receive greater satisfaction from indulgences receivables and the job in the whole.6

Literature Review Of Job Satisfaction
THE RETAIL COMPANY In this report, the job satisfaction of the employees at Zara, an international clothing retailer with 8 stores in Singapore
and a worldwide profit of $14.4 Billion, will be evaluated. Using a literature review, determinants of job satisfaction at Zara will be identified before a
questionnaire will be designed for the full–time associates working in local Zara stores. Through this evaluation, areas of improvement can be
identified to enhance the job satisfaction and performance of Zara's employees. LITERATURE REVIEW WHAT IS JOB SATISFACTION? 2000
studies have been published on job satisfaction since the 1950's (Kahn, 1972). Job satisfaction refers to an employee's feelings towards their job based
on the comparison between actual versus desired outcomes (Locke, 1969). Each individual experiences various levels of job satisfaction due to their
different expectations towards their job... Show more content on Helpwriting.net ...
In a study conducted on the relationship between both entities, (Strauss, 1968) states that a person with higher morale would experience an
improvement in productivity. This emphasizes the driving factor behind this report– satisfied employees tend to produce better results. Therefore,
companies must first improve the satisfaction of their employees before obtaining maximum job productivity. DETERMINANTS OF JOB
SATISFACTION As Zara is a successful retailer, determinants will be analyzed in these five areas– work environment, work relationships, working
conditions, career development and incentives. WORK ENVIRONMENT Work environment refers to the perception of employees that appraise
whether a workplace is beneficial to their personal being (Lazarus, 1984; James & James, 1989). It can be divided into two interrelated dimensions:
Work involvement and role stress (James & Sells, 1981; Billings & Moos, 1982; Babin & Boles,

Job Satisfaction
WHAT IS JOB SATSFACTION? EXPLAIN IN DETAIL? Ans. 2.2 HISTORY OF JOB SATISFACTION The term job satisfaction was brought to
lime light by hoppock (1935). He revived 35 studies on job satisfaction conducted prior to 1933 and observes that Job satisfaction is combination of
psychological, physiological and environmental circumstances. That causes a person to say. "I m satisfied with my job". Such a description indicate
the variety of variables that influence the satisfaction of the individual but tell us nothing about the nature of Job satisfaction. Job satisfaction has been
most aptly defined by pestonjee (1973) as a job, management, personal adjustment & social requirement. Morse (1953) considers Job satisfaction
as dependent upon job... Show more content on Helpwriting.net ...
For the organization, job satisfaction of its workers means a work force that is motivated and committed to high quality performance. Increased
productivity– the quantity and quality of output per hour worked– seems to be a byproduct of improved quality of working life. It is important to note
that the literature on the relationship between job satisfaction and productivity is neither conclusive nor consistent. However, studies dating back to
Herzberg's (1957) have shown at least low correlation between high morale and high productivity and it does seem logical that more satisfied
workers will tend to add more value to an organization. Unhappy employees, who are motivated by fear of loss of job, will not give 100 percent of
their effort for very long. Though fear is a powerful motivator, it is also a temporary one, and also as soon as the threat is lifted performance will
decline. Job satisfaction benefits the organization includes reduction in complaints and grievances, absenteeism, turnover, and termination; as well as
improved punctuality and worker morale. Job satisfaction is also linked with a healthier work force and has been found to be a good indicator of
longevity. Although only little correlation has been found between job satisfaction and productivity, Brown (1996) notes that some employers have
found that satisfying or delighting employees is a prerequisite to satisfying or delighting customers, thus

Job Satisfaction At Walden Sport
Job Attitude Is defined as the way an individual behaves and perceives things and the output he delivers in the job he/she is assigned. This affects his
/her production which ultimately determines the organization 's success (Brooke, Russell, & Price, 1988). According to the success of an individual,
attitude is directly proportional to his/her effectiveness. The attitude and perception employees approach their work with is the same determinant of
their maximum output. Attitude can also be manipulated by the belief, self–values, and attachment towards the specified task assigned (Brooke,
Russell &Price, 1988). As the consultant of Walden Sport, the job attitude that needs to be changed is less productivity, turnover, and absenteeism,
...
Show more content on Helpwriting.net ...
It usually uses the questionnaire to evaluate nine dimensions: salary benefits, colleague's interaction, career growth and development, workloads,
the mode of communication, the working schedules and procedures which represents general view of satisfaction (Kirby & Richard, 2000). For
each segment or item there are two option choices which are "strongly agree" and" strongly disagree" or four by additional "Agree," or "somewhat
agree" by which the respondent is required to the answer. This data is recorded in the research process to ensure future reference. It is used as a
tool to determine the burning issue among the employee that could be a hindrance to their performance (Knopp, 1995). It scores as one of the best
job satisfaction evaluation too. For instance, a sample of Job satisfaction survey (JSS) is shown below. 1) Strongly Agree 2) Disagree 3) Vaguely
Disagree 4) Agree Strongly, 5) Agree, 6) Vaguely Agree Sample questions: a)My supervisor is harsh (1,2,3,4,5,6) b)We always get promotions
(1,2,3,4,5,6) c)I'm happy and contented with my pay (1,2,3,4,5,6) d)I feel I matter in this organization (Walden sports) (1,2,3,4,5,6) Job involvement
scale (JIS)–this instrument is known for measuring the employee's involvement in their specified duties. It is also referred to as Lodahl, and Kejner's,
job involvement scale (Lodahl, & Kejner, 1965). It mainly has five methodologies in the scaling level. They

Factors Affecting Job Satisfaction (by the Employees)
A Study on Organizational Culture and Its Relationship with Job Satisfaction in Manufacturing and Information Technology Sectors
Dr. Koteswara Rao, Dr. P.T.Srinivasan and S.George
Dr.P.K.Kotewara Rao is a senior executive in Southern Railway
Dr.P.T.Srinivasan, professor, Department of Management Studies, University of Madras
S.George, doctoral research scholar in Management, university of Madras
ABSTRACT
Organizational culture has a significant effect on how employees view their organizational responsibilities and their job satisfaction. With increasing
globalization, a greater knowledge of organizational culture and its effect in non–western cultures can be beneficial for practicing leaders and decision
makers. This study ... Show more content on Helpwriting.net ...
Mckinnon,et all, 2003) Antal, Dierkes and Hahner (1997) have observed the connection between corporate culture and the way firms perceive their
environment in their research. To improve corporate performance, transformation of organizational culture to fit into the prevailing business
environment is viewed as the utmost necessity (Peters and Waterman, 1982). Culture of a nation is directly related with its economy and particular
kinds of culture more conducive for the economic success while others can be counter productive (Cartwright, 1999). For the effective functioning of
an organization, its culture has to be in tune with national culture (Redding, 1992). Unlike many other countries the Indian subcontinent has the
tremendous range of environmental regimes and supports a large range of human population and consist of a fascinating mosaic of varied castes and
cultural traits (Joshi et all, 1993). Hierarchical relationship dominates in India (Sinha and Sinha, 1994). Indians find it easier to work in
superior–subordinate roles rather than with equals ( Kotheri, 1970). A highly controlling superior is more successful in bringing out positive effect on
subordinate performance and satisfaction in the organizations operating in India(Kakar, 1971).
Job–satisfaction
In organizational behavioral research, job satisfaction is the most frequently studied variable (Appelbaum, Bailey, Berg, and Kalleberg 2000; Spector

Job Satisfaction and Dissatisfaction
JOB SATISFACTION AND DISSATISFACTION By Bambang Fahruddin, S.Pd Posted: May 29th, 2008 INTRODUCTION The discussion of job
satisfaction and dissatisfaction is largely generated from the theories proposed by Maslow which is known with the so call "the needs theory" and
Herzberg's theory that is called "two–factor theory" or "hygiene theory". Both job satisfaction and dissatisfaction are assumed critical for the
organizations to manage since they absolutely affect the productivity as well as the effectiveness of either the employees or the organization
performance. This is proved by Herzberg, Mausner & Snyderman (1959) who argue that in order to boost the productivity of employees in particular
and organization in general, it is important... Show more content on Helpwriting.net ...
2. Herzberg's Theory Herzberg, et al (1959) proposed a theory known with the so–called "two–factor theory" or in other words known as "a
two–hierarchy of needs," namely first is motivators or satisfiers are higher needs for achievement or the individual's need for self–actualization in his
work. They are the job itself, recognition, achievement, responsibility, and advancement. These then play role to determine either the job satisfaction
or job performance. Afterwards is hygiene or maintenance factors are believed to be lower order needs they are: supervision, interpersonal relations,
working conditions, status, salary, and advancement. If these factors are well administered by any organization, they can prevent employees' negative
attitudes or employees' dissatisfaction. Through the presence of motivational factors at work, employees can lead to satisfaction as well as good
performance. While, the presence of hygiene factors at work can merely avoid employees' dissatisfaction. In relation to this point, Herzberg, et al
(1959) state that the hygiene or extrinsic factors do not motivate employees but they are not managed well might bring employees to dissatisfaction.
THE IMPORTANCE OF JOB SATISFACTION Referring to the previous explanation, we might come to a conclusion that the good and successful
management of job satisfaction within any

The Kano Model For Customer Satisfaction
One of the most used models for customer satisfaction is the Kano model, which has a high performance and sufficiency in most businesses. Japanese
Noriaki Kano a well–known global quality theorist believes that there is a strong relationship between "quality" and "customer satisfaction." From
Kano's perspective, today quality enumerates an integral part of any business. It is one of the key factors in global competition, and because of the
growing global competition, the ability to supply customer needs is not only possible through current products, but also by producing innovative
products and approaches to meeting his expectations, and this will depend on the exact perception of his various needs and desires. In this regard, he
thinks that ... Show more content on Helpwriting.net ...
This table shows whether the regression model can significantly (and appropriately) predict the dependent variable changes. For a meaningful
review, we look at the last column of the table (sig). This statistically meaningful column shows the regression model that if the obtained value is
less than 0.05, then we conclude that the model used is a good predictor of the satisfaction variable. The significance level in our research is less
than 0.05, which indicates that the regression model is meaningful. The SPSS software provides several tables for analysis. In this discussion, we
will focus on the most important of these tables. The first Model Summary table is a summary of the model. This table shows the values of R and R
Square. The value of R equal to 0.795, indicating a simple correlation between the two variables, that is, the intensity of the correlation between the
two variables. As shown by the value of R (Pearson correlation between two variables), between the two independent and dependent variables the
correlation is very strong. The value of R square indicates how much of the dependent variable can be explained by an independent variable. In this
research, the quality of electronic services can explain 63.2% of customer satisfaction changes, which is actually a remarkable

Essay On Job Satisfaction
Job satisfaction is a key factor that leads to success in the world of corporations. Job satisfaction is defined as, "the extent to which people like or
dislike their jobs". It can influence a company at the individual level, the group level and even to the point of impacting a corporation as a whole.
Employee contentment can also affect a company on the economic level. Job satisfaction influences nearly every aspect of a corporation. Therefore,
understanding job satisfaction is important to the success of a company. It is important to be aware of what job satisfaction really is, the positive
effects of job satisfaction, and the negative effects of job dissatisfaction. The more that you become familiarized with an understanding of... Show more
This would mean for a manager to have employees that are satisfied with their jobs, he would need to motivate them and provide a very clean,
hygienic work place. This would help to explain why often people who are employed in gas stations are likely to have a lower level of contentment
with their jobs. A gas station environment is likely not be as hygienic, and in addition does not provide a great deal ofmotivation for those working
there. The two factors of hygiene and motivation seem very different, but actually they complement each other and work together to help provide job
satisfaction. However, this theory is highly debated with experts. Some think that it is false due to the fact that this theory is not considering
differences in regard to individual preferences. The main argument is that if the Affect Theory were taken into full account, then this would only be a
small factor that affects only some people, rather than all employees The Job Characteristics Model, or JCM, is the framework that ultimately links
many of the previous models together. It breaks down job satisfaction into five main characteristics. These are "skill variety, task identity, task
significance, autonomy and feedback". These characteristics can also be seen as motivators in the workplace. The model also states that these
characteristics are what decide the psychological

Job Satisfaction
Job Satisfaction
It is very important for an organization to maintain all employees' job satisfaction especially in the service industry. By providing job satisfaction
to all employees, it will help reduce problems and cut costs such as decreasing absenteeism rate of all staff, increase productivity level, lower
turnover rates, saving up on training costs and also advertising costs for recruiting new employees. When employees are satisfied with their jobs,
employees will retain and also stay loyal to the company. The cause of dissatisfied employees can be caused by following reasons: * No recognition
from the company * Not happy with co–workers * Lack of training * Management style used by supervisors * Tool & ... Show more content on
Helpwriting.net ...
Problem Statement * Communication Barriers: When employees face communication problems and no actions are taken to resolve the matter or no
language class being conducted, employees will feel that they are complained for no specific reasons as they did not fully complete their duty by not
fulfilling guests' requests not because they did not want to but they did not understand the guests. Therefore, this will cause grievances and this might
also lead them to resorting for another job. This will be a disadvantage for the hotel as even higher costs will be incurred when there is a high turnover
rate in the hotel.
* Insufficient resources to complete tasks: A hotel should provide sufficient tools and resources in order for employees to run their daily routines no
matter which departments they come from. If the employees face the same problems daily, they are most likely to feel annoyed and will cause issues
between co–workers. This will cause hoarding of the towels. They will try to fully load up their trolleys enough to make up the number of room they
are assigned as there are insufficient towels provided for all employees. Every employee will rush for the towels and might lead to arguments and
dissatisfaction among themselves.
Analysis/ Discussion As communication breakdown have became a serious issue in the hotel, this problem must be resolved as soon as possible in
order to

A Study on Employee Job Satisfaction
CHAPTER–I INTRODUCTION OF RESEARCH DESIGN 1.1 INTRODUCTION Job satisfaction in regards to one's feeling or state of mind
regarding nature of their work. Job can be influenced by variety of factors like quality of one's relationship with their supervisor, quality of physical
environment in which they work, degree of fulfillment in their work, etc. Positive attitude towards job are equivalent to job satisfaction where as
negative attitude towards job has been defined variously from time to time. In short job satisfaction is a person's attitude towards job. Job satisfaction
is an attitude which results from balancing & summation of many specific likes and dislikes experienced in connection with the job– their evaluation
may rest largely... Show more content on Helpwriting.net ...
Increased productivity the quantity and quality of output per hour worked seems to be a byproduct of improved quality of working life. It is
important to note that the literature on the relationship between job satisfaction and productivity is neither conclusive nor consistent. However,
studies dating back to Herzberg's (1957) have shown at least low correlation between high morale and high productivity, and it does seem logical
that more satisfied workers will tend to add more value to an organization. Unhappy employees, who are motivated by fear of job loss, will not give
100 percent of their effort for very long. Though fear is a powerful motivator, it is also a temporary one, and as soon as the threat is lifted
performance will decline. Tangible ways in which job satisfaction benefits the organization include reduction in complaints and grievances,
absenteeism, turnover, and termination; as well as improved punctuality and worker morale. 1.4 RESEARCH OBJECTIVES The research has been
undertaken with following objectives. 1. To study the level of job satisfaction among the employees of in JPR furnace and steels pvt Ltd. 2. To study
the methods of measuring job satisfaction of in JPR furnace and steels pvt Ltd. 3. To identify communication between employees and management 1.5
HYPHOTHESIS To satisfy the objectives framed for the study the following

Literature Review Of Literature On Customer Satisfaction
Literature Review
Part One: Customer Satisfaction
2.1.1Introduction to Customer Satisfaction:
Customer Satisfaction is one of the main topics rises recently. Before years there was a revelation of a customer service to concentrate on customer, to
treat with him in a better way, to please and fulfill his demands of the customer. In order to achieve that, researchers analyzed the customer population
then took random samples and after that generalized the results and came with procedures to treat and please the customers. The first thing is spark in
the satisfaction of the customer concept added to the private sector, later applied to the other sectors.
Customer satisfaction represents a set of business processes touching on all aspects of ... Show more content on Helpwriting.net ...
Cheefy defined it as ' the extent to which a customers' expectations of product quality, service quality, and price are met.'
The reality of Customer Satisfaction is in the eyes of the beholder – the customer. And all about how to meet the expectation of those customers and
even exceeding those expectations.
According to Business Dictionary definition it is 'the degree of satisfaction provided by the good or service of a company as measured by the number of
repeat customers.'
Or it is "the number of customers or percentage of total customers, whose reported experience with a firm, its products, or its services (ratings)
exceeds specified satisfaction goals." (Paul W. and others, 2010).
Customer satisfaction can be experienced in a variety of situations and connected to both goods and services. It is a highly personal assessment that is
greatly affected by customer expectations. Satisfaction also is based on the customer's experience of both contacts with the organization and personal
outcomes.
Some researchers define a satisfied customer within the private sector as "one who receives significant added value" to his/her bottom line–a definition
that may apply just as well to public services. (Cengiz,

Defining Job Satisfaction
Introduction The persistence with the establishments depends with enriching the palette of products and services offering their shoppers and
producing far better quality, cheaper and more useful products, improving business processes by means of continuously analyzing as well as increasing
their overall performance. In this good sense, for establishments, testing organizational devotion, task satisfaction for neighborhood customer
contentment, top quality, time, structure of organization and its particular strength gain a higher importance. It might be only so practical for the
employees who communicate with customers one–to–one along with the employees in producing to process by means of fulfilling their tasks
impeccably (perfectly), obstruct the wastage regarding enterprise and display positive behaviors like this, with construction of an emotional bond
using their job and place. When the employee likes the work he made as well as feels himself as being a precious person throughout enterprise, he
won't spare to indicate beneficial attitudes for that enterprise. He work as if he were getting work done in his own job with this satisfaction.
Establishments cannot disregard this positive atmosphere resulting from job satisfaction, whether or not, for their unique benefit. Establishments
should organize social routines, to instill a feeling of job satisfaction for employees and ought of do activities which would cause the workers, no
matter what exactly they do (cleanliness,

Job Satisfaction, Stress, and Motivation:
Job Satisfaction, Stress, and Motivation:
Impacting your Performance and Commitment in the Workplace
An analysis of a current work situation
Lamorea N. Stanton
AMBA 620 – Managing People and Groups in the Global Workplace
Professor Patricia McKenna
October 21, 2010
Abstract
Job satisfaction, stress, and motivation are factors which can have a significant impact in the workplace as they all can impact your performance and
commitment on your job. Job satisfaction, which is defined as a "pleasurable emotional state resulting from the appraisal of one's job or job
experiences" (Colquitt, Lepine, & Wesson, 2011, p. 105), is determined when employees know what they value the most. Some of the top values on a
job that are of ... Show more content on Helpwriting.net ...
I cannot say that promotion satisfaction, as Colquitt et al. refers to it, applies in my case, because due to the way our organization is structured,
policies are not stated and so no one can complain about whether they are "frequent, fair, or based on ability" (Colquitt et al., 2011, p. 107). However,
because the notion of growth within the organization is not possible, it still has a negative effect on my job satisfaction.
Job characteristics and the work situation The five core job characteristics that Colquitt et al. (2011) explains all play a part in my current situation at
work, however, some of those characteristics have more of an integral role than others, as they affect my job satisfaction. Variety, which is the first job
characteristic, is mid–level, because while bill preparation and processing is repetitious and monotonous, everyday is different as I often have to take
on some of the duties of my co–workers and I work over–time sporadically. Variety also does not have much of an impact on my job situation. The
second core characteristic is identity and my job has high identity. Though identity does not matter as much in explaining my current work situation, it
enhances the positive feelings toward my job satisfaction. When I am finished processing a bill or editing an executive order, I feel the weight of that
particular task from start to finish and once it is complete, I can feel comfortable with moving on to the next task.

Job Contritisfaction : The Importance Of Job Satisfaction
"Today, the survival of associations in creating and changing the world, to achieve objectives and goals, is firmly identified with the nature of its HR.
The person in association should be glad and be valued. To meet these desires permit individuals contribute the association emphatically and
additionally feeling fulfilled by the association." Aydin, Sarier, Uysal (2013:807).
McCann, Graves, Cox (2014:28) posits that the expression "job satisfaction" mirrors a person's state of mind towards their work and the association
and can be characterized as an employe's enthusiastic response towards their workplace in view of the assessment of the real outcomes against their
desires. Chen as cited by Sougui, Bon, Hassan (2016:5) stated employment fulfillment has been considered essentially in hierarchical and mechanical
sciences since the 1930s.
Sougui et al. (2016:5) posited that job satisfaction can be characterized as the pleasurable passionate state coming about because of the evaluation of
someone's work or work involvement. It speaks to how the representatives consider their job. The workers turn out to be more fulfilled when they get
what they esteem, for example, great condition, great wage, flexibility or feeling of accomplishment et cetera. In total, Ander as cited by Sougui et al.
(2016:5) mentioned that hierarchical conduct characterized job satisfaction as a gathering of dispositions about the different parts of the job.
Jason, Jeffery & Wesson (2015:116) suggests

Job Satisfaction At The Company
Attitudes and job satisfaction can have a major impact on whether or not one will have a smooth or bumpy working experience at their company.
Attitudes come up everywhere, they are either "favorable or unfavorable" (Robbins and Judge, Page 35). There are many different types of
components regarding attitudes which are cognitive, affective and behavioral. Cognitive is and evaluation of how the situation or person is,
affective is the feeling toward the situation or person and behavioral is the action one plans to take into gear. One of the major job attitudes is job
satisfaction. Job satisfaction "describes a positive feeling about a job, resulting from an evaluation of its characteristics" (Robbins and Judge, Page
37). There are a number of factors that go into examining job satisfaction whether is pay, work itself or one's supervisor, all of these factors play a
pivotal role in measuring an employee's satisfaction at the company. Not every employee will experience high job satisfaction, in fact employees are
more likely to encounter a job where they are dissatisfied. It is extremely important that we measure job satisfaction carefully because it is easy for an
employee to seem content with their current position but actually feels dissatisfied. Measuring attitudes and job satisfaction is remarkably critical
because it can effect overall production in a company. If there is an unhappy employee, more times than not it will result into customer being
dissatisfied with the

Job Satisfaction
Job Satisfaction subject: Org. Behavior Do people really like their jobs? Definitely, everyone knows from the news about dissatisfied workers going on
strike or even acting violently toward their supervisors, directors, but overall people are quite satisfied with their jobs. According to the surveys
percentage of satisfied people averages in the US is about 85 percent. The feelings, reflecting attitudes toward one's job, are known as job satisfaction.
Settings, related to the personnel job satisfaction and devotion to the company, are presenting special interest for the theory of organizational behavior
and practice of human resource management. A discussion of the job satisfaction problem concentrates attention on the employees'... Show more content
on Helpwriting.net ...
Employees more often perceive their salary's level as a reflection of that how management estimates their contribution to the company's activity.
Additional indulgences are also important, but their role is less meaningful. One of the reasons is that employee more often have no the slightest idea
about the amount of received as indulgences. Moreover, many are prone to underestimate these indulgences; insofar they do not see their practical
value.5 Nonetheless, recent research indicated that if employees have an opportunity to choose themselves to some extent independently indulgences
from the whole package rendered by the company that is named a flexible indulgences system, then they receive greater satisfaction from indulgences
receivables and the job in the whole.6 Job promotion. Promotion opportunities make different influence on job satisfaction. That comes because of that
promotions can be implemented in various forms and be accompanied with diverse rewards. For instance, people receiving promotion for the length of
service, although experience satisfaction from job but not in such an extent as employees, which receive promotion for the results achieved. Aside
from, job promotion with salary increase of 10% usually does not give that pleasure as position promotion with a supplement of 20%. These differences
can explain, why promotions on the level of high management bring larger contenting

Essay On Job Satisfaction
A LITERATURE REVIEW ON JOB SATISFACTION: ABSTRACT: Job satisfaction is one of the prime areas which the current managers are facing
in order to handle their employees. The job satisfaction has multivariate impact on workers right from creating motivation thereby to productivity
which led to enhanced performance of the organisation. In spite of being its positive effects on employees and organisation it has not received proper
attention both from the researchers and the organisation mangers of various business organisation. 1.DEFINITION AND IMPORTANCE OF JOB
SATISFACTION The fact that there is no proper definition to describe what the job satisfaction represents despite its usage in various scientific
research analysis and day to day activities.... Show more content on Helpwriting.net ...
Affective loyalty – when an employee feels an emotional connection with the organisation, Normative loyalty – when an employee feels like he owes
something to the company Continuity loyalty – is a result that the employee does not have an opportunity to find a job somewhere else. Research
conducted by Vanderberg and Lance (1992) showed a strong relations between job satisfaction and employee loyalty. Their research proved that the
degree of job satisfaction is directly related to the level of employee loyalty. It has been found that high employee satisfaction leads to low absenteeism
; low satisfaction marks with high absenteeism. 5. CONCLUSIONS Job satisfaction is one of the most important areas in which today's managers
concentrating in order retain their best employees and thereby to increase the productivity in an organisation. Many studies have found an unusually
greater impact of job satisfaction on the motivation of workers which in turn has an impact on productivity and also on performance of business of the

What Is Job Satisfaction?
What is job satisfaction? Use the research literature to evaluate the claim that, 'a satisfied worker is a productive worker'.
Job satisfaction is important to an organisation success and therefore it is critical that every individual is satisfied within the workplace. It is just one
indicator of a persons psychological well–being and can be defined as being a pleasure emotional state that results from the appraisal of an individuals
job or job experiences (Locke, 1976). It could also be argued that there is a variety of different aspects that can influence an individuals satisfaction
with their job. These can be different aspects including pay, relationships with colleagues and working conditions. It can be assumed that if an
individual is satisfied with their job then this will lead to motivation and good work performance. There are many different measures of job
satisfaction in the work place. These consist of the Job Satisfaction Scales and the job satisfaction scale of the Occupational Stress Indicator , also
known as the OSI. It has been suggested that there are three different approaches when it comes to job satisfaction (Judge & Hulin, 1993). The first of
these presents the idea that these particular work attitudes are dispositional in nature and are either learned through experience or are inherited through
genetics (Staw, 1986). Although, if this were the case then any attempts to increase job satisfaction would fail because job satisfaction may be
considered a

Literature Review On Customer Satisfaction
Literature review:
Customer satisfaction has been a famous topic in marketing practice and study research since Cardozo's (1965) earlyl study of customer effort,
demands and satisfaction. In spite of many try to measure and explain customer satisfaction, there still does not show to be a accord regarding its
explanation (Giese and Cote, 2000). Customer satisfaction is typically outline as a old used estimate judgment concerning a specific product or service
(Gundersen, Heide and Olsson, 1996). It is the answer of an estimate process that against pre purchase requirements with perceptions of performance
during and after the consuming know–how (Oliver, 1980).
The most broader range accepted conceptualization of the customer satisfaction concept ... Show more content on Helpwriting.net ...
Zeithaml (1987) defines perceived quality as "the consumer's judgment about an entity's overall excellence or superiority". Stevens and et al (1995)
describe it as, "perceived service quality is a function of the interaction among three independent variables: normative expectations, predictive
expectations, and actual service quality. The lower the expectations the consumers have about what should happen, the better their perceptions of the
actual service. And the higher their expectations about what will happen, the better their perceptions of the actual service". Whereas, Oliver (1981)
gives the definition of satisfaction as," it is the highlighted psychological state resulting when the emotion surrounding contadict expectations is
coupled with the consumer's prior feelings about the consumption experience" (p.27).
The model is derived from the satisfaction literature that, contrary to the value literature, deп¬Ѓnes customer satisfaction as the primary and direct link
to outcome measures (e.g., Anderson and Fornell, 1994; Andreassen, 1998; Athanassopoulos, 1999; Bolton and Lemon, 1999; Clow and Beisel, 1995;
Ennew and Binks, 1999; Fornell et al., 1996; Hallowell, 1996; Mohr and Bitner, 1995; Spreng, Mackenzie, and Olshavsky,

Employee Attitude and Satisfaction in a Prison
Employee Attitude and Satisfaction in a Prison Name Course Professor's Name Date of Submission Employee Attitude and Satisfaction in a Prison:
As a new warden at a large prison in America, I have noticed that the prison is plagued with several physical quarrels and gang loyalties that are
divided along racial lines. In addition, the prison staff has had several problems that are related to racial identity as evident in staff arrangement based
on racial groups during a turnout before shift–change. When the prison tried to plan for diversity training, there was a record–breaking employee
absenteeism as well as increased employee disputes and arguments. It's quite evident that employees attitude in this prison is significantly affected by
racial groupings, which in turn has a major effect on their job satisfaction. This paper examines the issue of employee attitude and satisfaction at the
prison, which is characterized with difficult working environment and ineffective attempts to enhance employee racial relations. The evaluation is
based on the use of several sources whose credibility is based on the publishers and their contributions to the criminal justice field. Employee Attitudes
in an Organization: Employee attitudes can be described as their viewpoints by workers regarding various aspects of their job responsibilities, careers,
and organizations. Nonetheless, the most significant and widely recognized attitude of an employee in an organization is associated with

Nurse Job Satisfaction Paper
Author Note This paper was prepared for NURS 414– Nursing Leadership for RNs, taught in Spring 2016, 8W1.) When discussing professions that
demonstrate the highest form of compassion, the role of the nurse is frequently mentioned. Often, nurses are praised for their hard work, dedication,
and ability to understand the needs of others. However, some nurses find it hard to stay compassionate as our healthcare moves in a direction away
from quality care, and into a direction that focuses on profit, quick discharge, and accumulating a reputation that does not always support quality.
Nurse Job satisfaction is a measure of how a nurse feels about his or her job. It Nurse Job satisfaction encompasses many factors, and these factors are
considered while... Show more content on Helpwriting.net ...
The 3 types of Nursing Sensitive Indicators. The Sentinel Watch. Retrieved from http://www.americansentinel.edu/blog/category/healthcare/ Gilmartin,
H. M., Langner, P., & Battaglia, C. (2016). 9–189 – Does Nurse Job Satisfaction Influence Adherence to Central Line Bundle Practices and Central
Line–Associated Bloodstream Infections in the VA?. American Journal Of Infection Control, 44S89–S90. doi:10.1016/j.ajic.2016.04.106 Goh, Y., Lee,
A., Chan, S. W., & Chan, M. F. (2015). Profiling nurses' job satisfaction, acculturation, work environment, stress, cultural values and coping abilities: A
cluster analysis. International Journal Of Nursing Practice, 21(4), 443–452. doi:10.1111/ijn.12318 Risman, K. L., Erickson, R. J., & Diefendorff, J. M.
(2016). The Impact of Person–Organization Fit on Nurse Job Satisfaction and Patient Care Quality. Applied Nursing Research, 31121–125. doi:10.1016
/j.apnr.2016.01.007 McHugh, M. D., Kutney–Lee, A., Cimiotti, J. P., Sloane, D. M., & Aiken, L. H. (2011). Nurses' Widespread Job Dissatisfaction,
Burnout, And Frustration With Health Benefits Signal Problems For Patient Care. Health Affairs (Project Hope), 30(2), 202
–210.

Literature Review Literature On Customer Satisfaction
Literature review:
Customer satisfaction has been a famous topic in marketing practice and study research since Cardozo's (1965) earlyl study of customer effort,
demands and satisfaction. In spite of many try to measure and explain customer satisfaction, there still does not show to be a accord regarding its
explanation (Giese and Cote, 2000). Customer satisfaction is commonly outline as a old used idea judgment concerning a specific work or service
(Gundersen, Heide and Olsson, 1996). It is the answer of an estimate process that against pre purchase requirements with perceptions of performance
during and after the consuming know–how (Oliver, 1980).
The most broader range accepted conceptualization of the customer satisfaction concept is the expectancy contradict theory (McQuitty, Finn and Wiley,
2000). The theory was made by Oliver, who aimed that satisfaction level is a moral of the contrast between expected and perceived result.
Definitions of customer satisfaction have been broader discussed from the view of many researchers and organizations who extend the desire to
measure it. A group of researchers of the Center for the Study of Social Policy (2007) Conceptualize that joy is based on... Show more content on
Helpwriting.net ...
The obvious need for satisfying the firm's customer is to expand the business, to gain a higher market share, and to acquire repeat and referral
business, all of which lead to improved profitability (Barsky, 1992). Studies conducted by Cronin and Taylor (1992) in service sectors such as: banking,
pest control, dry cleaning, and fast food; found that customer satisfaction has a significant effect on purchase intentions in all four sectors. Similarly, in
the health–care sector, McAlexander et al. (1994) found that patient satisfaction and service quality have a significant effect on future purchase
intentions.(Kandampully and Suhartanto,

To Study the Relationship Between Job Satisfaction and...
Chapter 1. 1. Executive Summary The purpose of this study is to understand the job satisfaction on customer satisfaction in McDonald's restaurants and
the factors that affect the employee's level of job satisfaction in McDonald's restaurants Navi Mumbai. Employee satisfaction is a prerequisite for the
customer satisfaction. Enhanced employee satisfaction leads to higher level of employee retention. There is a definite link between employee attitudes
and customer satisfaction. If employees are unhappy or dissatisfied, despite their best efforts; it is difficult for them to conceal this factor when
interacting with customer and other staff members. One of the primary reasons for evaluating employee satisfaction is to identify problems... Show
more content on Helpwriting.net ...
Kroc later purchased the McDonald brothers ' equity in the company and led its worldwide expansion, and the company became listed on the
public stock markets in 1965. Kroc was also noted for aggressive business practices, compelling the McDonald brothers to leave the fast food
industry. The McDonald brothers and Kroc feuded over control of the business, as documented in both Kroc 's autobiography and in the
McDonald brothers ' autobiography. The site of the McDonald brothers ' original restaurant is now a monument. With the expansion of McDonald
's into many international markets, the company has become a symbol of globalization and the spread of the American way of life. Its
prominence has also made it a frequent topic of public debates about obesity, corporate ethics and consumer responsibility. 2.2 Redesign In 2006,
McDonald 's introduced its "Forever Young" brand by redesigning all of their restaurants, the first major redesign since the 1970s. The Mc Donald
's restaurant in Banbury 's Bridge Street in 2010. It is still in white paint outside and blue/grey/brown inside as it was since 2002. The design
includes the traditional McDonald 's yellow and red colors, but the red is muted to terra cotta, the yellow was turned golden for a more "sunny" look,
and olive and sage green were also added. To warm up their look, the restaurants have less plastic and more brick and wood, with modern

Job Satisfaction
Contentment (or lack of it) arising out of interplay of employee's positive and negative feelings toward his or her work. Job satisfaction has been
defined as a pleasurable emotional state resulting from the appraisal of one's job;[1] an affective reaction to one's job;[2] and an attitude towards one's
job.[3] Weiss (2002) has argued that job satisfaction is an attitude but points out that researchers should clearly distinguish the objects of cognitive
evaluation which are affect (emotion), beliefs and behaviours.[4] This definition suggests that we form attitudes towards our jobs by taking into
account our feelings, our beliefs, and our behaviors. Definition of Job Satisfaction To begin a discussion on job satisfaction, one might... Show more
At the lowest tier, basic life sustaining needs such as water, food, and shelter were identified. The next level consisted of physical and financial security,
while the third tier included needs of social acceptance, 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 and situational occurrences. Situational
characteristics are things such as pay, supervision, working conditions, promotional opportunities, and company policies that typically are considered
by the employee before accepting the job. The situational occurrences are things that occur after taking a job that may be tangible or intangible,
positive or negative. Positive occurrences might include 16 extra vacation time, while negative occurrences might entail faulty equipment or strained
coworker relationships. Within this theoretical framework, job satisfaction is a product of both situational factors and situational occurrences.
Measurement of Job Satisfaction Measuring job satisfaction is difficult, for it is an abstract personal cognition that exists only in an individual's mind.
To measure job satisfaction, one must have a conceptual understanding of the construct in order to decide what indirect factors to measure. Since there
is no single agreed upon definition of job satisfaction, and no widely accepted theory to explain it, it is

Job Satisfaction In Organizational Psychology
Job Satisfaction in Organizational Psychology Job satisfaction can be known to some people as an important element in their lives. If an individual
is unhappy with their occupation it may affect other parts of their life. Job satisfaction can be seen in what one wants in a job as to what one has in
their current job. Definition of Job Satisfaction Job satisfaction can be defined as an attitude or feeling one can have toward ones job. Job satisfaction
is "the extent to which people like (satisfaction) or dislike (dissatisfaction) in their jobs. (Spector 1997) One of the biggest studies in job satisfaction
was the Hawthorne studies which were credited to Elton Mayo in the year's nineteen twenty–four to nineteen fifty–three. Elton... Show more content on
Helpwriting.net ...
Job satisfaction is one of the most frequently measured organization variables. Organizations use these measurements to determine how satisfied their
employees are and researchers use this information to determine if the job satisfaction or the lack of job satisfaction is a situational perspective or
interactional perspective. Organizational commitment is critical to organizations due to the desire to retain a strong workforce. Organizations want to
know why employees stay or leave their organizations so if correction is needed they have some tools to proceed with the correction. High turnover of
employees in an organization can determine if an organization is successful or not. While turnover is related to all three areas of commitment
researchers have determined that Affective commitment is one most associated with absenteeism and organizational citizenship (Williams J. 2004).
Example on Organizational Commitment to Positively Impact Job Satisfaction At times employees go to work each day knowing they have to
complete the daily task of doing so. Some individuals may not like their current job or what occupation they currently hold for one reason or another.
At times, it may not be the fact they may not like their job, but the working conditions, policies or even the people they make work with. Job
satisfaction and organizational commitment are two of the most important roles people live with each and every day.

Job Satisfaction
What is Job Satisfaction?
Job satisfaction has been defined as a pleasurable emotional state resulting from the appraisal of one's job,an affective reaction to one's job and an
attitude towards one's job.
Job satisfaction is an attitude but points out that researchers should clearly distinguish the objects of cognitive evaluation which are affect
emotion,beliefs and behaviours.This definition suggests that we form attitudes towards our jobs by taking into account our feelings, our beliefs, and
our behaviors.
In fact, job satisfaction can be seen in three ways, namely as a function of :
the actual features of the job
the opinions of other people in the workplace
the individual personality type and ... Show more content on Helpwriting.net ...
While Hertzberg 's model has stimulated much research, researchers have been unable to reliably empirically prove the model, with Hackman &
Oldham suggesting that Hertzberg 's original formulation of the model may have been a methodological artifact. Furthermore, the theory does not
consider individual differences, conversely predicting all employees will react in an identical manner to changes in motivating/hygiene factors. Finally,
the model has been criticised in that it does not specify how motivating/hygiene factors are to be measured.
Job Characteristics Model
Hackman & Oldham proposed the Job Characteristics Model, which is widely used as a framework to study how particular job characteristics impact
on job outcomes, including job satisfaction. The model states that there are five core job characteristics (skill variety, task identity, task significance,
autonomy, and feedback) which impact three critical psychological states (experienced meaningfulness, experienced responsibility for outcomes, and
knowledge of the actual results), in turn influencing work outcomes (job satisfaction, absenteeism, work motivation, etc.). The five core job
characteristics can be combined to form a motivating potential score (MPS) for a job, which can be used as an index of how likely a job is to affect an
employee 's attitudes and behaviors.

How to measure Job

Employee Satisfaction, Efficiency And The Training
During this paper I will talk about the different ways an organization has to approach employee satisfaction, efficiency and the training that these
need in order to accomplish their goals. One of the most important requirements for an organization in order to be successful is the way employee
works, so in order to get better results I will talk about the different ways named before. Starting for one of the ways, I will talk about how to get
employees satisfied with their work. If we consider that an organization is a system of consciously coordinated activities aimed at the realization
of collective goals, then this has to deal with keeping a positive attitude in member satisfaction and adequate if you want to achieve your own
goals. The organization must try to keep the satisfied members, getting them to perform their tasks as well as possible and to ensure that the results
we want to achieve will be borne by all of its members and that they bring their energy, their skills and their efforts to reach them. "There is no
research evidence that there is always a strong and positive relationship between job satisfaction and performance. A satisfied worker is not
necessarily a high performer and a high performer is not necessarily a satisfied worker. Satisfaction may lead to good performance but good
performance may just as well be the cause of satisfaction. The relationship can be reciprocal". (Armstrong, 2007) Satisfaction labor is positive or
pleasant emotional state

Employee Satisfaction and Productivity: A Literature Review

Recommended

Recommended

More Related Content

Similar to Employee Satisfaction and Productivity: A Literature Review

Similar to Employee Satisfaction and Productivity: A Literature Review (10)

More from Catherine Coleman

More from Catherine Coleman (20)

Recently uploaded

Recently uploaded (20)

Employee Satisfaction and Productivity: A Literature Review