Employee job satisfaction
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The document discusses employee job satisfaction and factors that influence it. It defines job satisfaction as a positive emotional state resulting from one's job or job experience. Personal factors like age, education, and tenure influence satisfaction, as do job factors like the type of work, required skills, and status. Management-controlled factors like wages, working conditions, and promotion opportunities also impact satisfaction. A survey found that 80% of employees are dissatisfied with their jobs, and 75% feel new technology adds to dissatisfaction. Good relationships with coworkers is the top reason for satisfaction. The document outlines how employees may respond to dissatisfaction through exit, voice, neglect, or loyalty.
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Job satisfaction
Job satisfaction is how content an individual is with his or her job.Scholars and human resource professionals generally make a distinction between affective job satisfaction and cognitive job satisfaction.
Job Satisfaction
This document discusses factors that influence job satisfaction and the effects of job satisfaction on employee performance and turnover. It finds that overall job satisfaction has declined in the US from 61% in 1987 to 47% in 2006. Key determinants of job satisfaction include the nature of the work, supervision, pay, promotion opportunities, and relationships with coworkers. Higher job satisfaction is linked to lower absenteeism and turnover. Dissatisfied employees may express their dissatisfaction through exit, voice, loyalty, or neglect.
Job satisfaction - does it impact on-job performance?
What is "Satisfaction"?
Satisfaction means the simple feeling of attainment of any goal or objective.
What do you understand by "Job Satisfaction"?
Job satisfaction refers to a person’s feeling of satisfaction on the job, which acts as a motivation to work. It is not the self-satisfaction, happiness or self-contentment but the satisfaction on the job.
Job satisfaction relates to the total relationship between an individual and the employer for which he is paid.
What does "Job Dissatisfaction" say?
Job dissatisfaction brings an absence of motivation at work.
Employee Motivation and Engagement
Unlock the secrets to how increasing employee motivation can be your organization’s secret weapon to better performance and decreased HR issues.
Try Greatify: www.greatify.co/signup
Job satisfaction
This document discusses job satisfaction, including its definition as a pleasurable emotional state resulting from one's job appraisal. It examines work values like intrinsic values of interesting work and extrinsic values like pay. Work attitudes like job satisfaction and organizational commitment are more specific and less lasting than values. Influential theories of job satisfaction are presented, like the Facet Model that breaks jobs into elements to assess satisfaction. Herzberg's theory separates motivator and hygiene needs. The Discrepancy Model compares jobs to ideals. Job satisfaction can impact performance, absenteeism, turnover, organizational citizenship, and worker well-being. Managers are advised not to assume satisfaction causes behaviors and to manage absenteeism and turnover.
Job satisfaction
The Importance of Job Satisfaction, measurement of job satisfaction, Reasons and impact of Job dissatifaction of employees on the organisation
Motivation and job satisfaction
This document discusses theories of motivation and job satisfaction. It covers content theories like achievement motivation theory and need hierarchy theory, as well as process theories such as valence-instrumentality-expectancy theory and equity theory. Goal-setting theory is also examined. The document also explores factors that influence job satisfaction like personal characteristics, use of skills, and job congruence. Finally, it looks at the relationships between low job satisfaction, absenteeism, and turnover.
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The document discusses the glass industry and various applications of glass. It begins by defining glass and describing its common uses such as in windows, bottles, and eyewear. It then discusses technological applications of glass including uses in buildings, scientific instruments, and optical devices. Glass is widely used as a transparent building material in windows and partitions. Specialty glasses are used for applications requiring transparency in the UV range as well as for optical instruments. The document also briefly outlines the glass production process and some modern techniques like glass polymerization.
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Job satisfaction
Job satisfaction is how content an individual is with his or her job.Scholars and human resource professionals generally make a distinction between affective job satisfaction and cognitive job satisfaction.
Job Satisfaction
This document discusses factors that influence job satisfaction and the effects of job satisfaction on employee performance and turnover. It finds that overall job satisfaction has declined in the US from 61% in 1987 to 47% in 2006. Key determinants of job satisfaction include the nature of the work, supervision, pay, promotion opportunities, and relationships with coworkers. Higher job satisfaction is linked to lower absenteeism and turnover. Dissatisfied employees may express their dissatisfaction through exit, voice, loyalty, or neglect.
Job satisfaction - does it impact on-job performance?
What is "Satisfaction"?
Satisfaction means the simple feeling of attainment of any goal or objective.
What do you understand by "Job Satisfaction"?
Job satisfaction refers to a person’s feeling of satisfaction on the job, which acts as a motivation to work. It is not the self-satisfaction, happiness or self-contentment but the satisfaction on the job.
Job satisfaction relates to the total relationship between an individual and the employer for which he is paid.
What does "Job Dissatisfaction" say?
Job dissatisfaction brings an absence of motivation at work.
Employee Motivation and Engagement
Unlock the secrets to how increasing employee motivation can be your organization’s secret weapon to better performance and decreased HR issues.
Try Greatify: www.greatify.co/signup
Job satisfaction
This document discusses job satisfaction, including its definition as a pleasurable emotional state resulting from one's job appraisal. It examines work values like intrinsic values of interesting work and extrinsic values like pay. Work attitudes like job satisfaction and organizational commitment are more specific and less lasting than values. Influential theories of job satisfaction are presented, like the Facet Model that breaks jobs into elements to assess satisfaction. Herzberg's theory separates motivator and hygiene needs. The Discrepancy Model compares jobs to ideals. Job satisfaction can impact performance, absenteeism, turnover, organizational citizenship, and worker well-being. Managers are advised not to assume satisfaction causes behaviors and to manage absenteeism and turnover.
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The Importance of Job Satisfaction, measurement of job satisfaction, Reasons and impact of Job dissatifaction of employees on the organisation
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This document discusses theories of motivation and job satisfaction. It covers content theories like achievement motivation theory and need hierarchy theory, as well as process theories such as valence-instrumentality-expectancy theory and equity theory. Goal-setting theory is also examined. The document also explores factors that influence job satisfaction like personal characteristics, use of skills, and job congruence. Finally, it looks at the relationships between low job satisfaction, absenteeism, and turnover.
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The document discusses the glass industry and various applications of glass. It begins by defining glass and describing its common uses such as in windows, bottles, and eyewear. It then discusses technological applications of glass including uses in buildings, scientific instruments, and optical devices. Glass is widely used as a transparent building material in windows and partitions. Specialty glasses are used for applications requiring transparency in the UV range as well as for optical instruments. The document also briefly outlines the glass production process and some modern techniques like glass polymerization.
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This document discusses job satisfaction. It defines job satisfaction as a positive emotional state resulting from one's job or job experiences. Job satisfaction has emotional, cognitive, and behavioral components and can be influenced by life satisfaction and influence life satisfaction in turn. The document examines the links between job satisfaction and other variables like job performance, absenteeism, and turnover. While job satisfaction is linked to these variables, the links are often weak and influenced by other factors. The document also discusses Herzberg's two-factor theory of job satisfaction and the exit-voice-loyalty-neglect framework for how employees respond to job dissatisfaction. Overall job dissatisfaction can lead employees to neglect their jobs, exit an organization, or use their voice
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Its helps to management students as well as Employees in organization for understanding concept of job satisfaction.
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This document discusses job satisfaction. It defines job satisfaction as how much an employee likes or dislikes their job. It discusses ways to measure job satisfaction, such as single ratings or summation of scores. Key dimensions that influence satisfaction are listed as empowerment, job fulfillment, payment, work group, security, and work facilitation. Tips are provided for building job satisfaction, such as understanding your strengths, setting challenges, minimizing boredom, maintaining a positive attitude, and balancing work and life. The document also discusses the relationships between satisfaction, productivity, absenteeism, and turnover. Overall, people are generally satisfied with their jobs but tend to be less satisfied with pay and promotion opportunities.
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Motivation is important for organizations as it leads to improved employee efficiency, helps achieve goals, and builds relationships. Research found that employees are more loyal and willing to work harder when praised and thanked for their work. Factors that can motivate employees include organizational structure and culture, the role of HR managers, diversity, benefits, recognition, rewards, and respect.
A Study on Employee Job Satisfaction at Eid Parry Nellikuppam Cuddalore
Job satisfaction or employee satisfaction is a measure of workers contentedness with their job, whether or not they like the job or individual aspects or facets of jobs, such as nature of work or supervision. Job satisfaction can be measured in cognitive evaluative , affective or emotional , and behavioral components. Job Satisfaction is the favorableness or un favorableness with which the employee views his work. It expresses the amount of agreement between one's expectation of the job and the rewards that the job provides. The objective of the study is to know about the employee job satisfaction factors, the relationship between gender and employee job satisfaction. Descriptive research method is used in the study. This study consists of both primary and secondary data. The tool used in this study is correlation. The population size is 50 and the sample size is 30. From the study it was found that there is no significant relationship between gender and employee job satisfaction. S. Jasmeen | K. Haritha | M. Selva Ganapathy "A Study on Employee Job Satisfaction at Eid Parry Nellikuppam Cuddalore" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-6 , October 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29189.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29189/a-study-on-employee-job-satisfaction-at-eid-parry-nellikuppam-cuddalore/s-jasmeen
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The document discusses different theories of job satisfaction including content theories proposed by Maslow that link satisfaction of lower level needs to higher level needs, process theories that examine expectancies and values, and situational theories focusing on job characteristics and occurrences. Popular questionnaires for measuring job satisfaction are also described, such as the Minnesota Satisfaction Questionnaire and Job Descriptive Index, which assess facets like work conditions, supervision, and pay. High job satisfaction is important for employee retention and performance, while low satisfaction can increase absenteeism and turnover.
Factors of job Satisfaction
This document discusses factors that influence job satisfaction. It identifies organizational factors like occupational level, job content, leadership style, pay/promotions, working conditions, respect from coworkers, and workload/stress levels. It also notes personal factors such as personality-job fit, finding fulfillment in one's work, and accurate role perception can impact satisfaction. Job satisfaction is determined by how content employees feel with their job or aspects of their job. Both individual and workplace characteristics shape an employee's attitudes and satisfaction.
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This document discusses job satisfaction, including its definition, methods of measuring it, antecedents and consequences. It examines theoretical perspectives on satisfaction and its relationship to job performance, absenteeism, and turnover. While satisfaction was hypothesized to positively impact these areas, research finds only weak-to-modest correlations. Satisfaction appears most closely tied to "volitional" workplace behaviors like organizational citizenship and voluntary retention, rather than involuntary outcomes. A satisfied workforce has benefits, but satisfaction is one of many influencing factors.
Job satisfaction.ppt
The document discusses job satisfaction, including its definition, theories, measurement, determinants, and impact. It defines job satisfaction as positive feelings about one's job based on an evaluation of its characteristics. Content theories suggest job satisfaction occurs when needs are met, while process theories examine expectancies and values. The document also discusses how satisfied employees generally perform better and are less likely to engage in counterproductive behaviors.
Employee Job Satisfaction
To study the concept of job satisfaction.
To identify factor influencing employees job satisfaction
To examine the most influencing factors of employee satisfaction.
OVERALL JOB SATISFACTION
Job satisfaction is important for both employees and organizations. It occurs when an individual's job fulfills their values and needs. Dissatisfaction can negatively impact mental health, physical health, employee turnover and absenteeism. Job satisfaction is influenced by both individual characteristics like age, education and gender as well as job characteristics. The study aims to analyze job satisfaction levels at an organization, identify causes of satisfaction and dissatisfaction, and suggest improvements. Primary data collection methods for the study include questionnaires, observation and experiments to understand employee satisfaction.
Job satisfaction
This document is a project report submitted by C. Kalaiselvi to SRM School of Management in partial fulfillment of an MBA degree. The report studies job satisfaction of employees at Madras Cements Pvt Ltd. It includes an introduction defining job satisfaction, a literature review discussing theories of job satisfaction and its impact on employee performance. It also provides the company profile and outlines the research methodology and objectives of studying factors influencing job satisfaction levels at Madras Cements. Tables of data collected from employee surveys through questionnaires are presented for analysis.
Job satisfaction
This document provides an overview of job satisfaction. It defines job satisfaction and discusses several models of job satisfaction, including Maslow's hierarchy of needs and Herzberg's two-factor theory. It also covers measurement of job satisfaction using tools like the Job Descriptive Index. Determinants of job satisfaction are discussed as well as how satisfaction influences outcomes like absenteeism and turnover. The document concludes with advice for managers on understanding and improving job satisfaction.
Employee-retention-
The document discusses employee retention in the private sector. It outlines several key factors that are important for retaining employees, including compensation and benefits, a supportive work environment, opportunities for growth and career development, and maintaining good relationships. Retaining talented employees is beneficial for companies as it reduces costs associated with turnover.
Motivation & job satisfaction
The document discusses theories of motivation and job satisfaction, focusing on Herzberg's motivation-hygiene theory which proposes that factors leading to job satisfaction (motivators) are different than those leading to dissatisfaction (hygienes). It also examines Maslow's hierarchy of needs and how addressing intrinsic rather than just extrinsic motivations can increase motivation and satisfaction. The key is finding ways to satisfy employees' higher-level needs for achievement, recognition, responsibility and growth.
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The document discusses strategic employee relation strategies and performance management. It outlines different approaches to employee relations like adversarial, traditional, partnership and power sharing. It also discusses developing high performance work systems through analyzing business strategy, defining performance culture, identifying gaps, and prioritizing and implementing improvements.
Employee Engagement
What is Employee Engagement, Classification of employee engagement,What motivates employee engagement and Advantages of employee engagement
Jobsatisfaction
The document discusses the topic of job satisfaction. It defines job satisfaction as a pleasurable emotional state resulting from one's job or job experiences. It identifies six main determinants of job satisfaction: the work itself, pay, growth and upward mobility, supervision, co-workers, and attitudes toward work. The document outlines several theories of job satisfaction, including the facet model, Herzberg's motivator-hygiene theory, the discrepancy model, and the steady-state theory. It discusses potential consequences of job satisfaction such as performance, absenteeism, turnover, organizational citizenship behavior, and worker well-being. The document provides advice for managers on understanding and improving job satisfaction.
Job satisfaction-research-project-report
Job satisfaction is defined as how much people like or dislike their jobs. It is influenced by factors like pay, the work itself, coworkers, supervision, and benefits. Job satisfaction benefits both workers and organizations by increasing productivity, commitment, and well-being. Organizations can enhance job satisfaction through flexible work, training, meaningful work, opportunities for growth, and competitive compensation. Both management and workers must work to ensure long-term job satisfaction.
Ob presentation
This document discusses job satisfaction, including its definition, measurement, causes, and impacts. It provides the following key points:
- Job satisfaction is defined as the level of contentment with one's job based on their perceptions. It can be measured through single questions or summation scores of various job facets.
- On average, employees surveyed in Pakistan reported being satisfied with their work itself, supervisors, and coworkers, but less satisfied with pay and promotion opportunities.
- Factors that influence job satisfaction include social relationships at work, feedback, and personality traits like self-evaluation. Dissatisfied employees may respond through exit, voice, loyalty, or neglect behaviors.
- Higher job satisfaction is
VISHESH SINGH (JOB SATISFACTION).pptx
Vishesh Singh from BBA Background have made this ppt. The information provided in this have been gathered by himself through different sites.
PPT COVERS THE FOLLOWING TOPICS :
Introduction (meaning)
Employer's role in Job Satisfaction
Worker's role in Job Satisfaction
Assuring Job Satisfaction
Causes of Job Satisfaction
Benefits of Job Satisfaction
Effects of low Job Satisfaction
Conclusion
More Related Content
What's hot
Job satisfaction
This document discusses job satisfaction. It defines job satisfaction as a positive emotional state resulting from one's job or job experiences. Job satisfaction has emotional, cognitive, and behavioral components and can be influenced by life satisfaction and influence life satisfaction in turn. The document examines the links between job satisfaction and other variables like job performance, absenteeism, and turnover. While job satisfaction is linked to these variables, the links are often weak and influenced by other factors. The document also discusses Herzberg's two-factor theory of job satisfaction and the exit-voice-loyalty-neglect framework for how employees respond to job dissatisfaction. Overall job dissatisfaction can lead employees to neglect their jobs, exit an organization, or use their voice
Job satisfaction final presentation
Its helps to management students as well as Employees in organization for understanding concept of job satisfaction.
Job Satisfaction
A Comprehensive Business Study Addressing Issues Such as: What is Job Satisfaction? Why is Job Satisfaction so Important? How is Job Satisfaction Measured?
Job satisfaction
This document discusses job satisfaction. It defines job satisfaction as how much an employee likes or dislikes their job. It discusses ways to measure job satisfaction, such as single ratings or summation of scores. Key dimensions that influence satisfaction are listed as empowerment, job fulfillment, payment, work group, security, and work facilitation. Tips are provided for building job satisfaction, such as understanding your strengths, setting challenges, minimizing boredom, maintaining a positive attitude, and balancing work and life. The document also discusses the relationships between satisfaction, productivity, absenteeism, and turnover. Overall, people are generally satisfied with their jobs but tend to be less satisfied with pay and promotion opportunities.
Motivation in Organization Behaviour
Motivation is important for organizations as it leads to improved employee efficiency, helps achieve goals, and builds relationships. Research found that employees are more loyal and willing to work harder when praised and thanked for their work. Factors that can motivate employees include organizational structure and culture, the role of HR managers, diversity, benefits, recognition, rewards, and respect.
A Study on Employee Job Satisfaction at Eid Parry Nellikuppam Cuddalore
Job satisfaction or employee satisfaction is a measure of workers contentedness with their job, whether or not they like the job or individual aspects or facets of jobs, such as nature of work or supervision. Job satisfaction can be measured in cognitive evaluative , affective or emotional , and behavioral components. Job Satisfaction is the favorableness or un favorableness with which the employee views his work. It expresses the amount of agreement between one's expectation of the job and the rewards that the job provides. The objective of the study is to know about the employee job satisfaction factors, the relationship between gender and employee job satisfaction. Descriptive research method is used in the study. This study consists of both primary and secondary data. The tool used in this study is correlation. The population size is 50 and the sample size is 30. From the study it was found that there is no significant relationship between gender and employee job satisfaction. S. Jasmeen | K. Haritha | M. Selva Ganapathy "A Study on Employee Job Satisfaction at Eid Parry Nellikuppam Cuddalore" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-6 , October 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29189.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29189/a-study-on-employee-job-satisfaction-at-eid-parry-nellikuppam-cuddalore/s-jasmeen
Job satisfaction in Organizational behaviour
The document discusses different theories of job satisfaction including content theories proposed by Maslow that link satisfaction of lower level needs to higher level needs, process theories that examine expectancies and values, and situational theories focusing on job characteristics and occurrences. Popular questionnaires for measuring job satisfaction are also described, such as the Minnesota Satisfaction Questionnaire and Job Descriptive Index, which assess facets like work conditions, supervision, and pay. High job satisfaction is important for employee retention and performance, while low satisfaction can increase absenteeism and turnover.
Factors of job Satisfaction
This document discusses factors that influence job satisfaction. It identifies organizational factors like occupational level, job content, leadership style, pay/promotions, working conditions, respect from coworkers, and workload/stress levels. It also notes personal factors such as personality-job fit, finding fulfillment in one's work, and accurate role perception can impact satisfaction. Job satisfaction is determined by how content employees feel with their job or aspects of their job. Both individual and workplace characteristics shape an employee's attitudes and satisfaction.
Job satisfaction
This document discusses job satisfaction, including its definition, methods of measuring it, antecedents and consequences. It examines theoretical perspectives on satisfaction and its relationship to job performance, absenteeism, and turnover. While satisfaction was hypothesized to positively impact these areas, research finds only weak-to-modest correlations. Satisfaction appears most closely tied to "volitional" workplace behaviors like organizational citizenship and voluntary retention, rather than involuntary outcomes. A satisfied workforce has benefits, but satisfaction is one of many influencing factors.
Job satisfaction.ppt
The document discusses job satisfaction, including its definition, theories, measurement, determinants, and impact. It defines job satisfaction as positive feelings about one's job based on an evaluation of its characteristics. Content theories suggest job satisfaction occurs when needs are met, while process theories examine expectancies and values. The document also discusses how satisfied employees generally perform better and are less likely to engage in counterproductive behaviors.
Employee Job Satisfaction
To study the concept of job satisfaction.
To identify factor influencing employees job satisfaction
To examine the most influencing factors of employee satisfaction.
OVERALL JOB SATISFACTION
Job satisfaction is important for both employees and organizations. It occurs when an individual's job fulfills their values and needs. Dissatisfaction can negatively impact mental health, physical health, employee turnover and absenteeism. Job satisfaction is influenced by both individual characteristics like age, education and gender as well as job characteristics. The study aims to analyze job satisfaction levels at an organization, identify causes of satisfaction and dissatisfaction, and suggest improvements. Primary data collection methods for the study include questionnaires, observation and experiments to understand employee satisfaction.
Job satisfaction
This document is a project report submitted by C. Kalaiselvi to SRM School of Management in partial fulfillment of an MBA degree. The report studies job satisfaction of employees at Madras Cements Pvt Ltd. It includes an introduction defining job satisfaction, a literature review discussing theories of job satisfaction and its impact on employee performance. It also provides the company profile and outlines the research methodology and objectives of studying factors influencing job satisfaction levels at Madras Cements. Tables of data collected from employee surveys through questionnaires are presented for analysis.
Job satisfaction
This document provides an overview of job satisfaction. It defines job satisfaction and discusses several models of job satisfaction, including Maslow's hierarchy of needs and Herzberg's two-factor theory. It also covers measurement of job satisfaction using tools like the Job Descriptive Index. Determinants of job satisfaction are discussed as well as how satisfaction influences outcomes like absenteeism and turnover. The document concludes with advice for managers on understanding and improving job satisfaction.
Employee-retention-
The document discusses employee retention in the private sector. It outlines several key factors that are important for retaining employees, including compensation and benefits, a supportive work environment, opportunities for growth and career development, and maintaining good relationships. Retaining talented employees is beneficial for companies as it reduces costs associated with turnover.
Motivation & job satisfaction
The document discusses theories of motivation and job satisfaction, focusing on Herzberg's motivation-hygiene theory which proposes that factors leading to job satisfaction (motivators) are different than those leading to dissatisfaction (hygienes). It also examines Maslow's hierarchy of needs and how addressing intrinsic rather than just extrinsic motivations can increase motivation and satisfaction. The key is finding ways to satisfy employees' higher-level needs for achievement, recognition, responsibility and growth.
Strategies of Employee relations and High Performance Strategies
The document discusses strategic employee relation strategies and performance management. It outlines different approaches to employee relations like adversarial, traditional, partnership and power sharing. It also discusses developing high performance work systems through analyzing business strategy, defining performance culture, identifying gaps, and prioritizing and implementing improvements.
Employee Engagement
What is Employee Engagement, Classification of employee engagement,What motivates employee engagement and Advantages of employee engagement
Jobsatisfaction
The document discusses the topic of job satisfaction. It defines job satisfaction as a pleasurable emotional state resulting from one's job or job experiences. It identifies six main determinants of job satisfaction: the work itself, pay, growth and upward mobility, supervision, co-workers, and attitudes toward work. The document outlines several theories of job satisfaction, including the facet model, Herzberg's motivator-hygiene theory, the discrepancy model, and the steady-state theory. It discusses potential consequences of job satisfaction such as performance, absenteeism, turnover, organizational citizenship behavior, and worker well-being. The document provides advice for managers on understanding and improving job satisfaction.
Job satisfaction-research-project-report
Job satisfaction is defined as how much people like or dislike their jobs. It is influenced by factors like pay, the work itself, coworkers, supervision, and benefits. Job satisfaction benefits both workers and organizations by increasing productivity, commitment, and well-being. Organizations can enhance job satisfaction through flexible work, training, meaningful work, opportunities for growth, and competitive compensation. Both management and workers must work to ensure long-term job satisfaction.
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A Study on Employee Job Satisfaction at Eid Parry Nellikuppam Cuddalore
A Study on Employee Job Satisfaction at Eid Parry Nellikuppam Cuddalore
Strategies of Employee relations and High Performance Strategies
Strategies of Employee relations and High Performance Strategies
Similar to Employee job satisfaction
Ob presentation
This document discusses job satisfaction, including its definition, measurement, causes, and impacts. It provides the following key points:
- Job satisfaction is defined as the level of contentment with one's job based on their perceptions. It can be measured through single questions or summation scores of various job facets.
- On average, employees surveyed in Pakistan reported being satisfied with their work itself, supervisors, and coworkers, but less satisfied with pay and promotion opportunities.
- Factors that influence job satisfaction include social relationships at work, feedback, and personality traits like self-evaluation. Dissatisfied employees may respond through exit, voice, loyalty, or neglect behaviors.
- Higher job satisfaction is
VISHESH SINGH (JOB SATISFACTION).pptx
Vishesh Singh from BBA Background have made this ppt. The information provided in this have been gathered by himself through different sites.
PPT COVERS THE FOLLOWING TOPICS :
Introduction (meaning)
Employer's role in Job Satisfaction
Worker's role in Job Satisfaction
Assuring Job Satisfaction
Causes of Job Satisfaction
Benefits of Job Satisfaction
Effects of low Job Satisfaction
Conclusion
Job satisfaction
The document discusses job satisfaction, including:
1) Defining job satisfaction and the factors that determine it such as personal expectations, work conditions, supervision, and promotion opportunities.
2) Explaining the outcomes of job satisfaction such as mental and physical health, organizational commitment, absenteeism, and productivity.
3) Identifying ways to measure job satisfaction using rating scales, interviews, and critical incidents.
4) Discussing theories of job satisfaction including content, process, and situational theories.
5) Explaining causes of job satisfaction such as company culture, interesting work, rewards, and low stress levels.
Job satisfaction
Job satisfaction refers to an employee's overall positive or negative attitude towards their job. It is influenced by organizational factors like pay and promotion opportunities, personal factors like age and education, and work environment factors like supervision and working conditions. Herzberg's theory states that motivator factors like achievement and responsibility can lead to satisfaction, while hygiene factors like salary and job security can lead to dissatisfaction if absent. Satisfied employees are slightly more likely to perform well and less likely to be absent than dissatisfied employees. The EVLN model describes how dissatisfaction can be expressed through exit, voice, loyalty, or neglect.
JOB SATISFACTION.pptx
Job satisfaction refers to the extent to which employees feel positively or negatively about their jobs and work environment. It is influenced by factors like the ability to complete tasks, communication levels, and treatment by management. Job satisfaction is important because it impacts productivity, absenteeism, turnover, and customer satisfaction. Key factors that affect an employee's level of job satisfaction include work-life balance, health and safety, recognition, relationships with managers, and payscale. Maintaining high job satisfaction benefits both employees and employers.
Chap 9
The document discusses several theories of motivation and job satisfaction and their relationship to performance. It covers:
1) Performance is a function of ability and motivation according to several theorists. High motivation coupled with high ability leads to high performance.
2) Job satisfaction theories include need fulfillment theory, Herzberg's two-factor theory distinguishing satisfiers and dissatisfiers, and expectancy theory linking motivation to anticipated outcomes.
3) The theories suggest that unsatisfied needs stimulate motivation, which can lead to both high and low performance depending on other factors like ability. Satisfied needs activate new needs, while job satisfaction and its relationship to performance is complex with many moderating variables.
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This document defines job satisfaction and discusses its importance and sources. It states that job satisfaction is an employee's level of contentment with their job based on their perceptions, and that it is important because it leads to lower turnover, higher productivity, and increased revenues. The key sources of job satisfaction listed are pay, the work itself, promotions, supervision, work group, and working conditions. The document also discusses several methods for measuring job satisfaction and the impacts that satisfied versus dissatisfied employees can have through expressions of exit, voice, loyalty, or neglect.
Job satisfaction
This document discusses factors that influence job satisfaction. It defines job satisfaction as the positive feelings employees have towards their work, as described by Keith Davis. Personal factors like age, gender, and education can impact satisfaction, as well as organizational factors including supervision, work groups, occupational level, job content, pay and promotion opportunities, and job security. Different age groups, genders, and education levels may experience satisfaction differently based on these determinants. How supervision is implemented, relationships within work groups, the level and variety in a job, and compensation all affect an individual's satisfaction.
jobsatisfaction1-160126090324.pdf
This document discusses factors that influence job satisfaction. It defines job satisfaction as the positive feelings employees have towards their work, as described by Keith Davis. Personal factors like age, gender, and education can impact satisfaction, as well as organizational factors including supervision, work groups, occupational level, job content, pay and promotion opportunities, and job security. Specifically, it notes that education level influences expectations, supervision styles like employee-centered versus production-oriented affect satisfaction, and satisfaction increases with higher occupational levels and more varied job content.
Jobsatisfaction ppt-120712033444-phpapp01
Job satisfaction is determined by how well a job meets or exceeds employees' expectations. It is influenced by both individual factors like personality and work values as well as situational factors under the employer's control. High job satisfaction is associated with better performance, more positive coworker relationships, higher customer satisfaction, lower absenteeism and turnover. Dissatisfied employees may express themselves through leaving their job, constructively addressing issues, passively waiting for change, or allowing work conditions to deteriorate.
Jobsatisfactionfinal
This document discusses job satisfaction and its measurement. It defines job satisfaction as positive feelings about one's job and explores factors that influence satisfaction levels, including personal factors, organizational factors, and job components. It also examines several theories of job satisfaction, such as content theories focusing on needs fulfillment, process theories related to expectations, and situational theories. Popular methods for measuring satisfaction are reviewed, like single global ratings and facet scales that assess specific job elements. The Minnesota Satisfaction Questionnaire and Job Descriptive Index are highlighted as widely used measurement tools.
Job Satisfaction
Team Jackfruit introduces their team members and provides an overview of their report on job satisfaction. They define job satisfaction and the related concepts of job involvement and organizational commitment. They hypothesize a relationship between organizational commitment and job satisfaction. The report then discusses factors that contribute to job satisfaction, the effect of job satisfaction on employee performance, and strategies to improve employee engagement such as providing positive work environments and opportunities for development. It analyzes the impacts of satisfied versus dissatisfied employees using the exit-voice-loyalty-neglect framework.
Job Satisfaction
Team Jackfruit introduces their team members and provides an overview of their report on job satisfaction. They define job satisfaction and the related concepts of job involvement and organizational commitment. They hypothesize a relationship between organizational commitment and job satisfaction. The report then discusses factors that contribute to job satisfaction, the effect of job satisfaction on employee performance, and strategies to improve employee engagement such as providing positive work environments and opportunities for development. It analyzes the impacts of satisfied versus dissatisfied employees using the exit-voice-loyalty-neglect framework.
Js
The document discusses job satisfaction, including its definition, factors that influence it, and models for measuring it. Job satisfaction is defined as a positive feeling about one's job resulting from an evaluation of its characteristics. Two major theories discussed are Herzberg's two-factor theory, which identifies motivators and hygiene factors, and Hackman and Oldham's job characteristics model regarding core job dimensions. Common measurement methods include Likert scales and indices that assess satisfaction with factors like pay, supervision, and work itself.
Job satisfaction-120112001047-phpapp01 (1)
Job satisfaction is defined as a person's attitude towards their job and is influenced by many factors like relationships with supervisors, work environment, fulfillment from work, etc. Positive attitudes indicate job satisfaction while negative attitudes indicate dissatisfaction. Job satisfaction results from an employee balancing the likes and dislikes of their job and whether their personal objectives are being achieved. Important factors that influence job satisfaction include the nature of work, management/supervision, social relationships at work, and personal adjustment/well-being. Job satisfaction benefits both employees and organizations by increasing productivity and morale while decreasing absenteeism and turnover.
performance apprisal
Job satisfaction is defined as an individual's attitude towards their job and is influenced by many factors such as relationships with supervisors and coworkers, the work environment, and how fulfilling the work is. High job satisfaction benefits both employees and organizations by increasing productivity and morale while lowering absenteeism and turnover. Low job satisfaction can stem from conflicts, lack of opportunities, and job insecurity and can negatively impact organizations through increased training costs and reduced performance. Key influences on job satisfaction include the nature of the work itself, compensation and benefits, opportunities for promotion, and relationships with management.
Job satisfaction-120112001047-phpapp01
Job satisfaction is defined as an individual's attitude towards their job and is influenced by many factors like relationships with supervisors, work environment, fulfillment from work, etc. Positive attitudes indicate job satisfaction while negative attitudes indicate dissatisfaction. Job satisfaction benefits both employees and organizations by increasing productivity and reducing absenteeism and turnover. However, the relationship between satisfaction and performance is complex, with satisfaction potentially being both a cause and effect of good performance. Low job satisfaction can stem from issues like poor coworker or supervisor relationships, lack of opportunities, and job insecurity.
Slideshow presentation on the topic Job Satisfaction of employees
The document discusses job satisfaction, which refers to employees' positive or negative feelings about their job based on whether their expectations are being met. Key factors that influence job satisfaction include pay, the work itself, promotion opportunities, supervision, and coworkers. Theories like Maslow's hierarchy of needs and Herzberg's motivator-hygiene theory explain factors that motivate employees or cause dissatisfaction. Measuring job satisfaction is important for organizations to reduce turnover and increase productivity, customer satisfaction, and profits.
Report - Motivation within the workplace
This document summarizes research into employee motivation in the workplace. A questionnaire found that most respondents were women aged 26-40 who felt motivation was important. While 70% were happy in their current job, only 60% felt motivated in their last job, suggesting demotivated employees change jobs. Employees are most motivated by feeling valued, given responsibilities, and having an understanding employer who provides flexibility. The conclusion recommends managers understand individual motivations to increase productivity and potential. Motivated employees will work efficiently to support company goals.
Job satisfaction
Job satisfaction refers to how favorably or unfavorably employees view their work. It is an individual's general attitude towards their job and expresses the level of agreement between one's expectations of the job and the rewards provided. Job satisfaction requires attention, diagnosis, and treatment as it represents an individual's general well-being in the workplace in the same way that health represents overall physical condition.
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Slideshow presentation on the topic Job Satisfaction of employees
Slideshow presentation on the topic Job Satisfaction of employees
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4:这个认证书并且可以归档倒地方
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Employee job satisfaction
- 1. EMPLOYEE JOB SATISFACTION REVITALIZING A CHANGING WORKFORCE
- 2. INTRODUCTION Job is an important aspect of an individual’s life and it occupies a lot of personal and professional time compared to any other activity. Satisfaction is the pleasure felt after a need is fulfilled. One would suppose a person is satisfied when his or her expectations or desires or requirements have been met. Job satisfaction describes how much extent an individual is pleased, comfortable or satisfied with his or her job. The prime objective of the organizations that they should make and implement such type of policies that can make an employee to satisfy with his/her job which is assigned to them.
- 3. DEFINITION OF JOB SATISFACTION According to E.A. Locke: Job satisfaction is as a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experience. As defined by Feldman and Arnold: Job satisfaction as the amount of overall positive affect (or feelings) that individuals have towards their jobs Job satisfaction refers to a person’s feeling of satisfaction on the job, which acts as a motivation to work.
- 4. PERSONALFACTORS • SEX • AGE • EDUCATION • TIME OF JOB FACTORSINJOB • TYPE OF WORK • SKILL REQUIRED • OCCUPATIONAL STATUS FACTORSCONTROLLED BYTHEMANAGEMENT • WAGES • WORKING CONDITION • OPPORTUNITY FOR PROMOTION FACTORS RELATING TO JOB SATISFACTION
- 5. JOB SATISFACTION SURVEY EIGHT IN 10 EMPLOYEES ARE DISSATISFIED WITH THEIR JOBS AND SEVEN IN 10 FEEL THAT THE INFLUX OF TECHNOLOGY IS ADDING TO JOB DISSATISFACTION, FINDS A TIMESJOBS SURVEY OF OVER 1,100 WORKING PROFESSIONALS.
- 6. 20%… 80% NO JOB SATISFACTION YES NO PERCENTAGE OF EMPLOYEES SATISFIED WITH THEIR JOBS SOURCE: TimesJobs
- 7. Contributing to dissatisfaction No impact on job satisfaction or dissatisfaction Contributing to satisfaction 20% 75% 5% IS NEW TECHNOLOGY CONTRIBUTING TO JOB SATISFACTION OR DISSATISFACTION? SOURCE: TimesJobs
- 8. 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% 40% 25% 15% 15% 5% Column1 Column2 Column3 Column4 Column5 Paid time off Benefits and overall Defined benefit pension plan Medical Benefits Good relationship with co-workers GOOD RELATIONSHIP WITH COLLEAGUES IS TOPS REASONS FOR JOB SATISFACTION SOURCE: TimesJobs
- 9. HOW EMPLOYEES REACTS AFTER DISSATISFACTION? EXIT VOICE NIGLECT LOYALTY ACTIVE DESTRUCTIVE CONSTRUCTIVE PASSIVE
- 10. EXIT The exit response directs behaviour toward leaving the organization, including looking for a new position as well as resigning Dissatisfaction expressed through behaviour directed toward leaving the organization
- 11. The voice response includes actively and constructively attempting to improve conditions, including suggesting improvements, discussing problems with superiors, and undertaking some forms of union activity. Dissatisfaction expressed through active and constructive attempts to improve conditions.
- 12. NEGLECT The neglect response passively allows conditions to worsen and includes chronic absenteeism or lateness, reduced effort, and increased error rate. Dissatisfaction expressed through allowing conditions to worsen.
- 13. LOYALTY
- 14. THANK YOU