Slideshow presentation on the topic job satisfaction

1. JOB SATISFACTION
Anjana Kurup

2. JOB SATISFACTION
Job Satisfaction refers to the extent of employees’ positive or negative
feelings towards their jobs. It is the level of contentment a person feels
regarding his/her job. This feeling is mainly based on an individual’s
perception of satisfaction.
“Job Satisfaction is the extent to which people like or dislike their jobs.”
– P.E. Spector
“Job Satisfaction refers to an individual’s general attitude towards
his/her job” – S.P. Robbins

3. IMPORTANCE OF JOB SATISFACTION
 Lower Turnover.
 Higher Productivity.
 Reduces employee absenteeism.
 Helps to earn higher revenues.
 Satisfied employees tend to handle
pressure.
 Reduces the Level of Unionization.
 Increased customer satisfaction.

4.  THREE IMPORTANT DIMENSIONS TO JOB
SATISFACTION:-
1. Job Satisfaction being an emotional response
to a job , cannot be seen.
2. Job Satisfaction is often determined by how
satisfactorily outcomes meet or exceed one’s
expectations.
3. Job Satisfaction represents an employee’s
attitude towards five specific dimensions of
the job – pay , the work itself , promotion
opportunities , supervision and co-workers.

5. FACTORS AFFECTING JOB SATISFACTION
 Age.
 Gender.
 Marital Status.
 Status and Seniority.
 Pay.
 Work Itself.
 Working Conditions.
 Quality of Supervision.
 Promotion.
 Appreciation.
 Responsibilities.
 Respect from co-workers.
 Fair Policies and practices.
 Personal hobbies and interests.

6. THEORIES OF JOB SATISFACTION
 MASLOW’S NEED HIERARCHY THEORY:-
Postulates that there are essential needs
that need to be met first before more
complex needs can be met(Basic
salary,pension,Cordial relations with
colleagues,Job title, achievement of
goals.)

7.  HERZBERG’S MOTIVATOR-HYGIENE THEORY:-
Provides two factors that affect
motivation in the workplace. Hygiene
factors and Motivating factors.
Hygiene Factors- Cause an employee
to work less if not present.
Motivating Factors- Encourage an
employee to work harder if present.

8. A. Locke’s Value Theory – States that it occurs when the job outcomes an
employee receives matches with those that are desired by him/her. The more
employees receives outcomes they value or desire,the more satisfied they will
be.
Adam’s Equity Theory – Employees compare the ratio of their outcome over
input with the ratio of others’ outcome over input. The ratio must be equal, if
it’s greater than or lesser than others then they feel dissatisfied because inequity
has occurred.
Landy’s Opponent Process Theory – Constant input does not result in constant
output. Initiating some change in the job may increase workers’ satisfaction but
not necessarily the equal increase over period.

9. WAYS OF MEASURING JOB
SATISFACTION:-
 Single Global Rating.
 Summation Score.
 Interviews.
 Critical Incidents.
 Action Tendencies.
 Minnesota Satisfaction Questionnaire.
 Job Satisfaction Relative to Expectations.

10.  RESPONSES TO JOB DISSATISFACTION:-
 Quit(Exit)- Job dissatisfaction pressurizes the
employees to quit their job and search for a new
one.
 Voice- Dissatisfied employees start raising their
voices to improve the conditions that cause
dissatisfaction to them.
 Loyalty- They wait for the conditions to improve.
 Neglect- When the conditions does not improve,
they avoid responsibilities , makes mistakes,
errors and increases absenteeism.

11. EFFECTS OF LOW JOB SATISFACTION:-
CAUSES OF JOB DISSATISFACTION:-
Limited career growth
Underpaid
Poor Management
Work and Life balance
Lack of meaningful work
Job Stress
High employee turnover rates
Lack of productivity
Lack of profit
Customer Retention