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Factors determining job satisfaction of employees


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Factors determining job satisfaction of employees

  1. 1. 1. Sameia Farhat2. Sadia Zia3. Sonia G.M4. Fatima Mazhar5. Saima Kausar
  2. 2. “Job satisfaction is how content an individual is with his or her job.” OR“Job satisfaction is one’s attitude towards his job (positive or negative).”
  3. 3.  Satisfaction in work and the work environment is the basic constituent of employee job. Employee attitudes and values influence their behavior. Positive outlook and backup from HR helps modify behavior resulting in higher performance levels.
  4. 4. Job Satisfaction can be measured by:Global approachIt measures the overall satisfaction of the job.Facet approachIn this approach, satisfaction is measured on each aspect of the job.
  5. 5. According to Abrahan A. Korman, there are two types of factors which determine the job satisfaction of an employee. These are:1) Organisational Factors2) Personal Factors
  6. 6. 1. Occupational Level2. Job Content3. Considerate Leadership4. Pay and Promotional Opportunities5. Working Conditions6. Respect from Co-Workers7. Relationship with Supervisors8. Opportunity for Advancement9. Workload and Stress Level10. Financial Rewards
  7. 7. The higher the level of the job, the greater is the satisfaction of the individual. This is because higher level jobs carry greater prestige and self control.
  8. 8. Greater the variation in job content and the less repetitiveness with which the tasks must be performed, the greater is the satisfaction of the individual involved.
  9. 9. People like to be treated with consideration. Hence considerate leadership results in higher job satisfaction than inconsiderate leadership.
  10. 10. All other things being equal these two variables are positively related to job satisfaction. i.e., if pay and promotional opportunities are increased it’ll result in an increase in job satisfaction
  11. 11. Working for eight hours or more can be really tolerable if you have a great and entertaining crew working along with you. Further, if you receive the right working conditions, such as lighting, space, and other such factors, it will only increase your level of job satisfaction.In short, you will want to go to work if your organization provides you with a good workplace communication and encouraging environment.
  12. 12.  Employees seek to be treated with respect by those they work with. A hostile work environment -- with rude or unpleasant co- workers -- is one that usually has lower job satisfaction. Managers need to step in and mediate conflicts before they escalate into more serious problems requiring disciplinary action. Employees may need to be reminded what behaviours are considered inappropriate when interacting with co-workers.
  13. 13.  Effective managers know that their employees need recognition and praise for their efforts and accomplishments. Employees also need to know, their supervisors door is always open for them to discuss any concerns they have that are affecting their ability to do their jobs effectively and impeding their satisfaction at the office.
  14. 14.  Employees are more satisfied with their current job if they see a path available to move up the ranks in the company and be given more responsibility and along with it higher compensation. Many companies encourage employees to acquire more advanced skills that will lead to the chance of promotion.
  15. 15.  Dealing with a workload that is far too heavy and deadlines that are impossible to reach can cause job satisfaction to erode for even the most dedicated employee. Falling short of deadlines results in conflict between employees and supervisors and raises the stress level of the workplace.
  16. 16.  Job satisfaction is impacted by an employees views about the fairness of the company wage scale as well as the current compensation she may be receiving. Opportunities to earn special incentives, such as bonuses, extra paid time off or vacations, also bring excitement and higher job satisfaction to the workplace.
  17. 17. 1. Personality Job Fit2. Work itself3. Educational Level4. Role Perceptions5. Gender6. Career development
  18. 18.  Individuals should be assigned the job that suits their interest. Recently it has been seen that MBA graduates are satisfied with their job if they get the job related to the “specialization” they have chosen during the MBA degree.
  19. 19.  One of the key findings from research is the open expression of fulfilment in workplace to gain fulfilment in their work is a powerful motivator To be fulfilled, people need to value their day-to-day work activities. People need to have a sense of accomplishment or pleasure from the work itself.
  20. 20.  With occupational level there is a negative relationship between the educational level and job satisfaction. The higher the education, the higher the reference group which the individual looks to for guidance to evaluate his job rewards Well-educated individuals know the scope expectations and dept of their jobs
  21. 21.  Different individuals hold different perceptions about their role. Job satisfaction is determined by this factor also. The more accurate the role perception of an individual, the greater his satisfaction.
  22. 22. One might predict gender to be the case, generally low occupational aspiration of women. Women are less satisfied with their jobs in workplaces where family friendly work environment are not available.
  23. 23. The Employee is more satisfied with the job: Experience within a specific field of interest Success at each stage of development Educational attainment with each incremental stage.
  24. 24.  Achievement ---Personal Achievement ---Social Achievement Introduce of rewards Need For Influence Advancement Recognition
  25. 25. Desires for personal career development improvement in ones own life standards better education & prospects for children improving ones own work performance.
  26. 26. A drive for some kind of collective success is relation to some standards of excellence. It is indexed in terms of desires to  Increase overall productivity  Increased national prosperity  Better life community  Safety for everyone
  27. 27.  Job satisfaction is closely affected by the amount of rewards that an individual derives from his job, The level of performance is closely affected by the basis for attainment of rewards. positive relationship between performance and reward
  28. 28. A desire to influence other people & surroundings environment. In the works situation, it means to have power status & being important in participation in decision making.
  29. 29.  Employees are satisfied with their current job if they see a path available to move up the ranks in the company and be given more responsibility Many companies encourage employees to acquire more advanced skills that will lead to the chance of promotion. Companies often pay the cost of tuition for employees training courses
  30. 30.  Another major factor determining job satisfaction is that recognizes the efforts and work of employees. Appreciating one’s work or providing better opportunities will motivate and encourage him to contribute more to the firm ,he knows his efforts will be respected or identified.
  31. 31.  HR must ensure pursuance of right assignment about the satisfaction of the employee at the recruitment and selection stage itself. HR should consider value systems as key credentials along with abilities and experience to be compatible with that of the organization.
  32. 32.  Give Employees More Control Ease Commuting Stress Stop Wasting Time Encourage Social Connections Promote Good Health Create an Atmosphere of Growth Break Up Routines
  33. 33.  Employers should look for ways to give employees more control over their schedules, environment, and/or work habits. Employees have demanding schedules outside of work, and many workers appreciate a boss who considers work-life balance. Employers should also encourage employees to customize their workstations.
  34. 34.  Bad commutes are a major source of unhappiness. People feel frustrated, powerless, and stressed. Employers should consider ways to decrease commuting stress. Another possibility is to offer telecommuting options. This eliminates the necessity of commuting and allows employees to work where they are most comfortable.
  35. 35.  Tight deadlines are another major sources of stress for many employees. Employers can ease this stress by freeing up more time. Whenever possible, substitute conference calls for meetings. To reduce unnecessary chitchat, make calls before lunchtime or at the end of the day.
  36. 36.  Employers should find ways to encourage social relations. Arrange workstations so employees can see each other and talk. Employers can also encourage office celebrations for holidays and birthdays Community service is a great way to build a positive reputation, and it is a happiness booster for employees.
  37. 37.  Poor health is not only damaging to employees, it is detrimental to businesses. “Corporations pay a heavy cost for stress- related illnesses.” The first step is to educate employees on health topics. Provide reading materials or offer seminars. To help employees make positive lifestyle changes.
  38. 38.  Jobs are more than a source of income. Jobs are a venue for employees to grow and learn. Employers can create an atmosphere of growth by providing training, acknowledging benchmarks, and celebrating accomplishments. Employers should also encourage employees to take risks and learn new skills
  39. 39. Employers should look for small ways to surprise employees. For instance, you can occasionally bring in a special treat such as coffee or baked goods.
  40. 40. In an attempt to fix job dissatisfaction, employers have tried to improve recruitment and selection, develop new hire orientations and training, establish realistic career opportunities, create incentives and rewards to recognize performance and contributions, offer flexible work arrangements, enhance the content of jobs, encourage leadership involvement of employees, and so on.
  41. 41.  Work performance Absenteeism Commitment
  42. 42. Though job satisfaction leads to efficiency, recent findings indicate that other factors are responsible for work performance. Today, technological and market forces play a major role in organizational efficiency.
  43. 43.  One can find a consistent negative relationship between satisfaction and absenteeism . While it certainly makes sense that dissatisfied Sales Persons are more likely to miss work. An interesting finding is that absenteeism followed by negative feedback like, loss of pay might lead to dissatisfaction and in turn a high rate of absenteeism.
  44. 44. Organizations’ today have expressed a lack of loyalty and commitment from employees and hence are unable to retain qualified professionals.
  45. 45. Fulfilment Satisfaction occur when employees have: Satisfaction with the job: To be fulfilled, people need to value their day-to-day work activities. People need to have a sense of accomplishment or pleasure from the work itself.
  46. 46.  Satisfaction with relationships:People also need to value the relationships they have on the job to be fulfilled. People want to like working with their co-workers. Satisfaction with leadership:If people do not think that they are being managed or led effectively, it is hard to have fulfilment in the work.
  47. 47. Employers emphasis should be on matching employees with meaningful work. The employer should tell employees early and often that it is the employees responsibility to recognize and pursue their own career contentment.
  48. 48.  An employer cannot make employees happy; employees have to do this themselves. Employees who learn to take charge of their own happiness at work will be highly motivated.
  49. 49.  Managers must concentrate on employing the right people for the organization in order to maximize on the possibility that employees will be satisfied. Satisfied employees will stay with the company for a relatively long period. Thus, they must concentrate on removing dissatisfies from the workplace to enable employees to get on with their own satisfaction in an environment.