JOB SATISFACTION

Ø  JOB SATISFACTION
HUMAN RESOURCE MANAGMENT

Ø  MEANING OF JOB SATISFACTION

• JOB SATISFACTION IS AN INDIVIDUAL’ EMOTIONAL REACTION TO THE JOB ITSELF. IT IS THE ATTITUDE OF EMPLOYEE TOWARD HIS JOB.
• FELDMAN AND ARNOLD,” JOB SATISFACTION IS THE AMOUNT OF OVERALL POSITIVE EFFECT OR FEELING THAT INDIVIDUALS HAVE TOWARDS THE JOB.
• JOB SATISFACTION IS THE AMOUNT OF PLEASURE OR CONTENTMENT ASSOCIATED WITH A  JOB.
• DIMENSIONS OF JOB SATISFACTION

1. INDIVIDUAL FACTORS: PERSONALITY,EDUCATION,CAPABILITY AND INTELLIGENCE,MARITAL STATUS,AGE AND ORIENTATION TO WORK
2. SOCIAL FACTORS:-RELATIONSHIP WITH CO WORKERS,GROUP WORKING ,NORMS,OPPORTUNITIES FOR INTERACTION,INFORMAL RELATIONS
3. ORGANIZATIONAL FACTORS:- NATURE AND SIZE,FORMAL STRUCTURE,POLICES,PROCEDURES,MANAGEMENT PHILOSOPHY,WORKING CONDITIONS,ORGANIZATION CULTURE ETC
4. ENVIRONMENTAL FACTORS:- ECONOMIC,SOCIAL,TECHNICAL AND GOVERNMENT INFLUENCES

• DETERMIANANTS OF JOB SATISFACTION

1. NATURE OF THE JOB:- RELATED TO THE APTITUDE OF THE EMPLOYEE. IF THE EMPLOYEE HAS APTITUDE FOR THE JOB ,HE WILL BE SATISFIED OR VICE VERSA
2. NATURE OF SUPERVISION:-EMPLOYEE CENTERED SUPERVISION ENHANCES THE SATISFACTION OF EMPLOYEE THAN PRODUCTION ORIENTED SUPERVISOR
3. WORKING CONDITIONS:-GOOD WORKING CONDITIONS WILL ENHANCE THE SATISFACTION
4. REWARDS:-ECONOMIC REWARD PLAY A SIGNIFICANT ROLE IN INFLUENCING SATISFACTION. MONEY IS   A MEANS TO SATISFY THEIR NEEDS AND EMPLOYEE SEE PAY AS REFLECTION OF MANAGEMENT’S CONCERN FOR THEM
5. NATURE OF WORK GROUP:-SATISFACTION WILL INCREASE IF GOOD RELATION WITH THE FELLOW EMPLOYEES AND BOSS
6. EMPLOYEE MORAL IS HIGH SATISFACTION WITH JOB IS QUITE HIGH

• JOB SATISFACTION AND PRODUCTIVITY

1. THE OLD VIEW THAT ,” A HAPPY WORKER IS A PRODUCTIVE WORKER DOES NOT CLARIFY THE COMPLEX RELATIONSHIP BETWEEN JOB SATISFACTION AND PRODUCTIVITY.
2. THE CONTENT THEORIES OF MOTIVATION ASSUME A DIRECT RELATIONSHIP BETWEEN JOB SATISFACTION AND IMPROVED PERFORMANCE
3. THE EXPECTANCY THEORY OF MOTIVATION RECOGNIZE THE COMPLEXITY OF WORK MOTIVATION,SATISFACTION AND PRODUCTIVITY
4. VROOM FOUND NO RELATIONSHIP
5. PORTER AND LEWIS FOUND THAT JOB PERFORMANCE LEADS TO JOB SATISFACTION AND NOT HE OTHER WAY ROUND

• HE ARGUED THAT PERFORMANCE LEADS TO TWO KINDS OF REWARD:

1. INTRINSIC REWARDS SUCH AS GROWTH,CHALLENGING JOB STEM FROM THE JOB ITSELF
2. EXTRINSIC REWARD:-UNDER THE CONTROL OF MANAGEMENT/SALARY AND BONUSES
3. INTRINSIC REWARDS ARE MORE RELATED TO JOB SATISFACTION

• JOB SATIS FACTION AND PRODUCTIVITY
• IN PRACTICE THERE MAY NOT BE A DIRECT CAUSE AND EFFECT RELATIONSHIP BETWEEN JOB SATISFACTION AND PRODUCTIVITY AT LOWER LEVEL BUT IT MAY BE POSITIVE FOR PROFESSIONAL /SUPERVISORY/MANAGERIAL POSITIONS
• ARGYLE SUGGESTED A PROBABLE RELATION BETWEEN SATISFACTION AND PRODUCTIVITY FOR HIGH SKILLED WORKERS
• THREE DISTINCT VIEW POINT:-

1. SATISFACTION LEADS TO PERFORMANCE,A VIEW ASSOCIATED WITH THE HUMAN RELATION APPROACH
2. THE RELATIONSHIP BETWEEN SATISFACTION AND PERFORMANCE MODERATED BY NUMBER OF VARIABLES
3. A MORE RECENT VIEW THAT PERFORMANCE LEADS TO SATISFACTION

• JOB SATISFACTION AND ABSENTEEISM

1. ARGYLE ALSO EXAMINED THE RELATIONSHIP BETWEEN JOB SATISFACTION,ABSENTEEISM AND LABOUR TURNOVER
2. NEGATIVE RELATIONSHIP BETWEEN SATISFACTION AND ABSENTEEISM THOUGH NOT VERY HIGH CORRELATION
3. DISSATISFIED WORKER ARE MORE LIKELY TO ABSTAIN FROM WORK AS COMPARED TO SATISFIED WORKERS. BUT SATISFIED WORKER ALSO TAKE LEAVE TO ENJOY LIFE

• JOB SATISFACTION AND EMPLOYEE TURNOVER:-
• THERE EXIST RELATION BETWEEN JOB SATISFACTION AND EMPLOYEE TURNOVER. IF THE WORKER IS NOT SATISFIED CHANCES ARE THAT HE WILL QUIT THE JOB. BUT SOME TIMES IF THEY ARE LOYAL TO JOB THOUGH NOT SATISFIED STILL WORKING. IF BETTER AVENUES ARE AVAILABLE A SATISFIED WORKER WILL ALSO QUIT