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14771721 Job Satisfaction Research Project Report

14771721 Job Satisfaction Research Project Report

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Published by: Poonam_Sharma_5859 on Mar 17, 2010
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07/08/2013

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Job Satisfaction
"Job satisfaction is defined as "the extent to which people like (satisfaction)or dislike (dissatisfaction) their jobs
"
This definition suggests job satisfaction is a general or global affective reaction thatindividuals hold about their job. While researchers and practitioners most often measureglobal job satisfaction, there is also interest in measuring different "facets" or "dimensions" of satisfaction. Examination of these facet conditions is often useful for amore careful examination of employee satisfaction with critical job factors. Traditional job satisfaction facets include: co-workers, pay, job conditions, supervision, nature of thework and benefits."
 Job satisfaction
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a worker's sense of achievement and success, is generally perceived to be directly linked to productivity as well as to personal wellbeing. Job satisfactionimplies doing a job one enjoys, doing it well, and being suitably rewarded for one'sefforts. Job satisfaction further implies enthusiasm and happiness with one's work. TheHarvard Professional Group (1998) sees jobsatisfactionas the keying redient that leadsto recognition, income, promotion, and the achievement of other goals that lead to ageneral feeling of fulfillment.
Importance to Worker and Organization
Frequently, work underlies self-esteem and identity while unemployment lowers self-worth and producesanxiety. At the same time,monotonousjobs can erode a worker's initiative and enthusiasm and can lead toabsenteeismand unnecessary turnover. Jobsatisfaction and occupational success are major factors in personal satisfaction, self-respect, self-esteem, and self-development. To the worker, job satisfaction brings a pleasurable emotional state that often leads to a positive work attitude. A satisfied worker is more likely to be creative, flexible, innovative, and loyal.- 2 -
 
For the organization, job satisfaction of its workers means a work force that is motivatedand committed to high quality performance. Increased productivity—the quantity andquality 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 jobsatisfaction and productivity is neither conclusive nor consistent. However, studies dating back to Herzberg's (1957) have shown at least low correlation between high morale andhigh productivity, and it does seem logical that more satisfied workers will tend to addmore value to an organization. Unhappy employees, who are motivated by fear of jobloss, will not give 100 percent of their effort for very long. Though fear is a powerfulmotivator, it is also a temporary one, and as soon as the threat is lifted performance willdecline.Tangible ways in which job satisfaction benefits the organization include reduction incomplaints and grievances, absenteeism, turnover, and termination; as well as improved punctualityand worker morale. Job satisfaction is also linked to a more healthy work force and has been found to be a good indicator of longevity. And although only littlecorrelation has been found between job satisfaction and productivity, Brown (1996) notesthat some employers have found that satisfying or delighting employees is a prerequisite to satisfying or delighting customers, thus protecting the "bottom line." No wonder Andrew Carnegie is quoted as saying: "Take away my people, but leave my factories, andsoon grass will grow on the factory floors. Take away my factories, but leave my people,and soon we will have a new and better factory"- 3 -

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