The father of scientific management Taylor's (1911) approach to job satisfaction was based on amost pragmatic & essentially pessimistic philosophy that man is motivation by money alone. Thatthe workers are essentially 'stupid & phlegmatic' & that they would be satisfied with work if they gethigher economic benefit from it. But with the passage of time Taylor's solely monetary approach has been changed to a more humanistic approach. It has come a long way from a simple explanation based on money to a more realistic but complex approach to job satisfaction. New dimensions of knowledge are added every day & with increasing understanding of new variables & their inter play,the field of job satisfaction has become difficult to comprehend.The term job satisfaction was brought to limelight by Hoppock (1935). He reviewed 32 studies on job satisfaction conducted prior to 1933 & observed that job satisfaction is a combination of psychological, physiological & environmental circumstances that cause a person to say. 'I amsatisfied with my job'. Locke defines job satisfaction as a "pleasurable or positive emotional stateresulting from the appraisal of one's job or job experiences". To the extent that a person's job fulfilshis dominant need & is consistent with his expectations & values, the job will be satisfying.Job satisfaction has been defined as a pleasurable emotional state resulting from the appraisal of one’s job; an affective reaction to one’s job; and an attitude towards one’s job.
describes how content an individual is with his or her job. The happier people arewithin their job, the more satisfied they are said to be. Job satisfaction is not the same as motivation,although it is clearly linked. Job design aims to enhance job satisfaction and performance, methodsinclude job rotation, job enlargement and job enrichment. Other influences on satisfaction includethe management style and culture, employee involvement, empowerment and autonomous work groups. Job satisfaction is a very important attribute which is frequently measured by organizations.The most common way of measurement is the use of rating scales where employees report their reactions to their jobs. Questions relate to rate of pay, work responsibilities, variety of tasks,