You are on page 1of 11


Identification of factors leading to job satisfaction B.B.A Department,
Iqra University.

3 Vroom's expectancy theory 2. Literature review 2.1 Statement of problem 1. 3 3 3 3 4 2.2 IDENTIFICATION OF FACTORS LEADING TO JOB SATISFACTION TABLE OF CONTENTS TITLE 1.5 Society for human resource management 5 5 5-6 6 7 7 3. Reference 11 .2 Background 1. Summary 10 5.2 Maslow`s need-Hierarchy theory 2. Introduction 1.4 Skinner's reinforcement theory 2.1 Herzberg`s Motivation-Hygiene theory 2.3 Objective 1.4 Methods for measuring job satisfaction Page No. Data collection and analysis 8-9 4.

Now human resource people in the organization learn and understand factors that lead to job satisfaction. 1. Their are also employees who are extrinsically motivated. Most managers want employees who are intrinsically motivated to do their job well. Motivation is not same as job satisfaction. Motivation is one of the key factors of job satisfaction.3 Objective of this report: Objective of this report is to identify those factors that lead to job satisfaction. Now in this global village no organization wants to avoid any opportunity by which it can go above from its competitors no matter the opportunity is to maximise job satisfaction in the organization for getting maximum and quality performances from their employees. You have to keep providing external pressures to make them perform.3 IDENTIFICATION OF FACTORS LEADING TO JOB SATISFACTION INTRODUCTION: Job satisfaction is a terminology use to describe whether your employees are happy or not with their job. The happier people with their jobs. Motivation is said to be one of the factor of job satisfaction. they bring their own motivation to the work. As we all know that greater job satisfaction leads to greater profits for the organization therefore the problem lies in how to attain maximum satisfaction while keeping in mind to not to increase cost and expenses of the organization.1 Statement of problem: The main is to determine that what factors that leads to job satisfaction. . When employees are enthusiastic and eager to succeed. Intrinsic motivation comes from within.2 Background: Managers and organizations across the world want to satisfy their employees in a best way possible. Machinery and technology is also one of the pillars for a successful business but successful business also includes satisfaction of their employees with their jobs. the more satisfied they are said. Earlier many managers were not aware of fact that employee satisfaction affects their performances in their organization. 1. 1. The external pressure includes threats or rewards to perform or combination of both.

created by Smith. True/False questions. Kendall and Hulin in 1969. It measures one`s job satisfaction in five parts: 1) 2) 3) 4) 5) Pay Promotions and promotion opportunities Co-workers Supervision Work itself 2 LITERATURE REVIEW: . the most common method for collecting data regarding job satisfaction is the Likert scale.4 IDENTIFICATION OF FACTORS LEADING TO JOB SATISFACTION 1. is a specific questionnaire of job satisfaction that has been widely used. By far. point systems and checklists. The Job Descriptive Index (JDI).4 Method for measuring job satisfaction: There are many methods for measuring job satisfaction. Other less common method for measuring job satisfaction include: Yes/No questions.

while different factors are associated with job dissatisfaction. by asking people to describe situations where they felt really good. According to Maslow.5 IDENTIFICATION OF FACTORS LEADING TO JOB SATISFACTION One of the biggest challenges faced by managers is keeping their employees satisfied. Herzberg's findings revealed that certain characteristics of a job are consistently related to job satisfaction. 2. 2. The opposite of Dissatisfaction is No Dissatisfaction.2 Maslow Need-Heirchy theory: Abraham Maslow developed need-heirchy theory in 1943.actualizing . These results formed the basis of Herzberg's Motivation-Hygiene Theory.1 Herzberg`s Motivation-Hygiene theory: The psychologist Fredrick Herzberg set out to determine the effect of attitude on motivation. and really bad. many managers rely on satisfaction theories to gain a better understanding of the factors that affect their employee job satisfaction. These are: Factors for Satisfaction Achievement Recognition The work itself Responsibility Advancement Growth Factors for Dissatisfaction Company Policies Supervision Relationship with Supervisor and Peers Work conditions Salary Security The conclusion he drew is that job satisfaction and job dissatisfaction are not opposites. employees have five levels of needs:      Physiological Safety Social Ego Self. about their jobs. y y The opposite of Satisfaction is No Satisfaction. In order to maintain high level of performance. What he found was that people who felt good about their jobs gave very different responses from the people who felt bad.

the manager must be able to recognize the need of level at which employee is operating and use those need to make employee satisfy with his job 2.6 IDENTIFICATION OF FACTORS LEADING TO JOB SATISFACTION Maslow said that lower level needs had to be satisfied before the next higher level need. Rewards may be either positive or negative. retirement benefits and job security. Abraham Maslow theory can be implemented by management in following way: Psychological needs: Provide lunch breaks. rest breaks and wages that are sufficient to purchase the essentials of life. Vroom's theory is based on the belief that employee effort will lead to performance and performance will lead to rewards. Ego needs: Recognize achievements to make employees feel appreciated and valued. Social needs: Create a sense of community via team-based projects and social events. The more positive the reward the more likely the employee will be satisfied. Safety needs: Provide a safe working environment. Inversely. Offer job titles that convey importance of the position. the more negative the reward the less likely the employee will be satisfied. Self-Actualization needs: Provide employees a challenge and the opportunity to reach their full career potential. To motivate an employee.3 Vroom's expectancy theory: Vroom`s theory was presented in 1964. .

4 Skinner's reinforcement theory: Skinner presented this reinforcement theory in 1953. The objective of the job satisfaction survey is to identify and understand factors important to overall employee job satisfaction. Managers should positively reinforce employee behaviors that lead to positive outcomes.M-Society for human resource management was found in 1948.      Job security Benefits Compensation/Pay Opportunities to use skills/abilities Feeling safe in the work environment DATA COLLECTION AND ANALYSIS: . society for human resource management conducted the job satisfaction survey with a sample of employees. According to the SHRM annual survey of job satisfaction 2009 there are 5 very important factors for job satisfaction. In January 2009. It simply states those employee`s behaviors that lead to positive outcomes will be repeated and behaviors that lead to negative outcomes will not be repeated.7 IDENTIFICATION OF FACTORS LEADING TO JOB SATISFACTION 2. 2.R.H. Managers should negatively reinforce employee behavior that leads to negative outcomes.4 Society for human resource management: S.

Only 4% of the employees were very satisfied and 10% were somewhat dissatisfied.8 IDENTIFICATION OF FACTORS LEADING TO JOB SATISFACTION Society for human resource management has been conducting their annual survey on employee job satisfaction from 2002. In 2009 their annual report on employee job satisfaction was released which states that employee job satisfaction has been increasing comparing to the past year. They listed 18 factors that affect job . According to SHRM survey report in 2004 37% people were very satisfied with their job than in 2005 this number of people were 39% which remain 39% in 2006. These figures show that managers and organizations are really working hard to make and keep their employees happy and satisfied. In 2009 the number of unsatisfied people was very less. OVERALL SATISFACTION OF EMPLOYEE WITH THEIR CURRENT JOB IN 2009 45% 45% 40% 35% 30% 25% 20% 15% 10% 5% 0% Very dissatisfied Somewhat dissatisfied Somewhat satisfied 41% 10% 4% Very satisfied In 2009 annual report of society for human resource management through their detail survey found out those factors that affect job satisfaction. In 2007 it was decreased to 38% but in 2008 and 2009 it increased and remained at 41%. In 2009 there were 41 % employees who were very satisfied with their job and 45% employees who were some what satisfied with their job.

Society for human resource management identified those factors that leads to job satisfaction with their percent that how much they contribute to job satisfaction for employees.9 IDENTIFICATION OF FACTORS LEADING TO JOB SATISFACTION satisfaction among which job security was the factor that contributes highest in job satisfaction while career advancement opportunities was the factor that contributes lowest in job satisfaction. IMPORTANT ASPECTS OF EMPLOYEE JOB SATISFACTION Career advancement opportunities Variety of work Job-specific training Contribution of work to organization` Relationships with co-workers Overall corporate culture Meaningfulness of job Flexibility to balance life and work issues Autonomy and independence The work itself Communication with other employees Recognition of empoyee performance Relationship with immediate supervisor Fleeling safe in the work environment Opportunities to use skills and abilities Compensation/ Pay Benefits Jon security 32% 34% 35% 39% 42% 45% 45% 46% 47% 50% 51% 52% 52% 54% 55% 57% 60% 63% SUMMARY: .

Efficient employees also serve as an asset to organization therefore every organization want its employee to work efficiently. Society for human resource management concluded that the main 5 aspects are      Job security Benefits Compensation/Pay Opportunities to use skills/abilities Feeling safe in the work environment After this research it is also concluded that opposite of satisfaction is no satisfaction while opposite of dissatisfaction is no-dissatisfaction. Technology and equipment helps in successful business. Vroom`s theory said that every thing for job satisfaction depends on efforts by the employee. Employees work with their 100% only if they are satisfied with their job. Maslow theory gave the pyramid of needs that should be satisfied orderly. It is rightly said. it is no match for the effectiveness and efficiency of your staff. It is a general concept that dissatisfaction is the opposite of satisfaction which is wrong. Society for human resource management concluded with five main aspects for job satisfaction.10 IDENTIFICATION OF FACTORS LEADING TO JOB SATISFACTION Job satisfaction has been an important aspect for the success of organization. . Herzberg`s theory cleared the concept. Your employees are your greatest asset and no matter how efficient your technology and equipment may be. So job satisfaction is a very important factor of employees in success of an organization. Past theories said that basic needs should be fulfilled first than upper level needs to achieve job satisfaction.

http://www.uni. Xu Hang. Stacey. 4. 3. Understanding the Factors that Make Work Gratifying. 5. Journal of Organization Behaviour. .edu/yates/Research%20Methods/bib%206.11 IDENTIFICATION OF FACTORS LEADING TO JOB SATISFACTION REFERNCES: 1. A Survey Report by Society for Human Resource Management. M. 2). (2009): Employee Job Satisfaction.html 2. The Factors to Influence Employee Satisfaction.humanresources. An Examination of Factors Affecting Employee Satisfaction. The Factors that Effect Job Satisfaction and Employee Motivation. (Mar 2003): Where Intrinsic Job Satisfaction Fails to Work: National Moderators of Intrinsic Motivation. No. Wiedmer. Evert Van De Vliert. http://ivythesis. http://www.hrvinet. Research Paper on Effect of Job satisfaction and Motivation on Organizational Commitment.typepad. Missouri Western State University 6.