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Job satisfaction describes how content an individual is with his or her job. It is a relatively recent term since in previous centuries the jobs available to a particular person were often predetermined by the occupation of that person’s parent. There are a variety of factors that can influence a person’s level of job satisfaction. Some of these factors include the level of pay and benefits, the perceived fairness o the promotion system within a company, the quality of the working conditions, leadership and social relationships, the job itself (the variety of tasks involved, the interest and challenge the job generates, and the clarity of the job description/requirements). The happier people are within 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 methods include job rotation, job enlargement and job enrichment. Other influences on satisfaction include the management style and culture, employee involvement, empowerment and autonomous workgroups. 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 relate of pay, work responsibilities, variety of tasks, promotional opportunities the work itself and co-workers
an affective reaction to one’s job. This definition suggests that we from attitudes towards our jobs by taking into account our feelings. The main premises of this theory is that satisfaction is determined by a discrepancy between what one wants in a job and what one has in a job. this theory also states that too much of a particular facet will produces stronger feelings of dissatisfaction the more a worker values that facet. Dispositional Theory Another well known job satisfaction theory is the Dispositional Theory. then Employee A would be more satisfied in a position that offers a high degree of autonomy compared to Employee B. Lockes Range of Affect Theory (1976) is arguably the most famous job satisfaction model. Weiss (2007) has argued that job satisfaction is an attitude but points out that researchers should clearly distinguish the objects of cognitive evaluation which are affect (emotion). When a person values a particular facet of a job.Definitions Job satisfaction has been defined as a pleasurable emotional state resulting from the appraisal of one’s job. if Employee A values autonomy in the workplace and Employee B is indifferent about autonomy.e. Further. and an attitude towards one’s job. beliefs and behaviors. Affect Theory Edwin A. the degree of autonomy in a position) moderates how satisfied/dissatisfied one becomes when expectations are/are not met. and our behaviors. our beliefs. his satisfaction is more greatly impacted both positively (when expectations are met) and negatively (when expectations are not met). the theory states that how much one values a given facet of work (e. It is a very general theory that suggests that people have . compared to one who does not value that facet. To illustrate.
regardless of one’s job. This model states that higher levels of self-esteem (the value one places on his self) and general self-efficacy (the belief in one’s own competence) lead to higher work satisfaction. as opposed to outside forces having control) leads to higher job satisfaction. Research also indicates that identical twins have similar levels of job satisfaction. locus of control. and neuroticism. Judge argued that there are four Core Selfevaluations that determine one’s disposition towards job satisfaction: self-esteem. lower levels of neuroticism lead to higher job satisfaction. Judge in 1998. . Having an internal locus of control (believing one has control over her/his own life. This approach became a notable explanation of job satisfaction in light evidence that job satisfaction tends to be stable over time and across careers and 3 jobs. general self-efficacy. Finally. A significant model that narrowed the scope of the Dispositional Theory was the core Self-evaluations Model.innate dispositions that cause them to have tendencies toward a certain level of satisfaction. proposed by Timorthy A.
researchers have been unable to reliably empirically prove the model. or the work carried out. supervisory practices. Motivating factors are those aspects of the job that make people want o perform. the theory does not consider individual differences. While Herzberg’s model has stimulated much research. with Hackman & Oldham suggesting that Herzberg’s original formulation of the model may have been a methodological artifact. These motivating factors are considered to be intrinsic to the job. This theory states that satisfaction and dissatisfaction are driven by different factors motivation and hygiene factors. Other less common methods of for gauging job satisfaction include: Yes/No questions. Furthermore.Two – Factor Theory (Motivation – Hygiene Theory) Fredrick Herzberg’s Two factor theory (also known as Motivator Hygiene Theory) attempts to explain satisfaction and motivation in the workplace. the most common method for collecting data regarding job satisfacting is the Likert scale (named after Rensis Likert). By far. Finally. True/False questions. company policies. the model has been criticised in that it does not specify how motivating/hygiene factors are to be measured. respectively. Motivating factors include aspects of the working environment such as pay. point systems. conversely predicting all employees will react in an identical manner to changes in motivating/hygiene factors. . and provide people with satisfaction. 4 Measuring Job Satisfaction There are many methods for measuring job satisfaction. checklist. and other working conditions. forced choice answers.
This study is helpful to that organisation for conducting further research. no. 1. The Job in General Index is an overall measurement of job satisfaction. To offer valuable suggestions to improve the satisfaction level of employees. It was an improvement to the job Descriptive Index because the JDI focused too much on individual facets and not enough on work satisfaction in general. To identify the factor which improves the satisfaction level of employees. or decide in response to whether given statements accurately describe one job. To identify the factors which influence the job satisfaction of employees. and the work itself. To know the employee satisfaction towards the facilities. job satisfaction that has been widely used. Kendall. & Hulin (1969). It measures one’s satisfaction in five facets: pay. 5 1. promotions and opportunities. created by smith. participants answer either yes.1 Objective of the study The objective of the study is as follows To assess the satisfaction level of employees in orient glass pvt ltd. coworkers. supervision.2 Scope of the study This study emphasis in the following scope: To identify the employees level of satisfaction upon that job. The scale is simple.The Job Descriptive Index (JDI). It is helpful to identify the employer’s level of satisfaction towards welfare .
descriptive and experimental for the present study. 1. This study is helpful to the organization for identifying the area of dissatisfaction of job of the employees. 1. The questionnaire is prepared on the basis of objectives of the study. The research design may be exploratory.1 Research Design A research design is considered as the framework or plan for a study that guides as well as helps the data collection and analysis of data.3.3. 6 1. Direct contract is used for survey.2 Research Approach The research worker contacted the respondents personally with well.e. 1. 1.5 Sampling Area The study is conducted in employees of Orient Glass Pvt Ltd. This study helps to make a managerial decision to the company. i.3.3 Research Methodology Research methodology is the systematic way to solve the research problem. The descriptive research design is adopted for this project.3.3. It gives an idea about various steps adopted by the researcher in a systematic manner with an objective to determine various manners..6 Sampling Design The researcher has used probability sampling in which stratified random sampling is used.7 Collection of Data . contacting employees directly in order to collect data.measure.3.prepared sequentially arranged questions.4 Sample size The study sample constitutes 100 respondents constituting in the research area. 1. 1.
Thus.8 Research Instrument The researcher has used a structured questionnaire as a research instrument tool which consists of open ended questions. bar diagrams and pie diagrams. All the questions in the questionnaire are organized in such a way that elicit all the relevant information that is needed for the study 1.10 Analysis of Data The data are collected through survey and books. chi square.Most of the data collected by the researcher is primary data through personal interview.9 Statistical Tools The statistical tools used for analyzing the data collected are percentage method.. i. the survey conducted among the employees of Orient Glass Pvt Ltd. multiple choice and dichotomous questions in order to get data. 1.e.3. Editing refers to separate. Coding refers to assigning number or other symbols to each answer for placing them in categories to prepare data for tabulation refers to bring together the similar data in rows and columns and totaling them in an accurate and meaningful manner The collected data are analyzed and interrupted using statistical tools and techniques. Questionnaire is the data collection instrument used in the study. which are required to fulfill the purpose. and tabulating. The data collected by the researcher are tabulated and analyzed in such a way to make interpretations. 1. where the researcher and the respondent operate face – to – face. correct and modify the collected data. coding.3. newspapers and internet etc. Various steps..4 Research period The research period of the study has from 1st February to May 1st 2008 . 7 1. reports. editing.3.
motivate and keep hard-working . Chapter-4 Consists of analysis and interpretation of the collected data. Chapter-5 Consist Conclusion Employee job satisfaction and retention happens to be an issue to be debated in terms of attaining an increased degree of productivity within the organization. Job satisfaction is best defined as a set of feelings and emotions employees associate with their work. The study could not be generalized due to the fact that researcher adapted personal interview method. where in the researcher could not widen the study. Unfortunately. objectives of the study. the majority of businesses have failed to make job satisfaction a top management priority. 8 1.having 18 weeks of duration. national scenario. Chapter-1 Consists of an Introduction.5 Limitations of the study The survey is subjected to the bias and prejudices of the respondents. 1. Hence 100% accuracy can’t be assured. which attract. this particular trend is attributed to the failure to recognize the significant advantages an organization would enjoy just by adjusting their mindset. and state scenario. an organization with employees that display actions of substantial absenteeism as well as turnover due to low levels of job satisfaction would generally suffer from greater recruitment and retraining cost that will hinder profitability. statement of the problem. The researcher was carried out in a short span of time. Chapter -3Consists of company profile. which contains of world scenario.6 Chapter scheme This project is summarized into five different chapters. Theoretically. which states about the promoter of the company and a brief history about the company. Organizations that can produce multicultural work environments. Rrsearch methodology and limitations of the study Chapter-2 Contains Industry Profile.
it tells you that you are an important part of the team.people. and go the extra mile to help one another out in tough situations. The dividends are many fold.s of findings of the study. Further more I feel motivated in my present company because I also have a good relationship with my superior. This doesn't mean workers should slack off. . My present duties are mainly administrative in nature. and the by product is greater production in the field. and are required. 2 conclusion Job Satisfaction Essay In the following essay I will discuss how I motivate myself and others to be productive. are better positioned to succeed in today's competitive global markets. In my current work environment I am a construction Project Coordinator. From the time I arrive at work I stay motivated. this includes getting feedback regarding my performance from my manager on a monthly basis. knowing that my work team is well organized and there is a constant flow of communication between us. The construction industry is booming in British Columbia and the demand for skilled and unskilled workers has never been higher. the Olympics are the main reason. I surely stay motivated by the fact that my salary keeps up with demand since employers are worried these days to loose workers. Everyday as I wake up I have the company's current project in mind and stay focused and motivated for the day's tasks on hand. Because of this boom employers do their best to provide high salaries and excellent benefits. and the work team are easy going. and require the coordination of activities under the supervision of a Project Manager. Having this type of communication with your manager is vital to job satisfaction and motivation. which a step below a Project Manager. This in turn is great for one's self esteem. I personally stay motivated in my present job quit easily these days since my field of work is on a all time high at present. I really have no time to worry about anything besides getting the job finished. Further I will also describe how I keep myself satisfied in my job.