EMPLOYEES' JOB

SATISFACTION IN
VIETNAMESE
ORGANIZATION
GROUP 1
Today's Guide
What we'll talk about
Theoretical Basis
- Job Satisfaction
- Measuring Job Satisfaction
- How Satisfied Are People in
Their Jobs?
- What Causes Job Satisfaction?
- The Impact of Satisfied and
Dissatisfied Employees on the
Workplace
Situation Solution
- The issue of training and
Study on satisfaction
promotion
of officials and public
- The problem of the nature
officers Da Nang City
of the work
department of
- The issue of performance
industry and trade
evaluation
- Leadership issues
- Wages and benefits
 Job Satisfaction
A positive feeling about one’s
job resulting from an evaluation
of its characteristics.

A person with a high level of job

satisfaction holds positive feelings
about his or her job, while a person
with a low level holds negative
feelings.

Measuring Job
Satisfaction
- “All things considered, how
satisfied are you with your job?”
- The summation of job facets such
as the nature of the work,
supervision, present pay,
promotion opportunities, and
relationships with co-workers
How Satisfied Are
People in Their Jobs?
- Are most people satisfied with
their jobs? The answer seems to be
a qualified “yes”
- Research also shows satisfaction
levels vary a lot, depending on
which facet of job satisfaction
you’re talking about.
As shown in Exhibit 3-2 , people
have typically been more satisfied
with their jobs overall, with the
work itself, and with their
supervisors and co-workers than
they have been with their pay and
with promotion opportunities
What Causes Job
Satisfaction?
- Once an individual reaches a level of
comfortable living , the relationship
between pay and job satisfaction
virtually disappears.

- Personality also plays a role in job

sactisfaction.
 Job Satisfaction
and Job
Performance
The Impact of Happy workers are more
likely to be productive
Satisfied and workers

Dissatisfied
Employees on Job Satisfaction
and Absenteeism
the Workplace When numerous
alternative jobs are
available, dissatisfied
employees have high
absence rates
Job Satisfaction Job Satisfaction
and Personnel and Customer
arrangement Satisfaction

Employees who are Satisfied employees

satisfied with their jobs are increase customer
less likely to quit their job satisfaction and loyalty.
Organizations take action to
Customer dissatisfaction
keep the good work and
increased job
eliminate those who worked
less well.
dissatisfaction of
employees

Job Satisfaction and OCB

Employees satisfied with work and private
organizations are often willing to
contribute more to expect that
organizations place on their work
Situation: Study on satisfaction of officials and
public officers Da Nang City department of
industry and trade
1. FACTORS AFFECTING EMPLOYEE SATISFACTION

Nature of work Training and Wages and

promotion Leadership
benefits
opportunities

Colleagues Working Performance

Conditions evaluation
Situation: Study on satisfaction of officials and
public officers Da Nang City department of
industry and trade
2. RESULTS

Nature of work Training and Wages and

promotion Leadership
benefits
opportunities

Colleagues Working Performance

Conditions evaluation
3. SOLUTION
3.1. The issue of training and promotion

- Plan an annual training, the right to send a training plan right expertise, right people with the
right job.
- Train, foster and train public service enforcement skills to ability to undertake the work of
cadres and civil servants.
- Pay more attention to the quality and effectiveness of the program your training to adjust the
content of the training program suitable to the needs of the civil servants
- Focus on civil servant’ promotion policy that planning and recommending management staff
must be based on competencies, professional qualifications, fairness, and impartiality
3.2. The problem of the nature of the work

- Complete descriptions of job positions, clearly define tasks,

internal content of each department, each specific employee to be
specific, streamline workflow and serve as a basis for assessment work
performance later.

- Boldly swap job positions when detecting that an employee is not

also suitable for the job position being done

- Regularly organize seminars to share experiences in the work of

each department, talking about difficulties often encountered.
3.3. The issue of performance evaluation

-The Department needs to perform well internal audits for each

department, and individuals in the entire Department regularly.
-The Department should build reasonable, clear, and
appropriate evaluation criteria.
-The civil servants' working results should be recorded in a fair
and accurate effort their power through the voting forms of civil
servants by month, quarter, year ...
- The department should be taken rewarding regulations or being
considered for salary, bonuses, or career advancement.
 3.4. Leadership issues

- Leaders need to note the advice, any reasonable output

from employee that can be used to comment with the superior
leaders in solving problems that arise at work, sharing
information in the expertise, obtained many good solutions.

- The leader must create favorable conditions in the job

employees find that the work they are doing is in accordance
with their expertise, skills, as well as being able to help them
develop their career and productivity.

- Department leaders need to constantly improve their

knowledge, management skills, and improve their own
management capacity.
 Monthly
The
when the Department
management
exceeds the set plan, have
and benefits initiatives to improve the of public
finance
3.5. Wages
association co-evaluation,
recognition, and review of
the annual work results of
civil servants.

The Department
should give out the
typical civil servants
to vote for the lift
salary ahead of time
to motivate civil
servants to work.
 THANK YOU
FOR LISTENING

IF you have any question,

please contact Group 1