Assignment on

“Organizational Behavior”

Submitted to:

Mr. Md. Kausar Alam

Senior Lecturer
Department of Business Administration
University of South Asia

Submitted by:

Md. Abdullah
ID: 203-0195-029
Organizational Behavior

Date of Submission: 27th July, 2021

University of South Asia

 The components of Job satisfaction are illustrated below:

Components of job satisfaction are;

 Evaluative Component.
 Cognitive Component.
 Affective Component.

The Evaluative Component

An individual’s overall response to the employing organization is

summarized in the evaluative component. It represents dislike vs. like
for the organization.

When asked for a single response to the question, how satisfied are
you with your job, individuals’ response to their overall evaluation.

In this case, a 5 point positive-negative scale is used where 1 indicates

most negative situation and 5 indicates most positive situation to
express overall favorable or unfavorable rating of their current job.

The Cognitive Component

An individual’s perceptions, opinion, beliefs and expectations

regarding the organization are the focus of his or her cognitions. In
this case, different items are measured to assess the cognitive
component of job satisfaction.

Here participants rated the adjectives from 1 (Strongly describes) to 5

(Not applicable) how well each term reflected their thoughts or beliefs
associated with their current job.

The Affective Component

This component represents the feeling induced by the organization. In

general, positive affect results from information, feedback, and
situations that affirms or reinforces the individual’s self-worth and
self-concept, while negative affect is evoked by invalidating
situations.
Self-worth is validated when individuals feel accepted as valued
members of the organization and their competencies and core values
are confirmed.

The study which is related to finding out the components of job

satisfaction, examined two components, these arc- affective and
cognitive component.

Cognitive and affective components have a great impact on measuring

the level of employees’ job satisfaction. It further proposed including
an evaluative component to improve the prediction of job satisfaction.

But this study found minimal support for the inclusion of an

evaluative component in the measurement of job satisfaction because
it is dependent on a single fact.

Measurement of Job satisfaction:

Traditionally, taking the pulse of your company was limited to
annual surveys and reviews .But times are changing to reflect a
more dynamic, agile workplace. Checking in on employees once a
year isn’t a very practical approach if that’s all you do. everyone
touts the need for real-time insights. Employee satisfaction metrics
are no different. The value lies in enabling managers to respond
immediately to the currents in your company, rather than waiting
for results as used to be the case.

Think of your relationship with employees like a relationship with a

spouse. Constant communication and check-ins create a healthier,
more positive environment, where issues don’t have time to fester
under the surface and cause tension.

Continual touchpoints — pulse surveys, conversations with managers

and more — also make employees feel heard and paid attention to.
And they help managers take action when it matters most.
Fortunately, the tools at your disposal are becoming more advanced.
It’s now easier than ever to find out what your employees think, feel
and want at any given time. Let’s dive into a few examples.

Conduct Surveys
Surveys are one of the best ways to track employee satisfaction and
the culture developed in your office.

But while the process might seem daunting, it doesn’t have to be. It
can actually be as simple as a list of 10 questions about how people
feel at work and what they’d like to see improve. As long as the
questions are structured correctly and don’t contain bias that
encourages responses the employer wants to hear, they can be
valuable.

Annual surveys have long been the standard. And Gartner data from
2018 found that three in four companies still use that method.

However, the use of formal, company-wide surveys has been steadily

decreasing. By 2020, Gartner predicts that annual surveys will only be
used 63% of the time, while alternative data sources will climb to
80%.

One way companies now collect employee data is via pulse surveys.
The approach is similar to annual surveys but digs into the sentiments
of a specific group of people — your sales department, for example.

Gartner describes a pulse survey as taking a subset of questions you’d

likely find on an annual survey and targeting it at a slice of your
company rather than everyone.

Pulse surveys, as the name implies, occur more frequently. They also
take much less time to complete since they’re not comprehensive like
annual surveys.

Surveying your employees about specific issues and asking for their
input is a great way to find the best possible solution. Not to mention,
it makes everyone feel heard.
Making surveys anonymous is important to ensure that the results are
honest and provide valuable insights. Employees will be more willing
to point out problems or voice concerns if their name isn’t attached to
their responses.

Review Employee Performance

Employee performance reviews are an important part of running a
business. Without them, it’d be difficult to measure progress and set
clear goals for your company.

When used correctly, employee performance reviews provide many

benefits.

However, in a 2018 survey by Conference Board, the performance

review process earned one of the lowest satisfaction levels from
respondents — 32%.

Simply holding performance reviews isn’t enough. You need to

conduct them in a way that’s beneficial to employees.

As mentioned, the traditional yearly review isn’t the most effective

approach if used alone. Holding regular personal meetings with your
employees is one good way to gain insights into workplace morale
and general office culture.

It’s also important to get to know your employees individually. Doing

so can go a long way towards understanding their common concerns
and what solutions might be available.

With a face-to-face meeting, employees feel more valued and can

voice their personal opinions about the workplace. This gives you
valuable insight and sends the message to employees that you care
enough to listen.

Employee performance reviews also help track the company’s overall

performance. There are numerous employee performance
management solutions that help make the process easier. These
solutions offer features such as real-time performance tracking, goal
management and self-assessment tools.

Performance management software gives insight into which

employees are the most and least productive. This lets you address
low performance to significantly increase overall productivity.

It also allows you to hold more constructive, solution-oriented

performance review meetings. Task reassignment, work events
and employee development strategies are all great ways to improve
employee engagement and keep your workforce happy.

The important thing is to look at employee performance reviews as

beneficial to both your organization and employees. The goal should
be figuring out how to help each employee become more productive
and reach their full potential at your company.

Have Conversations
Let’s face it: life at the office gets busy.

In-person meetings sound good in theory, but they can be hard to put
into practice. That’s why tools like Hyphen exist. Along with polls
and surveys, it provides an innovative conversation platform that lets
company leaders converse with employees.

Employees can vote on ideas and share thoughts. And leaders have a
means for listening to their workers and gaining valuable insights they
can act on. More importantly, Hyphen integrates directly with other
apps. Conversations take place in the regular flow of activities instead
of disrupting work.

Bringing It All Together

Understanding the importance of employee satisfaction and using the
platforms available to gather that data is only half the battle. It won’t
provide value unless your organization acts on the findings.
For example, if patterns emerge that suggest employees aren’t happy
with set work hours, you could consider adding flexible schedules as
a benefit.

No matter what the specific situation, gathering feedback isn’t worth

the effort unless you take action on it. That’s one reason why it’s
important to look for systems that let you continuously gather
insights.

Symptoms of dissatisfied employees:

1) They start voicing their concerns.

2) They become less productive.
3) They seek appreciation through money.
4) There is conflict with others.
5) They are not engaging in office culture.
6) Their time keeping becomes poor.
7) They develop a bad attitude.

The End