Definition According to Andrew Brain Job satisfaction is the set of favorable or unfavorable feelings with which employees view their work Factors affecting job satisfaction Effects of low job satisfaction ID: 1032222
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1. UNIT III
2. Job Satisfaction Definition : According to Andrew Brain, “Job satisfaction is the set of favorable or unfavorable feelings with which employees view their work.”
3. Factors affecting job satisfaction
4. Effects of low job satisfactionHigh turnover of employeesHigh absenteeismTardinessLow employee performancePoor moraleLack of productivityJob stress
5. Benefits of Job satisfaction surveysIt gives management an indication of general levels of satisfaction or dissatisfaction.Useful way to determine training needs.Helps in identifying problems.Leads to valuable communication.It is an emotional release.
6. Significance of Job satisfactionImproves job performanceBuild positive Organizational Citizenship BehaviorIncreases customer satisfactionReduces absenteeismReduces turnover
7. Steps for improving Job satisfactionEmployee orientationPositive work environmentProvide competitive benefitsWorkforce engagementDevelop skillsRecognition and rewardsTrack job satisfaction
8. MoraleDefinition : According to Haimann, “Morale is a state of mind and emotions affecting the attitude and willingness to work, which in turn, affect individual and organizational objectives”.
9. Importance of moraleBoosts motivationMaintain good organizational climateReflects attitudes and sentimentsEnhances productivityProvides total satisfactionSolves labour problemsProvides cooperationIntangible concept
10. Types of morale
11. Determinants / Factors affecting moraleCommon goalsSound organizational structureSound personnel administrationParticipationHuman relationsSupervisionEffective communication
12. Measurement of moraleAttitude or morale surveysInterview methodQuestionnaire methodObservationCounselingCompany records
13. Relationship between morale and productivityIndividual factorsSatisfactionOrganizational factorsMoraleAttitudesProductivity
14. Morale productivity matrixHighLowHighLowProductivityMorale
15. High morale pushes up productivity and high productivity pushes morale in turn.In the absence of proper motivation, morale and productivity, both will be lower. When employees are not fully trained, there will be high morale but low productivity.When management is not cooperating with employees, there will be low morale and high productivity.
16. AttitudeDefinition : According to Engel, “Attitude is an overall evaluation that allows one to respond in a favourable or unfavourable manner with respect to a given object, person or ideas”.
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18. Characteristics of attitudeAttitude affects behaviourAttitudes are acquired/learntAttitudes are pervasiveAttitudes have degree, direction and intensityRelation to needs
19. Sources of formation of attitude
20. Components / ABC Model of attitudeStimulusAttitudeAffectiveBehavioralCognitiveEmotions, Behaviour, Beliefs
21. Attitude and BehaviourAttitudes affect behavior of individualsBehavioral changes call for a change in attitude of individuals.Attitude alone do not influence behavior but these act with other factors.
22. Attitude and BehaviourAttitude serves four functions which influence behavior :Instrumental – Reach a desired goal, avoid undesired goalEgo-defensive – Acknowledges the importance of psychological thought, protects from external threats.Value-orientation – Attitudes are held because they express a person’s values / image.Knowledge – Affect the individual’s way of interpreting information.
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24. Job EnrichmentMeaning : Job enrichment is a type of job redesign intended to reverse the effects of tasks that are repetitive requiring little autonomy.
25. Job EnrichmentDefinition : According to Rober Ford, “Job enrichment is concerned with redesigning jobs that include a greater variety of work content; require a higher level of knowledge and skill; gives workers more autonomy and responsibility and provide the opportunity for personal growth and a meaningful work experience”.
26. Principles of Job EnrichmentRemove some controls; retain accountabilityIncrease accountabilityGive a person a complete unit of workGrant additional authorityMake periodic reportsIntroduce new and more difficult tasksAssign specific steps or tasks to make the person expert
27. Designing enriched jobs
28. Characteristics of enriched jobsDirect feedbackClient relationshipNew learningScheduling own workUnique work experienceControl over resourcesDirect communication authorityPersonal accountability
29. Advantages of job enrichmentMakes job more interestingDiscourages absenteeism and turnoverIt motivates employeesWorkers higher job satisfactionEnterprise gains through improvement of output
30. Disadvantages of job enrichmentMay not be easy to enrich all jobsAll those who need enrichment may not be capable to meet challengesEvokes more resistance from workersMay not bring satisfactionIn short run there may be negative effects, in long run there will be positive effects
31. Job enlargementDefinition : According to S.S.Varma, “Job enlargement focuses on enlarging jobs by increasing tasks and responsibilities”
32. Importance of job enlargement
33. Difference between job enlargement and job enrichmentFewLow High ManyNeedsNo of tasks
34. Advantages of job enlargementAvoids monotony; results in high degree of specialization and division of laborA whole unit of work is completed by a person and it increases satisfaction Improves worker’s efficiencyAllows meaningful performance feedbackReduces production cost and increased qualityUtilizes better physical and mental abilities of the workers
35. Disadvantages of job enlargementRequire additional trainingProductivity might fallSome jobs will be boring even after enlargementEmployees union demand for increased pay