What is work satisfaction?

The sequence

What is work satisfaction?

Satisfaction and dissatisfaction

Factors or Elements Affecting Work Satisfaction

Personal elements

Work related elements

Job satisfaction and performance

Work satisfaction is
taken from the result of different attitudes related to a person’s own work and circumstances related to work. In fact, the term work satisfaction is used as a practical
science-oriented researcher
to establish the relationship of a person’s work related mental instinct and performance . How does the person
feel in relation to his work and circumstances . This is called satisfaction. It has been found that some work stages
provide greater job satisfaction than other work stages. The
behavior and attitude of the managers towards the workers , the manner of supervision, work place, facilities available, etc.
generally affects the behavior of the employee towards his work. Resultant employee
Experiences satisfaction or satisfaction. Generally, when the employee is satisfied with his work
, he expresses this satisfaction through more production and efficiency. However, it is not necessary
that satisfaction should manifest as an increase in performance. However
, despite the direct relation between work satisfaction and performance, the
experience of satisfaction by the employee can also be beneficial in other ways. Employees satisfied with the idea of ​​managers are
more profitable than disgruntled employees.

Satisfaction and dissatisfaction

The words contentment and dissatisfaction cannot
be interpreted to contradict each other . It is often difficult to say that a person who is satisfied has reached peak levels of satisfaction
. A person can be satisfied and dissatisfied at the same time. Human desires are eternal
and the presence of dissatisfied desires is not a sign that in the present
circumstances this work does not feel gratifying. But on the other hand, with
the birth of new desires with satisfaction, he also continues to experience dissatisfaction. According to Maier
, the reason for man ‘s dissatisfaction is not the lack of sources of satisfaction, but his proof is found in
the combined effect of these three things-

  1. Satisfaction of wishes
  2. Failure to satisfy desires and
  3. Sources of dissatisfaction.

These three things have a continuous effect on human beings and the results change. For example
, a person who has got the benefit of promotion but may start feeling dissatisfied
if he comes to know that a person like him has
received more promotion than him . As a result, it can be said that work satisfaction is an asymmetric ideology
related to human desires, motivations and its mental state. Human
desires, the relation of aspirations, despite the satisfaction of work, this work
is not synonymous with satisfaction . The relationship of satisfaction and dissatisfaction can not be related to work level, although many scholars
try to establish such a correlation. The reason for this is Maslow
The relationship of need serialization is established by job satisfaction. It is a must
that the post level gives the person more opportunity
to fulfill the higher requirements given by Maslow and possibly as a result, people working at higher level will
experience more work satisfaction. But work satisfaction is not a requirement of quantity.

Factors or Elements Affecting Work Satisfaction

Many elements affect work satisfaction. These elements can
be divided into two parts (1) individual elements, and (2) functional elements. We
will consider these elements in detail here .

Personal elements

Many personal characteristics of human beings have an effect on work satisfaction. A
definite correlation can be established between gender, distinction, age, health, intelligence and work satisfaction.
Individual elements that affect work satisfaction are-

  1. Gender distinction. Research related to work satisfaction has revealed that women
    experience more work satisfaction than men. Generally, the desires
    and aspirations of men are less than men, consequently the level of dissatisfaction
    does not come soon .
  2. The level of satisfaction with age also varies frequently.
    This result
    appears as the older people adjust to the situation and they start feeling more satisfied with the work. But
    sometimes employees of older age are also seen more disgruntled.
    Lack of opportunities for development, lack of efficiency, loss of importance and
    stability of salary, etc. can be the reasons which may
    give rise to discontent among older employees .
  3. Direct evidence has not been found to find any special relationship between work satisfaction and intelligence . However, the level of growth of an employee can
    produce satisfaction or dissatisfaction in terms of the nature of his work . For example
    , people who are more intelligent
    get more satisfaction in doing challenges .
  4. Experience has a much better connection than satisfaction. It is often
    seen that a new employee is satisfied with his work for lack of experience.
    But this state does not last long. Shanai: Shanai: Such an employee
    starts to get dissatisfied with his present state and as the experience increases, he
    starts to feel that his salary and work conditions are not in line with his experience
    . As a result, the level of satisfaction increases.
  5. Correlation can also
    be established in attitude and satisfaction . Many people are unable to compromise with the circumstances and this
    attitude of theirs continues to be the cause of their satisfaction. In this way, an employee who
    remains dissatisfied in his personal life keeps
    searching because of dissatisfaction even under the optimum conditions of work .

Work related elements

Factors related to work that affect work satisfaction are-

  1. The manager usually
    takes exaggeration in assessing the importance of the amount of remuneration in the subject of work satisfaction .
    It is the desire of every employee that he
    should be given labor according to his qualifications, hard work and responsibilities . But in practice, employees
    are not satisfied with the amount of their current wages.
  2. Security and stability. The working class
    attaches special importance to the safety of work . Work safety or stability creates a feeling of satisfaction in the employee
    . Experience suggests that permanent employees generally
    feel more satisfied with their work due to the assurance of safety .
  3. The feeling of performance and achievement always
    remains in the mind of the employee . The employee considers his work to be a question
    of self- respect and is eager to be honored by completing it and
    the feeling of pride by completing the work well provides satisfaction.
  4. Working conditions. Generally, it has come to notice that
    the hours of work and display of work generate satisfaction. But this is
    not always the case . The employee
    readily accepts the hours of work and the physical environment as a necessity and
    wishes for more than that for satisfaction .
  5. Both employees and employers have some
    behavioral expectations in each other. These
    requirements are mostly related to responsibilities and facilities , in addition to the quantity and procedure of work . For example, the
    employee expects that the employer will not be bitter in his behavior,
    remain sympathetic , etc. Such expectations of the employee can also be extremely imaginary
    and in this stage
    it becomes very difficult to estimate the level of dissatisfaction .
  6. Supervision. Effective supervision also helps employees to be
    satisfied with their work . The
    findings related to the effect on the behavior of supervision nature and behavior have been made quite clear by Harthon experiments. In fact, the
    management of the employee is related to the class by the nearest supervisor and the supervisor by his
    friendly attitude can create a favorable working environment which
    is very encouraging for the employees.

Job satisfaction and performance

The correlation of work satisfaction and performance has been widely studied. In
the light of these studies, it is revealed that
there is not very clear positive relationship between these two . How the employee feels in relation to
work is not necessarily affected by his efforts for work. Performance
can also be due to many pressures on the employee . For example, when a
person has been accepted to do a task , he is obliged to complete it and it is
meaningless to associate satisfaction or dissatisfaction with it. This situation is almost
similar to the normal student studying in school or college. Normal Student Target Volume
The class has to pass and this compulsion compels him to read.
It would be difficult to estimate by pass percentage that in addition to dissatisfied with the normal student study method,
the amount of performance under social acceptance also becomes limited.

All the sources of performance such as productivity, accident rate, absenteeism rate, employee rotation
etc. can be affected by work satisfaction, but
as a result of work dissatisfaction, it will be negatively affected and it will be misleading to reach this conclusion. Nevertheless, in normal
circumstances work satisfaction is beneficial to the institute and a conducive environment
should be established for this. Work satisfaction increases employee morale and
can be availed by the institute. Therefore, satisfaction of work is
an indispensable situation for the development of both personnel and organization . Because disgruntled personnel organization
proves to be the first barrier to development .

 

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