Job satisfaction
Job satisfaction is defined as the extent to which an employee feels self-motivated, content & satisfied with his/her job. Job satisfaction happens when an employee feels he or she is having job stability, career growth and a comfortable work life balance. This implies that the employee is having satisfaction at job as the work meets the expectations of the individual.
Importance is job satisfaction
A satisfied employee is always important for an organization as he/she aims to deliver the best of their capability. Every employee wants a strong career growth and work life balance at workplace. If an employee feels happy with their company & work, they look to give back to the company with all their efforts. Importance of job satisfaction can be seen from two perspectives i.e. from employee and employer perspective:
For employees: Job satisfaction from an employee perspective is to earn a good gross salary, have job stability, have a steady career growth, get rewards & recognition and constantly have new opportunities.
For Employers: For an employer, job satisfaction for an employee is an important aspect to get the best out of them. A satisfied employee always contributes more to the company, helps control attrition & helps the company grow. Employers needs to ensure a good job description to attract employees and constantly give opportunities to individuals to learn and grow.
The positive effects of job satisfaction include:
1. More efficiency of employees of workplace if they are satisfied with their job.
2. Higher employee loyalty leading to more commitment.
3. Job satisfaction of employees eventually results in higher profits for companies.
4. High employee retention is possible if employees are happy.
Job satisfaction factors: Job satisfaction is related to the psychology of an employee. A happy & content employee at a job is always motivated to contribute more. On the other hand, a dissatisfied employee is lethargic, makes mistakes & becomes a burden to the company. The elements & factors which contribute to job satisfaction are:
- Compensation and Working conditions: One of the biggest factors of job satisfaction are the compensation and benefits given to an employee. An employee with a good salary, incentives, bonuses, healthcare options etc is happier with their job as compared to someone who doesn’t have the same. A healthy workplace environment also adds value to an employee.
2. Work life balance: Every individual wants to have a good workplace which allow them time to spend with their family & friends. Job satisfaction for employees is often due a good work life balance policy, which ensures that an employee spends quality time with their family along with doing their work. This improves the employee’s quality of work life.
3. Respect and Recognition: Any individual appreciates and feels motivated if they are respected at their workplace. Also, if they are awarded for their hard work, it further motivates employees. Hence recognition is one of the job satisfaction factors.
4. Job security: If an employee is assured that the company would retain them even if the market is turbulent, it gives them immense confidence. Job security is one of the main reasons for job satisfaction for employees.
5. Challenges: Monotonous work activities can lead to dissatisfied employees. Hence, things like job rotation, job enrichment etc can help in job satisfaction of employees as well.
6. Career Growth: Employees always keep their career growth part as a high priority in their life. Hence, if a company helps groom employees and gives them newer job roles, it enhances the job satisfaction as they know they would get a boost in their career.
There are several theories given which help in evaluating & measuring job satisfaction of employees at workplace. Some of them are:
- Hierarchy of needs by Maslow
- Hygiene Theory by Herzberg
These help in understanding the parameters or factors which influence job satisfaction of employees at workplace.
Workers expect that their employers will pay them on-time and provide at least minimal benefits, providing tangible proof that workers are gainfully employed. However, workers also have intangible expectations of their employers. They expect fair treatment, a safe working environment and the inspiration to become fully engaged in their work.
Respect : Employees also expect that employers give them the respect they deserve for contributing their talents and skills to the organization. Respect isn’t one-sided. The respect that employees should expect from their employers is based on the unwritten social contract between an employer and the employee and is, therefore, an employer’s expectation as well.
Equal treatment: Federal and state laws mandate that covered employers provide equal employment opportunities to applicants and employees. Translated, it means that organizations must adhere to anti-discrimination laws that prohibit unfair employment practices based on non-job-related factors, such as race, national origin, religion and sex. Aside from the legal mandates, employees should expect employers to treat workers fairly and apply workplace policies consistently.
Safety: Employers have an obligation to provide a safe working environment, which means employees have a right to expect that they won’t encounter workplace violence, be exposed to misuse of hazardous chemicals or machinery, and that they won’t risk their lives simply by coming to work. Granted, there are occupations where employees face significant risk for injury, such as protective services jobs in police and fire departments. However, employees expect that they can work collaboratively without worrying that they’ll face threatening acts or unsafe conditions in the workplace.
Communication: The mantra that human resources leaders profess is that employers should provide their employees with the tools necessary for success. Starting with an accurate, up-to-date job description that contains the primary job functions, employees need to know the employer’s performance expectations so they can have a shot at meeting and possibly exceeding those expectations. Employees generally have an intrinsic desire to do good work, but without their employers’ communication, input and guidance, success eludes employees and creates an unnecessarily challenging work environment.
Recognition: Often confused with employee rewards — which are tangible incentives — employees should expect recognition from their employers. Employee recognition is the least expensive way to motivate and retain workers. It doesn’t cost anything to write a handwritten note to say “thank you for a job well done.” Nor does it cost the employer to recognize an employee’s expertise by providing her with the opportunity to flourish in an advanced role with the company.
There are some things which want employee most :
- Employees want purpose: Don’t assume that a hefty paycheck and regular bonuses are the most important things to your employees. They, like you, want to know that what they’re doing on a daily basis has some purpose behind it. “When you have a chance to have your ideas heard and one of them actually gets implemented, it’s such a boost.”
2. Employees want goals: To instill a sense of purpose in your employees, be sure to lay out a clearly-defined set of goals for them on a regular basis.
3. Employees want responsibilities: Sometimes the hardest part of being a manager is delegating, but employees crave your trust, and with that trust, should come responsibility.
4. Employees want flexibility: In addition to deciding how they work, the experts say employees also appreciate having a say over when they work. Gunther has, of course, set up a radically flexible schedule for his employees that might not work for every office. But, he says, it has enabled him to find and retain top talent for Meddius.
5. Employees want attention: Just because you’re giving employees the control they crave doesn’t mean they don’t want guidance and feedback. Hiam suggests checking in with them every few weeks, even if it’s just for a minute or two. “Look them in the eye and ask how things are going. Find out what’s really going on in their world,” he suggests. “Responsibility is about giving them a chance to make a difference, but attention is the human dimension of managing.”
6. Employees want opportunities for innovation: Not long ago, Google announced its 20 percent creative time policy, which encourages employees to work on any innovative ideas they have that are company-related during 20 percent of their hours at work. Both Hiam and Pink applaud this concept. “People need to be given a chance to bring about something new and exciting,”
7. Employees want mindedness: When your employees come to you with their ideas, you need to treat them with equal parts sensitivity and honesty. Be sensitive because, according to Hiam, the more an employee gets shot down by an authority figure, the less likely he or she will be to make suggestions in the future. It’s also important to be honest because, as that authority figure, you may know what’s best for your business and what’s not.
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