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8/2/2019 Factors Affecting Job Satisfaction112
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MZUMBE UNIVERSITY
DAR ES SALAAM
BUSINESS SCHOOL
PROGRAMME: Masters of Business Administration - CM
SUBJECT: Organization Behavior
NAME: Stanley Christopher Lyimo
REGISTRATION No. 3889/T. 2010
TASK: ASSIGNMENT AND TERM PAPER
SEMESTER: II academic year 2010/2011
Question No. 4
1.0 Introduction
In todays competitive environment organizations thrive and
survive on their human resources. Values, attitudes, perceptions
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and behavior, which form these resources, influence employee
performance. It is a key factor in realizing organizational and
individual goals that in turn greatly depends on individuals self-
motivation and job satisfaction.
1.1 What is job satisfaction?
Job satisfaction was defined as an affective and emotional
response toward various facets of ones job (Motivation through
needs, Job Design, and Satisfaction, 2004).
Job satisfaction is ones attitude towards his job (positive or
negative). Satisfaction in work and the work environment is the
basic constituent of employee job satisfaction. Employee attitudes
and values influence their behaviour. Positive outlook and backup
from HR helps modify behaviour resulting in higher performance
levels.
1.2 Measures of job satisfaction
Unlike other psychometric tools, used to test a sample of
behaviour, measures of job satisfaction are prone to subjectivity.
However a battery of tests can be conducted to make accurate
predictions. One approach is the Global Measure, which measures
the overall satisfaction of the job. The second approach is the
Facet Measure where satisfaction is measured on each aspect of
the job.
2.0 Recent concepts of job satisfaction
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There is a growing recognition that external environmental factors
play an influential role in job satisfaction. Another concept is that
performance depends on the overall effectiveness of the
organization.
In todays competitive world, management needs to continuously
emulate practices that will attract and retain a highly qualified and
skilled workforce. Dissatisfied employees may be forced to work
due to unemployment or insecurity, but this is not in the interests
of the long-term success of the organisation. Dissatisfaction may
be expressed in other forms like internal conflicts, poor
interpersonal relations, low trust, stress leading to workplace
conflict, violence and low productivity. (Danhoff MN (1962))
Though job satisfaction is difficult to measure and is dependent on
a number of factors, management may reduce levels of
dissatisfaction and control workplace conflicts through common
objectives like career development, training, appropriate rewards
and improvements in the quality of working life.
3.0 Causes of job satisfaction/dissatisfaction
Since job satisfaction is subjective to individual experience and
expectation, personality often plays an influential role. Stable
personality traits could influence satisfaction or dissatisfaction at
work. Type A personalities tend to be more aggressive, set high
standards for themselves and therefore are more susceptible to
job dissatisfaction. In contrast, Type Bs seem to be more relaxed
and, this may reflect on their attitudes towards work. Today, there
is an increasing interest in the concept of the person job- fit
theory. (Rao and Narayana (1998)) The managerial implications
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are that people who get themselves into the right job that fit their
attitudes and personalities seem to be more satisfied.
4.0 Factors that affect job satisfaction within an organization:-
4.1 Growth Aspect:
This is one of the key factors, without which there cannot bejob
satisfaction. For some individuals personal growth in terms of
skills and knowledge gained is only important whereas for some
others in addition to knowledge, growth in hierarchy is important.
In either case advancement is a key factor to fulfillment.
4.2 Compensation/pay:
Adequate compensation drives ones interest in the job execution
and their performance. There are a few among us who work not to
earn a living but to keep themselves occupied, even if this is the
case it becomes necessary that such individuals be paid as per the
industry standard.
4.3 Responsibility & Accountability:
Responsibility or freedom of action is another important factor
that needs to be considered while you measure your job
satisfaction. Responsibility and accountability boosts most
peoples level of interest in the job.
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4.4 Job Security:
Stability and Security is vital to everyone and at all times. Security
in terms of job is no exception. Insecurity in job is very likely to
affect performance, morale and confidence.
4.5 Recognition:
Its agreed that we all love to be recognized and appreciated for
the work that we do. Recognition is essential as it helps increase
confidence and self esteem. It is highly important to know the
outcome of a task assigned in terms of good or bad appraisal so
as to help one to improve their potential.
4.6 Enjoyment:
Enjoyment at work comes with satisfaction, even if your job is
some kind of routine work if you feel a sense of pride and
achievements then you definitely enjoy your job.
4.7 People you work with:
Being comfortable with the people we work with is highly
necessary. Unpleasant relationships at the work place is in
indication to start looking for a new job as it is very difficult to
work with people you hate or cannot relate to. One should not try
to find best friends in their co-workers but its important that you
get along well with all.
4.8 Working hours & conditions:
Long hours induces fatigue and tiredness in individuals, which
might induce oversight in them and in such condition people make
mistakes which take more time to be solved. One does and should
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have a life outside work. Long hours without breaks should be a
strict no If one is required to put in long hours make sure you are
getting compensated or getting knowledge and experience that
you cannot afford to loose. Working conditions should be
comfortable. For example in Tanzania the maximum working
hours is 10 hours and the minimum of eight hours. Normaly the
government organs uses eight hours in five days a week and
private organization uses nine to ten hours in five days and six
hours in Saturdays and Sundays.
4.9 Perks:
Perks is another important factor in terms of job satisfaction. Your
designation derived from your talent and knowledge should be
eligible for some privileges.
4.10 Opportunities to use skills and abilities
Employees experience higher satisfaction if the job provides
challenging opportunities and higher responsibility through
projects, special assignments, team leadership and promotions
4.11 Stress
If negative stress is high employees experience low job
satisfaction. However the employers can overcome this problem
by:
Distributing the workload evenly amongst the teammembers,
Ensuring that the employees maintain a balance between
their professional and personal lives by not encouraging
employees to stay back late regularly,
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Reviewing performance and work procedures to minimize
red-tape or bureaucracy,
And finally providing solutions to reducing stress (increase
employee amenities).
4.12 Leadership
Supervisors with good leadership skills create job
satisfaction amongst employees by encouraging and
motivating them to achieve their targets. A supervisor must
be able to make an employee feel that his or her
contribution was important and meaningful to the
organization.
5.0 Significant of job satisfaction to Organizational effectiveness
5.1 Job satisfaction has some positive correlation with physical health
of individuals: People with greater satisfaction tend to have higher
incomes and more education, and thus coincidentally enjoy
greater benefits, which promote longetivity. People who like work,
are likely to live longer and on the other hand, they contended
that chronic dissatisfaction with work represents stress, which in
turn, eventually takes its toll on the organization.
5.2 Job satisfaction can reduce absenteeism and turnover:
Somebody who is happy and satisfied can find it easy to live inside
the organization as well as outside it. On the other hand, a
chronically upset individual makes organizational life vexatious for
others with whom he interacts.
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5.3 Job satisfaction can spread goodwill about the organization:
people, who feel positive about their work life are apt to voice
favourable statements about the organization to the community at
large. When the goodwill of such organization like sports goes up,
new, qualified and dynamic entrants show interests in joining it.
Thus, it will be in a position to enjoy the talents of people as job
satisfaction fosters a pervasive residue to public goodwill towards
the establishment.
5.4 Job satisfaction has some relationship with the mental health of
the people: Dissatisfaction with one's job may have volatile
spillover effects. The impression is that, people feel bad about
many things such as family life leisure activities, and sometimes
life itself. Many unresolved personality problems and
maladjustment arise out of a person's inability to find satisfaction
in his work. All this will lead underperformance of hence reduce
the efficiency of the organization.
5.5 Increase efficiency to the organization: Though job satisfaction
leads to efficiency, other factors are responsible for work
performance. Today, technological and market forces play a major
role in organisational efficiency. Stockbrokers, for example, would
depend on the results of the stock market where a rise in share
prices would probably lead to satisfaction.
5.6 Reduces Absenteeism and Turnover: Absenteeism causes
tremendous cost and loss of investment. Absenteeism followed by
negative feedback like, loss of pay might lead to dissatisfaction
and in turn a high rate of absenteeism. Therefore job satisfaction
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will reduce or eliminate absenteeism and reduces tremendous
cost and loss of investment.
5.7 Commitment: Organisations today have expressed a lack of
loyalty and commitment from employees and hence are unable to
retain qualified professionals. Therefore through job satisfaction
the loyalty and commitment from the employee to the
organization will increase and hence bring positive efficiency and
effectiveness to the organization.
6.0 CONCLUSION
Generally dissatisfied with jobs, resulting in a negative attitude
towards delivery of work. Dissatisfaction mainly emanated from
inadequate salaries and allowances, loans to facilitate purchase of
houses, housing stands and cars as well as increasing volume of
work. However, inter-personal relationships, job security,
supervision, opportunities for personal development and working
experience did not significantly affect job satisfaction.
7.0 References
i. IMPORTANCE OF JOB SATISFACTION IN SPORTS
ORGANISATION By Adesoye A.A. (Ph.D), & Ogunsanwo,
B.A. (Department of Physical and Health Education,
University of llorin, llorin).
ii. Factors affecting job satisfaction among academic
professionals in tertiary institutions in Zimbabwe by P.
Chimanikire, E. Mutandwa2 , C. T. Gadzirayi, N. Muzondo4
and B. Mutandwa
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iii. Danhoff MN (1962). A factorial approach to the study of job
satisfaction of hospital personnel. Unpublished doctoral
dissertation, Purdue University, Lafayette, Indiana.
iv. Wikipedia (2007). Job Satisfaction
http://en.wikipedia.org/wikipedia/ Job_Satisfaction
v. SITI ZAWIAH DAWAL & ZAHARI TAHA (Jun 2006: 6580)
FACTORS AFFECTING JOB SATISFACTION IN TWO
AUTOMOTIVE INDUSTRIES IN MALAYSIA Universiti Teknologi
Malaysia
vi. Kaya E. (1995, August 20-25)Job satisfaction of the
librarians in the developing countries. 61st IFLA General
Conference- Conference proceedings. Retrieved September
1, 2004, from http://www.ifla.org/IV/ifla61/61-kaye.htm.
http://en.wikipedia.org/wikipedia/http://www.ifla.org/IV/ifla61/61-kaye.htmhttp://en.wikipedia.org/wikipedia/http://www.ifla.org/IV/ifla61/61-kaye.htm