1. Sameia Farhat
2. Sadia Zia
3. Sonia G.M
4. Fatima Mazhar
5. Saima Kausar

“Job satisfaction is
how content an
individual is with
his or her job.”
OR
“Job satisfaction is
one’s attitude
towards his job
(positive or
negative).”

 Satisfaction in work and the work
environment is the basic constituent of
employee job.
 Employee attitudes and values influence
their behavior.
 Positive outlook and backup from HR
helps modify behavior resulting in higher
performance levels.

Job Satisfaction can be
measured by:
Global approach
It measures the overall
satisfaction of the job.
Facet approach
In this approach, satisfaction
is measured on each aspect
of the job.

According to Abrahan A. Korman, there are two
types of factors which determine the job
satisfaction of an employee. These are:
1) Organisational Factors
2) Personal Factors

1. Occupational Level
2. Job Content
3. Considerate Leadership
4. Pay and Promotional Opportunities
5. Working Conditions
6. Respect from Co-Workers
7. Relationship with Supervisors
8. Opportunity for Advancement
9. Workload and Stress Level
10. Financial Rewards

The higher the level of the job, the greater is
the satisfaction of the individual. This is
because higher level jobs carry greater
prestige and self control.

Greater the variation in job content and the
less repetitiveness with which the tasks must
be performed, the greater is the satisfaction
of the individual involved.

People like to be treated
with consideration.
Hence considerate
leadership results in
higher job satisfaction
than inconsiderate
leadership.

All other things being equal these two
variables are positively related to job
satisfaction. i.e., if pay and promotional
opportunities are increased it’ll result in an
increase in job satisfaction

Working for eight hours or more can
be really tolerable if you have a
great and entertaining crew
working along with you. Further, if
you receive the right working
conditions, such as lighting, space,
and other such factors, it will only
increase your level of job
satisfaction.
In short, you will want to go to work
if your organization provides you
with a good workplace
communication and encouraging
environment.

 Employees seek to be treated
with respect by those they work
with. A hostile work environment
-- with rude or unpleasant co-
workers -- is one that usually has
lower job satisfaction.
 Managers need to step in and
mediate conflicts before they
escalate into more serious
problems requiring disciplinary
action.
 Employees may need to be
reminded what behaviours are
considered inappropriate when
interacting with co-workers.

 Effective managers know that
their employees need recognition
and praise for their efforts and
accomplishments.
 Employees also need to
know, their supervisor's door is
always open for them to discuss
any concerns they have that are
affecting their ability to do their
jobs effectively and impeding
their satisfaction at the office.

 Employees are more satisfied with their current
job if they see a path available to move up the
ranks in the company and be given more
responsibility and along with it higher
compensation.
 Many companies encourage employees to
acquire more advanced skills that will lead to
the chance of promotion.

 Dealing with a workload that is far
too heavy and deadlines that are
impossible to reach can cause job
satisfaction to erode for even the
most dedicated employee.
 Falling short of deadlines results
in conflict between employees and
supervisors and raises the stress
level of the workplace.

 Job satisfaction is impacted by an
employee's views about the
fairness of the company wage scale
as well as the current
compensation she may be
receiving.
 Opportunities to earn special
incentives, such as bonuses, extra
paid time off or vacations, also
bring excitement and higher job
satisfaction to the workplace.

1. Personality Job Fit
2. Work itself
3. Educational Level
4. Role Perceptions
5. Gender
6. Career development

 Individuals should be assigned the job that
suits their interest.
 Recently it has been seen that MBA graduates
are satisfied with their job if they get the
job related to the “specialization” they have
chosen during the MBA degree.

 One of the key findings from research is the
open expression of fulfilment in workplace
to gain fulfilment in their work is a powerful
motivator
 To be fulfilled, people need to value their
day-to-day work activities. People need to
have a sense of accomplishment or pleasure
from the work itself.

 With occupational level there is a
negative relationship between the
educational level and job
satisfaction.
 The higher the education, the higher
the reference group which the
individual looks to for guidance to
evaluate his job rewards
 Well-educated individuals know the
scope expectations and dept of their
jobs

 Different individuals hold different
perceptions about their role.
 Job satisfaction is determined by this factor
also. The more accurate the role perception
of an individual, the greater his satisfaction.

One might predict gender to be the
case, generally low occupational
aspiration of women.
 Women are less satisfied with their
jobs in workplaces where family
friendly work environment are not
available.

The Employee is more satisfied with the job:
 Experience within a specific field of interest
 Success at each stage of development
 Educational attainment with each
incremental stage.

 Achievement
---Personal Achievement
---Social Achievement
 Introduce of rewards
 Need For Influence
 Advancement
 Recognition

Desires for
 personal career development
 improvement in one's own life standards
 better education & prospects for children
 improving one's own work performance.

A drive for some kind of collective success is
relation to some standards of excellence.
 It is indexed in terms of desires to
 Increase overall productivity
 Increased national prosperity
 Better life community
 Safety for everyone

 Job satisfaction is closely affected by the
amount of rewards that an individual derives
from his job,
 The level of performance is closely affected
by the basis for attainment of rewards.
 positive relationship between performance
and reward

A desire to influence other people &
surroundings environment.
 In the works situation, it means to have
power status & being important in
participation in decision making.

 Employees are satisfied with their current
job if they see a path available to move up
the ranks in the company and be given more
responsibility
 Many companies encourage employees to
acquire more advanced skills that will lead to
the chance of promotion.
 Companies often pay the cost of tuition for
employees training courses

 Another major factor determining job
satisfaction is that recognizes the efforts and
work of employees.
 Appreciating one’s work or providing better
opportunities will motivate and encourage
him to contribute more to the firm ,he knows
his efforts will be respected or identified.

 HR must ensure pursuance of right
assignment about the satisfaction of the
employee at the recruitment and selection
stage itself.
 HR should consider value systems as key
credentials along with abilities and
experience to be compatible with that of the
organization.

 Give Employees More Control
 Ease Commuting Stress
 Stop Wasting Time
 Encourage Social Connections
 Promote Good Health
 Create an Atmosphere of Growth
 Break Up Routines

 Employers should look for ways to give
employees more control over their
schedules, environment, and/or work
habits.
 Employees have demanding schedules
outside of work, and many workers
appreciate a boss who considers work-life
balance.
 Employers should also encourage
employees to customize their workstations.

 Bad commutes are a major source of
unhappiness. People feel
frustrated, powerless, and stressed.
 Employers should consider ways to decrease
commuting stress.
 Another possibility is to offer telecommuting
options. This eliminates the necessity of
commuting and allows employees to work
where they are most comfortable.

 Tight deadlines are another major
sources of stress for many
employees. Employers can ease this
stress by freeing up more time.
 Whenever possible, substitute
conference calls for meetings.
 To reduce unnecessary chitchat,
make calls before lunchtime or at
the end of the day.

 Employers should find ways to encourage
social relations.
 Arrange workstations so employees can see
each other and talk. Employers can also
encourage office celebrations for holidays
and birthdays
 Community service is a great way to build a
positive reputation, and it is a happiness
booster for employees.

 Poor health is not only damaging to
employees, it is detrimental to businesses.
“Corporations pay a heavy cost for stress-
related illnesses.”
 The first step is to educate employees on
health topics. Provide reading materials or
offer seminars.
 To help employees make positive lifestyle
changes.

 Jobs are more than a source of income. Jobs
are a venue for employees to grow and learn.
 Employers can create an atmosphere of
growth by providing training, acknowledging
benchmarks, and celebrating
accomplishments.
 Employers should also encourage employees
to take risks and learn new skills

Employers should look for
small ways to surprise
employees. For
instance, you can
occasionally bring in a
special treat such as coffee
or baked goods.

In an attempt to fix job
dissatisfaction, employers have tried
to improve recruitment and
selection, develop new hire
orientations and training, establish
realistic career opportunities,
create incentives and rewards to
recognize performance and
contributions, offer flexible work
arrangements, enhance the content
of jobs, encourage leadership
involvement of employees, and so
on.

 Work performance
 Absenteeism
 Commitment

Though job satisfaction leads to
efficiency, recent findings indicate that
other factors are responsible for work
performance. Today, technological and
market forces play a major role in
organizational efficiency.

 One can find a consistent negative
relationship between satisfaction and
absenteeism . While it certainly makes sense
that dissatisfied Sales Persons are more likely
to miss work.
 An interesting finding is that absenteeism
followed by negative feedback like, loss of
pay might lead to dissatisfaction and in turn
a high rate of absenteeism.

Organizations’ today have expressed a lack
of loyalty and commitment from
employees and hence are unable to retain
qualified professionals.

Fulfilment Satisfaction occur when
employees have:
Satisfaction with the job:
 To be fulfilled, people need to value their
day-to-day work activities.
 People need to have a sense of
accomplishment or pleasure from the work
itself.

 Satisfaction with relationships:
People also need to value the relationships
they have on the job to be fulfilled. People
want to like working with their co-workers.
 Satisfaction with leadership:
If people do not think that they are being
managed or led effectively, it is hard to have
fulfilment in the work.

Employers' emphasis should be on matching
employees with meaningful work.
 The employer should tell employees early
and often that it is the employee's
responsibility to recognize and pursue their
own career contentment.

 An employer cannot make employees
happy; employees have to do this
themselves.
 Employees who learn to take charge of
their own happiness at work will be highly
motivated.

 Managers must concentrate on employing the
right people for the organization in order to
maximize on the possibility that employees will
be satisfied.
 Satisfied employees will stay with the company
for a relatively long period. Thus, they must
concentrate on removing dissatisfies from the
workplace to enable employees to get on with
their own satisfaction in an environment.