2. Factors affecting for job satisfaction

 

An employee’s overall satisfaction with his job is the result of a combination of factors

Some of them are as below.

•           Optimal Working Conditions

•           Opportunity for Advancement

•           Workload and Stress Level

•           Respect from Co-Workers

•           Relationship with Supervisors

•           Financial Rewards

Management’s role in enhancing employees’ job satisfaction is to make sure the work environment is positive, morale is high and employees have the resources they need to accomplish the tasks they have been assigned.

1.  Optimal Working Conditions

Because employees spend so much time in their work environment rather than their home. Therefore companies need to be optimize working conditions within organization. if the working conditions are poor, personnel will find it more difficult to get things done. environment which is healthy and safe and which caters to both personal comforts and facilitates doing a good job.

Providing productivity tools such as upgraded information technology, equipment, stationery things to help employees accomplish tasks more efficiently. Also need to be consider about infrastructural facilities of the work place. Some of them are Proper ventilation, Noise cancelling facility, attractive surrounding, comfortable chairs for workers and peaceful mindset. Also safety and security of the employees are very important. If an employee didn’t feel safe and secured at the organization that he or she works in, the level of job satisfaction is ultimately going to fall.

2. Opportunity for Advancement

Employees are more satisfied with their current job if they see a path available to move up the ranks in the company. Many organizations encourage employees to acquire more advanced skills and knowledge that will lead to the chance of promotion.

Example – Some companies have given scholarship for their employees for higher educations like MBA

employee’s annual performance review, supervisor should mention the path showing them what they need to accomplish and what new skills they need to be develop for career advancement within the organization. Therefore importance for an organization to have a fair and equal system regarding practices and policies so that there is no discrimination and frustration.

3.  Workload and Stress Level

Falling short of deadlines results in conflict between employees and supervisors and raises the stress level of the workplace. Many times, this environment is caused by ineffective management and poor planning. The office operates in a crisis mode because supervisors don’t allow enough time for employees to perform their assigned tasks effectively. It will lead to inefficient work place.

Sometimes this stress condition is created due to inadequate employees. So HR should have a responsibility to deploy adequate employees to their work place. Very often employees are demotivated and dissatisfied with their jobs because unfair policies and practices prevail at their place of work.

4. Respect from Co-Workers

People expect some respect from others for what he or she do. Even for the smaller job that does one seek to have an appreciation from, boss, and seniors. Employees seek to be treated with respect by those they work with. Especially management and HR have the responsibility to create that like of culture within company. 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 behaviors are considered inappropriate when interacting with coworkers.

5. Relationship with Supervisors

There are lot of conflict can be seen between supervisor and follower any organization. The main problem is the miss communication and lack of mutual understanding each other. Some supervisors try to work as autocratic leaders and their personal agenda. As a leader, managers should be more flexible and open for their followers.  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. HR should have responsibility to train middle level management and employees to create flexible environmental culture within organization by reducing conflict situations.

6. Financial Rewards

People mainly work at some organization basically for money. Wages and salaries are recognized to be a significant factor. Money not only helps people attain their basic needs but also instrumental in providing upper-level need satisfaction. Therefore if company can give a financial support for their employees, it will be very helpful to increase their productivity. Companies need to have a mechanism in place to evaluate employee performance and provide salary increases to top performers.

opportunities to earn special incentives, such as bonuses, extra paid time off or vacations, also bring excitement and higher job satisfaction to the workplace. Most of companies pay sales commissions for the sales person. Also should be created performance base incentive mechanism to other administrative employees as well. 

7. Caring and belonging organization

When people feel that the organization; for which they are working, cares for them and takes actions to improve their work and lives, they are happy, and this creates higher satisfaction. If an employee feels that he is considered an important part of the team, he belongs to the organization then there are higher chances of job satisfaction.  

 

Example – Birthday wishes

                  Celebrating his or her special days

                  Appreciate employee sibling’s achievements

8. Promotion

Every employee expects some appreciation about his works. Promotion is one of method that can be used for appreciate the employees. Promotional opportunities seem to have a varying effect on job satisfaction. This is because promotions take some different forms and have a variety of accompanying rewards.

9.  Initiation of Leadership

If an employee is given number of opportunities to show their talent, take the lead and initiate then the chances of having a higher level of job satisfaction is more.

10. Responsibilities and Challengers

Challenge is always associated with ability and capability. There are a few types of employees who love to experiment. They want to get a risk and got maximum output. They feel that if an employee is given a challenging job, it means that the leader trusts his or her capacity to fulfill the expectations. So if they have a challenge it will be cause to their job satisfaction. when that employee is given a bigger responsibility that employers think him or her as a capable and trustworthy candidate. So jobs where responsibility is involved always carry a higher level of satisfaction for this type of employees. 

11.  Personal Interest and Hobbies

People who pursue their hobbies and interest as their career, gain the highest level of satisfaction in whatever they do at their workplace. Because their job is not a job for them, but a way of getting closer to their interest and making money.

 

Example – Musician

                            Youtubers

                            Cricketers

                            The Cook

 References

Damayanti, Desita & Kamaratih, Dewi & Haq, Aniq. (2020). Factors that Affect Job Satisfaction of Academic Employee. 10.2991/assehr.k.200529.212.

Vaclav R., Factors of Job Satisfaction in The Czech Republic, International Journal of Operations Management, 1, 4, (45-52), (2021).

Swarnalatha C, Sureshkrishna G. (2013). Role of employee engagement in building job satisfaction among employees of automotive industries in India. International Journal of Human Resource Management and Research 3(1): 1–6.

Reeves C, Bednar D. (1994). Defining quality: alternatives and implications. Academy of Management Review 19(3): 419–445.

Antoncic J, Antoncic B. (2011). Employee satisfaction, intrapreneurship and firm growth: a model. Industrial Management & Data Systems 111(4): 589–607.

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