Job Satisfaction among Accountants seems to point out three problems with Maslow’s theory which affects the

job
satisfaction measurement of Accountant:

1. Job satisfaction is essentially complex, personal and subjective and individual responses about job satisfaction
necessarily reflect a group of attitudes not precisely defined by proponents of Maslow’s theory.

2. The theory also fails to differentiate between cause and effect. Thus it is not clear whether high performance and
quality results in high satisfaction.

3. Finally, Maslow’s theory in itself generally lacks predictive ability. That is, research has not substantiated that
needs are always arrayed in a hierarchy or that a satisfied need is no longer a motivator.

The following articles seem to agree on the older the Accountant the more he/she was. As in any other managerial
position the generation gap in job satisfaction may be due to higher expectations among younger workers, which
become tempered by the realities of personal experience as they grow older. It is probably of more importance that
better jobs tend to be based on experience, thus they tend to go to older workers.

Since the older workers get the better jobs, they are more satisfied. Responsibilities played a great part in job
satisfaction. The accountant should be provided more freedom. Management accountants are professional
individuals who need to exercise initiatives and judgment.

Adequate communication must be maintained between management and accountants. Within the limits of
management policies, accountants should be provided some insight into the nature of their assignments. He/She is
more likely to direct his/her efforts in a positive manner if he is cognizant of the importance of his duties.

A program of goal development such as management by objectives (MBO), should be initiated. Accountants need to
be a part of the goal-setting process in order to maintain a level of satisfaction to satisfy higher level needs.

Management must look at accountants as a valuable organizational resource and invest in their growth. The
corporation ultimately will benefit.

Sources
■ Need Satisfaction and Staff retention in Large Certified Public Accounting Firms. S.E. Loeb, M. L. Gannon
CPA J. 42:327-9 April 1972
■ Job Satisfaction among Accountants J. F. Katcher CPA J. 43P:319-21 April 1973
■ A Comment on Accountants’ Job Satisfaction. T. L. Ross and E. C. Bomeli 9:383-8 Autumn 1971
■ Just how satisfied are Accountants with their jobs? R. E. Seiler and R. W. Sapp. Tabs Mgmt Acct 60:19-21
March 1979
■ Can Internal Auditors find job satisfaction? J. H. Smith and W. C. Uecker tabs. Int. Auditor 33:48-53 October
1976
■ A Study of Job Satisfaction of Academic Accountants. C. G. Carpenter and R. H. Strawser. Accounting R.
46:509-18 July 1971
■A note on the Job Satisfaction of Accountants in Large and Small CPA Firms. R. H. Strawser, J. M. Invancevich
and H. L. Lyon J Accounting Review 7:339-45 Autumn 1969

■ Motivating Accounting. G. M. Meagher Mgmt. Acct. 60-27-30 March 1979

■ Test of the Expectancy Theory of Motivation in an Accounting Environment. K. R. Ferris tabs. Acct. R. 52:605-
15 July 1977
■ Attitude Research in Accounting: A Model for Reliability and Validity Considerations. H. D. Grove and R. S.
Savich Acct R. 3:22-36 July 1979

Maslow's Hierarchy of Needs

The basis of Maslow's motivation theory is that human beings are motivated by unsatisfied needs, and that certain
lower factors need to be satisfied before higher needs can be satisfied. According to Maslow, there are general types
of needs (physiological, survival, safety, love, and esteem) that must be satisfied before a person can act unselfishly.
He called these needs "deficiency needs." As long as we are motivated to satisfy these cravings, we are moving
towards growth, toward self-actualization. Satisfying needs is healthy, while preventing gratification makes us sick
or act evilly.

** Management by Objectives (MBO) is a process in which a manager and an employee agree upon a set of specific
performance goals, or objectives, and jointly develop a plan for reaching them. The objectives must be clear and
achievable, and the plan must include a time frame and evaluation criteria.