INTRODUCTION OF JOB SATISFACTION

Job satisfaction

What is Job Satisfaction?

Before attempting to evaluate employee satisfaction, we need to know what it is. How we define job satisfaction will help us structure an evaluation process that provides adequate measurements of the variables that contribute to an employees performance and attitude. Employee job satisfaction is the fulfillment, gratification, and enjoyment that come from work. It is not just the money or the fringe benefits, but the feelings employees receive from the work itself. Employment should be a mutually rewarding experience. The facility has certain expectations for productivity, dependability, and cooperation and the employees have certain expectations for good pay, benefits, quality supervision, and good working environments. There are two basic sources of job satisfaction: 1) The employees pride in their craft, 2) The work environment both, physical and interpersonal. Factors that impact on job satisfaction

The ability to produce the quality of the work, the opportunity to learn and express creativity, the sense of pride in their profession, the recognition for a job well done, the ability to work well in a team, the social satisfaction derived from relationships at work, the opportunity to experience personal growth, the rewards from a physically supportive work environment.

Individuals may vary to the degree in which each of these factors contributes more or less to their own job satisfaction. However, the result is that high job satisfaction typically leads to career success.6 Caring for others and making the organization work better are two sides of the same coin. The value to an organization that incorporates regular employee satisfaction surveys is multi-faceted. First, it stimulates employee thinking and awareness about themselves and others. Secondly, a quantitative survey can objectively and impersonally provide feedback about behavior or attitudes. Finally, it can serve as the basis for discussion and learning as well as for personal and organizational development. Why Should We Evaluate Employee Satisfaction? There is a definite link between employee attitudes and workers satisfaction. If employees are unhappy or dissatisfied, despite their best efforts, it is difficult for them to conceal this factor when interacting with workers and other staff members. One of the primary reasons for evaluating employee satisfaction is to identify problems and try to resolve them before they affect workers work and efficiency. Improving the quality of workers work in DIGJAM is a vital and necessary activity.

DEFINITION OF JOB SATISFACTION

Job satisfaction has been defined as a pleasurable emotional state resulting from the appraisal of ones job; An affective reaction to ones job, An attitude towards ones job, Job satisfaction is an attitude but points out that researchers should clearly distinguish the objects of cognitive evaluation, which are affect (emotion), beliefs and behaviors. Many experts believe that one of the best ways to maintain employee satisfaction is to make workers feel like part of a family or team. Holding office events, such as parties or group outings, can help build close bonds among workers. Many companies also participate in teambuilding retreats that are designed to strengthen the working relationship of the employees in a non-work related setting.

SCOPE OF STUDY
Scope of study is a general outline of what the study (i.e. class or seminar) will cover. "Scope" defines the parameters of study can be an object, or a theory process, activity. Describing either future, current or past knowledge or statements of descriptive activity, experience etc. Scope always unless of the unlimited nature (specific) will define specific boundaries. Such as a manual is used to define employee duties or company procedures, studies are used to obtain and knowledge to arrive at a logical finishing point. The definitions of scope are the "borders" where the objective, knowledge, instruction or outcome of the activity is found For the past three decades the problem of job satisfaction has attracted considerable attention of industrial psychologists. It is regarded as a very significant factor in workers morale, absenteeism, accidents, turnover, and to some extent productivity though its relationship with productivity is not very clear. According to Jorgensen accurate data importance ranking of job factor are vulnerable aid in designing and revising personnel polices and practices including recruitment programmers and supervisory training and diagnosing employee morale, in collective bargaining and also in interviewing job applicants. It is generally agreed that poor job satisfaction that is dissatisfaction in the work one does is more often accompanied by poor mental health and may be manifested in a number of conditions from anxiety and headache to depression, from loss of appetite to psychosomatic states, such as acute hyperacidity. Since the average man spends nearly 1/3 of his time on the job, if he does not get job satisfaction he may suffer real frustration with results that are costly both to himself and to the employer. Thus, the fact that many individuals having unproductive, boring, meaningless jobs may cause severs social; problem. Job satisfaction of great significance for efficient and profitable functioning of any organization, satisfied workers are the greatest asset of any organization and dissatisfied workers the biggest liability. In fact no organization can successfully achieve its goal unless and until those who constitute the organization are satisfied in their jobs. It is believed that workers dissatisfied with

job may be militant in their attitude towards the management. Discontented worker, what so ever may be the underline cause, is far more interested in misfortune than in his job and tends to have undesirable and demoralizing influence on all those who work near him.