Ob Seminar Job Satisfaction

8/8/2019 Ob Seminar Job Satisfaction

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JOB SATISFACTION

Team 2

MBA 1st year B section


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Job Satisfaction-Definition

Sense of inner fulfillment and pride achieved when performing a

particular job .

It can be defined as the amount of overall positive affect that

individual have towards their jobs.

- Keith Davis


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Job Satisfaction Factors

What is it that makes people feel satisfied with their job?

The job isnt monotonous, but allows employees to change

pace with varying tasks.

The job does not waste a persons time and effort. It has

been planned in such a way that it can be done without

exerting energy uselessly.

Employees are free to plan their work the way they can do

it most effectively.

Employees believe they have a reasonable degree of

authority over how their work should be done.


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Factors contd..

Employees believe they have adequate opportunities for

individual growth and recognition.

Employees dont feel too closely supervised, over-instructed or

rigidly controlled.

Employees see their job as an integral part of the whole

company and each employee is treated as an individual, not

merely a cog in the wheel.

The answer to the question, How am I doing? comes from the

job itself. Thus, employees can correct their own errors and

improve their techniques.

Superiors offer feedback without causing embarrassment.


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Antecedents of job satisfaction

Job

characteristics

Antecedents of

job

satisfaction

Personal

antecedents

Person -

job fit

Environmenta

l antecedents

Pay


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Environmental antecedents

Jobs characteristics

Skill variety

Task identity (all or part of the job)

Task significance (impact)

Autonomy (freedom)

Task feedback (correctly performing the job?)

Pay Association with satisfaction

More important: Fairness


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Personal antecedents

Genetic

Personality

Different jobs same satisfaction

Predictive value of up to 50 years laterTraits studied

Negative affectivity (tendency to experience negative

emotions)

Locus of control

Gender, age, cultural & ethnic, etc.


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Person-job fit

Interaction of both factors

Satisfaction occurs if there is a good match

Having vs. wanting

Satisfaction ~ smaller gap

4. Supervision 5. Coworkers

6. Attitude

toward work

2. Pay

3. Growth and

upwardmobility

1. The work

itself

4. Supervision 5. Coworkers

6. Attitude

toward work

2. Pay

3. Growth and

upwardmobility

1. The work

itself


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Models of Job satisfaction

Affect theory

It is the most famous satisfaction model.

Satisfaction is determined by a discrepancy

between what one wants in a job and what

one has in a job.

When a person values a particular facet of

a job, his satisfaction is more greatly

impacted both positively and negatively

compared to one who doesnt value that

facet.


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Dispositional theory

Suggests that people have innate dispositions that cause

them to have tendencies toward a certain level of

satisfaction, regardless of ones job.

States that higher levels of self-esteem and general self-

efficacy lead to higher work satisfaction.

Became a notable explanation of job satisfaction in light

of evidence that job satisfaction tends to be stable over

time and across careers and jobs


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Motivator-Hygiene Theory

This theory states that satisfaction and dissatisfaction are drivenby different factors motivation and hygiene factors, respectively.

Hygiene factors include aspects of the working environment

such as pay, company policies, supervisory practices, and other

working conditions.

Limitation

The model has been criticized in that it does not

specify how motivating/hygiene factors are to

be measured.


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Job characteristics model

Widely used as a framework to study how particular job

characteristics impact on job outcomes, including job satisfaction.

It states that there are six core job characteristics, which impact

three critical psychological states in turn influencing work

outcomes (job satisfaction, absenteeism, work motivation, etc.)


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Survey in job satisfaction

Survey indicates the specific areas of satisfaction or dissatisfaction in

the particular group of employees. In other words a survey tells how

employees feel about their jobs, what parts of their jobs these feelings

focused on which departments are particularly affected and whos

feelings are involved. A survey is a powerful diagnostic instrument for

assessing broad employee problems.

Ideal Survey Conditions:

Surveys are most likely to produce some of the benefits reviewed when

the following conditions are met.

Top management actively supports the survey.

Employees are fully involved in planning the survey.

Aclear objective exists for conducting the survey.


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Types of survey questions

Closed end questions

It is present a choice of answers in such a way that employeessimply select and mark the answers that best represent their own feelings

Open end questions

It presents a variety of topics but lets employees answer in their own

words.

The other survey method is typical survey. It comprises of both closed

and open end questions.

Critical issues:Job satisfaction surveys procedures are more complicated than they

appear to be at first glance. Reliability and validity are two elements that

serve as the backbone of any effective study.


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Survey design and follow up

Identify reason for survey

Obtain management commitment

Develop survey instrument

Administer surveys

Tabulate results

Analyze results

Provide feedback to participants

Implement action plan


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Using survey information

It is a final important step in a job satisfaction survey. When

appropriate action is taken, results can be excellent.

Communicating the results

Comparative data

Employee comments

Committee work follows up

Feedback to employee


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JOB SATISFACTION SURVEYPaul E. Spector

Department of PsychologyUniversity of South Florida

Copyright Paul E. Spector 1994, All rights reserved.

PLEASE CIRCLE THE ONE NUMBER FOR EACH QUESTION THAT

COMES CLOSEST TO REFLECTING YOUR OPINION

ABOUT IT.

1. Disagree very much2. Disagree moderately3. Disagree slightly4. Agree slightly5. Agree moderately6. Agree very much

1 I feel I am being paid a fair amount for the work I do. 1 2 3 4 5 6

2 There is really too little chance for promotion on my job. 1 2 3 4 5 6

3 My supervisor is quite competent in doing his/her job. 1 2 3 4 5 6

4 I am not satisfied with the benefits I receive. 1 2 3 4 5 6

5 When I do a good job, I receive the recognition for it that I should receive. 1 2 3 4 5 6

6 Many of our rules and procedures make doing a good job difficult. 1 2 3 4 5 6

7 I like the people I work with. 1 2 3 4 5 6

8 I sometimes feel my job is meaningless. 1 2 3 4 5 6

9 Communications seem good within this organization. 1 2 3 4 5 6

10 Raises are too few and far between. 1 2 3 4 5 6

11 Those who do well on the job stand a fair chance of being promoted. 1 2 3 4 5 6

12 My supervisor is unfair to me. 1 2 3 4 5 6

13 The benefits we receive are as good as most other organizations offer. 1 2 3 4 5 6

14 I do not feel that the work I do is appreciated. 1 2 3 4 5 6

15 My efforts to do a good job are seldom blocked by red tape. 1 2 3 4 5 6

16 I find I have to work harder at my job because of the incompetence of people I work

with.

1 2 3 4 5 6

17 I like doing the things I do at work. 1 2 3 4 5 6

18 The goals of this organization are not clear to me. 1 2 3 4 5 6


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Relationship between job satisfaction andproductivity

Usually its believed that a well satisfied

worker takes initiative in increasing productivity.

But later researchers have proved that this

assumption is not correct.

The relationship between job satisfaction and

production may be

High productivity in low job satisfaction

High job satisfaction and low productivity

High productivity related to high

satisfaction


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Job Dissatisfaction

Why are people dissatisfied with their jobs?

They don't feel valued

They work below their capabilities

Incompetence of colleagues and managers

They expect to hate work

They are made to feel that they can't change

things

Their values are compromised


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Job dissatisfaction results in..

Low productivity

Absenteeism

High employee turnover

Low morale

Fatigueness

Stress


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Tips to overcome job dissatisfaction

Career contentment is a state of mind that comes from

within; it is not dependent on what an employer provides.

Thats why some people can be content in their jobs despite

enduring poor working conditions, difficult coworkers, or a

bad day. People who have achieved contentment find

meaning in their work, are resilient in the face of workplace

challenges, and have a vision of how this job fits into long-

term career objectives. Career contentment means you

exercise control over your thoughts, emotions, reasoning,

talents, and choices to have and enjoy the career you desire

without depending on employers to make you satisfied.


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Main Problem

Dominos faced high employee turn over rate

Store Manager kept leaving every 3 6 months

Company Policies avoid increasing basic wage.

How they Handled the Problems

Recruit better store manager by implementing new test

Improving employee skills by training the weak points.

Dominos - Case Summary


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Low Pay (obvious)

Lack of relationship between boss and

worker.

Mean colleague + boring days

Lack of leadership element (note that store

manager leave ever 3-6 months)

Main Problems is : Store Manager

What happened in DOMINOS


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Employee Repo cost

Learning cost

What they out for worker are more less than they get

from new worker.

Level accident new employees, usually tend to be

higher

There is a production that has lost during turnover

Production equipment that cannot full operate

A lot of waste because of the new employees

Negative impact due to turnover


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Different Approach used

Domino used a different approach, where they didnt raise

salary.

They believed working environment and quality of store

manager plays an important role in turnover rate.

They believed when store manager position turnover is high, it

will has ripple effect to the layer below


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Types of incentives

Employee Incentive

Consumer Incentive

Dealer / Channel Incentive

Sales Incentive

Type of Reward :

Cash Reward

Non Cash Reward

Non Monetary Reward

Incentive Program


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Rewards for managers and employees

Employee Stock OptionPlans

Company introduced program that grants stock options to about

15% of store managers based on criteria such as sales growth and

customer services

Suggestion Rewards :

A simple Thank You appreciation of good work

Treat your employee with respects

Start birthday program

Have employee field trips

Casual lunch with staff


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Result

The result was significant :

The employee turnover rate declined by 107% which wasfar below previous and average industry.


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QUESTIONS?


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Ob Seminar Job Satisfaction

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