Academic journal article International Review of Management and Business Research

Analysis of Various Measures of Job Satisfaction of Syngenta Pakistan Limited

Academic journal article International Review of Management and Business Research

Analysis of Various Measures of Job Satisfaction of Syngenta Pakistan Limited

Article excerpt

Introduction

Job satisfaction describes how content an individual is with Ms /her job. The happier people are within their job, the more satisfied they are said to be. Job satisfaction is not the same as motivation or aptitude, although it is clearly linked. Job design aims to enhance job satisfaction and performance, methods include job rotation, job enlargement, job enriclunent and job re-engineering. Other influences on satisfaction include the management style and culture, employee involvement, empowerment and autonomous work position. Job satisfaction is a very important attribute wliich is frequently measured by orgamzations. The most coimnon way of measurement is the use of rating scales where employees report their reactions to their jobs. Questions relate to rate of pay, work responsibilities, variety of tasks, promotional opportunities, the work itself and co-workers. Employee satisfaction is the terminology used to describe whether employees are happy and contented and fulfilling their desires and needs at work. Many measures purport that employee satisfaction is a factor in employee motivation, employee goal acliievement, and positive employee morale in the workplace. Employee satisfaction, wliile generally a positive in your orgaMzation, can also be a downer if mediocre employees stay because they are satisfied with your work environment. Factors contributing to employee satisfaction include treating employees with respect, providing regular employee recogmtion, empowering employees, offering above industry-average benefits and Policies & procedure, providing employee perks and company activities, and positive management within a success framework of goals, measurements, and expectations. Employee satisfaction is often measured by anonymous employee satisfaction surveys adiMmstered periodically that gauge employee satisfaction.

The basic problem is, "Improvement of orgamzational productivity has been the cause of job satisfaction of employees". The objectives of the study as follow: To investigate the satisfaction level of employees. To identify the factor that improves the satisfaction level of employee. To investigate employee relationship with job facilities. To recommend the fmitful suggestion to management.

Literature Review

It has been widely argued in management, total quality management, operational sciences and service literatures that improving job satisfaction and loyalty leads to liigher productivity and profits (Silvestro 2002). In particular the human resource management and orgaMzational behavior theories suggest that the appropriate use of people enhances orgamzational effectiveness (Arthur 1994; Heskett, et al 1997; Tsm, et al 1997). The past decades lias seen the emergence of several studies wliich endeavor to lend empirical support to these relationships. Although most of the studies provide evidence of links between service quality, customer satisfaction, loyalty and financial performance (Rust, et al. 1995; Zeithaml, et al. 1996), not many studies have looked at the predictors of job satisfaction from a subjective perspective (Borzaga & Tortia 2006). The work of Maslow (Maslow 1954) has played a cmcial role in developing and shaping many concepts in orgaMzational behavior including job satisfaction. Based on Maslow's theory, some researchers have approached job satisfaction from a need fulfillment perspective (Kulilen 1963; Worf 1970). However during the last two decades, tliis approach has become less popular as more researchers are emphasizing on the cogmtive process rather than the underlying needs. Therefore in contrast to the traditional view, job satisfaction was defined as all the feelings that an individual lias about liis/her job (Gmneberg 1976). Tliis view was primarily based on cogMtive processes wliich over the years have resulted in the attitudinal perspective and has now taken center stage in the study of job satisfaction (Spector 1997). Profit and growth are stimulated directly (and primarily) by customer loyalty. …

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