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organizational behavior
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describes about job satisfaction
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Job Satisfaction
Job satisfaction refers to the extent to which workers feel content, self-motivated and satisfied
with their jobs. Job satisfaction is a subjective matter; different people working in the same
organisation and the same condition may have different views on their job satisfaction levels. An
employee who embraces challenges that come with a specific occupation may enjoy working in a
demanding environment, while another worker may find it stressful working in the same
environment. Job contentment happens when workers feel they have a comfortable work-life
balance, job stability and career growth opportunities (Gruneberg 33). The best performers in an
organisation enjoy their work because their projects turn into their passion, raising their results
and commitment. There are two forms of job satisfaction: cognitive and affective satisfaction.
Cognitive satisfaction refers to an individual's happiness through logical means of occupation
like pay, responsibility and designation. Affective satisfaction refers to the overall pleasurable
emotions from employment and its effect on one's life. A feature of job satisfaction is that it is
intangible; measuring and recognising contentment is only possible by comprehending how
employees behave. Another feature is that it is equal to an individual's outcomes and
expectations in the management and workplace. When the yield is in line with the expectations,
it promotes the workers' satisfaction and vice versa. According to the Employee Job Satisfaction
and Engagement Report, for the first time in many years, the number of workers who reported
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contentment in their current occupations rose by 7% from 81% in 2013 to 88% in 2016
(Jehanzeb 47) To avoid employee turnover and bolster employee engagement, employers should
ensure job satisfaction of all workers in the organisation.
A factor that determines job satisfaction includes micromanagement. Micromanaging the
workers is a killer of trust, time, job satisfaction and productivity. Sustained scrutiny of the
workers makes them feel suffocated, reducing their productivity and creativity. For workers to
feel contended with their work, the employer should give them some room to work on their
projects without continuously bombarding them with information, questions or criticism. When
an employer gives some space to the employees, it also builds collaboration between workers
because it enhances informal talks that build a workplace relationship. But when the managers
constantly question the workers, there is a high likelihood of shifting blame, which creates bad
blood between workers. Another factor that influences job satisfaction is the leadership of an
organization. Through their conduct and attitude, organisational leaders can make or break a
firm. The employees are the most important asset for an organisation's success; therefore, if a
leader maltreats the workers, the firm is likely to flop due to a high employee turnover rate.
Workers are less likely to stay in an environment where they are disrespected, their efforts are
not appreciated, or where certain workers are treated with bias. To ensure job satisfaction, an
organisation's leaders should build a good relationship with the workers by creating a conducive
and friendly environment (Topolosky 16). Another factor that influences job satisfaction is
creativity in the workplace. Doing the same activities day in day out bores the employees, which
often causes job dissatisfaction. Permitting a sense of creativity at work creates new workplace
challenges, making things more interesting for the employees. Creating an environment that
facilitates creativity gives the workers the freedom to develop new ideas of doing things, which
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