Employee working hours (Pierce and Newstrom 1980; Ronan

Employee Satisfaction:-

 

The employee satisfaction is the most interesting and studies subjects as
far as management studies are concerned. Higher the job satisfaction, higher
will be the employee satisfaction at the same time, lower the job satisfaction,
lower will be the employee satisfaction (Reichheld and Sasser, 1990).
Employee satisfaction or job satisfaction is directly related to financial gain
or profit.  Job satisfaction can be seen
in terms of individual’s experience of work or the quality of work life in a
broader picture.

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Job satisfaction or employee satisfaction has been defined in many various ways.
Some believe it is simply how content or satisfied or related an individual is
with his or her job, in other words, whether or not they like the job or
individual aspects or facets of jobs, such as nature of work or supervision.
Others believe it is not as simplistic as this definition suggests and instead
that multidimensional psychological responses to one’s job are involved

 

Hence, the employee
satisfaction with context to job satisfaction is important. Job satisfaction
has a significant impact as far as the quality of service delivered by
employees (Zeithamal 1990) is concerned. Also, the potential to improve
the performance of the employee uplifts. (Judge 2001).

 

For Aubert et al. (2001), job
satisfaction is defined by the achievement of conscious or unconscious
expectations. According to many researchers (Weiss 2002, Greenberg and Baron
2008, Wollack etal 1971), the positive or negative attitudes of person
towards job is known as job satisfaction.

 

Majority of the
people do not differentiate between the job satisfaction and employee
satisfaction. But, there is a significant difference between the job
satisfaction and employee satisfaction. 
The job satisfaction is a subset of employee satisfaction. The employee
satisfaction includes various elements in the same which can be described as
follows.

 

Elements of Employee Satisfaction

 

 

Ø  General Satisfaction:- This elements
include the satisfaction related to the work and working conditions (Mozina
1991, Miskell and Miskell 1994), working hours (Pierce and Newstrom
1980; Ronan 1981, Christensen and Staines 1990) and image of the
organization (Mulej 1986).

 

Ø  The relationship between employees:- The another
important aspect of the employee satisfaction includes the kind of relationship
the employees share with each other (Mayer 1991; Miskell and Miskell 1994;
Welsby 2003).

 

Ø  Rewards & Recognition:- These elements can
be well associated with the salary, associated benefits, culture of the
organization (Hanneman and Schwab 1985; Brecko 2005), benefits related
to promotion ,rewards and recognition (Rosenbloom and Hallman
1991), Job security (Maslow 1997, Mcgregor 2002) and  organizational culture (Pinchot 1985,
Fiedler 1993, Hisrich and Peters 1995)

 

Ø  Employee Loyalty:- The degree to which
the employee is loyal towards the organization also plays a major role into
employee satisfaction. (Meyer and Allen 1997, Tsui et al 1997, Varona 2002)

 

Ø  Professional & Personal Growth:- It is very
important for an ambitious employee to develop new skills, abilities and
capabilities. If the employees are engaged in such activities like seminars,
workshops or training which are relative to the same then their personal growth
and professional growth can be increased. The same can be helpful to enhance
the satisfaction level of the employee and hence the productivity can be
increased. The career succession planning is a good example for the same, as
the HR Managers are practicing the same now a days.

 

Ø  Organization Culture:- The organization
culture should be transparent and friendly. 
A positive corporate culture
results in happy employees who want to come to work every morning. The same can
result in to decrease the absenteeism and of course the morale of the employees
can be improved.

 

Ø  Vision and Values:- The employees
should be communicated clearly about the vision and values of the organization.
By doing do, the employee also feels a part of the organization and also they
like to go ahead and would want to contribute for the greater purpose of the
organization.

 

Ø  Employee Welfare:- Employee welfare includes monitoring of
working conditions, creation of industrial harmony through infrastructure for
health, industrial relations and insurance against disease, accident and
unemployment for the workers and their families. Also, the mediclaim and
insurance facilities etc. are a part of employee welfare. Such measures are
helpful to increase the satisfaction of the employee.