Greetings from Team “Jackfruit”

Team: JackfruitName IDAsifa Aziz 1407045Mia Monjor Morshid 1407043Tania Riaz � 1407047Gautom Kumar 1407049Md. Iftekhar Alam 1407051Nazifa Nushrat 1407053S.M. Didarul Abedin 1407055

Introduction

Job satisfaction has been an important topic over the years. The relationship between man and work has always attracted the attention of philosophers.

A major part of human’s life is spent at work. Work is a social reality and social expectation to which men seem to confirm. It not only provides status to the individual, but also binds him/her to the society. An employee who is satisfied with his/her job would perform his/her duties well and be committed to his/her job, and subsequently to his organization.

Thus, it is of utmost importance for employers to know the factors that can affect their employees’ job satisfaction level since it would affect the performance of the organization as well.

What is Job Satisfaction?

Job satisfaction is defined as the feelings or a general attitude of the employees in relation to their jobs and the job components such as the working environment, working conditions, equitable rewards, and communication with the colleagues.

When people speak of employee attitude, they usually mean Job satisfaction, which describes a positive feeling about a job, resulting from an evaluation of its characteristics. A person with a high level of job satisfaction holds positive feelings about his or her job, while an unsatisfied person holds negative feelings.

Job Involvement

Job involvement is the degree to which employees engage themselves in their job, invest time and energy in to them and view work as a central part of them overall lives.

High level of both job involvement and psychological empowerment is positively related to organizational citizenship and job performance.

High job involvement also related to reduced absences and lower resignation rates.

Organizational Commitment

Organization’s commitment refers to the employee’s emotional attachment to, identification with, and involvement in the organization.

Organizational commitment is characterized as employees’ willingness to contribute to organizational goals. When employees are sure that they will grow and learn with their current employers, their level of commitment to stay with that particular organization is higher.

Relationship Between Organizational Commitment And

Job Satisfaction There are numerous investigations that have studied the relationship between organizational commitment and job satisfaction. Some researchers have admitted that organizational commitment may be an independent variable with job satisfaction as an outcome.

Based on literature review and previous studies, this research hypothesized that:H1: There is the relationship between the components of organizational commitment and job satisfaction.

Organizational Commitment:

Survey, study and review result

A positive relationship appears to exist between organizational Commitment and job performance, but it is a modest one.

A review of studies suggested the relationship between commitment and performance.

Stronger for new employees. Considerably weaker for more experienced employees. Interestingly, research indicate that employees who feel their employers fail to keep promises to them feel less committed, and these reduction in commitment, in turn, lead to lower level of creative performance.

Many people think that a job is that thing they do for cash. But is a good job just about the cash? There are a lot of factors besides money that contribute to job satisfaction.

Salary Benefits Ability to Influence Decisions

Factors that contribute to job satisfaction

Factors that contribute to job satisfaction

FlexibilityPhysical Work EnvironmentAdvancement and New Opportunities New TechnologiesTraining and Education

Job SecurityWorkloadInteresting Projects

Factors that contribute to job

satisfaction

Interpersonal Relations

ChallengesRecognition

Factors that contribute to job

satisfaction

A good company will take the time to acknowledge and appreciate employee efforts, especially when an employee goes above and beyond the job description.

Maybe this means making a suggestion that saves the company money, streamlining a procedure or helping the company exceed production or sales quotas. It can also mean doing what you were hired to do—taking pride in your work, being friendly and doing your job consistently well.

Factors that contribute to job

satisfaction

Absolutely sure that many factors involves MUCH more than salary.• Work makes feel good.• Work gets many of the things we want.• Work earns the respect of others.• Work increases capacity and knowledge.• Work connects the people—networks and friendships.• Work connects with opportunities. The work opens new doors and points in new directions.

Factors that contribute to job

satisfaction

The effect of job satisfaction on employee performance

Managers interest in job satisfaction tends to center on its effect on employee performance. Researchers have recognized this interest, so we find a large number of studies that have been designed to assess the impact of job satisfaction on employee productivity, absenteeism, and turnover. Let’s look at the current state of our knowledge:

Satisfaction and productivity: Workers productivity is higher in organizations with more satisfied workers. We might not be able to say that a happy worker is more productive, it is rather true that happy organizations are more productive.

The effect of job satisfaction on employee performance

Satisfaction and Absenteeism: There are consistent negative relationship between satisfaction and absenteeism. Satisfied employees have fewer avoidable absences.

Satisfactions and turnover: Satisfaction is also negatively related to turnover, but the correlation is stronger than what we found for absenteeism. Satisfied employees are less likely to quit. Organizations take actions to retain high performers and weed out lower performers.

The effect of job satisfaction on employee performance

Job satisfaction and customer satisfaction: The evidence indicates that satisfied employees increase customer satisfaction and loyalty. In service organizations, customer retention and defection are highly dependent on how front-line employees deal with customer.

Satisfied employees are more likely to be friendly, upbeat, and responsive–which customers are more likely to encounter familiar faces and receive experienced service.

Strategy to Improve Employee Engagement

Job satisfaction is critical to high productivity, motivation and low employee turnover.

Employers face the challenges of finding ways to increase job satisfaction so their businesses stay competitive.

Employers face the challenges of maintaining productivity, profitability as well as keeping their workforce engaged and satisfied with their jobs.

Strategy to Improve Employee Engagement

Those that fail to improve job satisfaction are at risk of losing their top talented people to the competition.

Supervisors and managers who maximize the potential, creative abilities, and talents of the entire workforce have a greater competitive advantage than those who don’t.

Strategy to Improve Employee Engagement

Step 1: Provide a Positive Working Environment.

“you have to find what turns people on.” This is the most important factor in the process. A motivating working environment requires going over and beyond the call of duty and providing for the needs of the worker.

Strategy to Improve Employee Engagement

Step 2: Reward and Recognition

Mark Twain once said, “I can live for two months on a good compliment.” Personal recognition is a powerful tool in building morale and motivation. A pat on the back, a personal note from a peer or a supervisor does wonders. Small, informal celebrations are many times more effective than a once a quarter or once a year formal event.

Strategy to Improve Employee Engagement

Step 3: Involve and Engage Work Place

People are more committed and engaged when there is a process for them to contribute their ideas and employee suggestions. This gives them a sense of ownership and pride in their work.

Strategy to Improve Employee Engagement

Step 4: Develop Worker’s Skill and Potential

Training and education motivates people and makes them more productive and innovative.

There are many reasons training and development makes sense. Well-trained employees are more capable and willing to assume more control over their jobs..

Strategy to Improve Employee Engagement

Step 5: Evaluate and Measure Job

Satisfaction

Continuous evaluation and never ending improvement is the final step. Evaluation is a nonstop activity that includes a specific cycle of steps.

What happen when employee like their jobs and when dislike their job?The theoretical model- the exit- voice-loyalty-neglect framework is hopeful and understanding the consequence of dissatisfaction.Exit- the exit response direct behavior toward leaving the organization including looking for a new position as well as resignation.Voice- The voice response includes actively and constructively attempting to improve conditions, including suggesting improvements, discussing problems with superiors, and undertaking some forms of union activity.

Impact of Satisfied and Dissatisfied Employee on the

Workplace

Loyalty- The loyalty response means passively but optimistically waiting for conditions to improve, including speaking up for the organization in the face of external criticism and trusting the organization and its management to “do the right thing.”

Neglect- The neglect response passively allows conditions to worsen and includes chronic absenteeism or lateness, reduced effort, and increased error rates.

The Impact of Satisfied and Dissatisfied Employee on

Workplace

The Impact of Satisfied and Dissatisfied Employee on

Workplace

“Your work is going to fill a large part of your life, and the only way to be truly satisfied is to do what you believe is great work. And the only way to do great work is to love what you do.”

--- Steve Jobs

“I have looked in the mirror every morning and asked myself: ‘If today were the last day of my life, would I want to do what I am about to do today?’ And whenever the answer has been ‘No’ for too many days in a row, I know I need to change something.”

---- Steve Jobs

Conclusion