The purpose of this study "Job Satisfaction" is to measure and analyse Job satisfaction of the Qatari employee’s working in the Oil, Gas, Energy and Industry sectors; by examining how the personal and environmental factors affect job satisfaction…
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Employee satisfaction is the most important factor for the successful operation of companies nowadays. When the employees are satisfied, it improves the performance and productivity of the company and contributes towards the profitability. On the other hand, low job satisfaction has negative results such as increasing cost, decreasing profits and customer dissatisfaction.
In order to be successful companies need to concentrate on increasing employee’s satisfaction so that employees’ retention rate can be increased.
Past studies have shown that employees’ satisfaction can be increased by the following:
• a sense of engagement and decision-making responsibilities
• use of skill and abilities
• opportunities to advance
• opportunities to learn new skills
• positive communicative relationships with supervisors, and
• good pay and training.
Job satisfaction has been defined by Locke as “the pleasurable or positive emotional state that results from an employee's job or experience associated with the job”. Moreover as discussed in, job satisfaction is “the fulfilment and gratification that comes from work”, it is not really the money or the benefits received but the positive feelings experienced from accomplishing tasks. Every job holds the potential to provide certain levels of satisfaction related to individual employees.
Job satisfaction is an important factor especially in high risk environment like oil and gas in terms of the potential hazard towards the safety of an employee.
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(“Job Satisfaction Essay Example | Topics and Well Written Essays - 22500 words”, n.d.)
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(Job Satisfaction Essay Example | Topics and Well Written Essays - 22500 Words)
“Job Satisfaction Essay Example | Topics and Well Written Essays - 22500 Words”, n.d. https://studentshare.org/miscellaneous/1539543-job-satisfaction.
FACTORS OF JOB SATISFACTION Introduction The fact that everyone has to work to earn a respectable living is quite evident, however, there is not an accurate gauge to measure the level of satisfaction a job is providing individual. Some people are happy doing a routine nine to five job where they are completing their day’s work and leaving with a sense of contentment.
One of the important theories being developed by Frederick Herzberg who has advocated that the employee satisfaction has two dimensions 'hygiene' and 'motivation'. Hygiene issues such as salary and supervision decrease employees' dissatisfaction with the work environment.
The author of the paper studies the definition of satisfaction. Namely, some terms connected to the study are given. Locke, for instance, defined job satisfaction as "a pleasurable or positive emotional state resulting from the appraisal of one's job or job experiences". While Spector looks at it as a psychological variable that is related to the feeling of an employee about one's job.
In the world of work there is a lot of competition and for the finest outcome the transformed organization has to deal with lot of arguments Companies can't just give employees all they want in order to continuously attract and retain them but I would like to have few things.
The basis of job satisfaction or else job drive theory was initiated by Maslow. It was within the 1943, and the 1954 Maslow studies that affirmed that the human motivation comes out successively to gratify a ladder of five needs: physiological, safety, social, self esteem, and self actualization
The attitude of people is highly linked with organizational success or failure. An organization with happy employees is more likely to be successful than another organization whose employees unhappy (Hellriegel & Slocum, 2004:53).
To answer the question on what factors influence job satisfaction amongst employees, the researcher used the survey method to gather data.
These aspects were further disaggregated by gender, age, department, tenure, and position. While care must be taken to use the results in a manner that falls within the current legal framework, there are some generalities that can be drawn from the results.
According to the report examining job satisfaction levels amongst a defined sample population of rural community college instructors. The null hypothesis was that high turnover was due to job dissatisfaction, while the alternate hypothesis held that high turnover was due to a range of factors, with job satisfaction figuring as just one of them.
f the relationship with the immediate supervisor, quality of relationship with co-workers, and the organization as a whole, the quality of the physical environment of the workplace, the degrees of fulfillment, or self satisfaction in the work and responsibilities, possibility of