Job Satisfaction on Organizational Performance - Sample Solution

Question: Discuss about the Job Satisfaction on Organizational Performance. Answer: Introduction: According to Aziri (2011), Job satisfaction refers to the general expression of the positive attitude of workers built up towards their jobs. It involves a combination of environmental, physiological and psychological circumstances that make a person say he or she is satisfied with his or her job. Even though job satisfaction is affected by different external factors, it is majorly determined by what a person feels inside himself or herself about the job position. Workers develop and maintain an attitude towards their jobs based on the characteristics of their job, the social status that the job brings to them and the experience that the job environment presents to them. At times, someone may develop a negative attitude towards a job, but if characteristics of the job, the economic beliefs, and the expectations that the employee hoped for are incorporated in the job, in the desirable method that the employee desires, then job satisfaction is achieved. Additionally, if the job satisfies the psychological and security needs of the employee and the effects of the job affect the feeling of the employee positively, then they attain job satisfaction in their present job. Job satisfaction can best be explained using Lawlers theory; Which explains job satisfaction in four conditions, the fulfillment theory, the discrepancy theory, the equality theory, and the two factor-factor theory. The fulfillment theory regards reaching what someone wanted, which is what job satisfaction is about. On the other hand, discrepancy theory is all about difference, contradiction, and conflict, meaning that job fulfillment is achieved when there is no conflict, contradiction, and difference. The equity theory, on the other hand, regards the presence of equality, of which a worker looks for in a workplace. Finally, the four-factor theory talks about the elements of fulfillment, of which negative factors include things like low wages, harassment, and other factors, while the contrary will initiate job satisfaction (Celik, 2011). Impacts of Job Satisfaction on Organizational Performance Job satisfaction is an important aspect that influences the success of an organization. The level of satisfaction of the employees determines their behavior in the organization. The usual implication is always that a satisfied worker is always a productive worker. If the employees were satisfied with the services that they get from the organization, they would develop a conducive environment so that the company performs better. If the employees are not satisfied, then the opposite will happen, the organization will perform poorly. Satisfied employees will do their work efficiently, leading to higher returns, knowing that their needs are addressed. Employees who are satisfied will be committed to their work. The result will be that the employees will attend work on regular basis, and in time, creating more time for productivity. Job satisfaction increases trust among members of the company, and its partners, making it possible to register quality results. Besides, cases of criminal activities within the organization will not be present, making it possible for the organization to avoid possible losses. Retention of employees is also of the impacts that job satisfaction has on a company. The longer an employee stays with a company, the more the employee can gain experience, therefore being able to deliver better services to the company, while at the same time building trust among other stakeholders (Latif et al., 2013) How managers can increase job satisfaction First, managers can increase employee providing a positive working environment. The manager needs to identify what impresses people and ensure they get it. A motivating environment requires that the manager goes beyond his normal duty, to address the needs and grievances of the employees. A good example of a company that has managed to provide a positive working environment is Disney World Company. Employee assistance is all from the pack, providing services like bus passes, check cashing, money order, childcare and discount programs (Canrinus, 2012). Secondly, the managers must reward and recognize excellent performance. Recognition of a person for what he or she has done is an important tool towards motivating a person to do better next time. For example, the CEO of Rackspace Managed Holdings, Graham Weston, offers that his top performing employee his luxurious vehicle for a one week (Danish Usman, 2010). The third way that managers can promote job satisfaction is by designing an evaluation and measurement plan for evaluating and measuring the level of job satisfaction. A manager can now determine an effective plan to increase job satisfaction by weighing the situation once the level of satisfaction is determined (Judge et al., 2010). Management Practices that May Influence Job Satisfaction The first management that affects the job satisfaction is Bureaucratic management practices. It refers to a component of the formal organization that utilizes rules and hierarchical ranking to influence productivity in the organization. In the context of bureaucratic management practices, employees are supposed to follow specific rules and are reprimanded to comply with what the organization wants. But a human being is known to resist any force that is exerted on their side, so they would demotivate by such reprimanding, hence making job satisfaction not to flourish (Maleka Rankhumise, 2014). The appointment practice of company may also affect the level of job satisfaction in a company. A company that appoints members basing on their performance is encouraging job satisfaction amongst its employees. Employees will work to achieve better results, therefore secure a position at the top of the company. This practice is present with many flourishing companies. A good example is the AMCO company, where the next CEO is always appointed from the employees, basing on their experience in the company, and their productivity (Klassen Chiu, 2010). Reasons why organizations might encourage or discourage this behavior According to Van Dierendonck (2011), the business and leadership dynamics have changed to a greater extent, and it is no longer just enough jobs to employees. Employees need motivation as they carry out their activities in the company. Therefore bureaucratic management practice has to be discouraged in companies because they make employees feel humiliated and not valued in the company. On the other hand, employees need engagement in conversations about matters that affect them, so that they feel adequately involved in the company management. Secondly, the method of appointment, where members are appointed on another basis, rather than employee productivity and experience should be discouraged because it makes employees feel there is no need to work hard since it is not considered. Alternatively, the companies should make an appointment based on the performance o employee because it encourages them to perform better (Card et al., 2012). I the case of AMCO company, it had to change its appointment method from hierarchical to based on productivity, making it register better performance and better job satisfaction for its employees. Conclusion This paper discusses the meaning of job satisfaction from a practical and theoretical perspective. The concept of job satisfaction can be summarized as an employee having a good attitude towards his or her job. It is important for improvement of company productivity since an employee that is satisfied will yield better performance. Managers can increase job satisfaction by, rewarding employees, providing a positive environment, and developing an evaluation plan. The biggest hindrance to job satisfaction is bureaucracy in the company. 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