It productive” if the employees has satisfied with their

It is defined as Job
satisfaction is as discrete negative or positive behavior in the direction of
their own job.

It is also says that a
positive feelings regarding single job is rely on one assessment of the
characteristics of the job. In the same way, the different selection of trust,
faith and feelings that the employees think about their present job. According
to “Kreitner and Kinicki (2007)” job satisfaction is vitally important, because it can expanse the employee likes
about his or her current job. In the different motivation of work theories have
confirmed the existence role of job satisfaction. Job satisfaction is the
commonly accepted theory that was suggested by “Locke (1976)”, he describe the
job satisfaction as “a pleasurable or positive emotional state resulting from
the appraisal of one’s job or job experiences”. Different theorist explained
the job satisfaction components: emotional, cognitive, and behavioral
components. In emotional components, the feelings about the job-related such as
lack of enthusiasm, nervousness, anger and
excitement. In cognitive components related to beliefs with reference to a
single job such as trustworthy, mentally demanding and gratifying. Finally, in
the behavioral components includes employees behaviors or attitudes relating to
their job such as retardation, delay in working and to keeps away from the work.The
function of the job satisfaction stability between “work-role inputs” what the
each employee invest in the role of the work (e.g time, achievement), another
is “work-role outcomes” is that what the employees’ has received from the
organization (e.g salary, standard, working conditions). The member of the
workforce believes that it’s very difficult to search a similar job that is
more likely to be pleased with the current outcomes from the job. An employee’s
past experience with applicable outcomes is anticipating impacting that how a
worker understands the outcome that they are received from the organization.

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the two types of job satisfaction is based on the level of the workers outcomes
relating their job. The first level is “global job satisfaction” what employee’s
feelings and overall outcomes regarding to their current job. The
second level is “job facet satisfaction” it relates to employees’ feelings
regarding to their job such as pay, reward, work condition , organization

Similarly, there is a
numbers of myths are explained by different researchers regarding job
satisfaction. In the one myth that a happy employee is a high-yielding employee.
In many theory the research has provide little support that “a happy employees
is productive” if the employees has satisfied with their job. On the other
side, some researchers suggested if employees’ productivity is increase because
of employees’ satisfaction. Thus, there is a weak correlation between two
variables. In the organization productivity has negative correlate to the happy
employees and it’s have a positive correlate at the workplace or in the
society. It has also a positive effect on the organization’s image. Hence,
still they are giving reward who is happy and satisfied workers in the organization.
Salary or pay of the each worker is the most important role in the job
satisfaction. On the other side, if the organization environment is very
enjoyable then employees’ are more satisfied with their job. In the
organization, some employees’ had a high pay but basically they are not
satisfies with their current job because of tiresome, and deficiency of
knowledge. In fact, some employees’ has a low-paying job and there is satisfied
because of sufficient ambitious. Subjective is very important in the job
satisfaction for the each employees’ and the each condition being evaluate. There
are a large number of factors that determine the conditions that how much each employee’s
are more satisfied with their job and it is very difficult to determine that
what types of factors are very essential to each employees.

to the different researchers’ job satisfaction is a most important topic. Its depend on the different effects
e.g production increases, to increase customers comfort, and to enhance or improve
efficiency and performance. Locke has defined “Job satisfaction as a
positive emotional feelings resulting from acceptable evaluation of
his/her experience towards the job” (Locke, 1976). “Kalleberg (1977)” suggested
that the job satisfaction depend on two different factors. The first is “Intrinsic”
and the second is “Extrinsic”.

In the intrinsic job satisfaction
that how employees’ feel regarding to their current job and the job tasks while
in the “extrinsic job satisfaction that how the employees’ feel about the facet
of the work condition that are external to the job tasks.” Various theories
build up and explained the different factors of job satisfaction. In 1950s, many
practitioners have worked on the nature of job satisfaction and build different
models and also carry forward many studies to test the different models.Similarly,
the job satisfaction theories are categories in two groups: “Content Theories” and
“Process Theories”. In the content theory, that each employees’ focus on the
needs that convince the employees’ behavior, on the other side in process
theory focus on the different behaviors conditions that influence the intensity
and the direction of the behavior. In the “Herzberg theory” the two factors is
categories in two different kinds of needs “motivating factors” in which the
need for mental disturbance, it includes work itself e.g attainment,
realization, obligation and duty. In the “hygiene factor” to keep away from
pain it includes work is related with the organization environment such as
salary, company rules and regulation, the mangers are supervised. The Herzberg
and his fellow worker assume that the peoples are not satisfied with the
“hygiene factors” as an alternative they also keep away from the customers and
also dissatisfied it. On the other side, the “motivating factor” leads the
motivation level or job satisfaction.

Different journalist is calculated the job satisfaction, a
collection of researchers have used up job satisfaction model of “Frederick
Herzberg’s two
factors is Intrinsic and extrinsic”. He also further
elaborate that an employee could be agrees or disagrees at the same time on the
based on outside or inside facet of the job. Indicate that the “Herzberg’s
model” has examine that the model is very useful to the behavior of new
employees in the firm because it gives to the employees positions who
understand the model of job satisfaction that merge with the special
advantages. In the studies if the different journalist that the “job
satisfaction is the possible difference between professional values and
organizational changes or barriers that can make it difficult to belong the
ideal norms and practices”. On the other side, in the newspaper journalist job
is more than satisfied than the other employees who is working in another job
but in the mean while for the short period, sometime it could be happen sometime
that the employees satisfaction goes down because they understand the skill to
their best work.

Investigator has
discovered that the many different types of variables are more significant to
the job satisfaction of journalist such as “organizational support, social
support, perception of job quality and job security”.

Emergent Ideas:

the time of hiring, recruiters are considering all factors related to job fit
(person-organization fit, person-job fit, boss-person fit) to measure the  level of job satisfaction initially and
during the his/her work in the organization. Measuring all the variables which
can clearly depicts satisfaction an individual employee and which areas of
interest could be they should be working in to enhance positive
attitude about their job. In this dynamic era, many organizations have taken
measures for those employees who feel dissatisfied and could not perform
well.  Affects based variables plays
vital role in this regard. Many organizations are working on facets of job
satisfaction to know which factor is the binding factor for majority of the
employees and equalizing. Organizational environment also predicts employee’s
satisfaction. Employees who perceive encouraging environment in their
association deliver their best. Managers today are making efforts to create an
environment which can be productive for both employee and employer.


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