Four Aspects of Job Satisfaction

What determines job satisfaction? Here, four aspects are discussed.

For a service providing company, it is actually quite important to keep their employees content. If a client is interacting with an disgruntled employee, the customer will certainly notice this, and it will reflect on the company, resulting in a blemished reputation. It speaks for itself that it is in the interest of the company to avoid this. The first step to happy customers, is to make sure the employees are not unhappy. Job satisfaction is generally determined by the quality of the job, which, in turn, depends on four aspects:

  • Job content,
  • Job conditions,
  • Job relations, and
  • Job requisites.

Job Content

It can be noticed that job satisfaction increases when the job in question is creative, diverse, leaves room for achievement and independence. In determining and/or changing job content, the important factors are:

  • Meaning: does the job provide personal responsibility, independence, growth possibilities, decent feedback and a clear connection with the wishes of the client?
  • Variation in the job tasks.
  • Workload: deadlines, long hours in the same position and a bad workload to salary ratio can all lead to discontentment.
  • Training: people should be able to do a job that is on their ‘level’.

Job Conditions

An enjoyable working environment, with equipment and other supportive means that are well attuned to people and are safe, usually promotes job satisfaction. Also important here are color, light, noise, temperature and ergonomic design.

Job Relations

When there is a good working relationship with the boss, colleagues, unions, boards of directors, and so on, the job satisfactions tends to rise. These working relationships are influenced by:

  • Feedback: management should let the employees know how their work was valued, and to what end it was used.
  • Deliberation: the involvement (and consequently the satisfaction) is increased by participation and co-responsibility.
  • Social activities: activities by and with employees create the opportunity to get to know colleagues and supervisors in a more informal ambiance. This can promote a more effective and people friendly approach on the work floor. Useful ways to achieve this, are personnel activities or staff parties.
  • Unions: a good relationship with the union, decreases the chance of conflict, which stimulates a less tense atmosphere.

Job Requisites

The influence of job requisites on what the personnel does and does not do, is not to be underestimated. Well-known instruments here are the primary and secondary job requisites.

What this basically means is: ‘Take care of your people, and they will take care of your business.’

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Posted on Nov 29, 2010