Job Satisfaction in Modern Economy

Job satisfaction for an employee under an organization is explained in different ways for ages. It is defined in many ways especially after global industrial revolution which has huge impact over factors that actually encourage employees to be satisfied in an organization.

The financial compensation in the form of salary, incentive or bonus is one of the most important factors and has worked well on employee satisfaction since early stage of industrial revolution. At the primary stage, huge demand of new products in market leads high growth in industry and does not create any trouble to generate more compensation for employees.

Other factors, those are taking parts of satisfaction include job title, good work & life balance, innovative ability, training & learning opportunities, benefits, feeling like valuable worker, well-defined career path and flexibility.

In course of development the market faces the challenges of competition for high quality of products at standard price with the formation of new organizations worldwide. The huge number of organizations is trying to set foot in market with technological advancement and new innovative ideas. Research & development is getting much more active day to day and that naturally creates stressful environment in workplace and put employees in pressure.

Naturally employee privileges and compensations come under strictest conditions, subjected to be more productive and tied up with rules and regulation.

After reviewing various organizational managements research reports it is notified that employees feel both less stressed and more satisfied if they are given priority to choose their style of work and independence in their jobs; several management practices should be designed accordingly to make employees more efficient and also make them happier. Employees are also appeared to be happy when management shares ideas, information on various organizational activities and allow them to take part in active consultation.

The sense of happiness at work depends upon the way jobs are designed and it is a point of danger if people are afraid of unemployment, job security and fairness of big amount of salaries. Well-being of employees is concerned with free from anxiety that leads to jobs satisfaction.

Management experts suggest that performance would be boosted up by giving people greater involvement in their own companies, granting employees more variety and autonomy that can be considered as enriched jobs and allowing them to take part in consultative management.

Growing issues of intolerance make workplace harmful for job satisfaction. People always want to live or work in harmony. So organization should adopt the strategies that will help reduce or eliminate intolerance. Providing education in employees is the way that will replace intolerance by knowledge. Education is the source of tolerance; the more employees get educated, the more they have access to their potential.

Job satisfaction develops the ethical behaviour of the employees in workplace. A good work-life balance and high levels of job satisfaction does not allow employees to commit any crime like stealing an amount of cash, using filthy words while dealing with colleagues and disobedience in workplace. Job dissatisfaction is a significant reason for people make unethical decisions at workplace. If they are dissatisfied to a greater extent, they also get disengaged. When they get disengaged, they will not be able take the time or energy or think fully about making the good decisions. The behaviour of top or middle level executives are said to be the most significant factors in encouraging or discouraging employees’ behaviour at work. They are always setting examples which are followed by others. Their acts always do matters and make a difference, and they are always being noticed, and they are being used as role models, whether they know it or not. Good management is to give proper credit equally to all employees, being straightforward and honest.

A good level of job satisfaction depends upon personality of an employee that has a good impact on the office environment, people prefer to work in. Extrovert employees are comparatively happier at work and have higher level of job satisfaction. It is observed that many features of modern office environment are much more preferred by extroverts than by introverts. So personality development is a key factor to improve job satisfaction and productivity. Some arrangements are mostly desired by every employee, such as having own well-designed working desk, calm and quiet areas. From that point of view a few changes can be made to improve staff satisfaction and productivity.

After studying employees attitude it is observed that a higher number of employees opt to work for passion while others work for money. In modern time there are two kinds of employees; for one category compensation is most important criteria for job satisfaction and the other one who drive their passion to make their career keeping eye on career driven path.

The fact is revealed from various survey research reports that career growth scores over salary while job seekers are choosing employer. Most of them indicate that career growth is the biggest reason for joining a particular company. Job seekers are not as bothered about job security as other factors such as salary and work culture. But present economic crisis has changed the mind of job hunters and they are giving preference job security more than salary and work culture. Jobs seekers from business management institutions are attracted by the employers who can assure high future earning, a creative and dynamic work environment and leadership opportunities while candidates from engineering institutions are attracted by a creative and dynamic work environment, innovation and friendly working environment.

In view of job satisfaction it is observed that big brand or big company profile does not have mind blowing affect on job change seekers. Enjoying work in present organization, work satisfaction, balancing work environment and life etc. are more important factors than just becoming a small part of a big brand. Usually they are afraid of changing in job just for a big brand for that may make them repent later if they find that career growth is not adequate in new concern. Big brand or big company profile is not significantly more important than job satisfaction.

Job dissatisfaction causes several negative situations for an employee like depression, frustration, anxiety etc. that finally results in job change. The reasons behind changing a job are also to achieve job satisfaction in enough. Because a job change is a significant decision that can affect employee’s career as well as his or her future plans. Several reasons are playing in mind of a dissatisfied employee and he get confused to select actual reason for switching jobs. Evaluation of decisions is very important at this stage. Because it is not wise leaving a job on the grounds of differences with colleagues in expression of interest in work or any other mere reason for dissatisfaction.

It is not good switching jobs only on the basis of a better salary package, if the learning opportunities are poor. It is observed that often employees switch jobs on account of receiving higher salary. But in the long run if the value of experience and knowledge are diminished, it could ruin their major career progression.

Management gurus suggest that employees should patch up the differences between the current salary package and the amount he or she will receive in the new company. Sometimes the figures of salary are swelled up to give a wrong impression and lure him or her taking up that job. But it should be kept in mind that even if the salary is more, he or she should understand the expectations from the new organization in terms of work thoroughly before taking up the job. They should be ready for the additional responsibilities. They should keep it in mind if both work and money are not satisfying; it is time to search for another job. If work is not satisfactory, looking out for another is better. But if it is only for money, think deeply before reaching a final decision.

Growing a professional network is an effective step for an employee to get the ideal job. It is good to get in touch with people from the same field while choosing an alternative job. An employee should maintain good relations with present colleagues to get the right direction in terms of references, vacancies and requirements.

It was about last of twentieth century; most of the job seekers feel themselves inferior to be engaged in smaller organization and always would dream of big jobs in large corporations, which finally doesn't seem to be a great deal of job satisfaction. Working for a big company used to be about big projects, assignments, not more than that. Smaller companies seem to have a better deal in terms of job satisfaction, better job role and appreciation. This is where; workers can play a larger role and work beyond their routine work. The economic recession, dramatically changed the way they followed, have forced people to believe that working for small corporations has its own advantages. Big companies often promise a big amount of salary package, but the satisfaction that comes from working for a smaller company is much more. Nowadays employees not only look for a satisfactory remuneration, but also search for the right growth opportunities, work flexibility, healthy working relationship and the freedom to take new initiatives; all these come as a package in smaller companies only. Job descriptions have more flexibility and employees will have the chance to do a wider variety of tasks much earlier in their job career.

Job satisfaction is significant factor which employees rate high in their list of desire from organizations. Level of satisfaction or contentment in a small business is highly valued for an employee. There are some reasons; employees have enough visibility at the work place; more accountability in work giving employees an additional sense of motivation and satisfaction; innovative ideas are taken more openly and making it easier for experiment; approach of the senior executives boost up their performance.

Small organizations work on friendly terms and condition; they believe in transparency at work place. One of the best advantages of working in a small organization is the opportunity to work directly with the Chief Executive Officer (CEO) or Chief Operating Officer (COO) and other Head of the Department, whereas in a larger company the most they might get the scope of sending only greetings for these higher executives. Another advantage comes in the form of easy promotions. Promotion in a rank comes by easier while working for a small company. It becomes easy to notice those who are excellent in their work. Therefore, it is easier for senior management to decide to give you a good rank or promotion that you deserve to achieve. Other advantages of working in small organization have greater contribution in job satisfaction. Employees work and contributions in management practices are noticed regularly; make them feel an important part of the company; individual decisions are to be taken into consideration; organization can be able to choose the direction of growth; good performer always get chance to grow with the company; employees are given higher learning opportunities; transparency in relationship exists between the employees and bosses. The quality of work that an employee gets to do in smaller companies is often standard. Salaries might be incomparable or the group size might be small, but employees get an assured job satisfaction while they are working for smaller companies. In this context the usual phrase is applicable: Be a big fish in a small pond.

At the initial stage of twenty-first century after Asian financial crisis, organizations are now contending with the current global economic recession. Being faced with more competitive markets and greater demands on costs control management, organizational businesses are on fast-track to cost-cutting by downsizing, resizing their divisions, limiting their operations, and closing down unprofitable divisions.

Organizational restructuring or downsizing will affect the well-being of organization workers that increase the potential for uncertainty. Employees in a post-restructuring phase are worried about the future outcome of the organization and their job security within it.

The research report reviews that a negative relationship has grown up between work satisfaction and employees trust upon organizational management. It also indicates that workers willingness to help solving job-related problems contributed significantly to work satisfaction.

The organization needs to have strategic decision makers to consider the social impact on employee satisfaction before organizational restructuring. Top managers must realize that both trust and work satisfaction are important factors for the effective functioning of an organization and to ensure that support systems or structures are adequate and available to subdue the negative impact, if the changes to be implemented are for long duration.

In spite of having satisfaction with current job most of the workers still hunt for new openings and present economic crisis indicate that job satisfaction may not necessarily be equal to job loyalty. There are many opportunities coming up for job seekers and the employees always look for better change. In this situation job satisfaction will always be a subjective thing which may change and differ from employee to employee.  For some of employees job satisfaction may be linked to job content, for others it may be linked to job roles and for many it may be linked to greater earnings.

The ideal organization always looks at worker satisfaction as it pertains to work and life balance, career advancement and learning opportunities as well as factors that have the biggest impact on job satisfaction.

                                                    Authored By : Supratim Bandyopadhyay.