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Starter Question

Starter Question. Think about the worst job you have ever held in your life. How do you feel during the course of the day? How do those feelings influence the way you behaved?. Job Satisfaction.

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Starter Question

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  1. Starter Question Think about the worst job you have ever held in your life. • How do you feel during the course of the day? • How do those feelings influence the way you behaved?

  2. Job Satisfaction Job satisfactionrepresents how you feel about your job and what you think about your job or job experiences. • Job satisfaction is both Rational and Emotional • 49% of Americans are satisfied with their jobs • Job motivation differs from satisfaction in that is an inner drive for individuals to attain personal and organization goals Value-percept theorysays job satisfaction depends on whether you perceive that your job supplies the things that you value. People evaluate their job satisfaction based on the following: -Pay satisfaction -Promotion satisfaction -Co-worker satisfaction* -Supervision satisfaction* -Day-to-day work satisfaction* *Highly correlated with overall job satisfaction

  3. How Important is Satisfaction? Job satisfaction does influence job performance. • It is moderately correlated with task performance. • Satisfied employees do a better job of fulfilling the duties • Job satisfaction is correlated moderately with citizenship behavior. • Satisfied employees engage in more frequent “extra mile” behaviors Job satisfaction influences organizational commitment. • Job satisfaction is strongly correlated with affective commitment, so satisfied employees are more likely to want to stay with the organization. Job satisfaction is strongly related to life satisfaction. • People feel better about their lives when they feel better about their jobs • Increases in job satisfaction have a stronger impact on life satisfaction than do increases in salary or income.

  4. Improving Satisfaction Improvements come through meeting employees needs for: • Variety • Significance • Identity • Autonomy • Feedback Ways of realizing the above are: • Job rotation • Job enlargement • Job enrichment • Barriers: • Office politics • Repetitive tasks • Lack of control • Limited opportunity • Little recognition • Communication overload

  5. Satisfaction Levels Mood and emotion play heavily into people’s affective job satisfaction. Moods and emotions can be contagious • Controlling the spread of emotion can help or hurt an organization Techniques for assessing job satisfaction include: • Focus groups • Interviews • Attitude surveys. • Attitude surveys are often the most accurate and most effective.

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