Job Satisfaction: Requirements, Advantages, and Disadvantages

This essay delves into the critical concept of job satisfaction, exploring its multifaceted dimensions and significance within organizations. It begins by defining job satisfaction and outlining various methods for its measurement, emphasizing its evaluative, emotional, and behavioral components. The essay highlights the importance of employee satisfaction and its impact on employee retention and organizational success, supported by research findings. It further examines the basic requirements of employees, including expectations, encouragement, and a positive work environment. The advantages of job satisfaction are discussed, such as increased business endurance, reduced turnover, improved productivity, and enhanced goodwill. Conversely, the essay addresses the demerits of job dissatisfaction, including employee comfort zones, lack of competition, and potential for negative impacts on productivity and employee morale. The essay concludes by proposing practical policies and strategies to regain and enhance job satisfaction, such as delegating new tasks, providing training, fostering positive thinking, and encouraging mentorship. Overall, the essay underscores the importance of addressing employee needs to create a fulfilling and productive work environment.

Running Head: JOB SATISFACTION 0
Job Satisfaction

JOB SATISFACTION 1
Job satisfaction or employee satisfaction is one of the most critical point to
decide in any organisation. Job satisfaction can be measured through various facets
and aspects. Job satisfaction can be measured in evaluative, emotional and
behavioural components. Employee’s satisfaction is how content an employee is
with his/her job. This type of satisfaction is measured through the surveys. These
surveys address issues like workload, compensation, perceptions of management,
flexibility, teamwork, resources. These things are important to companies who are
willing to keep their employees contented and who wanted to reduce turnover (Koh,
et al 2017). Employee satisfaction covers the basic requirements of the employees.
According to Gallup research each employee needs six basic requirements in
his workplace which can be discussed as follows. First can be expectation of the
employees. The main and the most pivotal point to consider are the expectations. If
the expectations are illustrated clearly to the employees the chances of individual
performance rises. The targets associated with the tasks must be specified in a lucid
manner. The expectations can be categorised according to current month, year, or
quarterly or weekly. Second is the encouragement of the employees. The more the
company encourages the employees the more they are motivated to work for the
qualitative as well as quantitative goals. Constant encouragement in a similar
manner can inspire the employees to perform better in future. On the contrary under
achievers should not be discouraged, they shall also be persuaded so they feel they
are not being neglected due to bad performance (Kwon & Sohn, 2017). Equal
quantity of work is given to the employees so they feel the concept of equality. Some
employees have their scale of performance better. In these types of cases they must
be recognised and rewarded. This feature has two benefits: First is the employees
feel motivated to give their productivity and quality work to the organisation and at
the same time they are also showcased as an idol for other employees to learn and
grasp the knowledge and practical application. For an average if the target is not met
they feel demotivated and there are certain employees who have achieved the target
in the same time which gives a sense of accomplishment to them (Deery, Iverson &
Walsh, 2018).

JOB SATISFACTION 2
Next critical point to examine is the environment of the workplace. At times it
happens that there are certain employees who are politically involved in other
activities and the honest employees get involved in the same phase. Similarly in an
organisation if co employees are not dedicated to the quality work in a team the
other individual employees also feel discouraged and demotivated and fail to achieve
the commitment. The environment matters more than the location of the workplace
(Judge, et al 2017). Further, the feedback also plays a role in deciding the job
satisfaction level of an employee. If the employee gets a positive feedback from
his/her boss this gives him a sense of accomplishment. Every employee feels the
quality of work he/she has done is remarkable but which is not true every time. In
such a situation the employees cross check the level of performance with each other
or with the respective benchmarks and standards. The opinion of other employees at
times gives a true review about the performance. A true review will impact the
employee and gives him/her an idea about where they are and where they want to
reach in future.
Development of an employee also plays a role in contentment of the existing
jobs. The capacity and ability to learn more and develop their career will also decide
the relevance of the contentment (Boamah, et al 2018). Opportunities and different
skill development and training programme must be organised to enhance their
confidence and attitude. As a when the knowledge of a person increase the
performance improves and the overall results result in the prosperity of the company.
Thus if the basic requirements of an employees is satisfied in an organisation he she
can stay for a longer period and this will also increase the goodwill of the firm or
company (Irving & Montes, 2014). If the basic requirements of the employee are
satisfied than they feels secured in the organisation and continues to work in a
particular organisation.
After analysing the basic requirements how utilising these company has
certain advantages is discussed. Increased job satisfaction helps to endure the
business. It makes a sense and a platform for the company to operate and perform
resulting in better business deals. This will help in minimising the employee turnover
rate, the brand ambassadors will be created, the productivity of the company will be
improved, and the level of efficiency and effectiveness can be achieved (Park, Chae
& Kim, 2017). The profits of the organisation will be robustly pacing and the

JOB SATISFACTION 3
recruitment and hiring costs will be reduced. The next advantage will be the increase
in the goodwill of the company. The brand value of the company will increase a more
and more employees will tend to enter the organisation. There is an inverse
relationship between the job satisfaction and absenteeism which may be due to
illness or emergency. It helps in development of unionisation of the entire
organisation. It has been proved that those employees who are satisfied are
generally not interested in unions and they do not perceive them as necessary. Job
satisfaction tends to appear as the major cause of the unification. The employees
join the union because they feel the individual voice in not heard in the organisation
which would ultimately eliminate the causes of job satisfaction. The job satisfaction
and the level of unification are related to each other in some or other way (Skaalvik &
Skaalvik, 2017).
Low level of dissatisfaction in job results in grievance from the employee side
and high level of dissatisfaction results in employee having strikes. High job
satisfaction may lead to improved productivity, decreased turnover, and improved
attendance, reduced accidents, less job stress and less unionization (Deery, Iverson
& Walsh, 2018). Employees that are happy in their work not only stay with the
company and boost productivity; they also can help to maintain a happy customer
base as well. Numerous studies have been carried out to look at the link between
customer and employee satisfaction. There are certain research and surveys which
have shown that the low level of job satisfaction can lead to a huge loss at the
organisation level. Thus, job satisfaction or job dissatisfaction is an important
concern of the management (Runeson-Broberg, et al 2017).
After analysing the benefits and advantages of what job satisfaction can do to
the company, there are certain demerits which are discussed below. The employees
never want to leave the comfort zone of their work platform (Porter & Steers, 2014).
One of the major limitations of job dissatisfaction is that the contentment resides in
what the employees do originally. The employees begin to accept only those tasks or
work which are already done and are not willing to try their hand on new tasks.
Secondly it also leads to low competition among the co-employers (Valentine &
Fleischman, 2018). Employees who have immense job satisfaction and contentment
never leave the organisation and constantly challenge themselves with tuff task.
Secondly the second biggest hindrance is the increased quantity but no quality

JOB SATISFACTION 4
questions. Often in various surveys the main questions have been asked over how
much an employee is satisfies and content with what he/she is working on. At times
it happens that more than ten questions which ultimately reduce the interest of the
employees lack of interest and eventually he/she just answers the particular
questions even without reading. This eventually leads to the survey’s ending in vain.
At times unhappy employees can respond destructively to their job
satisfaction because of the lower level of appreciation for the work done by the
employees. The employee appreciation takes place yearly in many organisations
which means that the employees can discuss their problems yearly and they have to
wait (Robertson & Kee, 2017). The company also becomes rigid in making changes
and they eventually end up doing what they want to do. This creates a set of
negative impacts on the emotional state of the employees. The productivity is not
achieved and the success eventually is a hindrance (Al‐Hamdan, Manojlovich &
Tanima, 2017). At times due to dissatisfaction from the job the existing employees
do loose talks about the organisation and this creates a sense of fear among the
other employees. This situation also creates negativity among the employees and
meanwhile the employees loose the current opportunities. Further, the team
members are not satisfied and they are not given proper attention (Wilson & Peel,
2016).
The growth of the employee is hindered and restricted. The employees are
not satisfied with what they have currently and on what they are working. The
response rate becomes slow in the organisation and the employees tend to leave the
organisation. The whole scenario changes into employee’s turnover or strikes at
times. The hiring cost also increases for the organisation. Therefore, destructive
response of employees often cease the growth of the company overall and also
individual growth has a great impact of the same. Further, concerns of job
dissatisfaction can be no stability and slow growth. For example if the employee’s
satisfaction tends to reduce the individual gains are not achieved and often no
results are found in terms of profits. When the basic needs are not satisfied and the
profits are not derived the individual feels low and dissatisfies at times (Yousef,
2017). The salary is not issued on time and proper holidays are not given than
employee feels distracted and demotivated. This is one of the major reasons for job

JOB SATISFACTION 5
satisfaction. The growth of an individual depends upon the growth if the organisation
an employee as well (Chattopahyay & George, 2017).
Therefore company shall adopt certain practices and policies through which
the employees can regain their job satisfaction. These steps are discussed below.
The first and the foremost policy can be to delegate the new tasks to the employees
to develop the lost interest in the work. Taking on a new project will help in boosting
the confidence and motivation of the employees as well as the entire organisation.
The employees shall start this policy from the lower level by organizing a work-
related celebration, before moving on to larger goals. Secondly the employees shall
be given proper training and expertise to let them expand their skills. The employee
shall be given the taste of the cross-training. This would not let the employees feel
bored. If the company is launching a new project, the employees should be
encouraged to volunteer for the team. Employees can also regain their satisfaction
by becoming a mentor for a co-worker. Same kind of work becomes monotonous.
Therefore, sharing of knowledge and expertise would give a completely new outlook
and the employees will feel satisfied and also will find the task interesting. Helping a
team member in enhancing his or her skills will definitely regain job satisfaction. Next
step can be to stay positive (Irving & Montes, 2014). The company shall conduct the
activities involving the positive thinking abilities of the employees to reframe the
thoughts about the job. The employees shall be in presence of people who are
positive and helps the employees in uplifting their lost confidence. The employees
shall also learn from their mistakes. Instead of leaving any organisation the company
shall counsel the employees. When the employees have a setback at work, they
should learn from it and try to regain the energies and channelize them in right
direction. At times gratitude helps shift the focus towards the positive side of the job.
After having analysed the pros and cons of the job satisfaction and the steps
on how to regain the job satisfaction it can be concluded that for each individual the
basic requirements shall be fulfilled. If the job requirements are not met than the
employees feel demotivated and this results into a huge loss for the organisation. It
is the duty of the organisation to keep the employee satisfied through incentives and
policies to reduce the employee turnover rate and avoid strikes or political

JOB SATISFACTION 6
disturbance. The employee satisfaction is one of the critical terms which decide the
behaviour of the employees. The employees tend to work efficiently and effectively if
and only if they are satisfied by all means. The constructive behaviour of the
employees can be enhanced. On the other hand if the employees are not satisfied
with the work culture, or environment than they tend to behave in a deconstructive
manner which hampers the overall growth of the company. Henceforth, the company
should devise the policies in such a manner which can keep the employees more
motivated and engaged and timely appreciation is performed. The employees shall
be encouraged to follow the steps to regain the job satisfaction and respond
constructively.

JOB SATISFACTION 7
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