Factors Affecting Job Satisfaction

Over the decades the world has changed from being product and manufacturing-oriented to being service-oriented.

With the growth of soft powers, service economies and globalisation, organisations realise that they should focus on human resources, the needs of the employees, organisational culture, and so on.

Furthermore, nowadays there are countless possibilities and jobs, that’s why companies tend to keep their employees satisfied. Most organisations strive for employee satisfaction, but not all achieve this. That’s why it’s important HRs to know more about the factors that can increase employee satisfaction, and how it fits into the company’s success.

1. What is the definition of job satisfaction?

Job Satisfaction is the extent to which people like (satisfaction) or dislike (dissatisfaction) their jobs

Job satisfaction also represents the difference between the employee’s expectations and experience he/she receives from the job. The wider the gap, the more the dissatisfaction.

2. Factors affecting the level of job satisfaction are;

a) Working environment

Employees need an environment which is healthy and safe. If the working conditions are good (clean, attractive surroundings, comfortable furniture), the personnel will find it easier to do their jobs.

On the other hand, if the working conditions are poor (hot, noisy surroundings), it’s harder for people to get things done. Therefore, having a supportive environment can lead to increased job satisfaction.

b) Fair policies and practices

Often employees are demotivated and dissatisfied with their jobs because unfair policies and practices prevail at their place of work – this includes undeserved promotions, double standards, injustice and on.

Organisations should have a fair and equal system, without privileges, discrimination, sexism and more. Otherwise, anything like this can lead to frustration and no desire for work at all.

c) Appreciation and promotion

People love to be appreciated for the things they have done. When one gets acknowledged in front of everyone, appreciation leads to encouragement. The result is reflected in the efficiency of work automatically.

Promotion is part of the appreciation. It’s one of the most traditional ways to show someone that they are doing great at their work.

d) Feel of belonging

Some of the organisations don’t understand this fundamental factor.

If employees feel that they are an essential part of the team and they belong to the organisation, then there are higher chances of job satisfaction.

Getting presents for employees’ birthdays, communicating with them if they’re not feeling okay, being nice to them – all these gestures make the employees believe that they belong to the company.

e) Responsibility and accountability

If the employees have the opportunities to show their talent, take the lead, make decisions and initiate – the chances of having a higher level of job satisfaction is more.

Furthermore, when employees have a greater responsibility, it makes them conscious about the fact that their employer thinks that they’re capable and trustworthy.

If employees don’t have responsibility to handle, the result is that the they doubt about self-worth which immediately affects job satisfaction.

f) Challenges and creativity

For some employees, having a challenge is associated with ability and capability. They like it when a challenging job is assigned to them. It makes the whole work more interesting. Moreover, they feel that if an employee is given a challenging job, it means that the leader trusts their capacity to fulfil the expectations.

The creative freedom gives a sense of fulfilment when a project is complete.

It makes the employees feel as if the project belongs to them because their creativity is there. Even if it is a minor thing they have put in, it means a lot to them.

g) Relationship with co-workers and supervisors

Employees want to be treated with respect by their colleagues and bosses. A work environment with rude or unpleasant coworkers usually has lower job satisfaction.

Managers need to mediate conflicts before they escalate into serious problems. And sometimes employees need to be reminded of what behaviours are considered inappropriate when interacting with coworkers.

If an employee has good bonding with colleagues and managers, if they’re friends, then the job satisfaction level is higher.

h) Feedback

Not receiving feedback on their work can be discouraging for people. Effective feedback will help the team members know where they are and how they can improve.

Managers need to know what kind of feedback the team members respond to best. Research shows that beginners like positive feedback, while seniors respond to negative feedback.

In the case of negative feedback, it’s not enough to point out what is wrong. One should explain the reason and how it might be corrected.

i) Flexibility

The opportunity of having time is one of the most appreciated workplace perks. Usually, people work best when they can choose and make their schedule.

Flexible hours can increase engagement and productivity. But keep in mind that these may decrease collaboration. You have to find the balance between the two.

3. How important is job satisfaction?

Keeping employees happy and satisfied with their jobs helps strengthen a company in many ways, including:

– Higher productivity – employees are satisfied with their job, love to get things done at work and tend to achieve higher productivity.

– Increased profits – keeping employees satisfied can lead to higher sales and better production.

– Loyalty – when employees love their job, they support the company’s mission and work hard to achieve their goals.

When you try to increase the satisfaction of your employees it’s important to remember that satisfaction is relative. Meaning, what satisfies one person, can lead to no increase in satisfaction in another, or even dissatisfaction.

It’s a good idea to measure the job satisfaction of your employees to see how satisfied they are and with which facets of the job they’re not satisfied.

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