An overview of job satisfaction theories

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[...] But the research methodology he used looked only at satisfaction, not at productivity, To make such research relevant, one must assume a high relationship between satisfaction and productivity. ERG Theory Clayton Alderfer of Yale University has reworked Maslow's need hierarchy to align it more closely with the empirical research. His revised need hierarchy is labeled ERG Theory. Alderfer argues that there are three groups of core needs - existence, relatedness, and growth; hence, the label ERG Theory. The existence group is concerned with providing our basic material existence requirements. [...]

[...] Promotions Promotional opportunities affect job satisfaction considerably. The desire for promotion is generally strong among employees as it involves change in job content, pay responsibility, independence, status and the like. Supervision There is a positive relationship between the quality of supervision and job satisfaction. Supervisors who establish a supportive personal relationship with subordinates and take personal interest in them contribute to their employee satisfaction. Work Group The work group does serve as a source of satisfaction to individual employees. It does so primarily by providing group members with opportunities for interaction with each other. [...]

[...] More than one need may be operative at the same time, and 2. If the gratification of higher-level need is stifled, the desire to satisfy a lower-level need increase. ERG Theory also contains a frustration - regression dimensions. Maslow, you will remember, argued that an individual would stay at a certain need level until that need was satisfied. ERG theory counters by noting that when a higher-order need level is frustrated, the individual's desire to increase a lower-level need takes place. [...]

[...] In 1935, the concept of job satisfaction gained currency through the publication of a monograph by Hoppock on "Job Satisfaction". Hoppock in his monograph defined job satisfaction as "any combination of psychological, physiological and environmental circumstances that cause a person truthfully to say I am satisfied with my job”. "The term job satisfaction refers to an individual's general attitude towards his or her job. A person with high level of job satisfaction holds positive attitude towards the job, while a person who is dissatisfied with his or her work holds negative attitude about the job". [...]

[...] Job satisfaction by itself is largely affected by the attitude of employees towards monetary and non-monetary rewards. In order to keep employees satisfied and retain them organizations should adopt the following practices; Build ergonomics and Provide better training facilities for employees Recognize individual goals and ambitions to ensure consistency over the job Facilitate for employee development Customized compensation plans. Ensure transparency in all processes and provide challenging work profile Monitor individual growth through the relationship management Provide increase responsibility and quality work through job- enlargement/enrichment. [...]