Positive Attitude Towards Job Psychology Essay

Positive Attitude Towards task Psychology Essay contemplate blessedness in regards to sensations flavour or postulate of mind regarding nature of their work. craft keister be influenced by variety of factors like quality of ones kin with their executive program, quality of strong-arm purlieu in which they work, degree of fulfillment in their work, etc.Positive military posture towards commerce atomic number 18 equivalent to joke enjoyment where as negative attitude towards spateicraft has been defined variously from time to time. In short logical argument satisfaction is a soulfulnesss attitude towards line of products. transmission line satisfaction is an attitude which results from balancing center of m some(prenominal) specific likes and dislikes experienced in connection with the art- their evaluation may comfort largely upon ones success or failure in the achievement of ain objective and upon perceived combination of the short letter and combination tow ards these ends.According to pestonejee, profession satisfaction git be taken as a summation of employees feelings in quatern measur fit beas. These beJob-nature of work (dull, dangerous, interesting), hours of work, fellow workers, opportunities on the trick for promotion and be onment (prospects), overtime regulations, interest in work, physical environment, and machines and tools.Management- supervisory treatment, participation, rewards and punishments, praises and blames, leaves polity and favoritism.Social relations- friends and associates, neighbors, attitudes towards pack in community, participation in social activity socialibility and caste barrier.Personal adjustment-health and emotionality.Job satisfaction is an important indicator of how employees feel just round their joke and a predictor of work behavior such as organic lawal citizenship, Absenteeism, Turnover.Job satisfaction benefits the organization includes reduction in complaints and grievances, absen teeism, tour of dutyover, and termination as healthful as alter punctuality and worker morale. Job satisfaction is also linked with a healthier work force and has been found to be a good indicator of longevity.Job satisfaction is not synonyms with organizational morale, which the possessions of feeling lay down being accepted by and belonging to a congregation of employees through adherence to common goals and confidence in desirability of these goals.Morale is the by-product of the group, while avocation satisfaction is more an individual(a) state of mind.CHAPTER zero(prenominal) 2 product line triumphDEFINITIONS OF theorize rejoicingDifferent authors give various definitions of blood line satisfaction. Some of them are taken from the book of D.M. Pestonjee Motivation and Job Satisfaction which are given belowJob satisfaction is defined as a pleasurable, emotional, state resulting from appraisal of ones job. An effective reaction to ones job.WeissJob satisfaction is gen eral attitude, which is the result of many specific attitudes in three areas namelySpecific job factorsIndividual characteristicsGroup relationship away the jobBlum and NaylorJob satisfaction is defined, as it is result of various attitudes the person hold towards the job, towards the colligate factors and towards the life in general.GlimmerJob satisfaction is defined as any contribution, psychological, physical, and environmental circumstances that aim a person truthfully say, I am satisfied with my job.Job satisfaction is defined, as employees judgment of how well his job on a whole is satisfying his various trains Mr. SmithJob satisfaction is defined as a pleasurable or demonstrable state of mind resulting from appraisal of ones job or job experiences.Locke2.2 HISTORY OF JOB SATISFACTIONThe term job satisfaction was brought to lime dead by hoppock (1935). He revived 35 studies on job satisfaction conducted prior to 1933 and observes that Job satisfaction is combination of p sychological, physiological and environmental circumstances. That causes a person to say. I m satisfied with my job. Such a description indicate the variety of variables that influence the satisfaction of the individual but tell us nothing about the nature of Job satisfaction.Job satisfaction has been most aptly defined by pestonjee (1973) as a job, care, personal adjustment social requirement. Morse (1953) considers Job satisfaction as dependent upon job content, identification with the co., financial job status priding group cohesivenessOne of the biggest preludes to the study of job satisfaction was the Hawthorne study. These studies (1924-1933), to begin with credited to Elton Mayo of the Harvard Business School, sought to find the effects of various conditions (most notably illumination) on workers productivity.These studies ultimately showed that novel changes in work conditions temporarily growing productivity (c exclusivelyed the Hawthorne Effect). It was later found t hat this step-up resulted, not from the new conditions, but from the knowledge of being observed.This finding provided strong recount that people work for purposes different than pay, which paved the way for researchers to investigate separate factors in job satisfaction.Scientific management (aka Taylorism) also had a significant impact on the study of job satisfaction. Frederick Winslow Taylors 1911 book, Principles of Scientific Management, argued that in that location was a single best way to perform any given work task. This book contributed to a change in industrial production philosophies, causing a shiftfrom skilled labor and piecework towards the more modern approach of assembly lines and hourly wages.The initial use of scientific management by industries greatly increased productivity because workers were forced to work at a faster pace. However, workers became exhausted and dissatisfied, and so leaving researchers with new questions to answer regarding job satisfact ion.It should also be noted that the work of W.L. Bryan, Walter Dill Scott, and Hugo Munsterberg set the tone for Taylors work.Some argue that Maslows hierarchy of needs theory, a motivation theory, laid the first appearance for job satisfaction theory. This theory formulates that people imposek to satisfy five specific needs in life physiological needs, safety needs, social needs, self-consciousness needs, and self-actualization. This model served as a good basis from which early researchers could develop job satisfaction theories.2.3 IMPORTANCE OF JOB SATISFACTIONJob satisfaction is an important indicator of how employees feel about their job and a predictor of work behavior such as organizational, citizenship, Absenteeism, Turnover.Job satisfaction can partially in-between the relationship of personality variables and deviant work behavior.Common research finding is that job satisfaction is correlated with life style.This coefficient of correlation is reciprocal meaning th e people who are satisfied with the life tends to be satisfied with their jobs and the people who are satisfied their jobs tends to satisfied with their life.This is vital piece of information that is job satisfaction and job public presentation is directly related to one another. Thus it can be said that, A happy worker is a productive worker.It gives clear evidence that dissatisfied employees skip work more often and more like to resign and satisfied worker likely to work longer with the organization.2.4 IMPORTANCE TO proletarian AND ORGANIZATIONJob satisfaction and occupational success are major factors in personal satisfaction, self-respect, self-esteem, and self-development. To the worker, job satisfaction brings a pleasurable emotional state that can often champions to a positive work attitude. A satisfied worker is more likely to be creative, flexible, innovative, and loyal.For the organization, job satisfaction of its workers means a work force that is motivated and commi tted to advanced quality performance. Increased productivity- the quantity and quality of output per hour worked- seems to be a byproduct of improved quality of working life. It is important to note that the literature on the relationship between job satisfaction and productivity is neither conclusive nor consistent.However, studies dating hazard to Herzbergs (1957) have shown at least low correlation between high morale and high productivity and it does seem logical that more satisfied workers depart tend to add more value to an organization.Unhappy employees, who are motivated by fear of loss of job, entrust not give 100 part of their effort for very long. Though fear is a powerful motivator, it is also a temporary one, and also as soon as the threat is move performance will decline.Job satisfaction benefits the organization includes reduction in complaints and grievances, absenteeism, minuteover, and termination as well as improved punctuality and worker morale. Job satisf action is also linked with a healthier work force and has been found to be a good indicator of longevity.Although only gnomish correlation has been found between job satisfaction and productivity, Brown (1996) notes that some employers have found that satisfying or delighting employees is a prerequisite to satisfying or delighting customers, thus protecting the bottom line.2.5 WORKERS ROLE IN JOB SATISFACTIONIf job satisfaction is a worker benefit, surely the worker must be able to contribute to his or her own satisfaction and well being on the job. The following suggestions can help a worker find personal job satisfaction Seek opportunities to demonst say skills and talents. This often leads to more challenging work and greater responsibilities, with attendant increases in pay and other recognition.Develop excellent dialogue skills. Employers value and rewards excellent reading, listening, writing and speaking skills.Know more. Acquire new job related knowledge that helps you to perform tasks more efficiently and effectively. This will live boredom and often gets one noticed.Demonstrate creativity and initiative. Qualities like these are valued by most organizations and often results in recognition as well as in increased responsibilities and rewards.Develop teamwork and people skills. A large part of job success is the ability to work well with others to get the job done.Accept the diversity in people. Accept people with their differences and their imperfections and learn how to give and receive criticism constructively.See the value in your work. Appreciating the significance of what one does can lead to satisfaction with the work itself. This help to give meaning to ones existence, thus playing a vital role in job satisfaction.Learn to de-stress. architectural plan to avoid burn out by developing healthy stress management techniques.2.6 FACTORS OF JOB SATISFACTIONHoppock, the earliest investigator in this field, in 1935 suggested that there are six maj or components of job satisfaction. These are as underThe way the individual reacts to unpleasant situations,The facility with which he adjusted himself with other personThe relative status in the social and economic group with which he identifies himselfThe nature of work in relation to abilities, interest and preparation of worker security systemLoyaltyHerberg, mausaer, Peterson and capwell in 1957 reviewed more than 150 studies and listed various job factors of job satisfaction. These are briefly defined one by one as follows immanent aspect of jobIt includes all of the many aspects of the work, which would tend to be constant for the work regardless of where the work was performed.SupervisionThis aspect of job satisfaction pertains to relationship of worker with his immediate superiors. Supervision, as a factor, generally influences job satisfaction.Working conditionsThis includes those physical aspects of environment which are not necessary a part of the work. Hours are included this factor because it is primarily a work of organization, affecting the individuals comfort and convenience in much the same way as other physical working conditions.Wage and salariesThis factor includes all aspect of job involving present monitory remuneration for work done.Opportunities for advancementIt includes all aspect of job which individual sees as potential sources of betterment of economic target, organizational status or professional experience.SecurityIt is defined to include that feature of job situation, which leads to assurance for go on employment, either inwardly the same company or at bottom same type of work profession.Company managementIt includes the aspect of workers immediate situation, which is a function of organizational administration and policy. It also involves the relationship of employee with all company superiors above level of immediate supervision.Social aspect of jobIt includes relationship of worker with the employees oddly those employ ees at same or nearly same level within the organization.CommunicationIt includes job situation, which involves spreading the information in any direction within the organization. Terms such as information of employees status, information on new developments, information on company line of authority, suggestion system, etc, are used in literature to represent this factor.BenefitsIt includes those special phases of company policy, which attempts to prepare the worker for emergencies, illness, old age, also. Company allowances for holidays, leaves and vacations are included within this factor.2.7 REASONS OF LOW JOB SATISFACTIONReasons wherefore employees may not be completely satisfied with their jobsConflict between co-workers.Conflict between supervisors.Not being opportunity paid for what they do.Have little or no say in decision making that affect employees.Fear of loosing their job.2.8 EFFECTS OF LOW JOB SATISFACTIONHIGH ABSENTEEISMAbsenteeism means it is a habitual pattern of a bsence from duty or obligation.If there will be low job satisfaction among the employees the rate of absenteeism will definitely increase and it also affects on productivity of organization.HighlowlowHighJob satisfactinRate of deviate over and absencesABFig.no. 1 bend showing relationship between job satisfaction and rate of turn over and absenteeism.In the above diagram line AB shows inverse relationship between job satisfaction and rate of turn over and rate of absenteesm.As th job satisfaction is high the rate of both turn over and absentiseesm is low and vise a versa.2.HIGH TURNOVERIn human resource refers to characteristics of a given company or industry relative to the rate at which an employer gains and losses the staff.If the employer is said to be have a high turnover of employees of that company have shorter tenure than those of other companies.3.TRAINING COST INCREASESAs employees leaves organization due to lack of job satisfaction. Then Human resource conductor has to recruit new employees. So that the training expenditure will increases.2.9 INFLUENCES ON JOB SATISFACTIONThere are no. of factors that influence job satisfaction. For example, one recent study even found that if college students majors coinsided with their job , this relationship will predicted subsequent job satisfaction. However, the primary(prenominal) influences can be summerised along with the dimentions identified above.The work itselfThe concept of work itself is a major source of satisfaction. For example, research related to the job charactoristics approach to job design, shows that feedback from job itself and autonomy are two of the major job related motivational factors. Some of the most important ingridents of a satisfying job uncovered by survey include intersting and challenging work, work that is not boring, and the job that provides status.PayWages and salaries are recognised to be a significant, but complex, multidimentional factor in job satisfaction. Money not o nly helps people attain their basic needs butevel need satisfaction. Employees often see pay as a reflection of how managemnet view their conrtibution to the organization. Fringe benefits are also important.If the employees are allowed some flexibility in choosing the type of benefits they prefer within a total package, called a flexible benefit plan, there is a significant increase in both benefit satisfaction and overall job satisfaction.PromotionsPromotional opportunities are seem to be have avarying effect on job satisfaction. This is because of promotion take number of different forms.WHAT IS THE IMPACT OF JOB SATISFACTION?Many managers subscribe to the intuitive feeling that a satisfied worker is necessarily good worker. In other words, if management could keep the entire workers happy, good performance would automatically fallow. There are two propositions concerning the satisfaction performance relation ship. The first proposition, which is based on traditional view, is tha t satisfaction is the effect rather than the cause of performance. This proposition says that efforts in a job leads to rewards, which results in a certain level of satisfaction .in another proposition, both satisfaction and performance are considered to be functions of rewards.Various research studies indicate that to a certain extent job satisfaction affects employee turn over, and consequently organization can gain from lower turn over in terms of lower hiring and training costs. Also research has shown an inverse relation between job satisfaction and absenteeism. When job satisfaction is high there would be low absenteeism, but when job satisfaction is low, it is more likely to lead a high absenteeism.What job satisfaction people need?Each employee wantsRecognition as an individualMeaningful taskAn opportunity to do something worthwhile.Job security for himself and his familyGood wagesAdequate benefitsOpportunity to advanceNo arbitrary action- a voice a matters affecting himSati sfactory working conditionsCompetence leadership- bosses whom he can admire and respect as persons and as bosses.However, the two concepts are interrelated in that job satisfaction can contribute to morale and morale can contribute to job satisfaction.It must be remembered that satisfaction and motivation are not synonyms. Motivation is a drive to perform, where as satisfaction reflects the individuals attitude towards the situation. The factors that determine whether individual is adequately satisfied with the job differs from those that determine whether he or she is motivated. the level of job satisfaction is largely determined by the comfits offered by the environment and the situation . Motivation, on the other hand is largely determine by value of reward and their dependence on performance. The result of high job satisfaction is increased commitment to the organization, which may or may not result in better performance.A wide range of factors affects an individuals level of sa tisfaction. While organizational rewards can and do have an impact, job satisfaction is primarily determine by factors that are usually not directly controlled by the organization. a high level of job satisfaction lead to organizational commitment, while a low level, or dissatisfaction, result in a behavior detrimental to the organization. For example, employee who like their jobs, supervisors, and the factors related to the job will belike be loyal and devoted. People will work harder and derive satisfaction if they are given the freedom to let their own decisions.CHAPTER NO. 3MODELS OF JOB SATISFACTIONMODELS OF JOB SATISFACTIONThere are various methods and theories of measuring job satisfaction level of employees in the orgnization given by different authers. heel of all the theorise and methods measuring job satisfaction level is given belowA MODEL OF FACET SATISFACTIONAffect theory(Edwin A. Locke 1976)Dispositional Theory( Timothy A. sample 1988)Two-Factor Theory (Motivator-H ygiene Theory) (Frederick Herzbergs)Job Characteristics Model (Hackman Oldham)Rating scalePersonal interviewsaction tendenciesJob enlargementJob rotationChange of paceScheduled rest periods3.1 MODEL OF FACET OF JOB SATISFACTIONPerceived personal job inputsSkillExperienceTrainingEffortsAgeSeniorityEducationCo committednessPast performancePerceived amount that should be received (a)Perceived inputs progenys of referent othersa=b satisfactionab dissatisfactionaInequityDiscomfort directDifficultyTime spanAmount of responsibilityPerceived job characteristicsPerceived outcome of referent othersPerceived amount received(b)Actual outcome receivedFig.no.2 Model of determinant of facet of job satisfactionEdward E.lawler in 1973 propoed a model of facet satisfaction. This model is applicable to understand what determines a persons satisfaction with any facet of job.According to this model actual outcome level plays a key role in a persons cognizance of what rewards he recieves. His percep tion influenced by his perception of what his referent others recieves. The higher outcome level of his referent other the lower his outcome level will appear. This model also reduce on his perception on reward level.3.2 AFFECT THEORYEdwin A. Lockes Range of Affect Theory (1976) is arguably the most famous job satisfaction model. The main premise of this theory is that satisfaction is determined by a discrepancy between what one wants in a job and what one has in a job. Further, the theory states that how much one values a given facet of work (e.g. the degree of autonomy in a position) moderates how satisfied/dissatisfied one becomes when expectations are/arent met. When a person values a particular facet of a job, his satisfaction is more greatly impacted both positively (when expectations are met) and negatively (when expectations are not met), compared to one who doesnt value that facet. To illustrate, if Employee A values autonomy in the workplace and Employee B is indifferent about autonomy, then Employee A would be more satisfied in a position that offers a high degree of autonomy and less satisfied in a position with little or no autonomy compared to Employee B. This theory also states that too much of a particular facet will produce stronger feelings of dissatisfaction the more a worker values that facet.DISPOSITIONAL THEORYAnother well-known job satisfaction theory is the Dispositional Theory it is a very general theory that suggests that people have innate dispositions that cause them to have tendencies toward a certain level of satisfaction, regardless of ones job. This approach became a notable explanation of job satisfaction in light of evidence that job satisfaction tends to be stable over time and across careers and jobs. Research also indicates that akin twins have similar levels of job satisfaction.A significant model that narrowed the scope of the Dispositional Theory was the Core Self-evaluations Model, proposed by Timothy A. Judge in 1998 . Judge argued that there are four Core Self-evaluations that determine ones disposition towards job satisfaction self-esteem, general self-efficacy, locus of control, and neuroticism. This model states that higher levels of self-esteem (the value one places on his self) and general self-efficacy (the belief in ones own competence) lead to higher work satisfaction. Having an internal locus of control (believing one has control over herhis own life, as opposed to outside forces having control) leads to higher job satisfaction. Finally, lower levels of neuroticism lead to higher job satisfaction3.4 TWO-FACTOR THEORY (MOTIVATOR-HYGIENE THEORY)Frederick Hertzbergs Two-factor theory (also known as Motivator Hygiene Theory) attempts to explain satisfaction and motivation in the workplace. This theory states that satisfaction and dissatisfaction are driven by different factors motivation and hygiene factors, respectively. Motivating factors are those aspects of the job that make people wa nt to perform, and provide people with satisfaction. These motivating factors are considered to be intrinsic to the job, or the work carried out.Motivating factors include aspects of the working environment such as pay, company policies, supervisory practices, and other working conditions.While Hertzbergs model has stimulated much research, researchers have been unable to reliably empirically prove the model, with Hackman Oldham suggesting that Hertzbergs original reflection of the model may have been a methodological artifactFurthermore, the theory does not consider individual differences, conversely predicting all employees will react in an identical manner to changes in motivating/hygiene factors.. Finally, the model has been criticised in that it does not specify how motivating/hygiene factors are to be measured3.5 JOB CHARACTERISTICS MODELHackman Oldham proposed the Job Characteristics Model, which is widely used as a framework to study how particular job characteristics imp act on job outcomes, including job satisfaction.The model states that there are five core job characteristics (skill variety, task identity, task significance, autonomy, and feedback) which impact three critical psychological states (experienced meaningfulness, experienced responsibility for outcomes, and knowledge of the actual results), in turn influencing work outcomes (job satisfaction, absenteeism, work motivation, etc.).The five core job characteristics can be combined to form a motivating potential score (MPS) for a job, which can be used as an index of how likely a job is to affect an employees attitudes and behaviors.A meta-analysis of studies that assess the framework of the model provides some support for the hardship of the JCM.3.6 MODERN METHOD OF MEASURING JOB SATISFACTIONIn this method of measuring job satisfaction the comparision between various orgnizational terms and conditions at managerial level and also the orgnization at a large.SATISFACTION WITH HUMAN RESOURC ES MANAGEMENT POLICIES OF THE ORGANIZATION1. Management has a clear path for employees advancement2. Decisions are make keeping in mind the good of the employees3. Management is extremely fair in personal policies4. Physical working conditions are supportive in attaining targets5. I nnovativeness is encouraged to meet business problems.SATISFACTION WITH SUPERVISION1. I feel I can trust what my supervisor tells me2. My supervisor treats me fairly and with respect3. My supervisor handles my work-related issues satisfactorily4. I get frequent appreciation of work done from supervisors5. I get enough support from the supervisor6.Individual initiative is encouragedSATISFACTION WITH COMPENSATION LEVELS1. Overall I am satisfied with the companys compensation package2. I am satisfied with the medical benefits3. I am satisfied with the conveyancing allowance4. I am satisfied with the retirement benefits5. I am satisfied with the reimbursement of the expenses as per the eligibility6. I am sa tisfied with the holiday (vacation) eligibilitiesSATISFACTION WITH business CLARITY1. Management decisions are Ad Hoc and lack professionalism (reverse scaled)2. Rules and procedures are followed uncompromisingly3. My job responsibilities are well defined and clearSATISFACTION WITH CAREER ripening1. I have adequate opportunities to learn and grow2. I get opportunities to handle greater responsibilities3. My skills and abilities are adequately used at workFrom all above we can conclude level of job satisfaction of our employees.3.7 RATING SCALEIt is one of the most common methods of measuring job satisfaction. The popular paygrade scale used to measure Job satisfaction is to includeMinnesota Satisfaction Questionnaires It helps to obtain a clear picture of pertinent satisfactions and dissatisfactions of employees.Job rendering Index it measures Job satisfaction on the dimension identified by Smith, Kendall, Hullin.Porter Need Identification Questionnaires It is used only for mana gement personnel and revolves rough the problems and challenges faced by managers.3.8 CRITICAL INCIDENTSFredrick Hertz berg and his Associates popularized this method of measuring Job satisfaction. It involves asking employees to described incidents on job when they were particularly satisfied or dissatisfied. Then the incidents are analyzed in terms of their contents and identifying those related aspects responsible for the positive and negative attitudes.3.09 PERSONAL INTERVIEWSThis method facilitates an in-depth exploration through interviewing of job attitudes. The main advantage in this method is that additional information or clarifications can be obtained promptly.3.10 ACTION TENDENCIESBy this method, Job satisfaction can be measured by asking questions and gathering information on how they feel like behaving with respect to certain aspects of their jobs. This method provides employees more opportunity to express their in-depth feeling.In his study on American employees, hop pock identified six factors that contributed to job satisfaction among them. These are as followsThe way individual reacts to unpleasant situations.The facilities with which he adjust himself to other persons.His relatives status in the social economic group with which he identifies himself.The nature of work in relation to the abilities, interest preparation of the workers.Security.Loyalty.Because human resource manager often serve as intermediaries between employees management in conflct.they are concern with Job satisfaction or general job attitudes with the employees.Philip apple blank has listed the five major components of Job satisfaction .asAttitude towards work group.General working conditions.Attitude towards company.Monitory benefits Attitude towards supervisionOther components tha