Job satisfaction is related to the organizational climate of the company and job performance, and is usually defined as a pleasurable or positive emotional state resulting from the subjective perception of the work experiences of the worker. Job satisfaction understood as a factor that determines how well a person experiences in his job, it is becoming a central theme of the research organization. So it is one of the areas of quality of working life has attracted interest.
The job satisfaction is important in any kind of work; not only in terms of desirable welfare of people wherever they work, but also in terms of productivity and quality. It can also be defined as an attitude or set of attitudes developed by the person to their work situation, attitudes that can be referred to the work in general or to specific aspects of it.
Job satisfaction is basically a holistic concept that refers to the attitudes of people towards various aspects of their work is done. It has also been seen as an emotional or affective response towards work or as a general attitude towards work or as an attitude or set of attitudes developed by the person to their work situation and has been linked to the basic components of attitude: cognitive, affective and behavioral. In any case job satisfaction is derived from aspects of work as the recognition, promotion, salary, working conditions, leadership style, and relationship with colleagues or company policies. In any case, companies need to combat this phenomenon in order to increase performance and concentration of their teams; making does not become a problem for productivity. Knowing the causes it is one of the most important steps.
Battling Job Dissatisfaction
Performing monotonous and repetitive tasks are one of the leading causes of inattention and dissatisfaction. Cumulatively it acts to bring the employee to satiation and lack of performance. It is therefore important to make positions with varied tasks to employees or face some challenges that take them from monotony.
On the other hand, the economic and emotional compensation (recognition of effort) may be a clear reason for dissatisfaction, aggravated when there are unjustified differences between employees of the same organizational level.
The linkage of salary and objectives business by variables is a good way to counteract this effect, along with the preparation of clearly defined and objective salary scales. This strategy also enhances the sense of autonomy and responsibility of employees. And these may not feel developed in his post without certain autonomy, being able to surrender to despondency and discouragement.
Lack of communication also becomes a problem of satisfaction when they affect the transmission of problems and solutions, and that disconnect the employee of the organization, making low level of commitment is minimal, and the recognition of their work.
If in addition we add a strong working hours and bad structured to, performance can plummet. Humans need some compensation between work stress, time spent in society and our biological time (we need for functions like eating, rest and sleep). In this way, the long, empty days become one of the worst enemies of job satisfaction.
The "presenters" may be an enemy for performance and it is important that there is sufficient time, structured and to allow family reconciliation where possible. Finally we find an increasingly common factor, as is job instability. In other words, the perception that workers be able to lose their jobs and can cause uncertainty and fear. This factor may be uncontrollable in some critical circumstances, but in normal circumstances concerning employers should try to not transmit insecurity to their employees about their jobs or otherwise transmit transparently how everyone about what the company hopes from them is.
The specialist in psychology of organizations considered that there is a close relationship between not being satisfied and performance, especially in individuals over 30 years, “more women and those with little control and less variation in the tasks they perform." If someone does not care about enriching its activities and updated, it is easy to fall into the routine. In addition, people should take care of their health, their sleep, eating well and not neglect relationships with peers, because in a work environment is easy to fall into rivalry and conflicts, he acknowledged.
For companies, it is also necessary to establish reward systems workers, since individual incentives can deter the demands of changing job for health reasons, satisfaction is the difference in the amount of rewards they receive workers and the amount they think should receive. Among the most important factors that make a worker you are satisfied; interesting work, fair and equitable rewards, good working conditions and good coworker. It’s also important that companies overlook the short term cost of engaging and motivating employees to retain them and focus on the long term benefits of employee retention. This is very important in case of small business where most of the long terms interests are compromised for short term gains.
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