MZUMBE UNIVERSITY

DAR ES SALAAM
BUSINESS SCHOOL

PROGRAMME: Master’s of Business Administration - CM

SUBJECT: Organization Behavior

NAME: Stanley Christopher Lyimo

REGISTRATION No. 3889/T. 2010

TASK: ASSIGNMENT AND TERM PAPER

SEMESTER: II academic year 2010/2011

Question No. 4

1.0 Introduction

In today’s competitive environment organizations thrive and

survive on their human resources. Values, attitudes, perceptions
 and behavior, which form these resources, influence employee
performance. It is a key factor in realizing organizational and
individual goals that in turn greatly depends on individual’s self-
motivation and job satisfaction.

1.1 What is job satisfaction?

Job satisfaction was defined as an affective and emotional

response toward various facets of one’s job (Motivation through
needs, Job Design, and Satisfaction, 2004).

Job satisfaction is one’s attitude towards his job (positive or

negative). Satisfaction in work and the work environment is the
basic constituent of employee job satisfaction. Employee
attitudes and values influence their behaviour. Positive outlook
and backup from HR helps modify behaviour resulting in higher
performance levels.

1.2 Measures of job satisfaction

Unlike other psychometric tools, used to test a sample of

behaviour, measures of job satisfaction are prone to subjectivity.
However a battery of tests can be conducted to make accurate
predictions. One approach is the Global Measure, which
measures the overall satisfaction of the job. The second
approach is the Facet Measure where satisfaction is measured on
each aspect of the job.

2.0 Recent concepts of job satisfaction

 There is a growing recognition that external environmental
factors play an influential role in job satisfaction. Another
concept is that performance depends on the overall
effectiveness of the organization.
In today’s competitive world, management needs to continuously
emulate practices that will attract and retain a highly qualified
and skilled workforce. Dissatisfied employees may be forced to
work due to unemployment or insecurity, but this is not in the
interests of the long-term success of the organisation.
Dissatisfaction may be expressed in other forms like internal
conflicts, poor interpersonal relations, low trust, stress leading to
workplace conflict, violence and low productivity. (Danhoff MN
(1962))

Though job satisfaction is difficult to measure and is dependent

on a number of factors, management may reduce levels of
dissatisfaction and control workplace conflicts through common
objectives like career development, training, appropriate rewards
and improvements in the quality of working life.

3.0 Causes of job satisfaction/dissatisfaction

Since job satisfaction is subjective to individual experience and

expectation, personality often plays an influential role. Stable
personality traits could influence satisfaction or dissatisfaction at
work. Type A’ personalities tend to be more aggressive, set high
standards for themselves and therefore are more susceptible to
job dissatisfaction. In contrast, Type B’s seem to be more relaxed
and, this may reflect on their attitudes towards work. Today,
there is an increasing interest in the concept of the ‘person –job-
fit’ theory. (Rao and Narayana (1998)) The managerial
 implications are that people who get themselves into the right
job that fit their attitudes and personalities seem to be more
satisfied.

4.0 Factors that affect job satisfaction within an

organization:-

4.1 Growth Aspect:

This is one of the key factors, without which there cannot be job
satisfaction. For some individuals personal growth in terms of
skills and knowledge gained is only important whereas for some
others in addition to knowledge, growth in hierarchy is important.
In either case advancement is a key factor to fulfillment.

4.2 Compensation/pay:

Adequate compensation drives ones interest in the job execution

and their performance. There are a few among us who work not
to earn a living but to keep themselves occupied, even if this is
the case it becomes necessary that such individuals be paid as
per the industry standard.

4.3 Responsibility & Accountability:

Responsibility or freedom of action is another important factor

that needs to be considered while you measure your job
satisfaction. Responsibility and accountability boosts most
people’s level of interest in the job.
4.4 Job Security:

Stability and Security is vital to everyone and at all times.

Security in terms of job is no exception. Insecurity in job is very
likely to affect performance, morale and confidence.

4.5 Recognition:

It’s agreed that we all love to be recognized and appreciated for

the work that we do. Recognition is essential as it helps increase
confidence and self esteem. It is highly important to know the
outcome of a task assigned in terms of good or bad appraisal so
as to help one to improve their potential.

4.6 Enjoyment:

Enjoyment at work comes with satisfaction, even if your job is

some kind of routine work if you feel a sense of pride and
achievements then you definitely enjoy your job.

4.7 People you work with:

Being comfortable with the people we work with is highly

necessary. Unpleasant relationships at the work place is in
indication to start looking for a new job as it is very difficult to
work with people you hate or cannot relate to. One should not try
to find best friends in their co-workers but its important that you
get along well with all.

4.8 Working hours & conditions:

 Long hours induces fatigue and tiredness in individuals, which
might induce oversight in them and in such condition people
make mistakes which take more time to be solved. One does and
should have a life outside work. Long hours without breaks
should be a strict no If one is required to put in long hours make
sure you are getting compensated or getting knowledge and
experience that you cannot afford to loose. Working conditions
should be comfortable. For example in Tanzania the maximum
working hours is 10 hours and the minimum of eight hours.
Normaly the government organs uses eight hours in five days a
week and private organization uses nine to ten hours in five days
and six hours in Saturdays and Sundays.

4.9 Perks:

Perks is another important factor in terms of job satisfaction.

Your designation derived from your talent and knowledge should
be eligible for some privileges.

4.10 Opportunities to use skills and abilities

Employees experience higher satisfaction if the job provides

challenging opportunities and higher responsibility through
projects, special assignments, team leadership and promotions

4.11 Stress

If negative stress is high employees experience low job

satisfaction. However the employers can overcome this problem
by:

 Distributing the workload evenly amongst the team

members,
  Ensuring that the employees maintain a balance between
their professional and personal lives by not encouraging
employees to stay back late regularly,
 Reviewing performance and work procedures to minimize
red-tape or bureaucracy,
 And finally providing solutions to reducing stress (increase
employee amenities).

4.12 Leadership

Supervisors with good leadership skills create job

satisfaction amongst employees by encouraging and
motivating them to achieve their targets. A supervisor
must be able to make an employee feel that his or her
contribution was important and meaningful to the
organization.

5.0 Significant of job satisfaction to Organizational effectiveness

5.1 Job satisfaction has some positive correlation with physical

health of individuals: People with greater satisfaction tend to
have higher incomes and more education, and thus
coincidentally enjoy greater benefits, which promote longetivity.
People who like work, are likely to live longer and on the other
hand, they contended that chronic dissatisfaction with work
represents stress, which in turn, eventually takes its toll on the
organization.

5.2 Job satisfaction can reduce absenteeism and turnover:

 Somebody who is happy and satisfied can find it easy to live
inside the organization as well as outside it. On the other hand, a
chronically upset individual makes organizational life vexatious
for others with whom he interacts.

5.3 Job satisfaction can spread goodwill about the organization:

people, who feel positive about their work life are apt to voice
favourable statements about the organization to the community
at large. When the goodwill of such organization like sports goes
up, new, qualified and dynamic entrants show interests in joining
it. Thus, it will be in a position to enjoy the talents of people as
job satisfaction fosters a pervasive residue to public goodwill
towards the establishment.

5.4 Job satisfaction has some relationship with the mental health of
the people: Dissatisfaction with one's job may have volatile
spillover effects. The impression is that, people feel bad about
many things such as family life leisure activities, and sometimes
life itself. Many unresolved personality problems and
maladjustment arise out of a person's inability to find satisfaction
in his work. All this will lead underperformance of hence reduce
the efficiency of the organization.

5.5 Increase efficiency to the organization: Though job satisfaction

leads to efficiency, other factors are responsible for work
performance. Today, technological and market forces play a
major role in organisational efficiency. Stockbrokers, for
example, would depend on the results of the stock market where
a rise in share prices would probably lead to satisfaction.
 5.6 Reduces Absenteeism and Turnover: Absenteeism causes
tremendous cost and loss of investment. Absenteeism followed
by negative feedback like, loss of pay might lead to
dissatisfaction and in turn a high rate of absenteeism. Therefore
job satisfaction will reduce or eliminate absenteeism and
reduces tremendous cost and loss of investment.

5.7 Commitment: Organisations today have expressed a lack of

loyalty and commitment from employees and hence are unable
to retain qualified professionals. Therefore through job
satisfaction the loyalty and commitment from the employee to
the organization will increase and hence bring positive efficiency
and effectiveness to the organization.

6.0 CONCLUSION

Generally dissatisfied with jobs, resulting in a negative attitude

towards delivery of work. Dissatisfaction mainly emanated from
inadequate salaries and allowances, loans to facilitate purchase
of houses, housing stands and cars as well as increasing volume
of work. However, inter-personal relationships, job security,
supervision, opportunities for personal development and working
experience did not significantly affect job satisfaction.

7.0 References

i. IMPORTANCE OF JOB SATISFACTION IN SPORTS’

ORGANISATION By Adesoye A.A. (Ph.D), & Ogunsanwo,
B.A. (Department of Physical and Health Education,
University of llorin, llorin).
ii. Factors affecting job satisfaction among academic
professionals in tertiary institutions in Zimbabwe by P.
Chimanikire, E. Mutandwa2 , C. T. Gadzirayi, N. Muzondo4
and B. Mutandwa

iii. Danhoff MN (1962). A factorial approach to the study of job

satisfaction of hospital personnel. Unpublished doctoral
dissertation, Purdue University, Lafayette, Indiana.

iv. Wikipedia (2007). Job Satisfaction

http://en.wikipedia.org/wikipedia/ Job_Satisfaction

v. SITI ZAWIAH DAWAL & ZAHARI TAHA (Jun 2006: 65–80)

FACTORS AFFECTING JOB SATISFACTION IN TWO
AUTOMOTIVE INDUSTRIES IN MALAYSIA Universiti Teknologi
Malaysia

vi. Kaya E. (1995, August 20-25) Job satisfaction of the

librarians in the developing countries. 61st IFLA General
Conference- Conference proceedings. Retrieved
September 1, 2004, from http://www.ifla.org/IV/ifla61/61-
kaye.htm.