JOBS SATISFACTION AND WORK BEHAVIOR Job satisfaction is an integral component of organization health and important element in industrial

relations. Most of available of literature indicate hat the more important factors conducive to job satisfaction are supportive working conditions, equitable rewards, supervision and mentally challenging work (Robbins, 2000) Supportive Working Conditions Studies demonstrate that employee prefer physical surroundings that are not dangerous or uncomfortable, temperature, light, noise and other environmental factors should not be at either extreme or too little (Robbins, 2000 ) Working conditions have a modest effect on job satisfaction. If the working condition is good (clean, attractive surroundings for instance) the personnel will find it easier to carry out their jobs. If the working conditions are poor (hot, noisy surrounding for example) personnel will find it more difficult to get things done. In other words the effects of working conditions on job satisfaction are similar to that of the work group. If things are good there may or may not be a job satisfaction problem, if things are poor, there very likely will be most people do not give working condition are extremely bad. Additionally, when there are complaints about working conditions, these sometimes are really nothing more manifestation of other problems, for example a manager may complain that his office has not been properly cleaned by the night crew, but his anger is actually a result of meeting he had with the boss earlier in the day in which he was given a poor performance evaluation. However in recent years because of increased diversity of the work force, working conditions have taken on new importance (Luthans, 1998) Equitable Rewards Employees want pay systems and promotion policies that they perceive as being just, ambiguous and in line with their expectations. When pay is seen as fair based on job demands individual skills level, and community pay standards satisfaction is like to result. Individual who perceive that promotion decisions are made in a fair and just manner are likely to experience satisfaction from their jobs. In relation to this aspect the present study intended to examine the job satisfaction in

terms of salaries and allowances employee receives. Attention is given on the level of satisfaction types of rewards received and kind of activities the respondents engaged off any to complement or subsidize their incomes. Supportive Supervision Supervision is another moderately important source of job satisfaction. However it can be said that there seem to be two dimensions of supervisory style that affect job satisfaction. One is employee centeredness, which a supervisor takes a personal interest in the employees welfare. It commonly is doing providing advice and assistance to the individual, and communicating with the worker on a personal as well as an official level. American employees generally complain that their supervisors dont do a very good job on these dimensions. For example a large survey found that less than half of the respondents felt their bosses provided them regular feedback or tried to solve their problems. The other dimension is participation or influence, as illustrated by managers who allow their people to participate in decisions that affect their own jobs. In most cases, this approach leads to higher job satisfaction: For example comprehensive Meta analysis concluded that participation does have a positive effect on job satisfaction. A participative climate created by the supervisor has a more substantial effect on worker is satisfaction than does participation in a specific decision. (Luthans, 1998) Mentally Challenges Mentally challenging work employees tend to prefer jobs that give them opportunities to use their skills and abilities and offer a variety of tasks freedom and feedback on how well they are doing. Jobs that have too much challenge create boredom, but too much challenge creates frustration and feelings of failure under conditions of moderate challenge, most employees will experience pleasure and satisfaction. In the present study this aspect was not a focus and hence not explored. Exclusion of this aspect in the present study will base if Maslow links level of job satisfaction with Hierarchy needs theory by Maslow this will be a higher level. In principal there is no rational person or worker who would evaluate his / her satisfaction in terms of whether or not the job is mentally challenging without first considering satisfaction of salary which has a direct bearing to meet the lower needs like food and clothing. (Maslow, 1963)

Supportive Colleagues Supportive colleagues people get more satisfaction out of work than merely money or tangible achievements. Studies generally find out that employees satisfaction in increased when the immediate supervisor understands and friendly. Offers praise for good performance listens to employees opinions and shows a personal interest in them. Robbins (2000) the present study investigated these aspects by determining employees work performance at Tanzania Port Authority. Specifically, interaction and kind of communication among employees or subordinates will be explored. Satisfaction and Productivity A number of reviews were done in the 1950s and 1960s covering dozens of studies that bought to establish the relationship between satisfaction and productivity of effective perform once. These reviews could find no consistent relationship. Herzberg (1957) analyzed the results of twenty-six studies focusing on the relationship between job satisfaction and productivity. Fourteen of these studies revealed that workers with positive job attitudes were more productive than those with negative attitudes. In nine studies job attitudes and productivity were not related and in three studies there was negative correlation between job attitudes and productivity. Kahn (1960) contend that satisfaction and productivity do not necessarily go together, employee more likely than employees in the low productivity groups to be satisfied with their jobs. This aspect was not covered the present study given the fact that have been no any recorded employees grievance that relate their dissatisfaction and productivity.