Job satisfaction is a staff assessment of the conditions, process, and outcome of a job. It can be located between "madly in love" and "completely dislike." Everyone knows perfectly well that the effectiveness of staff depends on the level of satisfaction.
One of the most important components of a personโs motivation to work is precisely working conditions. In order to increase the desire of employees to perform their duties efficiently, it is necessary to exclude factors that reduce their job satisfaction. But this is not enough. Conditions should be created in which they would be interested and pleasant to work (for example, career advancement, wage growth, recognition of success, etc.).
A decrease in satisfaction inevitably leads to a drop in productivity. A reluctance to work may occur in:
In order to prevent this decline, you need to know what affects employee satisfaction. Consider the main factors:
The content of the work. Promising, demanding, interesting work, with the likelihood of success (including personal success) helps to increase employee satisfaction, while boring and monotonous, on the contrary, reduces it.
Physical working conditions (temperature, lighting, noise, etc.). The better they are, the more subordinates will be more satisfied with the work.
Characteristic of a subordinate. The higher the educational level and self-esteem of the employee, the higher his satisfaction. Also, more satisfying is the work that matches the ability of a person.
The impact on job satisfaction has a social environment. The more mutual understanding, support, help in the team, the higher the desire to work.
A well-organized management system at the enterprise enhances employee satisfaction.
An important factor is earnings (timeliness, validity, etc.).
Increases job satisfaction and learning and development opportunities.
To increase employee motivation, it is necessary to take into account all of the above factors.
There is another method of increasing satisfaction, and, consequently, labor efficiency. It consists in the fact that selecting employees, it is necessary to take into account criteria such as locus control, self-efficacy and positive affectivity.
Locus control is external and internal. A person who believes that everything that happens to him depends on himself, has an internal locus control. But individuals who believe that the events occurring with them are the result of external factors have an external locus control. It is clear that a person with internal locus control is a more efficient worker.
Self-efficacy is self-confidence, determination, determination. People with a high degree of self-efficacy are excellent workers who show the highest productivity.
Well, finally, what is positive affectiveness? In people with positive affectivity positive emotions prevail, and in people with negative affectivity, respectively, negative emotions. It is natural to assume that positive emotions increase work satisfaction. The presence of negative moods reduces it.
If the staff consists mainly of people with high affectiveness, internal locus control and high self-efficacy, then the satisfaction with work in the team will be higher. In addition, there is the so-called infection effect. It lies in the fact that if a person enters into a society of positively-minded, cheerful, purposeful people, then after a while he himself recruits such qualities. And vice versa, communicating with negatively minded people, you are imbued with the same negative emotions.