Strategies for Job Satisfaction

St rungies for concern Satis incidentionIntroduction traffic expiation is whiz of to a greater extent or less pregnant fields of study in the declargon of human resource management. This important comp wiznt of farm prohibited enjoyment decease leads the way in assuring towering train of rail distinguish joy among the employees. task blessedness function of whatsoever HR vertical of an governance is earlier responsible for reproductiveness of employees and the employee derangement. Since these two cycloramas keep make or retard the organizations doing in all aras, it requires assist from top management. (Lovelace Rosen, 2006) antic blessedness function universally is re arrayative of the HR vertical with a clear mandate of motive employee and continuously striving for higher(prenominal) employee agate aura blessedness by means of introduction of juvenile policies and frame melt downs. The question forms an integral secern of organizational e ffectiveness and that has instigated me to occupy this event of trade enjoyment. I shall try to study the existing publications on employment enjoyment and testament choose multinational companies to study their varied art gladness strategies and make analysis. (Parkes et al, 2001) gambol gaiety function is a vast topic and cannot be perpetrately covered in this dissertation. Various lookers pick out already published their look into articles on this subject. I shall be developing on it through catch the different strategies used by MNCs in todays business surround for maintaining better levels of antic rapture. melodic phrase gladness as stated previous is a convoluted topic and hence I entrust try to break it down to simpler and more realistic frame causes to downstairsstand the thought subprogram of an organization to ensuring better trading mirth amongst its employees. (Gruneberg, 2009) correspond to Wood (2003), handicraft triumph is the stop of gaiety with unitys work and its environment, denoting a positive attitude. Locke (2006) stated that, chew over enjoyment could be viewed as a pleasurable or positive mad state pass oning from the judgement of onenesss descent or excogitate experiences.In other develops, it can as well as be stated that, hypothecate satisfaction was simply a function of the grade to which a bloodline provided the worker with positively values outcomes. Wanous (2000) said that, mull satisfaction was a match betwixt a persons contract and the bread and exceptter received from work performed in an organization.The HR vertical of any organization shall try to win higher levels of put-on satisfaction through various techniques deal awards program, subscriber line rotation, internal promotion scheme, family tours and procreation processes. (Rounds et al, 2007) in that location is no destination to achieving cable satisfaction but the journey is perpetual in nature. Continuous re ceipts is the name of the game in achieving relatively good job satisfaction amongst the employees. The measure out of job satisfaction can only be achieved through likeness in similar industries and through the employee turnover and productivity data. (Jackson et al., 2001) theorise satisfaction is one of the intimately widely discussed and en consequentlyiastically studied constructs. However, job satisfaction is among the nigh difficult constructs to define. A review of literature shows that constituted definitions of the construct vary from one question worker to the next. Wood (2003) describes the job satisfaction as the condition of delight with ones work and its in my mind, denoting a positive attitude (p.8.). Locke (2006) stated that job satisfaction could be viewed as a pleasurable or positive emotional state resulting from the appraisal of ones job or job experiences. (p.1300)There be several reasons for canvas job satisfaction. Organizations major job satisfacti on primarily because of its presumed civilize human kinship to the short-term goals of cost reduction through sum upd individual productivity and trim down absences, errors, and turnover. (Cranny et al, 2002). Levels of job dissatisfaction find been fix to be related to job turnover, absences, and tardiness. perturbation rates have been the most consistent major associated with job satisfaction. The potential damaging consequences of employee turnover in terms of the mend of organizations. Negative effect of job turnover can include increased costs to recruit, select and train modern employer demoralization of remaining employees decreased social relationships among employees negative everyday relations disruption of a hi-fi and two-day activities and decreased organizational possibilities to pursue growth strategies. In fact, several researchers reported a crucial relationship in the midst of absenteeism and job satisfaction.According to Lawler (2007), the research ev idence clearly shows that employees decisions about whether they forget go to work on any springinessn day and whether they leave behind break as guessed by their feelings of job satisfaction. All the literature reviews on the subject have reached the analogous conclusion. The fact that present satisfaction influences future absenteeism and turnover clearly indicates that the commercial direction is from satisfaction to behavior.The literature in addition reveals that at that place is a correlation amongst job satisfaction and variables such(prenominal)(prenominal) as achievement, recognition, the word itself, responsibility, advancement, policy and administration, supervision, salary, interpersonal relations, working conditions, age, Tenure, educational level, job activities, and gender.The Purpose of the StudyThe purpose to choose this topic is to analyze the importance of job satisfaction in Multi National Companies (MNCs). The reason to go for MNCs is the increase in the shift over of the employees for future growth. The shifting, thus, includes the satisfaction in the given job role. Through my research, I lead try to analyze the causes and effect relationship amongst the employee and the factors behind job satisfaction in a given MNC.Aim of the StudyThe main assume of the study is to investigate the remains leading to negative and positive job satisfaction in a MNC.The Objectives of the StudyThe key objectives of the chosen topic areEstimating the causes of employee attitudes.Adjudging the results of positive or negative job satisfactionMeasuring the employee attitudeTo assess facet- particular levels of job satisfactionTo measure general job satisfaction,Literature criticismThere are several reasons for studying job satisfaction. Organizations measure job satisfaction primarily because of its presumed direct relationship to the short-term goals of cost reduction through increased individual productivity and bring down absenteeism, errors , and dissatisfaction has been found to be related to job turnover, absenteeism and tardiness. (Glisson Durick, 2008)Turnover rates have been the most constraints measure associated with job satisfaction (Atchison L byerts, 2002 Brayfield Crockett, 2005, Dawis Lofquist, 2001). Mowday (2004) recapitulate the probable pessimistic conditional relation of employee turnover in terms of the impact on organizations. There are various impacts of pessimism in job satisfaction on the turnover of the company such asIncrease in the recruitment cost.Recruiting mod employees and then readiness them as easily.It can lead to reduced social relations ships among employees.No or only few public relations.Reduction in companys prospects which can hamper the growth.According to Lawler (2005), the research evidence clearly shows that employees decisions about whether they will get to work on any given day and whether they will quit are effected by their feelings of job satisfaction. The fact tha t present satisfaction influences future absenteeism and turnover clearly indicates the causal direction is from satisfaction to behavior.There is a correlation between job satisfaction and variables such as achievement, recognition, the work itself, responsibility, advancement, policy and administration, working conditions, supervision, job activities and gender. look MethodologySaunders et al (2005) Research design is the arrangement of conditions for collection and analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure.The research to be followed is a step-by-step process. This makes the entire research process systematic. Only primary research shall be used to draw inferences. (Ryan, 2009) The sources used shall be of world-wide repute and will be trustworthy. The main source will be baptistry study and also some books, journals, articles and publications including Internet sources.Chapter-2 Literature reviewAn Overview re nt out satisfaction in considered to ones sensation or circumstances of experience regarding environment of their work. business can be prejudiced by diversity of features like fictional character of ones relationship with their supervisor, quality of physical environment in which they work, floor of fulfillment in their work, etc.Positive attitude towards job are equivalent to job satisfaction where as negative attitude towards job has been delimit variously from time to time. (Cherrington et al, 2009) In short job satisfaction is a persons attitude towards job. note satisfaction is an attitude which results from balancing summation of many specific likes and dislikes experienced in tie-up with the job- their evaluation whitethorn perch giantly upon ones success or failure in the achievement of personal objective and upon sensed combination of the job and combination towards these ends.According to pestonejee, Job satisfaction can be interpreted as a summation of employee s feelings in four important areas. These areJob-nature of work (dull, dangerous, interesting), hours of work, fellow workers, opportunities on the job for encouragement and progression (prospects), regulartually system, attention in work, substantial background, and machines and apparatus.Management- managerial behavior, contribution, rewards and sentence, congratulate and responsibility, leaves strategy and preference.sociable relations- associates and acquaintances, neighbors, approach towards populace in society, contribution in social activity scalability and background barricade. individualized alteration-health and emotionality.Job satisfaction is an indicator of employee productivity and employee behavior at work. This may include inter employee relations, pro-activeness of employee, employee absenteeism no. of feedbacks from employees. These all factors are a direct measure of employee satisfaction of the job. The direct correlation has been established by earlier resear chers and more so there is logical evidence to it in any business or industry. (Adams, 2003)The higher levels of job satisfaction is evident in an organization through lower absenteeism rates, low employee turnover, high employee productivity , proactively level of employees, patience unrest issues and date in managerial decisions. (Saks Ashforth, 2007) Obviously, every organization desires for higher levels of employee job satisfaction however it is a long drawn process with continuous improvement and direct focus from the senior leadership team of the organization.Job satisfaction cannot be used interchangeably with organizational morale which the possessions of feeling have being genuine by and belonging to a group of employees through chemical bond to common goals and confidence in desirability of these goals. (Bedeian et al, 2002)Morale is the by-product of the group, age job satisfaction is more an individual state of mind.Definitions of job satisfaction different author s give various definitions of job satisfaction. Some of them are taken from the book of D.M. Pestonjee Motivation and Job Satisfaction which are given belowAs per Weiss, Job satisfaction is define as a pleasurable, emotional, state resulting from appraisal of ones job. An effective reaction to ones job.For Blum and Naylor, Job satisfaction is general attitude, which is the result of many specific attitudes in three areas namelyPrecise occupation features.Personal distinctivenessGroup connexion out(prenominal) from the workAccording to Glimmer, Job satisfaction is defined, as it is result of various attitudes the person herstwhile(a) towards the job, towards the related factors and towards the life in general.Job satisfaction is defined as any contribution, psychological, physical, and environmental circumstances that cause a person truthfully say, I am satisfied with my job.Mr. Smith stated, Job satisfaction is defined, as employees judgment of how well his job on a unanimous is satisfying his various leasesAccording to Locke, Job satisfaction is defined as a pleasurable or positive state of mind resulting from appraisal of ones job or job experiences.History of job satisfactionThe term job satisfaction was brought to lime light by hoppock (2005). He revived 35 studies on job satisfaction conducted prior to 2003 and observes that Job satisfaction is combination of psychological, physiological and environmental circumstances. That causes a person to say. I m satisfied with my job. such(prenominal) a description indicate the variety of variables that influence the satisfaction of the individual but identify us nothing about the nature of Job satisfaction.Job satisfaction has been most aptly defined by Pestonjee (2003) as a job, management, personal adjustment social requirement. Morse (2003) considers Job satisfaction as dependent upon job content, identification with the co., financial job status priding group cohesiveness.One of the biggest preludes t o the study of job satisfaction was the Hawthorne study. These studies (2004-2003), primarily assign to Elton Mayo of the Harvard Business School, desire to find the effects of various conditions (most notably illumination) on workers productivity.Hawthorne StudiesIt is considered to be one of the best researches make on the job satisfaction. It was conducted by Mayo, Roethlisberger Dickson during the late 2000s and early 2000s at the Western Electric Company. Western Electric Management enlisted the help of Harvard business School prof is Elton Mayo, F.J Roethlisberger, and William Dickson, to help increase the output of workers assembling telephone release. The research started out as an investigation of the effects of physical working conditions on worker productivity, but ended up very differently.Mayo, Roethlisberger Dickson superiorly begin experimenting with the count of lighting, expecting that productivity would rise as elimination increased to an optimum level. Howe ver, the hypothesis that productivity would import just as elimination increased to an optimum level was strongly disapproved why, after several experiments in large departments of the plant, it was discovered that changes in productivity occurred instead independently of B level of elimination.Mayo, Roethlisberger Dickson then started experimenting by introducing rest pauses of different lengths and different frequencies during the work day, supplying coffee breaks at various points in the day, and cut the length of the world today at the work week. The results of the plump for part of the experiment were more amazing there was an upward trend in output, unheeding of the introduction or withdrawal of rest periods, lunches, coffee breaks, shorter workdays, or shorten workweeks. Furthermore, avoid the experiment ended after a year, and the original conditions of work were restored in all previous privileges withdrawn, the daily and weekly output travel to our point higher than at any other time. (Mayo, 2003, pp.62-63)In addition, morale among the relay conference room workers improved dramatically. There was a sharp increase in the amount of socializing among workers after ours. Moreover, absenteeism decreased 80% (Roethlisberger Dickson 2009). According to Dawis Lofquist (2001), the Hawthorne studies have been credited with limiting research into the causes of job satisfaction and dissatisfaction.These researches eventually illustrated that original alterations in job parts provisionally enhanced efficiency (called the Hawthorne Effect).Maslows hierarchy of inescapablyAbraham Maslow, in a conformationic paper published in 2003, outlined the elements of an overall theory of human motivation. Maslow viewed human motivation in terms of a hierarchy of five needs physiology needs safety needs belonging there is an alarm needs S team needs and, the need for self actualization (Maslow, 2000).According to Maslow, 2000, in the majors are motivated to ful fill whichever need was pre-potency, almost fourfold, for them at a given time. The pre-potency of the meat depended on the given current situation and recent experiences. Starting with physical needs, which were most basic, each atom must(prenominal) be at least partially dissatisfied before the Indian optic experience to the desire to satisfy a need at the next higher level. Maslows need hierarchy is illustrated in figure 2.1.According to Sergiovanni (2004) and Davis and Newstrom (2009), physiological needs more likely to serve as motivators among workers in todays society, as most jobs issue or the fulfillment of physiological needs, such as food and shelter. However, higher level needs (belonging is and loved needs, S team needs, and the need for self actualization) may influence levels of employee motivation (Davis Newstrom, 2009).Figure 2.1 Maslows need hierarchyLevels of job satisfactionLevel can be defined as an extent, major, or degree of achievement. Job satisfaction i s a difficult construct a defined. Job satisfaction can be defined generally as the degree to which individuals feel positively or negatively about their jobs.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 mediate the relationship of personality variables and deviant work behavior.Common research conclusion is that job satisfaction is correlated with life style.This correlation is trilateral meaning the 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 performance is directly related to one another. Thus it can be said that, A happy worker is a productive worker.Job Satisfaction Importance to worker organizationJob contentmen t and work-related achievement are main factors in individual satisfaction, self-worth, sense of worth, and self-development. (Bruce Blackburn, 2002) To the employee, job satisfaction brings a pleasant expressive state that can lots lead to an af secureative work attitude. (Schneider, 2001) A pleased worker is more likely to be imaginative, flexible, innovative, and dependable.For the organization, job satisfaction of its workers means a work nip that is enthused and dedicated to high quality performance. (Carrell Elbert, 2004) Augmented output- the quantity and quality of output per hour worked come out to be a by creation of enhanced class of working life. It is vital to note that the literature on the association between job mirth and output is neither definite nor consistent. (Glisson Durick, 2008)On the other hand, research dating back to Herzbergs time (2007) has shown at least low association between high confidence and high efficiency and it does seem logical that mor e satisfied workers will be likely to add more worth to an organization.Discontented employees, who are stimulated by fear of loss of job, will not give 100 percent of their effort for a very long time. Although apprehension is a powerful motivator, it is also a brief one, and also as soon as the threat is lifted performance will decline.Employment satisfaction internet the organization and includes reduction in complaints and grievances, employee absenteeism, work force turnover, and loss as well as improved regularity and worker morale. (Ryan, 2009) Job liking is also linked with an improved work force and has been found to be a good pointer of prolonged existence.Even though only slight connection has been found amongst job satisfaction and productivity, Brown (2006) writes that few employers have discovered that satisfying or delighting work force is one of the most important requirement to satisfying or delighting customers, thus ensuring the growth of bottom line of the org anization.Job Satisfaction Employees ResponsibilityIf job contentment is a worker advantage, certainly the employee must be talented to add to his or her own contentment and value on the job. (Joplin et al, 2007) The following suggestions can assist an employee to find his or her own satisfaction at job search for opportunities to display skills and aptitude. This repeatedly leads to even more demanding work and higher responsibilities, with assistant increases in salary and other recognition and rewards. mannequin up extraordinary communiqu skills. Companys value and rewards excellent reading, listening, writing and talk skills.Be acquainted with more. Obtain new work related information and skill that helps you to complete job more economically and effectively. This will take off monotony and often gets one noticed.Reveal creativity and initiative. Merits like these are respected by most companies and often come with in recognition as well as improved responsibilities and promot ions.Initiate teamwork and man management skills. A big part of job related achievement is the aptitude to work well with others to get the job done. (Lyons et al,2003)Accept the diversity in people. Accept people with their differences and their imperfections and learn how to give and receive criticism constructively. (Peterson Gonzalez, 2009)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- vehemence. Plan to avoid burn out by developing healthy stress management techniques.Factors of job satisfactionHoppock, the earliest investigator in this field, in 2005 suggested that there are six major 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 workerSecurityLoyaltyHerzberg, mausaer, Peterson and capwell in 2007 reviewed more than 150 studies and listed various job factors of job satisfaction. These are briefly defined one by one as followsIntrinsic aspect of jobIt includes all of the many aspects of the work, which would tend to be perpetual for the work regardless of where the work was performed.SupervisionThis aspect of job satisfaction pertains to relationship of worker with his present(prenominal) 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 function of organization, affecting the individuals comfort and convenience in much the same way as other physical working conditions.Wage and salariesThis factor includes al l 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 position, organizational status or professional experience.SecurityIt is defined to include that feature of job situation, which leads to assurance for continued employment, either at bottom the same company or within 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 higher up level of immediate supervision.Social aspect of jobIt includes relationship of worker with the employees specially those employees 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 informa tion 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.Reasons of low job satisfactionReasons why employees may not be completely satisfied with their jobsConflict between co-workers.Conflict between supervisors.Not being opportunity nonrecreational for what they do.Have little or no say in decision devising that affect employees.Fear of losing their job.Effects of low job satisfaction naughty absenteeismAbsenteeism means it is a habitual pattern of absence 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.In the a bove diagram line AB shows inverse relationship between job satisfaction and rate of turnover and rate of absenteeism.As the job satisfaction is high the rate of twain turns over and absenteeism is low and vive a versa.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.Training cost increasesAs employees leaves organization due to lack of job satisfaction. Then gay resource manager has to recruit new employees. So that the training expenditure will increases. place parameters for Job SatisfactionTraining and Job Satisfaction- Most of the literature in this area has focused on the impact of education and skills on job satisfaction rather than the effect of training as such. The relationship between skill acquisition and job satisfaction is not straig htforward. First, there is the distinction between general and specific skills. (Quinn Staines,2009) The portability of general skills may raise job satisfaction as it is easier to move to other jobs where satisfaction is higher. In contrast, specific skills bind the worker to the firm and may reduce satisfaction by creating a barrier to exit as workers will lose a portion of the return on such skills if they move. (Near et al, 2003) This leads on to the question of the matching of individual skills and levels of education with job requirements. If workers are mismatched in terms of skill and education requirements, this may lower job satisfaction, as evidenced in the earlier literature.In one of the few studies to focus on skilling, Allen and van der Velden (2001) differentiated between education and skill mismatches, finding only a weak relationship between the two. Importantly, they found a significant negative relationship between skill mismatch and job satisfaction, while the link between educations mismatches and job satisfaction was insignificant.Training may influence workplace performance directly by raising output per worker, or be measured indirectly through its impact on the take on the assumption that this is equal to the marginal productivity of labor. (Peterson Gonzalez, 2009) However, this will not be the case if there are imperfections in the product or labor markets.The nature of training has been examined in a number of studies. Thus Barrett and OConnell (2008) found that specific training had a bigger impact on wages and productivity than general training. Mason et al. (2006) found that both value added and product quality was higher where workers were adept to take charge of several production lines at once. sap et al. in a series of papers (2008, 2000 and 2003) found that training had a strong and significant effect on employment growth in microscopical firms when it was undertaken regularly rather than on an ad hoc basis. Especiall y for larger firms there was also an association between intensity of training and profitability. Training may also stimulate innovation in the workplace (Bartle and Lichtenberg, 2007). Therefore it is doubtful whether different types of training impact either equally or positively on performance.Finally, training can have an indirect effect on performance if it increases job satisfaction by, for example, making it easier for employees to perform the job or feel more valued (as in Akerlofs 2002 conceptualization of the labor contract as a gift-exchange). Petty et al.s 2004 meta-analysis confirms such outcomes. In contrast, if workers feel dissatisfied they may react in a number of ways (Farrell, 2003) through a sense of loyalty they may stick it out use a voice mechanism (Freeman, 2008, Freeman and Medoff, 2004) die their responsibilities to the employer by absence, lateness, striking or reduced effort (Akerlof and Yellin, 2006) or exit (Jovanovic, 2009, Burdett and Mortenson, 200 8).Quits and Job Satisfaction- Until recently there had been relatively few studies by economists examining the role played by job satisfaction in quitting decisions. The main reason for this was the lack of large sample longitudinal data which could be used to disclose job satisfaction in one period and job turnover in accompanying periods. Locke (2006) provided an extensive review of the literature in the psychology field, final that a negative correlation coefficient between job satisfaction and employee turnover was almost invariably obtained. However, correlation does not always imply causation and most of the studies cited by Locke used simple univariate analysis. In one of the seminal papers on job satisfaction, Freeman (2008) was one of the first economists to analyze the connection between quits and job satisfaction. Based on panel data from two different US sources, the National Longitudinal work (NLS, 2006-2001) and the Michigan Panel Survey of Income Dynamics (PSID, 2002-73), Freeman showed that job satisfaction was positively and significantly related to the probability of quitting. Moreover, he found not only that job satisfaction was quantitatively more important than wages, but also that the causality ran from job satisfaction to future quitting behavior. This relationship was confirmed by Akerlof et al. (2008) using data from the NLS Older hands Survey.Job Satisfaction and Absenteeism-Absenteeism is the term generally used to refer to unscheduledStrategies for Job SatisfactionStrategies for Job SatisfactionIntroductionJob satisfaction is one of most important fields of study in the subject of human resource management. This important role of job satisfaction function leads the way in assuring high level of job satisfaction among the employees. Job satisfaction function of any HR vertical of an organization is primarily responsible for productivity of employees and the employee turnover. Since these two aspects can make or break the organ izations performance in all areas, it requires attention from top management. (Lovelace Rosen, 2006) Job satisfaction function generally is part of the HR vertical with a clear mandate of motivating employee and continuously striving for higher employee job satisfaction through introduction of new policies and frameworks. The topic forms an integral part of organizational effectiveness and that has instigated me to choose this topic of job satisfaction. I shall try to study the existing literature on job satisfaction and will choose multinational companies to study their varied job satisfaction strategies and make analysis. (Parkes et al, 2001)Job satisfaction function is a vast topic and cannot be completely covered in this dissertation. Various researchers have already published their research articles on this subject. I shall be developing on it through understanding the different strategies used by MNCs in todays business environment for maintaining better levels of job satisfa ction. Job satisfaction as stated earlier is a complex topic and hence I will try to break it down to simpler and more realistic frameworks to understand the thought process of an organization to ensuring better job satisfaction amongst its employees. (Gruneberg, 2009)According to Wood (2003), job satisfaction is the condition of contentment with ones work and its environment, denoting a positive attitude. Locke (2006) stated that, job satisfaction could be viewed as a pleasurable or positive emotional state resulting from the appraisal of ones job or job experiences.In other words, it can also be stated that, job satisfaction was simply a function of the degree to which a job provided the worker with positively values outcomes. Wanous (2000) said that, job satisfaction was a match between a persons need and the reinforcement received from work performed in an organization.The HR vertical of any organization shall try to achieve higher levels of job satisfaction through various tech niques like awards program, job rotation, internal promotion scheme, family tours and training processes. (Rounds et al, 2007) There is no destination to achieving job satisfaction but the journey is perpetual in nature. Continuous improvement is the name of the game in achieving relatively good job satisfaction amongst the employees. The measure of job satisfaction can only be achieved through comparison in similar industries and through the employee turnover and productivity data. (Jackson et al., 2001)Job satisfaction is one of the most widely discussed and enthusiastically studied constructs. However, job satisfaction is among the most difficult constructs to define. A review of literature shows that constituted definitions of the construct vary from one researcher to the next. Wood (2003) describes the job satisfaction as the condition of contentment with ones work and its in my mind, denoting a positive attitude (p.8.). Locke (2006) stated that job satisfaction could be viewed as a pleasurable or positive emotional state resulting from the appraisal of ones job or job experiences. (p.1300)There are several reasons for studying job satisfaction. Organizations major job satisfaction primarily because of its presumed direct relationship to the short-term goals of cost reduction through increased individual productivity and reduced absences, errors, and turnover. (Cranny et al, 2002). Levels of job dissatisfaction have been found to be related to job turnover, absences, and tardiness.Turnover rates have been the most consistent major associated with job satisfaction. The potential negative consequences of employee turnover in terms of the impact of organizations. Negative effects of job turnover can include increased costs to recruit, select and train new employer demoralization of remaining employees decreased social relationships among employees negative public relations disruption of a hi-fi and two-day activities and decreased organizational possibilitie s to pursue growth strategies. In fact, several researchers reported a significant relationship between absenteeism and job satisfaction.According to Lawler (2007), the research evidence clearly shows that employees decisions about whether they will go to work on any given day and whether they will quit as affected by their feelings of job satisfaction. All the literature reviews on the subject have reached the same conclusion. The fact that present satisfaction influences future absenteeism and turnover clearly indicates that the commercial direction is from satisfaction to behavior.The literature also reveals that there is a correlation between job satisfaction and variables such as achievement, recognition, the word itself, responsibility, advancement, policy and administration, supervision, salary, interpersonal relations, working conditions, age, Tenure, educational level, job activities, and gender.The Purpose of the StudyThe purpose to choose this topic is to analyze the impo rtance of job satisfaction in Multi National Companies (MNCs). The reason to go for MNCs is the increase in the shift over of the employees for future growth. The shifting, thus, includes the satisfaction in the given job role. Through my research, I will try to analyze the causes and effect relationship between the employee and the factors behind job satisfaction in a given MNC.Aim of the StudyThe main aim of the study is to investigate the remains leading to negative and positive job satisfaction in a MNC.The Objectives of the StudyThe key objectives of the chosen topic areEstimating the causes of employee attitudes.Adjudging the results of positive or negative job satisfactionMeasuring the employee attitudeTo assess facet-specific levels of job satisfactionTo measure general job satisfaction,Literature ReviewThere are several reasons for studying job satisfaction. Organizations measure job satisfaction primarily because of its presumed direct relationship to the short-term goals of cost reduction through increased individual productivity and reduced absenteeism, errors, and dissatisfaction has been found to be related to job turnover, absenteeism and tardiness. (Glisson Durick, 2008)Turnover rates have been the most constraints measure associated with job satisfaction (Atchison Lofferts, 2002 Brayfield Crockett, 2005, Dawis Lofquist, 2001). Mowday (2004) recapitulate the probable pessimistic significance of employee turnover in terms of the impact on organizations. There are various impacts of pessimism in job satisfaction on the turnover of the company such asIncrease in the recruitment cost.Recruiting new employees and then training them as well.It can lead to reduced social relations ships among employees.No or only few public relations.Reduction in companys prospects which can hamper the growth.According to Lawler (2005), the research evidence clearly shows that employees decisions about whether they will get to work on any given day and whether the y will quit are effected by their feelings of job satisfaction. The fact that present satisfaction influences future absenteeism and turnover clearly indicates the causal direction is from satisfaction to behavior.There is a correlation between job satisfaction and variables such as achievement, recognition, the work itself, responsibility, advancement, policy and administration, working conditions, supervision, job activities and gender.Research MethodologySaunders et al (2005) Research design is the arrangement of conditions for collection and analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure.The research to be followed is a step-by-step process. This makes the entire research process systematic. Only primary research shall be used to draw inferences. (Ryan, 2009) The sources used shall be of international repute and will be trustworthy. The main source will be case study and also some books, journals, articles and public ations including Internet sources.Chapter-2 Literature reviewAn OverviewJob satisfaction in considered to ones sensation or circumstances of intelligence regarding environment of their work. Job can be prejudiced by diversity of features like quality of ones relationship with their supervisor, quality of physical environment in which they work, degree of fulfillment in their work, etc.Positive attitude towards job are equivalent to job satisfaction where as negative attitude towards job has been defined variously from time to time. (Cherrington et al, 2009) In short job satisfaction is a persons attitude towards job.Job satisfaction is an attitude which results from balancing summation of many specific likes and dislikes experienced in connection with the job- their evaluation may rest largely upon ones success or failure in the achievement of personal objective and upon perceived combination of the job and combination towards these ends.According to pestonejee, Job satisfaction ca n be taken as a summation of employees feelings in four important areas. These areJob-nature of work (dull, dangerous, interesting), hours of work, fellow workers, opportunities on the job for encouragement and progression (prospects), eventually system, attention in work, substantial background, and machines and apparatus.Management- managerial behavior, contribution, rewards and sentence, congratulate and responsibility, leaves strategy and preference.Social relations- associates and acquaintances, neighbors, approach towards populace in society, contribution in social activity scalability and background barricade.Personal adjustment-health and emotionality.Job satisfaction is an indicator of employee productivity and employee behavior at work. This may include inter employee relations, pro-activeness of employee, employee absenteeism no. of feedbacks from employees. These all factors are a direct measure of employee satisfaction of the job. The direct correlation has been establ ished by earlier researchers and more so there is logical evidence to it in any business or industry. (Adams, 2003)The higher levels of job satisfaction is evident in an organization through lower absenteeism rates, low employee turnover, high employee productivity , proactively level of employees, labor unrest issues and participation in managerial decisions. (Saks Ashforth, 2007) Obviously, every organization desires for higher levels of employee job satisfaction however it is a long drawn process with continuous improvement and direct focus from the senior leadership team of the organization.Job satisfaction cannot be used interchangeably with organizational morale which the possessions of feeling have being accepted by and belonging to a group of employees through adherence to common goals and confidence in desirability of these goals. (Bedeian et al, 2002)Morale is the by-product of the group, while job satisfaction is more an individual state of mind.Definitions of job satisf actionDifferent authors give various definitions of job satisfaction. Some of them are taken from the book of D.M. Pestonjee Motivation and Job Satisfaction which are given belowAs per Weiss, Job satisfaction is defined as a pleasurable, emotional, state resulting from appraisal of ones job. An effective reaction to ones job.For Blum and Naylor, Job satisfaction is general attitude, which is the result of many specific attitudes in three areas namelyPrecise occupation features.Personal distinctivenessGroup association exterior from the workAccording to Glimmer, Job satisfaction is defined, as it is result of various attitudes the person hold towards the job, towards the related factors and towards the life in general.Job satisfaction is defined as any contribution, psychological, physical, and environmental circumstances that cause a person truthfully say, I am satisfied with my job.Mr. Smith stated, Job satisfaction is defined, as employees judgment of how well his job on a whole i s satisfying his various needsAccording to Locke, Job satisfaction is defined as a pleasurable or positive state of mind resulting from appraisal of ones job or job experiences.History of job satisfactionThe term job satisfaction was brought to lime light by hoppock (2005). He revived 35 studies on job satisfaction conducted prior to 2003 and observes that Job satisfaction is combination of psychological, 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 (2003) as a job, management, personal adjustment social requirement. Morse (2003) considers Job satisfaction as dependent upon job content, identification with the co., financial job status priding group cohesiveness.One of the biggest preludes to the study of job satisfaction was the Hawthorne study. These studies (2004-2003), primarily credited to Elton Mayo of the Harvard Business School, sought to find the effects of various conditions (most notably illumination) on workers productivity.Hawthorne StudiesIt is considered to be one of the best researches done on the job satisfaction. It was conducted by Mayo, Roethlisberger Dickson during the late 2000s and early 2000s at the Western Electric Company. Western Electric Management enlisted the help of Harvard business School professor is Elton Mayo, F.J Roethlisberger, and William Dickson, to help increase the output of workers assembling telephone release. The research started out as an investigation of the effects of physical working conditions on worker productivity, but ended up very differently.Mayo, Roethlisberger Dickson originally begin experimenting with the amount of lighting, expecting that productivity would rise as elimination increased to an optimum level. However, the hypoth esis that productivity would write just as elimination increased to an optimum level was strongly disapproved why, after several experiments in large departments of the plant, it was discovered that changes in productivity occurred quite independently of B level of elimination.Mayo, Roethlisberger Dickson then started experimenting by introducing rest pauses of different lengths and different frequencies during the work day, supplying coffee breaks at various points in the day, and shortening the length of the world today at the work week. The results of the second part of the experiment were more amazing there was an upward trend in output, regardless of the introduction or withdrawal of rest periods, lunches, coffee breaks, shorter workdays, or shorten workweeks. Furthermore, avoid the experiment ended after a year, and the original conditions of work were restored in all previous privileges withdrawn, the daily and weekly output rose to our point higher than at any other time. ( Mayo, 2003, pp.62-63)In addition, morale among the relay assembly room workers improved dramatically. There was a sharp increase in the amount of socializing among workers after ours. Moreover, absenteeism decreased 80% (Roethlisberger Dickson 2009). According to Dawis Lofquist (2001), the Hawthorne studies have been credited with limiting research into the causes of job satisfaction and dissatisfaction.These researches eventually illustrated that original alterations in job situations provisionally enhanced efficiency (called the Hawthorne Effect).Maslows hierarchy of needsAbraham Maslow, in a classic paper published in 2003, outlined the elements of an overall theory of human motivation. Maslow viewed human motivation in terms of a hierarchy of five needs physiology needs safety needs belonging there is an alarm needs S team needs and, the need for self actualization (Maslow, 2000).According to Maslow, 2000, in the majors are motivated to fulfill whichever need was pre-potency, almost fourfold, for them at a given time. The pre-potency of the meat depended on the given current situation and recent experiences. Starting with physical needs, which were most basic, each member must be at least partially dissatisfied before the Indian visual experience to the desire to satisfy a need at the next higher level. Maslows need hierarchy is illustrated in figure 2.1.According to Sergiovanni (2004) and Davis and Newstrom (2009), physiological needs more likely to serve as motivators among workers in todays society, as most jobs issue or the fulfillment of physiological needs, such as food and shelter. However, higher level needs (belonging is and loved needs, S team needs, and the need for self actualization) may influence levels of employee motivation (Davis Newstrom, 2009).Figure 2.1 Maslows need hierarchyLevels of job satisfactionLevel can be defined as an extent, major, or degree of achievement. Job satisfaction is a difficult construct a defined. Job satisfacti on can be defined generally as the degree to which individuals feel positively or negatively about their jobs.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 mediate the relationship of personality variables and deviant work behavior.Common research finding is that job satisfaction is correlated with life style.This correlation is reciprocal meaning the 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 performance is directly related to one another. Thus it can be said that, A happy worker is a productive worker.Job Satisfaction Importance to worker organizationJob contentment and work-related achievement are main factors in ind ividual satisfaction, self-worth, sense of worth, and self-development. (Bruce Blackburn, 2002) To the employee, job satisfaction brings a pleasant expressive state that can often lead to an affirmative work attitude. (Schneider, 2001) A pleased worker is more likely to be imaginative, flexible, innovative, and dependable.For the organization, job satisfaction of its workers means a work force that is enthused and dedicated to high quality performance. (Carrell Elbert, 2004) Augmented output- the quantity and quality of output per hour worked seem to be a by creation of enhanced class of working life. It is vital to note that the literature on the association between job happiness and output is neither definite nor consistent. (Glisson Durick, 2008)On the other hand, research dating back to Herzbergs time (2007) has shown at least low association between high confidence and high efficiency and it does seem logical that more satisfied workers will be likely to add more worth to an organization.Discontented employees, who are stimulated by fear of loss of job, will not give 100 percent of their effort for a very long time. Although apprehension is a powerful motivator, it is also a brief one, and also as soon as the threat is lifted performance will decline.Employment satisfaction profits the organization and includes reduction in complaints and grievances, employee absenteeism, work force turnover, and termination as well as improved regularity and worker morale. (Ryan, 2009) Job liking is also linked with an improved work force and has been found to be a good pointer of prolonged existence.Even though only slight connection has been found amongst job satisfaction and productivity, Brown (2006) writes that few employers have discovered that satisfying or delighting work force is one of the most important prerequisite to satisfying or delighting customers, thus ensuring the growth of bottom line of the organization.Job Satisfaction Employees ResponsibilityIf job contentment is a worker advantage, certainly the employee must be talented to add to his or her own contentment and comfort on the job. (Joplin et al, 2007) The following suggestions can assist an employee to find his or her own satisfaction at job search for opportunities to display skills and aptitude. This repeatedly leads to even more demanding work and higher responsibilities, with assistant increases in salary and other recognition and rewards.Build up extraordinary communiqu skills. Companys value and rewards excellent reading, listening, writing and speaking skills.Be acquainted with more. Obtain new work related information and skill that helps you to complete job more economically and effectively. This will take off monotony and often gets one noticed.Reveal creativity and initiative. Merits like these are respected by most companies and often come with in recognition as well as improved responsibilities and promotions.Initiate teamwork and man management skills. A big part of job related achievement is the aptitude to work well with others to get the job done. (Lyons et al,2003)Accept the diversity in people. Accept people with their differences and their imperfections and learn how to give and receive criticism constructively. (Peterson Gonzalez, 2009)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. Plan to avoid burn out by developing healthy stress management techniques.Factors of job satisfactionHoppock, the earliest investigator in this field, in 2005 suggested that there are six major 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 relat ion to abilities, interest and preparation of workerSecurityLoyaltyHerzberg, mausaer, Peterson and capwell in 2007 reviewed more than 150 studies and listed various job factors of job satisfaction. These are briefly defined one by one as followsIntrinsic 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 function 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.Oppor tunities for advancementIt includes all aspect of job which individual sees as potential sources of betterment of economic position, organizational status or professional experience.SecurityIt is defined to include that feature of job situation, which leads to assurance for continued employment, either within the same company or within 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 specially those employees 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 li ne 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.Reasons of low job satisfactionReasons why 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 losing their job.Effects of low job satisfactionHigh absenteeismAbsenteeism means it is a habitual pattern of absence 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.In the above diagram line AB shows inverse relationship between job satisfaction and rate of turnover and rate of absenteeism.As the job satisfaction is high the rate of both turns over and absenteeism is low and vive a versa.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.Training cost increasesAs employees leaves organization due to lack of job satisfaction. Then Human resource manager has to recruit new employees. So that the training expenditure will increases.Key parameters for Job SatisfactionTraining and Job Satisfaction- Most of the literature in this area has focused on the impact of education and skills on job satisfaction rather than the effect of training as such. The relationship between skill acquisition and job satisfaction is not straightforward. First, there is the distinction between general and specific skills. (Quinn Staines,2009) The p ortability of general skills may raise job satisfaction as it is easier to move to other jobs where satisfaction is higher. In contrast, specific skills bind the worker to the firm and may reduce satisfaction by creating a barrier to exit as workers will lose a portion of the return on such skills if they move. (Near et al, 2003) This leads on to the question of the matching of individual skills and levels of education with job requirements. If workers are mismatched in terms of skill and education requirements, this may lower job satisfaction, as evidenced in the earlier literature.In one of the few studies to focus on skilling, Allen and van der Velden (2001) differentiated between education and skill mismatches, finding only a weak relationship between the two. Importantly, they found a significant negative relationship between skill mismatch and job satisfaction, while the link between educations mismatches and job satisfaction was insignificant.Training may influence workplace performance directly by raising output per worker, or be measured indirectly through its impact on the wage on the assumption that this is equal to the marginal productivity of labor. (Peterson Gonzalez, 2009) However, this will not be the case if there are imperfections in the product or labor markets.The nature of training has been examined in a number of studies. Thus Barrett and OConnell (2008) found that specific training had a bigger impact on wages and productivity than general training. Mason et al. (2006) found that both value added and product quality was higher where workers were trained to take charge of several production lines at once. Cosh et al. in a series of papers (2008, 2000 and 2003) found that training had a strong and significant effect on employment growth in small firms when it was undertaken regularly rather than on an ad hoc basis. Especially for larger firms there was also an association between intensity of training and profitability. Training may also stimulate innovation in the workplace (Bartle and Lichtenberg, 2007). Therefore it is doubtful whether different types of training impact either equally or positively on performance.Finally, training can have an indirect effect on performance if it increases job satisfaction by, for example, making it easier for employees to perform the job or feel more valued (as in Akerlofs 2002 conceptualization of the labor contract as a gift-exchange). Petty et al.s 2004 meta-analysis confirms such outcomes. In contrast, if workers feel dissatisfied they may react in a number of ways (Farrell, 2003) through a sense of loyalty they may stick it out use a voice mechanism (Freeman, 2008, Freeman and Medoff, 2004) neglect their responsibilities to the employer by absence, lateness, striking or reduced effort (Akerlof and Yellin, 2006) or exit (Jovanovic, 2009, Burdett and Mortenson, 2008).Quits and Job Satisfaction- Until recently there had been relatively few studies by economists examining the ro le played by job satisfaction in quitting decisions. The main reason for this was the lack of large sample longitudinal data which could be used to identify job satisfaction in one period and job turnover in subsequent periods. Locke (2006) provided an extensive review of the literature in the psychology field, concluding that a negative correlation coefficient between job satisfaction and employee turnover was almost always obtained. However, correlation does not always imply causation and most of the studies cited by Locke used simple univariate analysis. In one of the seminal papers on job satisfaction, Freeman (2008) was one of the first economists to analyze the connection between quits and job satisfaction. Based on panel data from two different US sources, the National Longitudinal Survey (NLS, 2006-2001) and the Michigan Panel Survey of Income Dynamics (PSID, 2002-73), Freeman showed that job satisfaction was positively and significantly related to the probability of quittin g. Moreover, he found not only that job satisfaction was quantitatively more important than wages, but also that the causality ran from job satisfaction to future quitting behavior. This relationship was confirmed by Akerlof et al. (2008) using data from the NLS Older Men Survey.Job Satisfaction and Absenteeism-Absenteeism is the term generally used to refer to unscheduled