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July 6, 2012

[VIVA JOB SATISFACTION ]


Small business employees may be forced to wear many hats. A salesperson may also find herself performing the role of customer service representative or even performing general office duties. This can result in confusion or overall .ob dissatisfaction. $f this is true in your business, you may need to develop written .ob descriptions to clarify the role of each employee. 0. Job Descriptive Index (JDI)

Small businesses may not consist of a large number of employees, but this type of business can magnify the value and importance of each worker. Therefore, as a small business owner, you need to gauge the satisfaction level of your employees to limit costly turnover and maintain a productive work environment. An employee satisfaction survey containing a few basic questions can be of assistance. Are You Optimistic About uture Success with the !ompany" #mployees of small businesses may feel that they have limited opportunities for growth within the company. $f your survey indicates this is the case, you may need to consider adding more responsibility to your positions or offering the chance to earn additional income through incentives. This may help prevent employees from seeking positions with larger companies. %o You &ave !lear 'nderstanding of !ompany(s uture %irection" As a small business owner, you may have a clear vision of where you want to take your company, such as wanting to open two new units within the ne)t five years or becoming the leader in market share in the ne)t two years. *y sharing your vision with your employees, you can get them e)cited about working for the company, which can motivate them to increase their production. %oes +eadership ,espond to $mportant $nternal $ssues" You may be so busy with the day-to-day operations of your business that you may not notice if there are internal problems brewing beneath the surface. $f your survey indicates there are unaddressed internal issues, it can be a good idea to hold informal one-on-one meetings, such as taking them to lunch to ask them if there are areas that could stand improvement. Are #mployees #ncouraged to Offer Their $nput" This question can also relate to your vision for the company. You may be so intent on achieving your goals in your own way that you neglect to seek the input of your employees. This can make them feel that they have no say regarding how they do their .obs, which can ultimately lead to dissatisfaction.

/ob %escriptive $nde) is a scale used to measure five ma.or factors associated with .ob satisfaction1 2ork itself, Supervision, 3ay, 3romotion, !oworkers. The /%$ was first introduced in 0454 and since then has been used by over 0,666 organi7ations in many sectors. 8. Job In General Scale (JIG) /ob $n 9eneral Scale is a method of employee satisfaction and developed as a global measure of .ob satisfaction. /$9 is similar to /%$, it introduced 0454 by Smith, :endall, ; &ulin, was modified in 04<= by the /%$ ,esearch 9roup. >. Minnesota Satisfaction Questionnaire (MSQ) The ?innesota Satisfaction @uestionnaire A?S@B is designed to measure an employeeCs satisfaction with their particular .ob. ?ethod includes 066 items measuring 86 facets of .ob satisfaction. There are three version are available1 two long forms A04DD version and 045D versionB and a short form. E. Satisfied F dissatisfied method $n this method, you .ust send a question form that include1 G 2hat is good thing in our company" G 2hat is not good one in our company" This method is suitable for Hemergency eventsI and you need result in a short time. =. $nterview method This method is used for1

%o You eel /ob Ob.ectives Are !lear"

Sandeep Tanugula 8854065D8644

July 6, 2012

[VIVA JOB SATISFACTION ]


>. 3romotions and career development factors G Opportunities for promotion. G Training program participated or will do. G !apacity of career development E. 2ork task factors G @uantity of task G %ifficult level of task =. ,elationship with supervisor factors G +evel of coaching G +evel of assignment for employee G Treatment to employee etc 5. 2orking conditions and environment factors G Tools and equipment G working methods G 2orking environment D. !oporare culture factors G ,elationship with coworkers G +evel of sharing etc <. !ompetencies, 3ersonalities and #)pectations of employee factors G !ompetencies and personalities of employee are suitable for .ob" G #)pectations of employee are suitable for policies of organi7ation" G !ompetencies and personalities of employee are suitable for .ob" G #)pectations of employee are suitable for policies of organi7ation" G !ompetencies and personalities of employee are suitable for .ob" G #)pectations of employee are suitable for policies of organi7ation"

G ,eview all data collected from other method.. G ,eview key person. 2hy are employee satisfaction important " 3urpose F benefits of employee satisfaction include as follows1 0. $mportance of employee satisfaction for organi7ation G #nhance employee retention. G $ncrease productivity. G $ncrease customer satisfaction G ,educe turnover, recruiting, and training costs. G #nhance customer satisfaction and loyalty. G ?ore energetic employees. G $mprove teamwork. G &igher quality products andFor services due to more competent, energi7ed employees. 8. $mportance of employee satisfaction for employee G #mploy will believe that the organi7ation will be satisfying in the long run G They will care about the quality of their work. G They will create and deliver superior value to the customer. G They are more committed to the organi7ation. G Their works are more productive. G #mploy will believe that the organi7ation will be satisfying in the long run G They will care about the quality of their work. G They will create and deliver superior value to the customer. G They are more committed to the organi7ation. G Their works are more productive. 2hat are factors influences F effects to employee satisfaction" $t can include factors as following1 0. Organi7ation development factors G *rand of organi7ation in business field and comparison with leading competitor. G ?issions and Jision of organi7ation. G 3otential development of organi7ation. 8. 3olicies of compensation and benefits factors G 2age and salary G *enefits G ,ewards and penalties

The ma.or factors influencing .ob satisfaction are presented below1 S'3#,J$S$OK To a worker, Supervision is equally a strong contributor to the .ob satisfaction as well as to the .ob dissatisfaction. The feelings of workers towards his supervisors are usually similar to his feeling towards the company. The role of supervisor is a focal point for attitude formation. *ad supervision

Sandeep Tanugula 8854065D8644

July 6, 2012

[VIVA JOB SATISFACTION ]

results in absenteeism and labor turnover. 9ood supervision results in higher production and good industrial relations. !O-2O,:#,S Jarious studies had traced this factor as a factor of intermediate importance. OneCs associates with others had frequently been motivated as a factor in .ob satisfaction. !ertainly, this seems reasonable because people like to be near their friends. The workers derive satisfaction when the co-workers are helpful, friendly and co-operative. 3AY Studies also show that most of the workers felt satisfied when they are paid more adequately to the work performed by them. The relative important of pay would probably changing factor in .ob satisfaction or dissatisfaction. A9# Age has also been found to have a direct relationship to level .ob of satisfaction of employees. $n some groups .ob satisfaction is higher with increasing age, in other groups .ob satisfaction is lower and in other there is no difference at all. ?A,$TA+ ------------------------------------STAT'S ?arital status has an important role in deciding the .ob satisfaction. ?ost of the studies have revealed that the married person finds dissatisfaction in his .ob than his unmarried counterpart. The reasons stated to be are that wages were insufficient due to increased cost of living, educations to children etc. #%'!AT$OK Studies conducted among various workers revealed that most of workers who had not completed their school education showed higher satisfaction level. &owever, educated workers felt less satisfied in their .ob. 2O,:$K9------------------------------!OK%$T$OK The result of various studies shows that working condition is an important factor. 9ood working atmosphere and pleasant surroundings help increasing the production of industry. 2orking conditions are more important to women workers than men workers.

Sandeep Tanugula 8854065D8644