Job satisfaction is one of those factors that directly affect the productivity of a

company. Job satisfaction is often used synonymously to employee attitude: the

more the positive attitude towards the job, the more the satisfaction from the job
and vice versa.
Job satisfaction can be a tricky thing to measure; especially given the fact that
people may lie to the face, assuming that this will increase in their job security.
However, there are two approaches that are commonly used: single question
approach and key point approach. Both of these methods are discussed below in
greater detail.
The single question approach asks the employee one question: All things
considered, how satisfied are you with your job? The respondents can rate their
view on a scale, for example, from 1-5 where each 1 represents highly satisfied
and 5 represents highly dissatisfied.
The second method is technically more sophisticated. Each key point which
should be catered while thinking of job satisfaction are identified. This may
include everything from promotion to job supervisor attitude, from facilities to
medical facilities. Each of these key areas are asked about in separate questions
and the researchers appoint separate points/weightage to each key are and total
scores are calculated to rate job satisfaction on standardized scales.
The question to understand is: why are people satisfied with certain jobs but not
from others? The answer, perhaps, is not that simple. There are two factors
related to a job that make it satisfactory and non-satisfactory: the work that is
expected to be done and the people who are involved with the respondent. Jobs
that are more likely to be satisfactory usually offer training in variety of fields,
independence and control to the employees. The compatibility of the team with
each other and ease of communication is another major factor in satisfying
people from their jobs: tense environment usually tends to disturb the
employees and so does too much casualness amongst the team members.
Many organizations assume that well-paid jobs mean job satisfaction. This
assumption is correct up to a certain level. However, it may be noticed that when
a certain standard of lifestyle has been achieved, job satisfaction becomes
independent of the salary being offered. On the other hand, the things that start
to matter are flexibility in life (control), creativity required or break from usual
routine (variety) and conducive environment with both employees and
employers.
However, there may be a job which pays well, offers control and independence
and yet the employee is dissatisfied. Here comes the other factor, the work that
is expected. While a person excels in a certain field, but if he/she do not like what
they are doing, they can never be satisfied. Also if the person feels at ease doing
certain job is also directly related to job satisfaction, i.e. if the person is naturally
good at something, they are more likely to be satisfied doing it, as opposed
doing jobs that they need time to settle in/understand. This minimizes the effort
required; thereby making employees to feel under no pressure, hence, increasing
the satisfaction from job.
Having understood how certain jobs make people more satisfied than others, it is
important to explore the impact of job satisfaction in the company. We shall
explore different parameters and how job satisfaction impacts them.

Job performance is a measure of the productivity of the employees. We

understand already that worker working for 4 hours and worker using 4 hours
optimally are two different things, obviously. Job satisfaction directly impacts job
performance, i.e. an employee satisfied with his/her job is more likely to
effectively do his job and waste less time.
Organizational Citizenship Behaviour (OCB) is a parameter defined to judge the
persons attitude towards the company. Any person speaking negatively about
the company is more likely to make his/her colleagues dissatisfied from their jobs
as well. Also, such a person makes new people feel unwelcome or at least makes
them feel as if joining this organization was a mistake. On the other hand, people
talking positively makes a healthier environment to work in, and also motivates
the employees to go beyond their normal expectancy. Thus, it may be said that a
person who is satisfied is more likely to take part in OCB and have a helpful
behaviour towards his/her fellow colleagues.
In fields where customer interaction takes place, it is absolutely compulsory that
the customer feels completely satisfied at all times. Employees which are more
satisfied with their jobs are more likely to have positive moods and are more
welcoming than those which are dissatisfied. Also, a satisfied employee is more
likely to use more imaginative ways in order to satisfy customers.
Although absenteeism cannot be attributed to any one cause or any one
particular factor, yet its relation with factors can be created. Several surveys
conducted conclude a moderate/weak relation. But this relation does make
sense. A person happy with his job is less likely to look for excuses to be absent
than a person who is dissatisfied. But genuine reasons for absenteeism makes it
hard to establish a concrete relation amongst the two.
Many activities by the employees are not seen in positive light by the employers,
for example, unionization, stealing form work or excessive socializing during
working hours. It can be seen that a person content with his job is less likely to
be engaged in such activities than a person who is dissatisfied. Such behaviour
by employees is called Workplace Deviance. When the environment is
unsatisfactory, employees will respond to it, although it is hard to predict their
response. While some might simply quit for better options available, the rest
might start to surf the Internet during working hours, or taking office supplies
home for personal use, and all of this will be directed to get back at the
employer. If the person is happy with his/her job, there is no reason to get back
at the employers, and hence reduces workplace deviance.
Looking at all the data provided above, it may be established that job satisfaction
has a major impact on organizations effectiveness. While many employers
attempt reduce the negative impacts of job dissatisfaction using tools such as
fear, it would be more practical to strike the root cause, dissatisfaction, which
would automatically make the organization more effective and allow it to perform
closer to optimal level.