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This paper was a group project looking at the subject of job satisfaction. It examines how it
is attained and how it impacts companies.
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Job Satisfaction
BUS 315
Introduction
Job satisfaction simply refers to the level of contentment that one feels in regards to their
work. It may be influenced by several factors including: the ability to complete work-related
tasks, communication within the organization, and the perception of how employees are treated.
Job satisfaction may be categorized in two ways: affective job satisfaction and cognitive job
satisfaction. Affective job satisfaction refers to the way an individual feels about their job overall
(Ackerman, 2015). Cognitive job satisfaction pertains to the level of satisfaction felt toward
specific aspects of their job such as pay, shift times, or compensation. Most organizations
The formal study of job satisfaction did not start until 1930, but the study of workers
attitude started earlier. In 1912, George Elton Mayo, who was an Australian Scientist, started a
series of studies known as the Hawthorn studies, which examined employee production and
efficiency. The Hawthorn studies laid the groundwork for future studies. The studies were
conducted from 1927 1932 at the Western Electric Hawthorn works in a suburb of Chicago.
The factory was comprised of mainly woman who worked assembling cable telephone
conditions in the factory. The goal of the first research project was to quantify the relationship
The most notable experiment entailed the study with six female employees that were
conducted in the relay assembly room. The experiment commenced by issuing controlled
changes which were examined over four to twelve-week duration. Under regular conditions,
with a forty-eight-hour work week, which included Saturdays and no breaks, the women
produced 2, 400 relays weekly. They were later placed on eight-week piece work, and output
increased. Next two five-minute rest breaks in the morning and afternoon were introduced.
Output continued to increase. The rest periods were then increased to ten minutes each and
output significantly increased. Later a series of six five minute breaks were introduced. The
woman complained that the flow of their work was disrupted and output started to decline a bit.
The two ten-minute rest periods were reinstated, but this time the company provided a hot meal
(at no cost to the employee) during the first break. Output started to increase again. The
experiment shifted a focus to the employee end time. Rather than clock out at 5:00 pm, the
employees clocked out at 4:30 pm, and output increased. When the women left a half hour
earlier, at 4pm, output remained the same. Lastly, all of the improvements were removed. The
woman returned to the same working conditions in place prior to the study. That is, they worked
a forty-eight-hour work week with no rest periods, no piece work, and no free meal. The
conditions lasted for twelve weeks. At the end of the period, output was the highest ever
recorded. The women were averaging 3,000 relays weekly (Kapisak, 2013)
The results of the Hawthorn studies, in particular the relay room concentration, yielded
rather illogical results. Elton Mayo concluded that the notion that people went to work
primarily for a paycheck and a living was a misperception. He stated that work was more of a
group activity, where other peoples behaviors affected productivity (Kapisak, 2013).
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Furthermore, morale and productivity were affected more by the recognition they received;
opposed to the working conditions. That is, the increase in productivity associated with the
Relay Room Study, was attributed to the interest of the observers rather than the altered working
Stephen M. Covey, author of The Speed of Trust, asserts that a team with a high level of
trust will produce faster results at a lower cost. Solidifying this statement, several companies
appearing on Fortune Magazines 100 Best Companies to Work for List are characterized by a
high degree of trust and transparency (Schwantes, 2016). Great Places to Work, a research
company, reported that 92 percent of the people surveyed at these companies think management
is trustworthy and transparent in business practices (Schwantes, 2016). There are several things
that the 100 Best Companies to Work for do differently including: keeping open lines of
communication, sharing their future vision with employees, listening and responding to what
they hear so they can better serve their employees, and offering plenty of training and
Cheryl Bachelder, former CEO of Popeyes Louisiana, stated that her success can
be attributed to recreating the work environment. She implemented rigorous measures to ensure
that people were treated with dignity and respect and challenged to perform at their highest level.
At the infancy of her journey with Popeyes in 2007, profit was in the negative. Company stock
had plummeted from thirty-our dollars in 2002 to thirteen dollars (Schwantes, 2016). By 2014,
the organization did a complete turn around and reinvention of the brand. The conscience
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decision to reinvent the work environment enabled workers to feel valued, and self-serving
Great leaders emotionally engage with team members. They show interest in individual
jobs, goals, and career aspirations. They create future training and development opportunities.
Knowing what drives employees will help you create tasks and provide incentives that are
one size fits all approach to ensuring that organizational members are engaged and feel valued.
There are several universally appealing strategies that should be implemented in organizations
when possible. These strategies include: choosing your words carefully, welcoming ideas and
innovation, giving praise, providing the proper tools, allowing flexible schedules when possible,
and celebrating personal and professional milestones (Mattson, 2016). These strategies cost little
to nothing, but may reap huge rewards in terms of employee engagement and increased
A productive and engaged workplace needs employees who feel challenged and
Using the proper words is a simple way to demonstrate staff appreciation. Please and
thank you should be used, rather than curtly directing orders. Employee contributions should be
addressed and complimented. Getting to know about personal hobbies, interests, and personal
Welcome Ideas
Ideas should be encouraged and welcomed from the bottom up (Mattson, 2016).
Encouraging fresh perspectives, idea sharing, and innovation on a consistent basis is encouraging
and motivating (Mattson, 2016). The lowest level employee should still feel as though he or she
has a voice. If you make it a priority to implement an employees idea, and give recognition for
Give Praise
Praise should be initiated from the top down. That is, your supervisor should be aware of
your team members outstanding contributions and accomplishments. Make your team
members aware that good performance is passed onto the higher ups (Mattson, 2016). If
employees realize that their contributions and effort is being communicated to upper
In general, employees yearn for the opportunity to learn and grow. According to the
2015 Employee Job Satisfaction and engagement report, thirty-one percent of employees felt
that paid training and tuition reimbursement were very important to job satisfaction (Mattson,
employees to enhance their training and performance, and further instills employer confidence in
Flexibility
Working with a team members schedule may help them achieve a good work-life
balance, and show them they are a valued employee. There are many ways that flexible work
arrangements may be structures so they are mutually beneficial to the employee and employer. If
possible, choices in working hours, telecommuting options, and compressed work weeks may be
Celebrate Milestones
personal and professional achievement are opportunities for organizational leaders to show the
team they are valued and appreciated. A calendar of significant events may be kept. Banners,
cupcakes, and balloons are simple and inexpensive ways to acknowledge employees and make
Motivating Factors
People often believe the illusion that money is the only motivating factor behind career
choices. In reality, people choose to work for the company they get the most internal and
external satisfaction from. In many cases the choice is not the company that pays the most, but
the company that offers the most job satisfaction. In todays business world, the average
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American reports to spending at least 47 hours a week at their jobs. The 40-hour work week is
considered the standard work week for the average adult, but studies have shown that most adults
are working well over 40 hours a week. Therefore, choosing an employer that offers you the
When analyzing job satisfaction, you must understand the affecting factors. Co-workers
can impact the overall attitude of the people around them and set the tone for the environment in
which people work. To create successful collaborations employees, need to collaborate with
motivated individuals, individuals willing to go the extra mile who feel they are working in a
positive environment. Management style is another critical factor in the presence of job
satisfaction. Employees prefer a leader and not a boss, someone who inspires them, not someone
who just barks out orders. Employees are craving equality; a leader will want to create a diverse
environment where employees are seen more as equals then as lower level members. The
leadership style will have a large impact on the level of job satisfaction for any employee. An
educated leader recognizes what the organization needs and can adjust their leadership style to fit
those needs. The general working environment must be one where the individual feels safe,
secure, and welcomed. The average adult spends over 8 hours a day in the office, the
environment needs to have all the tools needed for a successful work day. The workload also
needs to be one that can be managed appropriately. A motivated employee will take on
challenges and extra tasks but the general workload needs to be one that can be managed without
serious stress and anxiety. A large work load can be maintained in a sufficient environment.
Culture
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Employees are looking for much more out of their organizations than just a paycheck.
They want to work in an environment that feels like a second home. Because so many hours a
week are spent in the office, the workplace cultural needs to be one that celebrates and accepts
all individuals. The culture of the work environment is critical to the satisfaction level of those in
the organization. People tend to feel more satisfied at work when the environment feels more like
a community. People crave connections with other people they also have a strong desire to feel
valued, these aspects are very important to people in the workplace. Respect and commonalities
within an organization create a united environment and positive experiences. Challenges are
easier to overcome when an employee is satisfied with their organization and the partnerships
with those around them. Employers have the ability to create a cultural working environment
that satisfies the organization by setting an example and promoting diversity and unity. When
people are considering a long-term employment commitment, they are taking in all these factors
that support high levels of job satisfaction and a positive work culture
Commitment
One of the greatest benefits of job satisfaction is the increased level in commitment to the
company. Employees will give 100% and then some to organizations where they feel the most
respected. Organizations who report a higher level in employee satisfaction notice that their
employees have less absentee days. The less the absentee days the higher the productivity level
in the company. Employees remain committed to the organization when they are satisfied,
organizations will experience a lower turnover rate with satisfied employees. High turnover rates
cost organizations time and money. Lower knowledge base is also a negative effect of high
turnover rates, employees who are not dedicated to the job are unable to obtain all the needed
information to be successful
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Duties
A motivated individual will offer to go the extra mile because they thoroughly enjoy the
work they are doing. You will find individuals will offer to take on extra duties if they are
satisfied and motivated with their organization. Not only does this behavior create a better
working environment, but it saves on costs and man power. Employee collaboration is more
successful and individuals report an increase in successful communication with job satisfaction.
Employees are eager to learn new and creative ideas to complete job tasks and often will look for
better ways to get the job done, without the encouragement of management. These are the types
of employees leaders want in their organizations. Its a reciprocal relationship that benefits both
Organizations need to understand the importance of job satisfaction; the negative effects
of low job satisfaction are detrimental to the success of the organization. Job stress due to low
job satisfaction can mentally and physically harm the organization. Low job satisfaction can not
only harm the employees but can also be harmful to the leader. Basic human nature is to react
with stress or agitation to a negative situation. When employees and leaders are unsatisfied in the
workplace, they report higher levels of stress and anxiety. The stress and anxiety will certainly
effect their output in the workplace. Stressful employees breed stressful employees. When the
workplace environment is filled with unhappy employees, it creates a tension filled environment
and dissipates the chances for success. Leaders are frustrated, employees are agitated and success
is not something that will be produced out of this combination. Leaders can recognize the need to
change by the poor overall morale and the lack in productivity. If a leader notices the constant
turnover rate and the unhappy team, they need to change the environment immediately.
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In a recent study done by The Conference Board, a New York based non-profit board,
over 52% of Americans report feeling unsatisfied in the workplace (Adams, 2014). Since 1987,
this nonprofit agency has run a report on American job satisfaction. In 2010 the number had
reached an all-time low after the Great Recession. Since then it has slowly crept back up but to a
satisfying level. The thing employees felt most satisfied with were their fellow co-workers and
their interest in their work. Employees were asked about their satisfaction rates on things such as
wages, job security, promotion, retirement plans, health plan, sick leave, and vacation. The
highest level of satisfaction reported by employees was in 1987 (Adams, 2014). The only things
employees were more satisfied with over time were physical environment and equipment.
Technological advances have given people the opportunity to work more efficiently which is
why people are reporting higher satisfaction levels there. Working environments are safer and
more comfortable for employees then they were back in 1987. But these small victories do not
outweigh the dissatisfaction Americans are experiencing every day (Adams, 2014).
There are two main reasons people are reporting feeling so unsatisfied, job security and
health-care. The cost of health-care has risen dramatically causing many employers to raise the
cost of their employee plans. People are having a hard time affording health-care through their
employers which at one time was very affordable. Long-term work with the same employer is
also harder to come by in 2017. Employers looking to cut costs are not offering the same benefit
packages they once were. Americans are also wary of companywide layoffs. This type of fear
can leave people feeling anxious and unsatisfied. These factors are extremely damaging to the
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job satisfaction rate of Americans. Men reported having a higher satisfaction level in their jobs
than women did. This report is most likely due to the still existent glass ceiling women face.
Conclusion
Job satisfaction is something that everyone strives for but all do not attain. Though no
occupation is absolutely perfect and stress-free, people want to do work that makes them feel
appreciated, supported, and they also want the sense that what they are doing really is making a
difference in the big picture. People will go to school to obtain a degree and spend years grinding
through entry level jobs to get promotions, take on more responsibility, and work to shine a light
on what they are capable of in hopes that one day they will have the job of their dreams.
However, many find that even after they gain a promotion and pay raise that they have
wanted for so long that it is not really the dream that they have made it out to be. Many factors
go into having a truly satisfying life, of which a job is just a part of. Some positions require so
much time that a 50 hour work week would be considered a relief. Everyone needs time to rest
and relax, so the amount of time off that people enjoy is a huge factor in job satisfaction. Add to
this the ability to telecommute, change shift times, and make other adjustments to allow more
flexibility.
Business has always been 24/7, but that is heightened now due to the fact that
smartphones and internet access connect us all the time, allowing us to jump into our work and
virtually be in the office from anywhere. Depending on our jobs, many of us have been contacted
after hours, on the weekend, on a day off, or even while on vacation due to a work issue. This
can create a huge conflict between personal time and work time. Employers and employees may
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want to work together to create guidelines for contact during non-office hours, or possibly spread
the on-call duties throughout a group so one person isnt always the one getting hit. Finding a
Pay and benefits are also critical to job satisfaction. Adequate health care for a person and
their family is very important, as are other benefits such as retirement savings and ongoing
educational assistance. Employees who have a solid health insurance plan, a retirement plan, the
opportunity for tuition reimbursement, or other various added perks will likely feel better about
their company and their job. In some cases the benefits may keep them at a job even if they are
being paid less than employees at a competitor, depending on their lifestyle and needs. Benefits
should always be factored in on top of ones actual annual salary to paint a clear picture of
overall compensation.
Aside from pay and benefits, employees want to work in a positive environment with
supportive co-workers. Cultures many vary, but Company policies and work rules can go a long
way in ensuring that employees enjoy a workplace free from harassment, intimidation, or other
threats to their well-being or rights. Access to a responsive and responsible Human Resources
Department and managers who report any possible issues are critical for this to work. In
addition, employees should be educated on proper conduct and where to go if they have a
problem.
helpful co-workers, and the tools needed to do their job properly. Depending on the industry, this
can vary, but in general we are talking about whatever the tools of the trade may be. For
example, in an industrial environment, proper safety gear and procedures, tools, and a clean
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break area would be appreciated. For those working in an office, working computer equipment, a
comfortable chair, and desk space. As mentioned previously, employees should feel comfortable
talking to management and their co-workers if they have any concerns, need assistance, or
In conclusion, we have covered many points regarding what contributes to overall job
satisfaction. However, at the end of the day, employees, as individuals, are the ones who define
it. One persons dream job may be anothers nightmare. We all have different preferences, but
overall we all want respect, to feel that our work is important, sufficient compensation for our
work, and a good balance between life at work and life outside of work.
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References
What Are the Causes of Job Satisfaction in the Workplace? (n.d.). Retrieved August 8, 2017,
from http://smallbusiness.chron.com/causes-job-satisfaction-workplace-21851.html
Ackerman, A. (2015, May). The history of measuring job satisfaction. Retrieved August 5, 2017
from https://www.uniassignment.com/essay-samples/business/the-history-of-measuring-
job-satisfaction-business-essay.php
Adams, S. (2014, June 20). Most Americans Are Unhappy At Work. Retrieved August 11, 2017,
from https://www.forbes.com/sites/susanadams/2014/06/20/most-americans-are-
unhappy-at-work/#651048ed341a
Bisk. (2015). How Important is Job Satisfaction in Today's Workplace? Retrieved August 11,
the-workplace/#.WY5QaPnyvIU
Kapisak, A. (2013, July). Manage, train, learn: the instant solution to all your training needs.
Mattson, D. (2016, July). 6 ways to make employees feel appreciated. Retrieved August 3, 2017
from https://www.sandler.com/blog/6-ways-make-employees-feel-appreciated
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Say, M. (2017, May 22). 4 Questions Employees Want You To Ask About Their Job
https://www.forbes.com/sites/groupthink/2017/05/22/4-questions-employees-want-you-
to-ask-about-their-job-satisfaction/#6af0eefa30f1
Schwantes, M. (2016, November) Science says this is the best way to treat employees. Retrieved
appreciated