Job Satisfaction is the collection of feelings

and beliefs people have about their current

Jobs.

Job Satisfaction is a positive feeling about

your job resulting from an evaluation of its
characteristics.
 Born George Elton Mayo on December 26,
1880, in Austria
In 1926, Mayo became the professor of
industrial research at Harvard University
where he met Fritz Roethlisberger
he find out the reasons that affect the
productivity in Hawthrone Plant, Chicago
 The study shown that there are not
only the physical changes but also social
factor which influence the working of an
individual. This finding provided strong
evidence that people work for purposes other
than pay, which paved the way for
researchers to investigate other factors in job
satisfaction.
 Was born on March 20, 1865, into an
upper class liberal Philadelphia family
Was an American mechanical engineer who
sought to improve industrial efficiency
He was one of the first management
consultants. Scientific management
(Taylorism) also had a significant impact on
the study of job satisfaction.
 He believed that decisions based upon
tradition and rules of thumb should be
replaced by precise procedures developed
after careful study of an individual at work.
1903: W.L. Bryan, prior to the formation
of I/O psychology, gave a presidential
address to APA in which he encouraged
psychologists to study "concrete activities
and functions as the appear in every day
life". Although he didn't cite industry
directly, he did encourage these sorts of
"real life" applications of a science of
psychology.
 Postscript note: "The term 'industrial
psychology' first appeared in a 1904 article of
Bryan's APA address. Ironically, it appeared
in print only as a typographical error. Bryan
was quoting a sentence he had written five
years earlier in which he spoke of the need
for more research in individual psychology.
Instead, Bryan wrote industrial psychology
and did not catch his mistake." (source:
Muchinsky, 1997, p10; emphasis added)
 Walter Dill Scott gave a talk to Chicago
business leaders on the application of
psychology to advertising, which led to books
on the topic published in 1903 & 1908.
 By 1911 he had published two more books
(Influencing Men in Business and Increasing
Human Efficiency in Business), and became
the first to apply the principles of psychology
to motivation and productivity in the
workplace.
He also became instrumental in the
application of personnel procedures within
the army during World War I.
 Hugo Munsterberg, considered by many as
"the father of industrial psychology",
pioneered the application of psychological
findings from laboratory experiments to
practical matters
In 1911 he cautioned managers to be
concerned with "all the questions of the
mind...like fatigue, monotony, interest,
learning, work satisfaction, and rewards."
 He was also first to encourage government
funded research in the area of industrial
psychology
In 1913 his book Psychology and Industrial
Efficiency addressed such things as
personnel selection and equipment design
Munsterberg's early I/O psychology became
influential well into the 1950's
 It assumed people need to fit the organization,
thus applied behavioral sciences largely
consisted of helping organizations shape people
to serve as replacement parts for organizational
machines
about the same time as Munsterberg, Frederick
W. Taylor began publishing similar philosophies
on management -- which had a tremendous
impact on organizational management
 Abraham Maslow is well renowned for
proposing the Hierarchy of Needs Theory in
1943.
This theory is a classical depiction of human
motivation.
is based on the assumption that there is a
hierarchy of five needs within each
individual.
The urgency of these needs varies.
1. Physiological needs- These are the basic
needs of air, water, food, clothing and
shelter. In other words, physiological needs
are the needs for basic amenities of life.
2. Safety needs- Safety needs include
physical, environmental and emotional
safety and protection. For instance- Job
security, financial security, protection from
animals, family security, health security,
etc.
3. Social needs- Social needs include the
need for love, affection, care, belongingness,
and friendship.
4. Esteem needs- Esteem needs are of two
types: internal esteem needs (self- respect,
confidence, competence, achievement and
freedom) and external esteem needs
(recognition, power, status, attention and
admiration).
5. Self-actualization need- This include the
urge to become what you are capable of
becoming / what you have the potential to
become. It includes the need for growth and
self-contentment.
 This model served as a good basis from
which early researchers could develop job
satisfaction theories