JOB SATISFICATION AND MORALE

Chapter Objectives To understand: The nature of attitudes and job satisfaction The relationship between performance and satisfaction Job involvement and organizational commitment Some positive and negative effects of employee attitudes Benefits of studying employee attitudes Design and use of job satisfaction surveys

Activity 1 how many people in class believe that more than 75% of the people in this country are generally satisfied with their jobs; (2) how many believe that more than 50% are satisfied; (3) more than 25%; less than 25%. Past experience indicates that most students vote for the 25% or 50% levels, believing job satisfaction is far lower than the data indicate. Discuss the reasons for their estimates emphasizing: the differences between their needs and the needs of workers “in general”; possible selective perception by both themselves and the media; and

Introduction Negative attitudes are: A symptom of underlying problems A contributing cause of forthcoming difficulties Linked to reduced organizational competitiveness

The Nature of Employee Attitudes Attitudes are the feelings and beliefs that largely determine how employees will: Perceive their environment Commit themselves to intended actions Ultimately behave Mangers are interested in the nature of the attitudes of their employees toward: Their jobs Their careers The organization itself

The Nature of Employee Attitudes Cont Employees differ in their personal dispositions Positive affectivity: optimistic, upbeat, cheerful, Negative affectivity: pessimistic, downbeat, irritable

Job Satisfaction Elements Job satisfaction is a set of favorable or unfavorable feelings and emotions, with which employees view their work Feelings (like or dislike), thoughts (belief), and intentions Individual Focus Job satisfaction is an individual’s attitude Moral is group satisfaction

Important aspects of job satisfaction include… Pay One’s supervisor The nature of the tasks performed An employee’s coworkers or team The immediate working conditions

Job Satisfaction Stability of Job Satisfaction Attitudes are acquired over time Satisfaction or dissatisfaction emerges as an employees gains information about the workplace Satisfaction can vary and can decline more quickly than it is developed Managers cannot establish conditions leading to high satisfaction now and then later neglect it Job satisfaction influences general life satisfaction

Job Satisfaction Importance Apply knowledge of organizational behavior to build better organizations Both individuals and society benefit Questions that should be asked… Is there room for improvement? Which employees are the most dissatisfied? What other attitudes besides job satisfaction should be studied? What are the effects of negative employee attitudes? How can information about attitudes be gained? How can knowledge of employee attitudes be used constructively?

Level of Job Satisfaction Was historically high and stable in the U.S. Only 50 percent of those currently in the workforce report job satisfaction (From CEO $750k to pizza man) Variables revolve around age, occupational level, and organizational size As workers grow older, they lower their expectations and adjust better to their working conditions They are better paid, have better working conditions, and hold jobs that make fuller use of their abilities

Organizational Commitment Employees can choose to be involved, committed, and positive Commitment is stronger among: Longer-term employees Those with personal success in the organization Those working within a committed group Organizationally committed employees: Have good attendance Adhere to company policies Have lower turnover rates

Organizational Commitment Inhibiting Factors Excessive blaming Insincere gratitude Failure to follow through Inconsistencies Inflated egos and bullying

Organizational Commitment Stimulating Factors Clarity of rules and policies Investments in employees Respect and appreciation for efforts Employee participation and autonomy Making employees feel valued

Work Moods Variable, highly dynamic attitudes toward a job Positive moods produce energy, passion, and enthusiasm Results in better customer service, lower absenteeism, greater creativity, and interpersonal cooperation Work moods are directly affected by managerial actions Praise, fun atmosphere, pleasant surroundings, social interaction

Effects of Employee Attitudes Negative attitudes help predict undesirable behaviors Dissatisfied employees engage in: Psychological withdrawal Physical withdrawal Aggression Positive attitudes help predict constructive behaviors Satisfied employees: Go beyond the call of duty Have good work records Actively pursue excellence

Employee Performance High satisfaction does not guarantee high

Satisfied employees are less likely to quit Turnover Negative effects of turnover: Separation costs Training costs Vacancy and replacement costs Morale effects Functional effects of turnover: More opportunities for internal promotion Removal of disruptive employees Satisfied employees are less likely to quit

Products of Employee-Organization Attitudes

Theft Acts of Theft Using company services without authorization Fraud Unauthorized removal of company resources Causes Reestablishing lost equity Revenge for ill treatment Severe dissatisfaction

Bending the Rules Intentionally interpreting organizational policies to obtain personal gain, often committed by dissatisfied employees

Factors that encourage ethical behavior… Fear of job loss Damage to reputation Personal code of conduct Creating an unwanted precedent Personal embarrassment Losing face with colleagues Factors that encourage unethical behavior… Performance pressures Egotistic “can-do” attitude Ambiguous rules Emergency situations Social pressures Paying back a favor

Violence One of the most extreme consequences of employee dissatisfaction Millions of workers are victims annually Many more live under the direct or perceived threat of harm Work stress can be both a cause of violence Cost to U.S. businesses is $36 billion per year Managers must be on the lookout for signs of potential violence and take preventive action

Other Effects of Attitudes Negative Effects Low productivity, turnover, theft, and violence Positive Effects Organizational citizenship behaviors “Good Soldier” Motivation Personality traits Desire for special recognition or rewards Image enhancement

Studying Job Satisfaction A job satisfaction survey can: Identify broad employee problems Indicate levels of satisfaction Improve the flow of communication Serve as an emotional release Identify training needs Help managers plan and monitor new programs

Ideal Survey Conditions Desired Prerequisites Top management support Employees are involved in survey planning Past surveys produced noticeable changes A clear objective exists Study standards are consistent with sound research Management is willing/able to follow-up Both the results and action plans are communicated to employees

Other Job Satisfaction Information Daily Contacts and Existing Data

Changing Employee Attitudes Tie rewards to performance Set challenging goals Define clear expectations Use active listening skills Provide frequent feedback regarding performance Show concern for employee feelings Allow employees to participate in decision making Show appreciation for effort and citizenship