1. Slide 4- Starter Question Think about the worst job you have ever held in your life.  How do you feel during the course of the day?  How do those feelings influence the way you behaved?

2. Slide 4- Job Satisfaction Job satisfaction represents how you feel about your job and what you think about your job or job experiences.  Job satisfaction is both Rational and Emotional  49% of Americans are satisfied with their jobs  Job motivation differs from satisfaction in that is an inner drive for individuals to attain personal and organization goals Value-percept theory says job satisfaction depends on whether you perceive that your job supplies the things that you value. People evaluate their job satisfaction based on the following: -Pay satisfaction -Promotion satisfaction -Co-worker satisfaction*-Supervision satisfaction* -Day-to-day work satisfaction* *Highly correlated with overall job satisfaction

3. Slide 4- How Important is Satisfaction? Job satisfaction does influence job performance.  It is moderately correlated with task performance.  Satisfied employees do a better job of fulfilling the duties  Job satisfaction is correlated moderately with citizenship behavior.  Satisfied employees engage in more frequent “extra mile” behaviors Job satisfaction influences organizational commitment.  Job satisfaction is strongly correlated with affective commitment, so satisfied employees are more likely to want to stay with the organization. Job satisfaction is strongly related to life satisfaction.  People feel better about their lives when they feel better about their jobs  Increases in job satisfaction have a stronger impact on life satisfaction than do increases in salary or income.

4. Slide 4- Improving Satisfaction Improvements come through meeting employees needs for:  Variety  Significance  Identity  Autonomy  Feedback Ways of realizing the above are:  Job rotation  Job enlargement  Job enrichment Barriers:  Office politics  Repetitive tasks  Lack of control  Limited opportunity  Little recognition  Communication overload

5. Slide 4- Satisfaction Levels Mood and emotion play heavily into people’s affective job satisfaction. Moods and emotions can be contagious  Controlling the spread of emotion can help or hurt an organization Techniques for assessing job satisfaction include:  Focus groups  Interviews  Attitude surveys.  Attitude surveys are often the most accurate and most effective.