Impact of Job satisfaction on employees Essay

The purpose of this study was to investigate the affect of indigence on labor satisfaction (dissatisfaction) of journalistic employees employed by the national public broadcaster. The idea was to profile factors causing high motivating and job satisfaction and also to profile those factors that contribute low motivation and dissatisfaction at have.The rationale for the study was simply an observation that some employees attend better adjusted and joyful at work and are open to cope well with the demands of the working environment dapple others are not. some other observation is that management seem not to be aware of what motivates their subordinates and to strategically utilize those motivational tools to maintain high levels of job satisfaction (or at least low levels of job dissatisfaction), high productivity and morale.The target pattern was all journalistic staff working in the television and radiocommunication news rooms of the national public broadcaster in sulphur Africa. The profile of the respondents included a variety of ages, gender, races, educational backgrounds, different work locations, different marital statuses and managers and non-managers. Data was collected using a questionnaire that was indiscriminately distributed at Head Office in Auckland Park and to all the 9 regional offices of the SABC.The major findings of this investigation was that three motivational factors, namely achievement, realization and work itself cause 88% job satisfaction while hygienics factors cause 12% job satisfaction. At the same time the explore also found that three hygiene factors, namely supervision,company constitution and administration andinterpersonal relations with supervisors cause 60% job dissatisfaction while motivational factors, namely achievement and wisdom cause 40% job dissatisfaction.These results reflect the work attitudes of employees at the time of this research.The study illustrates that when employees are happy and snug in theirjobs, their level of motivation is high and they arrange at peak all the time. On the other hand, when employees are unhappy and dissatisfy at work, their level of motivation is low and they dont perform at peak level.The study recommends strategies of how management can utilize achievement, recognition and work itself as a tool to keep employees motivated and satisfied in their jobs. It also recommends ways by which management can sweep away low motivation and job dissatisfaction amongst employees by improving management skills, cognition and competencies of managers, building relations between managers and subordinates and also improving the quality of ingrained communication with employees especially on policy and administrative matters.Lawler (1973) in Dipboye, metalworker and Howell (2000) incorporated the concepts of attained versus desired demands in his stupefy of view satisfaction. This model is an extension of the Porter-Lawler (1968) of motivation explained ab ove. It is a facet satisfaction model because satisfaction with various components or facets of a job, such as supervision, pay, or the work itself, is considered. Lawlers model specifies that workers compare what their jobs should provide in damage of job facets, such as promotions and pay, to what they currently receive from their jobs.However, simple need comparison theory is extended by also weighing the do work of certain worker characteristics (such as skills, training, and age) and job characteristics (such as degree of office and difficulty). In addition, the model draws concepts from the equity theory of motivation by assumptive that workers ultimately determine their job satisfaction by comparing their pertinent job inputs and outputs to referent (comparison) others (Dipboye, Smith and Howell, 2000149-150). Adapted Figure 2.2