Impact of Job satisfaction on employees Essay

The purpose of this study was to investigate the affect of motive on railway line expiation (dis happiness) of journalistic employees employed by the national public broadcaster. The persuasion was to profile factors causing tall motivation and job satisfaction and similarly to profile those factors that contribute rugged motivation and dissatisfaction at work.The rationale for the study was simply an observation that some employees seem better set and happy at work and are able to cope well with the demands of the working environment age others are not. Another observation is that management seem not to be aware of what motivates their subordinates and to strategically expend those motivational tools to maintain high aims of job satisfaction (or at least broken in levels of job dissatisfaction), high productivity and morale.The target sample was all journalistic staff working in the television and radio receiver news rooms of the national public broadcaster in South Afr ica. 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 randomly distributed at Head Office in Auckland Park and to all the nine regional offices of the SABC.The major(ip) findings of this investigation was that three motivational factors, namely achievement, recognition and work itself energise 88% job satisfaction while hygiene factors cause 12% job satisfaction. At the same time the research likewise found that three hygiene factors, namely supervision,company policy and administration andinterpersonal relations with supervisors cause 60% job dissatisfaction while motivational factors, namely achievement and recognition 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 satisfied in theirjobs, their level of motivation is high and they perform at altitude all the time. On the other hand, when employees are hard put and dissatisfied 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 detainment employees motivated and satisfied in their jobs. It also recommends ways by which management can eliminate low motivation and job dissatisfaction amongst employees by improving management skills, knowledge and competencies of managers, building relations between managers and subordinates and also improving the quality of internal communication with employees especially on policy and administrative matters.Lawler (1973) in Dipboye, metalworker and Howell (2000) incorporated the concepts of attained versus desired needs in his model of facet satisfaction. This model is an extension of the Porter-Lawler (1968) of motivation explain ed above. It is a facet satisfaction model because satisfaction with various components or facets of a job, much(prenominal) as supervision, pay, or the work itself, is considered. Lawlers model specifies that workers compare what their jobs should provide in terms 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 influence of certain worker characteristics (such as skills, training, and age) and job characteristics (such as degree of responsibility and difficulty). In addition, the model draws concepts from the equity theory of motivation by assuming that workers ultimately determine their job satisfaction by comparing their relevant job inputs and outputs to referent (comparison) others (Dipboye, Smith and Howell, 2000149-150). Adapted Figure 2.2