JOB SATISFACTION

AND HUMAN
BEHAVIOR

BA5:
Norielyn Labadan Torres
Silenna Lauren Manlangit
JOB SATISFACTION
Job satisfaction describes how contented an individual is with his or her job.
It has been defined as a pleasurable emotional state resulting from the
appraisal of one’s job; an affective reaction to one’s; and an attitude towards
one’s job. This definition suggests that we form attitudes toward our jobs by
taking into account our feelings, our beliefs, and our behaviors.

HUMAN BEHAVIOR
Human behavior helps to enhance an individual’s understanding as to why
people act the way that they do as well as assist with ways to help manage
people within the organization.

 AFFECT THEORY
MODELS OF JOB
SATISFACTION The main premise of this theory is that
satisfaction is determined by a discrepancy
that how much one values a given facet of
work (e.g. the degree of autonomy in a
position) moderates how satisfied/dissatisfied
one becomes when expectations are/aren’t
met. When a person values a particular facet of
a job, his satisfaction is more greatly impacted
both positively (when expectations are met)
and negatively (when not met), compared to
one who doesn’t value that facet.

.
 Dispositional Theory
MODELS OF JOB
SATISFACTION It is a very general theory that suggests
that people have innate dispositions that
cause them to have tendencies toward a
certain level of dissatisfaction, regardless
of one’s job. This approach became a
notable explanation of job satisfaction in
light of evidence that job satisfaction
tends to be stable over time and across
careers and jobs.
.
 Two-Factor Theory
MODELS OF JOB
SATISFACTION This theory states that satisfaction and
dissatisfaction are driven by different factors –
motivation and hygiene. Motivating factors are
those aspects of the job that make people want
to perform, and provide people with satisfaction,
for example achievement in work, recognition,
promotion opportunities. These motivating
factors are considered to be intrinsic to the job,
or the work carried out. Hygiene factors include
aspects of the working environment such as
pay, company policies, supervisory practices,
and other working conditions.

 JOB SATISFACTION & MORALE

Job satisfaction is a set of favorable and or unfavorable feelings,
thoughts, emotions, and intentions with which workers view their
work. Job satisfaction is an effective attitude – a feeling of relative
liking or dislikes toward the overall job-related factors regarding the
working conditions. On the other hand, morale is the level of
satisfaction within a group.

This is a mental condition of a personor group with respect to

cheerfulness, confidence andthe willingness to cooperate and the
overall jobsatisfaction of the workers in the organization.
 JOB SATISFACTION & MORALE
Morale is defined as the end result of many factors present in the
workplace environment. Some of these factors are the work setting
itself, worker satisfaction and action, salary, supervisory input,
working conditions, status, and more.

Some of the signs of decreased morale are: tardiness, absenteeism,

apathy, moping, backstabbing, decreased quality, decreased
productivity, increased errors, accidents, or injuries. It's important to
note that contrary to popular belief, morale is not a cause, but rather
the effect or result of many factors going awry.
 MORALE:
defined as::
the end result of many factors present in
the workplace environment.

FACTORS:
work setting itself
worker satisfaction and action
supervisory input
working conditions
status
etc.
 MORALE:
Signs of decreased morale:
tardiness
absenteeism
apathy
moping
backstabbing
decreased quality
decreased productivity
increased errors
accidents/injuries

MORALE is not a cause, but rather the effect/ result of many

factors going awry.
the key to uraveling the mystery of a morale slump
is to determine the cause or source of the
decreased morale

Usual suspects:
negative event: (firing)
promotion of an employee when others
are overlooked
arguments between staff and/or
management
lack of the company's financial help
too much / too heavy of a workload
unappreciated or underappreciated work
working conditions
supervision that's too rigid, demanding,
direct or involved in the work process
supervision that's ot supportive or strong
enough, and doesn't provide needed
guidance or input.
Steps to Improving
Morale
The easiest and fastest way to determine at least some of
the sources of the issue is to simply ask the employee.

Ask what the cause of poor morale is and what the employee believes can
be done to turn it around. Obtaining information directly from the person
who's experiencing the poor morale can often be an important key to
solving this mystery.

Additionally, these people will receive a sense of pride and worth that their
boss asked them for their input.
Other ways
1. SHOW concern

TO REACH
YOUR 2. Provide appropriate feedback

DEMOTIVATED 3. Create Goals

EMPLOYEES
4. Offer recognition of the
employee's effort
FACTORS THAT AFFECT LEVEL OF JOB SATISFACTION

01 02 03 04
AGE OCCUPATIONAL ORGANIZATIONAL ORGANIZATIONAL
LEVEL SIZE COMMITMENT
workers lower holding level of job commitment ot the ideals
their expectations meaningful jobs satisfaction is of the organization is the
to more realistic and performing HIGHER in small degree to which a worker
levels as the grow them well are organizational identifies himself and to
older (making important inputs units than larger continue actively
them more to their self-worth organizations. participate in the desired
satisfied with their and images. objectives of the
jobs) organization.
WORKERS' DISSATISFIED workers resort to
tardiness

ATTITDUE AND absences

extended break hours

THEIR EFFECTS work slow-downs

SATISFIED workers provide

act of service beyond the call of duty
have good work records
actively participate in development
activities
pursue excellence in all areas of their jobs.

4
 WORKERS' PERFORMANCE
HIGH PERFORMANCE => HIGH JOB SATISFACTION

this result leads to higher economic an psychological

rewards. If these rewards and other benefits are seen as fair
and equitable, then improved satisfaction develops because
workers feel that they are receiving rewards in proportion
to their performance

on the other hand, if the rewards are seen as inadequate for

the level of satisfaction leads to either greater or lesser
commitment and in effect, affects the productivity level.

5
 TURNOVER

HIGH JOB SATISFACTION => lower worker turnover

satisfied workers are less likely to leave the

organization.

turnover is expensive
difficult to replace workers who left
organization's reputation gains negative perception

HOWEVER, benefits include:

more opportunities for internal promotion and the
infusion of expertise of newly hired workers.

Work Planning Presentation | 2023 8

 ABSENCES AND
TARDINESS
LOW JOB SATISFACTION => are absent more often

workers often use medical reasons, vacation time,

sick leave, and holidays to offset their absences.

TARDINESS
how workers exhibit their dissatisfaction with
job conditions
type of short period of absenteeism
(few min - several hours for the day)

there are valid reasons for occasional tardiness, but

pattern of tardiness is often a symptom of negative
attitudes..

Work Planning Presentation | 2023 8