Job Satisfaction as a Criterion for Establishing the...

Introduction 1.1 Background of the study Job satisfaction is one criterion for establishing the strength of an organization; description effective services largely depends on the human source (Fitzgerald et al., 1994) and job satisfaction experienced by employees will affect the quality of service they render. The job satisfaction is look on their job performance. Job satisfaction has been defined as a positive emotional state resulting from the pleasure a worker derives from the job and as the affective and cognitive attitudes held by an employee about various aspects of their work. Kolej Poly Tech Mara Kuala Lumpur have an employee’s which of academic staff and non academic staff. An academic staff is usually a lecturer however†¦show more content†¦- An employee who is paid well, has job security, has good relationships with co-workers and the supervisor and is given challenging duties for which he is accountable will be motivated. They include salary, job security, working conditions, status, company procedures, quality of technical supervision, and quality of interpersonal relations among peers, superiors, and subordinates. - A satisfied need ceases to motivate. For example, when a person decides that he or she is earning enough pay for contributing to the organization, money loses its power to motivate. Many of employees to choose and change benefits over time, these firms let employees meet their changing needs. - Unsatisfied need can cause frustration, conflict, and stress. From a managerial perspective, unsatisfied needs are dangerous because they may lead to undesirable performance outcomes. 2. The organization motivates their employee to perform effectively by offering some training and developmental programmer and offering various benefits for satisfactory performance. - The original research that led to the theory gave rise to two specific conclusions. First, there is a set of extrinsic conditions, the job context, which results in dissatisfaction among employees when the conditions are not present. If these conditions are present, this does not necessarily motivate employees. These motivators are directly related to the nature of the job or task it. - Managers should continueShow MoreRelatedPerformance Management the Employee Appraisal Process992 Words   |  4 Pagesthat emanates from a company’s goals. The expectation of the company as follow are (1) The essential job functions the employee is expected to do (2) How the employee’s job contributes to the goals of the organization (3) What â€Å"doing the job well† means in concrete terms, (4) How employee and supervisor will work together to sustain, improve, or build on existing employee performance, (5) How job performance will be measured,(6) Identifying barriers to performance and removing them. (Donald L. 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