job satisfaction
TRANSCRIPT
SATISFACTIONset of favourable or unfavourable
feelings with which employees view their work
JOB
Why Study About it?INPUTS
DECISION
EMPLOYEE PROBLEMS
JOB SATISFACTION SURVEY• Procedure by which employees report their
feelings toward their jobs and work environment
BENEFITS
The survey tells how employees feel about their jobs, what parts of their jobs these feelings are focused on, which departments are particularly affected and whose feelings are involved.
•Monitoring Attitudes is possible
• Flow of Communication is improved
• It serves as Safety Valves
• Identification of training needs
• Helps in planning and monitoring new programs
IDEAL SURVEY CONDITIONS
• To p m a n a g e m e nt a c ti v e l y s u p p o r t s t h e s u r v e y• E m p l o ye e s a r e f u l l y i nv o l v e d i n p l a n n i n g t h e
s u r v e y• Pa s t s u r v e y s h av e p r o d u c e d n o ti c e a b l e c h a n g e s• A c l e a r o b j e c ti v e ex i s t s fo r c o n d u c ti n g t h e
s u r v e y• T h e s t u d y i s d e s i g n e d a n d a d m i n i s t e r e d i n a
m a n n e r c o n s i s te nt w i t h s ta n d a r d s fo r s o u n d r e s e a rc h
• M a n a g e m e nt i s c a p a b l e o f t a k i n g , a n d w i l l i n g to t a ke , fo l l o w- u p a c ti o n .
• B o t h t h e r e s u l t s a n d a c ti o n p l a n s a r e c o m m u n i c a t e d to e m p l o ye e s
Sources of Information
Labor Turnover Performance
records
Waste and scrap reports
Quality records
Absences and tardiness
records
Reports from counsellors
Grievances
Accident reports
Training Records
Suggestions
Medical Records
Exit Interviews
Daily ContactsExisting Datas
AND
Identify Reason of
Survey
Obtain management commitment
Develop Survey
Instrument
Administer survey
Tabulate results
Analyze results
Provide feedback to participants
Implement action plan
Monitor results
Major Steps in a Systemati c Approach to Conducti ng survey
Types of Survey Questions
Close-end Question
Open-end Question
Directed
Undirected
EXAMPLE:
A question presented in an interview or survey format that directs the respondent to simply select and mark the answer that best represents his or her own feelings.
Those questions presented in an interview or survey format in which employees respond in their own words to express their feelings, thoughts, and intentions.
RELIABILITYRELIABILITY
Validity
Capacity of a survey instrument (or action) to
produce consistent results
Validity
Capacity of a survey instrument to measure
what it claims to measure
What to do with the results?
Communicate the results
Comparative Data
Committee Work Follow-
up
Feedback to Employees
SURVEY REPORT
Managers who make the final decision needs evidence.
Job Satisfaction in Department A
Job Satisfaction in Department B
Comparing results will drive managers for improvement and continuous use of satisfaction information.
Set up task forces whose responsibility is to review the survey data and develop plans for corrective action
When corrective action is taken as the result of a survey, details of what was learned and what was done should be shared with employees as soon as possible.
CHANGING EMPLOYEE ATTITUDES
• Make the reward system closely tied to individual or team performance.
• Set challenging goal with employees
• Define clear role expectations
• Refrain from attacking the employee’s attitude. Use active listening.
• Provide frequent feedback.
• Exhibit a caring, considerate orientation.
• Provide opportunities for employees to participate in decision making.
• Show APPRECIATION.