Essays on What Is Job Satisfaction and Is It Important Coursework

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The paper "What Is Job Satisfaction and Is It Important" is a great example of business coursework.   Job satisfaction can be defined as a gratifying condition of a work that comes from the evaluation of one’ s occupation. It is an emotional response to one’ s work and feelings towards one’ s work (Weiss, 2002). Job satisfaction explains that an individual who is satisfied with his or her work is always content with it. Individuals who are satisfied with their work are always joyful in doing their job. Motivation can lead to job satisfaction. Employers, therefore, strive to design jobs in such a way as to increase satisfaction at the workplace.

Some of the techniques used to bring about satisfaction at the workplace are ensuring that employees rotate on their work so as to break the monotony, expanding the work that an individual is doing and enriching the work with modifications. Employers utilize management styles that can motivate workers hence bringing about job satisfaction. They do so by involving employees in decision-making processes, sometimes allowing workers to make own decisions and encouraging self-governing workgroups.

It is important that institutions regularly evaluate job satisfaction as a vital variable so as to do adjustments in their organization and reduce turnover rates in the workforce. Assessment frequently employed is where questionnaires are served to workers to report on how content they are on issues such as remuneration, assigned tasks, upward job mobility and their relations with their bosses and colleagues. They are asked to rate the above attributes on a scale of 1 to 5, where one means less content and five means more content. Some questions will simply require ‘ yes’ or ‘ no’ answers. Historical developments In 1911, Frederick W Taylor’ s explained that to achieve the best results then workers have to be well compensated.

His book ‘ Principles of Scientific Management’ led to an embrace of hourly wages. This at first increased production as employees were required to work at a faster speed for them to receive high wages. However, employees became worn out and dissatisfied. Elton Mayo carried out studies (1924-1933) on job conditions that contribute to the fruitfulness of employees. The studies revealed that the dynamics of job conditions increased fruitfulness at the workplace on a short term basis (Saari & Judge 2004, p. 400).

However, the studies later discovered that fruitfulness came from the fact that workers were being observed and not just the new conditions. This meant that other forces apart from remuneration affected how workers carried out their duties. This revelation motivated researchers to study more on the factors that lead to job satisfaction. A motivation theory was developed by Maslow which gave the basis for coming up with explanations for job satisfaction. According to Maslow’ s hierarchy of needs, the things that individuals usually strive to satisfy are; physiological requirements, need for protection social needs, self-worth needs, and self-actualization.

The theory formed a foundation on which different researchers developed models of job satisfaction. Models of job satisfaction These are some of the theories that try to explain how job satisfaction can be achieved. The theories explain some of the factors that are vital to the achievement of job satisfaction.


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Fisher, D 2000, ‘Mood and emotions while working: missing pieces of job satisfaction?’ Journal of Organizational Behavior, vol. 21, pp.185-202.

Hackman, J R & Oldham, G R 1976, ‘Motivation through the design of work: Test of a theory’, Organizational Behavior and Human Performance, vol.16, pp. 250-279.

Morgan, L M 2002, ‘A longitudinal analysis of the association between emotion regulation, job satisfaction, and intentions to quit’ Journal of Organizational Behavior, vol. 23, pp. 947–962.

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Wegge, J et al 2007, ‘Taking a sickie: Job satisfaction and job involvement as interactive predictors of absenteeism in a public organization’, Journal of Occupational and Organizational Psychology, vol. 80, pp 77-89.

Weiss, H M 2002, ‘deconstructing job satisfaction: separating evaluations, beliefs and affective experiences’, Human Resource Management Review, vol. 12, pp. 173-194.

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