Application of Job Satisfaction in the Workplace

The application of job satisfaction in the workplace is a difficult concept to grasp due to its individualistic and situational nature. What one employee desires from work, another may not. For instance, one employee may put salary in high regard, while another may find autonomy the most important. Unfortunately, one aspect alone will most likely not effect an employee's job satisfaction. According to Syptak, Marsland, and Ulmer (1999), there are numerous aspects of a job through which an organization can manage increase satisfaction in the workplace, such as:

• Company Policies - Policies that are transparent, fair and applied equally to all employees will decrease dissatisfaction.  Therefore, fairness and clarity are crucial in improving employee attitude. For example, if a company has a policy for lunch breaks having the same length and time for all, it will be seen as a norm and will help cut down on wasted time and low productivity.
• Salary/Benefits - Making sure employee salaries and benefits are comparable to other organization salaries and benefits will help raise satisfaction. If a company wishes to produce a competitive product they must also offer competitive wages. Furthermore, this can help reduce turnover, as employees will invariably be more satisfied when paid competitive wages as opposed to being underpaid.
• Interpersonal/Social Relations - Encouraging employees to develop a social aspect to their job may increase satisfaction as well as develop a sense of teamwork. Co-worker relationships will benefit the organization as a whole since teamwork is a very important aspect of organization productivity and success. Moreover, when people are allowed to develop work relationships they care more about pulling their own weight and not letting co-workers down. Employee involvement groups are a great way to help employee's interact with individuals outside their department or organization. 
• Working Conditions - upgrading facilities and equipment and ensuring employees have adequate personal workspace can decrease dissatisfaction. A cramped employee is a frustrated employee plus faulty equipment leads to frustration in trying to get work done. 
• Achievement - Ensuring employees are appropriately placed to utilize their talents may enhance satisfaction. When employees are given proper role and feel a sense of achievement and challenge, their talents will be in line with the goals best suited for them.
• Recognition - Ensuring a job well done is duly acknowledged increases the likelihood of employee satisfaction. Positive and constructive feedback boosts an employee's morale and helps them work at the desired level and towards the desired direction.
• Autonomy - Giving employees the freedom and sense of ownership of their work may help raise job satisfaction as the individuals realise they are responsible for the outcome of their work. 
• Advancement - Allowing employees showing high performance and loyalty, the room to advance will help ensure satisfaction. A new / higher position and sense of responsibility can often increase job satisfaction in an employee.
• Job Security - Especially in times of economic uncertainty, job security is a very crucial factor in determining an employee's job satisfaction. Giving an employee the assurance that their job is secure will most likely increase job satisfaction.
• Work-life Balance Practices- In times where the average household is changing, it is becoming increasingly important for an employer to recognize the delicate balancing act that its employees perform between their personal life and work life. Policies that cater to common personal and family needs can be essential to maintaining job satisfaction.  
  

The image above displays the difference in viewpoints between an organization and an individual when it comes to overall job satisfaction.

A study published by The Families and Work Institute shows that, despite the numerous aspects of a job, there are a few that specifically allow for greater improvement of satisfaction. According to their study, workplace support and job quality collectively account for 70 percent of the factors influencing job satisfaction. Surprisingly, earnings and benefits only account for 2 percent (Employee Retention Headquarters, n.d.).

                                                                       

Factors impacting job satisfaction (Employee Retention Headquarters)

When it comes to ensuring job satisfaction in the workplace, it is important to look at all aspects of job satisfaction. Every employee is different and will have different views which makes job satisfaction extremely hard to research; however, Everett (1995) suggests that responsible employees ask themselves the following questions:

• When have I come closest to expressing my full potential in a work situation?
• What did it look like?
• What aspects of the workplace were most supportive?
• What aspects of the work itself were most satisfying?
• What did I learn from that experience that could be applied to the present situation?

For the employee to answer these questions, job satisfaction must be fully deployed within the organization. Listed in the above section are numerous aspects that organizations can utilize to help increase satisfaction. In addition to these aspects, organizations must also consider the needs of the employee. For example, an employee, who is a great asset to the company as he or she is highly educated and motivated, may have personal issues such as a child who requires daycare. As a remedy, organizations could allow flexible work arrangements such as telecommuting, which would create a win-win situation both for the employee and the organization. Additionally, an organization should provide more opportunities for employees to help increase job satisfaction. Consequently, this would peak an interest in the employee, allowing him/her to take more pride in his or her work. Allowing married women the flexibility to work from home is another consideration. Although research might be difficult for job satisfaction theories, especially within the correlation field, there is just enough useful information to help employees and organizations become successful and enjoy their jobs, provided the right type of leadership is at the helm.