Job Analysis

The process of job analysis results in job descriptions, which lead to job specifications. A job is rated in order to all the other jobs in the organization, which are subject to evaluation. The next step is that providing the job with a price. This involves converting the relative job values into specific monetary values or translating job classes into rate ranges.

Wage surveys

Once the relative worth of a job is determined by job evaluation, actual amounts to be paid must be determined. This is done by making wage or salary surveys in the area concerned. Most firms make use of "packaged surveys" available from research bodies. A wage survey to be useful, must satisfy these points:

(a) Frequency

(b) Scope

(c) Accuracy.

Relevant organizational problems:

In addition to results of job analysis and wage surveys some other variables should also be analyzed. The relationship between jobs and waged and whether they upset job evaluation should be analyzed. The prevailing sales in industry or community should also be analyzed

Preparation of Wage structure: Preparation of wage structure requires clarification on the following aspects:

(i) Whether company wishes to pay according to industry standards.

(ii) Number and width of pay grades.

(iii) Number of jobs in each grades.

(iv) Actual money value to each grades.

(v) Differentials between pay plans.

Wage administration rules: The development of rules of wage administration has to be done, after the rate ranges have been determined. Rules have to be developed to determine what degree advancement will be based on length of service rather than merit. with what frequency pay increases will be awarded, how controls over wage and salary costs can be maintained, what rules will govern promotion from one pay grade to another etc.

JOB SATISFACTION

Meaning

          Hoppock defined job satisfaction as any combination of psychological, physiological and environmental circumstances that cause a person truthfully to say I am satisfied with my job (Hoppock, 1935).

          According to this approach although job satisfaction is under the influence of many external factors, it remains something internal that has to do with the way how the employee feels. That is job satisfaction presents a set of factors that cause a feeling of satisfaction.

           The term job satisfactions refer to the attitude and feelings people have about their work. Positive and favorable attitudes towards the job indicate job satisfaction. Negative and unfavorable attitudes towards the job indicate job dissatisfaction.

           The term ‘job satisfaction’ refers to the attitudes and feelings people have about their work. Positive and favorable attitudes towards the job indicate job satisfaction. Negative and unfavorable attitudes towards the job indicate job dissatisfaction. Morale is often defined as being equivalent to job satisfaction.

COMPONENTS OF JOB SATISFACTION

Personal factors: Sex, Dependents, Age, Timings, Intelligence, Education and Personality.

Job inherent factors: Type of work, Skills, Occupational status, Geography, Size of plant

Management controlled factors:Security, Payment, Fringe benefits, Advancement opportunities and Working conditions, Co-workers, Responsibilities, Supervision

METHODS OF CONDUCTING JOB SATISFACTION:

1. by the use of structured questionnaires. These can be issued to all or a sample of employees. The questionnaires may be standardized ones,

2. by the use of interviews. These may be ‘open-ended’ or depth interviews in which the discussion is allowed to range quite freely.

3. by a combination of questionnaire and interview. This is the ideal approach because it combines the quantitative data from the questionnaire with the qualitative data

From the interviews

4. by the use of focus groups. A focus group is a representative sample of employees

Whose attitudes and opinions are sought on issues concerning the organization and their work.

DETERMINANTS OF JOB SATISFACTION

Job satisfaction is a multi-variable and indescribable concept. There are number of factors that influence job satisfaction of employees. These factors can be classified into two categories.

They are

a) Organizational

b) Personal variables. 

a) The organizational determinants of job satisfaction plays a very important role. The employees spend major part of their time in organisation so there are number of organisational factors that determine job satisfaction of the employees. The job satisfaction in the organizations can be increased by organising and managing the organisational factors. The organisation determinants of job satisfaction are as follows:- 

i) Wages: Wage can be described as the amount of reward that a worker expects from the job. Wages are an instrument of fulfilling the needs as every worker expects to get an appropriate reward. The wages are supposed to be fair, reasonable and equitable. A feeling of job satisfaction is felt by attaining fair and equitable rewards. 

ii) Nature of Work: The nature of work has significant impact on the job satisfaction. Job satisfaction is highly influenced by the nature of work. Employees are satisfied with job that involves intelligence, skills, abilities, challenges and scope for greater freedom. Job dissatisfaction arises with a feeling of boredom, poor variety of tasks, frustration and failures. 
iii) Working Conditions: Employees are highly motivated with good working conditions as they provide a feeling of safety, comfort and motivation. On contrary, poor working conditions brings out a fear of bad health in employees. 

iv) Job Content: Factors like recognition, responsibility, advancement, achievement etc can be referred to as job content. A job that involves variety of tasks and less monotonous results delivers greater job satisfaction. A job that involves poor content produces job dissatisfaction.
v) Organizational Level: The jobs that are at higher levels are viewed as prestigious, esteemed and opportunity for self-control. The employees that are working at higher level jobs express greater job satisfaction than the ones working at lower level jobs.
vi) Opportunities for Promotion: Promotion can be reciprocated as a significant achievement in the life. It promises and delivers more pay, responsibility, authority, independence and status. So, the opportunities for promotion determine the degree of satisfaction to the employees.
vii) Work Group: There is a natural desire of human beings to interact with others and so existence of groups in organisations is a common observable fact. This characteristic results in formation of work groups at the work place. Isolated workers dislike their jobs. The work groups make use of a remarkable influence on the satisfaction of employees. The satisfaction of an individual is dependent on largely on the relationship with the group members, group dynamics, group cohesiveness and his own need for affiliation.

viii) Leadership Styles: The satisfaction level on the job can be determined by the leadership styles. Job satisfaction is greatly enhanced by democratic style of leadership. It is because democratic leaders promote friendship, respect and warmth relationships among the employees. On contrary, employees working under authoritarian and dictatorial leaders express low level of job satisfaction.

(b)The personal determinants also help a lot in maintaining the motivation and personal factors of the employees to work effectively and efficiently. Job satisfaction can be related to psychological factors and so numbers of personal factors determine the job satisfaction of the employees. They are as follows:

i) Personality: The personality of an individual can be determined by observing his individual psychological conditions. The factors that determine the satisfaction of individuals and his psychological conditions is perception, attitudes and learning. 

ii) Age: Age can be described as a noteworthy determinant of job satisfaction. It is because younger age employees possessing higher energy levels are likely to be having more job satisfaction. In older age, the aspiration levels in employees increase. They feel completely dissatisfied in a state where they are unable to find their aspiration fulfilled,
iii) Education: Education plays a significant determinant of job satisfaction as it provides an opportunity for developing one’s personality. Education develops and improvises individual wisdom and evaluation process. The highly educated employees can understand the situation and asses it positively as they possess persistence, rationality and thinking power. 
iv) Gender Differences: The gender and race of the employees plays important determinants of Job satisfaction. Women, the fairer sex, are more likely to be satisfied than their male counterpart even if they are employed in small jobs. 

The job satisfaction can also be determined by other factors like learning, skill autonomy, job characteristics, unbiased attitude of management, social status etc. It is important for managers to consider all these factors in assessing the satisfaction of the employees and increasing their level of job satisfaction.