1.
Greetings from Team “Jackfruit”
Team: Jackfruit
Name ID
Asifa Aziz 1407045
Mia Monjor Morshid 1407043
žTania Riaz 1407047
Gautom Kumar 1407049
Md. Iftekhar Alam 1407051
Nazifa Nushrat 1407053
S.M. Didarul Abedin 1407055

2.
Introduction
Job satisfaction has been an important topic over the years. The
relationship between man and work has always attracted the attention of
philosophers.
A major part of human’s life is spent at work. Work is a social reality and
social expectation to which men seem to confirm. It not only provides
status to the individual, but also binds him/her to the society. An employee
who is satisfied with his/her job would perform his/her duties well and be
committed to his/her job, and subsequently to his organization.
Thus, it is of utmost importance for employers to know the factors that
can affect their employees’ job satisfaction level since it would affect the
performance of the organization as well.

3.
What is Job Satisfaction?
 Job satisfaction is defined as the feelings or a general attitude
of the employees in relation to their jobs and the job
components such as the working environment, working
conditions, equitable rewards, and communication with the
colleagues.
 When people speak of employee attitude, they usually mean Job
satisfaction, which describes a positive feeling about a job,
resulting from an evaluation of its characteristics. A person with a
high level of job satisfaction holds positive feelings about his or
her job, while an unsatisfied person holds negative feelings.

4.
Job Involvement
Job involvement is the degree to which employees engage themselves
in their job, invest time and energy in to them and view work as a
central part of them overall lives.
High level of both job involvement and psychological empowerment is
positively related to organizational citizenship and job performance.
High job involvement also related to reduced absences and lower
resignation rates.

5.
Organizational Commitment
Organization’s commitment refers to the employee’s emotional
attachment to, identification with, and involvement in the
organization.
Organizational commitment is characterized as employees’
willingness to contribute to organizational goals. When employees
are sure that they will grow and learn with their current employers,
their level of commitment to stay with that particular organization is
higher.

6.
Relationship Between Organizational
Commitment And Job Satisfaction
There are numerous investigations that have studied the
relationship between organizational commitment and job
satisfaction. Some researchers have admitted that
organizational commitment may be an independent variable
with job satisfaction as an outcome.
Based on literature review and previous studies, this
research hypothesized that:
H1
: There is the relationship between the components of
organizational commitment and job satisfaction.

7.
Organizational Commitment:
Survey, study and review result
A positive relationship appears to exist between organizational
Commitment and job performance, but it is a modest one.
A review of studies suggested the relationship between commitment and
performance.
 Stronger for new employees.
 Considerably weaker for more experienced employees.
 Interestingly, research indicate that employees who feel their employers
fail to keep promises to them feel less committed, and these reduction in
commitment, in turn, lead to lower level of creative performance.

8.
 Many people think that a job is that thing they do
for cash. But is a good job just about the cash?
There are a lot of factors besides money that
contribute to job satisfaction.
 Salary
 Benefits
 Ability to Influence Decisions
Factors that contribute to job
satisfaction

9.
Factors that contribute to
job satisfaction
Flexibility
Physical Work Environment
Advancement and New Opportunities
New Technologies
Training and Education

10.
Job Security
Workload
Interesting Projects
Factors that contribute
to job satisfaction

11.
Interpersonal Relations
Challenges
Recognition
Factors that contribute to
job satisfaction

12.
 A good company will take the time to
acknowledge and appreciate employee
efforts, especially when an employee
goes above and beyond the job
description.
 Maybe this means making a suggestion
that saves the company money,
streamlining a procedure or helping the
company exceed production or sales
quotas. It can also mean doing what you
were hired to do—taking pride in your
work, being friendly and doing your job
consistently well.
Factors that contribute to
job satisfaction

13.
Absolutely sure that many factors
involves MUCH more than salary.
• Work makes feel good.
• Work gets many of the things we
want.
• Work earns the respect of others.
• Work increases capacity and
knowledge.
• Work connects the people—
networks and friendships.
• Work connects with opportunities.
The work opens new doors and points
in new directions.
Factors that contribute to
job satisfaction

14.
The effect of job satisfaction on
employee performance
Managers interest in job satisfaction tends to center on its effect on
employee performance. Researchers have recognized this interest,
so we find a large number of studies that have been designed to
assess the impact of job satisfaction on employee productivity,
absenteeism, and turnover. Let’s look at the current state of our
knowledge:
Satisfaction and productivity: Workers productivity is higher in
organizations with more satisfied workers. We might not be able to
say that a happy worker is more productive, it is rather true that
happy organizations are more productive.

15.
The effect of job satisfaction on
employee performance
 Satisfaction and Absenteeism: There are consistent negative
relationship between satisfaction and absenteeism. Satisfied
employees have fewer avoidable absences.
 Satisfactions and turnover: Satisfaction is also negatively
related to turnover, but the correlation is stronger than what
we found for absenteeism. Satisfied employees are less likely
to quit. Organizations take actions to retain high performers
and weed out lower performers.

16.
The effect of job satisfaction on
employee performance
Job satisfaction and customer satisfaction: The evidence
indicates that satisfied employees increase customer
satisfaction and loyalty. In service organizations, customer
retention and defection are highly dependent on how front-line
employees deal with customer.
Satisfied employees are more likely to be friendly, upbeat, and
responsive–which customers are more likely to encounter
familiar faces and receive experienced service.

17.
Strategy to Improve Employee
Engagement
Job satisfaction is critical to high productivity, motivation and
low employee turnover.
Employers face the challenges of finding ways to increase job
satisfaction so their businesses stay competitive.
Employers face the challenges of maintaining productivity,
profitability as well as keeping their workforce engaged and
satisfied with their jobs.

18.
Strategy to Improve Employee
Engagement
Those that fail to improve job satisfaction are at risk of
losing their top talented people to the competition.
Supervisors and managers who maximize the potential,
creative abilities, and talents of the entire workforce have a
greater competitive advantage than those who don’t.

19.
Strategy to Improve Employee
Engagement
∗ Step 1: Provide a Positive Working Environment.
“you have to find what turns people on.” This is the most
important factor in the process. A motivating working
environment requires going over and beyond the call of duty
and providing for the needs of the worker.

20.
Strategy to Improve Employee
Engagement
∗ Step 2: Reward and Recognition
Mark Twain once said, “I can live for two months on a good compliment.”
Personal recognition is a powerful tool in building morale and
motivation. A pat on the back, a personal note from a peer or a
supervisor does wonders. Small, informal celebrations are many times
more effective than a once a quarter or once a year formal event.

21.
Strategy to Improve Employee
Engagement
∗ Step 3: Involve and Engage Work Place
People are more committed and engaged when there is a
process for them to contribute their ideas and employee
suggestions. This gives them a sense of ownership and pride in
their work.

22.
Strategy to Improve Employee
Engagement
∗ Step 4: Develop Worker’s Skill and Potential
Training and education motivates people and makes them more
productive and innovative.
There are many reasons training and development makes sense.
Well-trained employees are more capable and willing to assume
more control over their jobs..

23.
Strategy to Improve Employee
Engagement
∗ Step 5: Evaluate and Measure Job Satisfaction
Continuous evaluation and never ending improvement is the final step.
Evaluation is a nonstop activity that includes a specific cycle of steps.

24.
What happen when employee like their jobs and when dislike their job?
The theoretical model- the exit- voice-loyalty-neglect framework is hopeful
and understanding the consequence of dissatisfaction.
∗Exit- the exit response direct behavior toward leaving the organization
including looking for a new position as well as resignation.
∗Voice- The voice response includes actively and constructively attempting
to improve conditions, including suggesting improvements, discussing
problems with superiors, and undertaking some forms of union activity.
Impact of Satisfied and Dissatisfied
Employee on the Workplace

25.
∗ Loyalty- The loyalty response means passively but optimistically waiting
for conditions to improve, including speaking up for the organization in
the face of external criticism and trusting the organization and its
management to “do the right thing.”
∗ Neglect- The neglect response passively allows conditions to worsen
and includes chronic absenteeism or lateness, reduced effort, and
increased error rates.
The Impact of Satisfied and Dissatisfied
Employee on Workplace

26.
The Impact of Satisfied and Dissatisfied
Employee on Workplace

27.
∗ “Your work is going to fill a large part of your life, and the only way to be truly
satisfied is to do what you believe is great work. And the only way to do great
work is to love what you do.”
--- Steve Jobs
“I have looked in the mirror every morning and asked myself: ‘If today were
the last day of my life, would I want to do what I am about to do today?’
And whenever the answer has been ‘No’ for too many days in a row, I know I
need to change something.”
---- Steve Jobs
Conclusion