Understanding the behavior of people has always been something complex, that is why the reason for being of psychology. In the organizational environment where so many different personalities converge, there needs to be some flexibility and learn to face any number of situations, changes, orders, moods, activities, tasks, innovations, etc. That is why organizational behavior and staff satisfaction They face so many challenges and ups and downs today.
The quality of the organizational behavior depends on the joint work of the manager, the professional, the office worker and even the operator, and therefore the results obtained. Herein lies the importance of mutual understanding, good treatment and respect, since in addition to influencing the quality of life developed in the workplace affects the quality of life of individuals as such.
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In this context, the ideal is to create an environment where people feel calm, motivated and can work productively and efficiently.
In this article you will find:
What is job satisfaction?
It is the general attitude that an individual has towards his employment, this attitude is based on the beliefs, expectations and values that each worker develops from their own work.
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In this way, attitudes affirm the value either favorable or unfavorable about people, objects or events, it shows how each person feels about something in particular. In such a way it can be said that job satisfaction is defined as the behavioral result that a worker presents towards her employment, by factors such as the job type, boss or supervisor, colleagues, salary, promotion, job site conditions, etc.
Each individual can have multiple attitudes, but only those that refer to work affect satisfaction of personnel, commitment to work and loyalty to the company that merits organizational behavior.
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A worker who is satisfied with his position has positive attitudes towards it, feels committed and identified with the company and does his best to move it forward and represent it in a dignified way, on the contrary, a dissatisfied worker shows negative attitudes, downplays the image of the company and only works with the aim of receiving payment or remuneration.
Types or levels of staff satisfaction
According to the satisfaction analysis
Overall satisfaction
It refers to the average indicator of satisfaction that a worker feels with the different aspects of her job.
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Satisfaction by facets
It refers to the lower or higher degree of satisfaction of a worker, with specific aspects of her work, among These are the recognition, benefits, conditions, supervision received, colleagues and the policies of the business.
Types of satisfaction according to the aspirations of the worker
Progressive satisfaction:
It refers to the level of satisfaction that increases with the level of aspirations of the worker.
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Stabilized satisfaction.
It refers to the satisfaction that maintains the level of aspirations of the worker.
Resigned satisfaction.
It refers to the level of satisfaction that reduces the aspirations that the individual has.
Constructive satisfaction
It refers to the level of satisfaction that progressively improves due to the initiative to improve the dissatisfaction situation.
Fixed satisfaction
It refers to the level of satisfaction that is maintained over time, since the worker's aspirations are not met and nothing is done to change the situation.
Pseudo satisfaction or resigned satisfaction
It refers to the level of satisfaction that is maintained, nothing is done to change the situation and the perception of reality is distorted.
How is staff satisfaction measured?
Staff satisfaction can be measured by studying and observing the behavior and attitude of the worker, as stated previously a satisfied worker will have positive attitudes and a dissatisfied one on the contrary will have attitudes negative. A dissatisfied worker is one who is constantly absent, does his job in a bad way, is rude and bitter with his colleagues.
However, there are tools that are used to measure and study how an individual feels about her work.
One of the most popular tools is the survey or job satisfaction questionnaire, used by companies to measure the perception of the worker about what happens in the workplace, the boss, human resources management, etc.
On the other hand, there are also certain indicators of work satisfaction, which must be taken into account when measuring worker satisfaction, among which are:
- Teamwork, group cohesion, dealing with colleagues.
- Worker - boss - managers relationship, motivation exercised by the management of the different work teams, feedback between the different levels in the organization.
- Nature of work, different skills required for the job, impact on other workers and results.
- Working conditions, compliance with the salary and the proposed challenges.
- Conditions of well-being, adaptation of work to the needs and personal development of each individual, agreement with the schedule, food, transportation, health status, transportation, cultural development, personal and professional growth and safety in the job.
To conclude, it can be affirmed that the business elements that lead to profitability begin with the adequate management of human resources, achieving greater worker satisfaction and therefore higher productivity.
