Assignment - OB3 Management Essay Research Coursework

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What outcomes does job satisfaction influence? What implications does this have for management?                                                                                               

Answer:

-       Job performance:

Several studies indicate that satisfied employees are more likely to be productive workers. Organizations with more satisfied employees tend to more effective than organizations with fewer.

-       Organizational citizenship behaviors:

Job satisfaction should be a major determinant of an employee’s organizational citizenship behavior.  Satisfied employees are more inclined to talk positively about their organization, and go beyond their regular duties to help others. Satisfaction influences organizational citizenship behaviors through perceptions of fairness. Individuals with certain personality traits are more satisfied with their work, which in turn leads them to engage in more organizational citizenship behaviors’.

-       Customer satisfaction:

Satisfied frontline employees contribute to the increase in customer satisfaction and loyalty.

-       Absenteeism:

Satisfied employees are likely to miss work and exhibit more commitment towards every aspect of their profession.

-       Turnover:

The relationship between job satisfaction and turnover is stronger than between satisfaction and absenteeism.  The satisfaction-turnover relationship also is affected by alternative job prospect. Satisfied employees are less likely to move from one organization to another. However, there are many operating variables in this relationship such as tenure and economic environment.

-       Workplace deviance:

Dissatisfied workers are more likely engage in unionization, steal, abuse substances, be tardy, and withdraw.  All these are the outcomes of dissatisfied work force.

Implication for management:

-    Although there is overwhelming indication of the impact of job satisfaction of the bottom line, majority of the mangers are either unconcerned about or overrate worker satisfaction.

-    Rather than turning a deaf ear to the problem mangers should pay attention to employee needs and job satisfaction elements.

-    To effectively control the undesirable consequences of job dissatisfaction, employers should attack the source of the problem – “the dissatisfaction” rather than trying to control the different responses.