Employee Satisfaction Theories

Employee Satisfaction Theories

Satisfaction for an employee is not the direct opposite of dissatisfaction, according to Hertzberg. Satisfaction is relative for employees. There are employees who value better treatment at their work places as opposed to pay and benefits as motivation choices (Hertzberg, 2010). This theory supports studying the job environment to ensure that one understand what the employees need in order for them to achieve maximum results at work. Satisfaction on the job can motivate the employee to be more efficient at work than dissatisfaction and futile attempts by the management to compensate for the dissatisfaction with money and time off. 

The factors that lead to satisfaction are in the job characteristic theory are mainly five, the variety of skills required for the jobs, the identity of the task, the significance of the task, autonomy and feedback (Hassard, Teoh, & Cox, 2017). This is different from the hygiene theory which has three variations to the job satisfaction levels. One can be satisfied, neutral or dissatisfied. All these are dependent on how well the company is maintained in terms of having conducive working environments. Both the theories have a point because it is common to find employees who cannot quickly point out whether they are satisfied on their jobs or not. There are employees who prefer working on the same job with a specialized requirement for a skill set as opposed to others who would get bore easily. 

The two theories are independent because there is no instance where the two theories approach employee satisfaction from the same perspective. The satisfaction of an employee solely lies on the ability by the company to correctly figure out which approach works best for its operation systems. The two theories can be correct when used independently and applied relevantly.

References

Hassard, J., Teoh, K., & Cox, T. (2017). Job Satisfaction: Theories and Definitions. London: Birbeck University of London.

Hertzberg. (2010). Hertzberge Motivation-Hygiene Theory (Two-Factor Theory). Retrieved from Management: www.netmba.com/mgmt/ob/motivation/hertzberge/

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