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Blog Post


28 JAN 2017


An organization is built around its people. People with different roles and responsibilities, different missions and visions, different strengths and weaknesses form the basic building block for it. It’s in the interest of the employee and the employer to be a part of the winning team; a performing, happy and progressive team.

Today, employees look forward to Job satisfaction as one of the deciding factors while choosing their employment. Increasingly in current times of unpredictable work environment at macro and micro level, Job Satisfaction often scores above factors like Compensation. But Job Satisfaction is a very complex parameter with differing factors contributing and creating a unique expectation for each individual. These factors range from Appreciation at workplace to Coworkers to fringe benefits to Job condition and so on. Many of the behavior Scientists have provided various definitions trying to highlight the essence of the same with one of the most recognized definition is of Locke defining Job Satisfaction as, “a pleasurable or positive emotional state resulting from the appraisal of one's job or job experiences” (1976).

Job Satisfaction is not only an important factor for an employee but it’s that much more critical for the organizations’ success as the positively energized people are great contributors to its success. For the management, it’s very important to map each worker with, “What he wants from a Job” and “What he thinks he has in the Job”. It’s very important to successfully build and nurture a team around this premise as it will create a strong and highly performing team. It’s understandable that each organization, each industry comes with differing environment and hence it’s that more important for analyzing your employees on a regular basis and devising quantitatively measured steps to keep the difference in what he has to what he wants in positive or atleast neutral zone.