MEASUREMENT

 

How to measure employee satisfaction level?

Employee satisfaction, an essential feature in an organization when following the pathway to fulfilling the expectations of stakeholders.

If the employees are pleased and happy with their governing party and surrounding of the firm, their dedication with regard to the organizational goals will shoot-up. They wish to complete the given tasks by contributing their whole ventures to straighten the accomplishment of the organization. Therefore, in order to get standardized work with maximum efficiency from the workers, the employer would have to choose an effective path.

Satisfied employees signify an established organization. When the employees received confirmation on the thoughtfulness and attentiveness, they stand ready to support the organization in many ways to succeed in the mission, which clear-up the pathway to achieve the organizational goals. There are several benefits of admiring high employee satisfaction. The decline of employee turnover, an increase of productivity, enhancement of the trade name, ability to get employee commentaries, and response quickly for the development of the organization are a few of the vital aspects that benefit employee satisfaction.

According to P. Robbins, job satisfaction is the amount of pleasure or contentment associated with a job. If you like your job intensely, you will experience high job satisfaction and if you dislike your job intensely, you will experience job dissatisfaction.

Employees who are satisfied are raised by prominent characteristics such as,

·        💧Inspired delighted and motivated when completing the given tasks.

·       💧  Rich in the quality and quantity of work

·        💧Cooperate and matrix with team members or colleagues.

·        💧 Effectively escalating and promoting the company name within the industry.

·      💧  Absenteeism for work is very low and stick with the workforce for a longer period as a sturdy, responsible, trustworthy & honest employee.

Measuring the job satisfaction level of employees is a difficult judgment. It cannot be measured by the number of jobs completed, results of their outcome, personal aspects, etc.

But over the years, several measures have been introduced by researchers and they were managed to develop them up to a certain extent. The measures are varied depends on the environment.

There are two mainly identified approaches that are commonly used to measure job satisfaction levels. Both major ways of measuring employee job satisfaction are strengthened with data to keep a track record to identify the happiness of them in the whole period of service in the organization. There are some advantages and disadvantages to both ways. By keeping the gathered job satisfaction data anonymously, the management will be able to respond comfortably to the issues that pressurized the employees during a longer period, as unspecified factors.

Two major ways are,

v  Single Global Rating  - An approach where individuals asked to respond to a single question and nothing more than responding to one question. It is remarkably accurate.

Ex: - “All things considered, how satisfied are you with your job?”

Respondents circle a number between 1 and 5,

·         Highly satisfied,

·         Satisfied

·         No comment

·         Dissatisfied

·         Highly dissatisfied

 

v  Summation Score                  - An approach where pointing out the fundamental segment in a career and questioned for the affection of employees in each category. The typical factors consist of the nature of the work, supervision, monthly remuneration, promotion opportunities, and relationship with co-workers. In addition to the common way, many organizations use different ways of measuring indexes. 

·                  Job Descriptive Index

There are 72 items in this particular index which originally developed by Smith, Kendall and Hullin in 1969. Out of 72 items, appraise only five factors of job satisfaction. Those are Work, Pay, Promotion, Supervision, and Co-workers. Throughout the blend of categorization with the features, a combined system of job satisfaction is established.

·                  Job Satisfaction Survey

There are 36 items introduced and developed in this particular survey by Spector, which based on nine career aspects. This included nature of work, pay, promotion, supervision, benefits, contingent rewards, operating procedures, co-workers and communication. In the first instances of this particular the measuring way has arrived, the specific areas used were human service, non-profit and public organizations.

·                     Job Satisfaction Index

Job satisfaction index is consisting of only six items which are work, supervision, co-workers, pay, promotion opportunities, and job. From the above six features formed an index that regulates general job satisfaction by Schriescheim and Tsue.

·                  Job Diagnostic Survey

According to the survey introduced and developed by Hackman and Oldham, both comprehensive and specific aspects of the job satisfaction measured and there are 3 key elements, which are merged into a unique system. Those 3 dimensions are General satisfaction, Internal work motivation, Growth satisfaction. The characteristics that estimate are security, compensation, co-workers and supervision.

 ·               Minnesota Satisfaction Questionnaire

A survey which consists of 100 cross-examines construct on 20 extensions which quantify with ability, utilization, achievement, activity, advancement, authority, company policies & practices, compensation, co-workers, creativity, independence, moral values, recognition, responsibility, security, social service, social status, supervision-human relations, the supervision-technical variety, and working conditions. This is a long-form of survey.

·            Global Job Satisfaction

A theory developed by Warr, Cook, and Wall in 1979, which consists of 15 items to decide general job satisfaction. It is measured by two sub extensions, which are external and inherent characteristics of the career. The external part consists of 8 items and the inborn part consists of 7 items.

·            Job Satisfaction Relative to Expectations

This measure is a bit different from other surveys. This evaluates the level of agreement connect with the distinguish standards of wide featured job role and the expectations of the employee. This is most productive to decide how job pressure will dispute or questionable can obstruct an employee from meeting job expectations. Bacharach, Bamberger, and Conley developed this survey.

 Therefore, it is realized that the management should follow an effective pathway to measure the job satisfaction level of their employees, and before implementing such programs, they should refer to the existing data and information related to an individual employee. Managers should keep a close relationship with sub-ordinates through sustained interlinkage and conveyance. Basically, the management should smart enough to identify the most suitable indicators that tie-up to the relevant organization.

References

Wheniwork.com, Factors Influencing Job Satisfaction, [online], Available at: https://wheniwork.com/blog/how-to-measure-boost-employee-satisfaction, [Accessed on 28^th December 2020]

Cronquist, D., How To Measure Employee Satisfaction & How To Increase It. [online], Bamboohr.com, Available at: https://www.bamboohr.com/blog/measure-employee-satisfaction/, [Accessed on 1^st January 2021]

iEduNote.com, Measuring Job Satisfaction - Tools, Scales, Methods, Questionnaire, [online], Available at: https://www.iedunote.com/measuring-job-satisfaction, [Accessed on 05^th January 2021]

iEduNote.com, 3 Components Of Job Satisfaction, [online], Available at:https://www.iedunote.com/job-satisfaction-components, [Accessed on 05^th January 2021]

Google.com. 2020, [online] Available at: https://www.google.com/search?rlz=1C1RLNS_enLK913LK913&sxsrf=ALeKk019FaC6fABd5X_rS5CiR0UXaTNcMQ:1609142989022&source=univ&tbm=isch&q=images+of+measuring+job+satisfaction&sa=X&ved=2ahUKEwi2_ILinPDtAhVfILcAHUAkB9kQjJkEegQIAxAB&biw=1366&bih=657#imgrc=tj7-HFMrzIvWgM, [Accessed on 28^th December 2020]