15977534 Hrm Project on Employee Satisfaction

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HRM Project On Employee Satisfaction and Morale Boosting. Presented by:Jitesh Ahire (Roll No.4) Aviral Dubey (Roll No.27) Aishwarya Duggal (Roll No. ) Nikita Gholkar (Roll No.33) Deepti Joshi (Roll No. 46) Index Topic Page no. Introduction 3 History 3 Models on Job Satisfaction 4 Measuring job satisfaction 5 Myths relating to Job Satisfaction 5 Best Practices 6 Role of Employee Satisfaction and Morale Boosting 7 Job satisfaction Job satisfaction describes how content an individual is with his
  HRM ProjectOnEmployee Satisfaction and Morale Boosting.Presented by:-Jitesh Ahire (Roll No.4)Aviral Dubey (Roll No.27)Aishwarya Duggal (Roll No. )Nikita Gholkar (Roll No.33)Deepti Joshi (Roll No. 46)IndexTopic Page no.Introduction 3  History 3Models on Job Satisfaction 4Measuring job satisfaction 5Myths relating to JobSatisfaction5Best Practices 6Role of EmployeeSatisfaction and MoraleBoosting7Job satisfactionJob satisfaction describes how content an individual is with his or herjob.The happier people are within their job, the more satisfied they are said to be.Job satisfaction is not the same as motivation, although it is clearly linked. Job  design aims to enhance job satisfaction and performance, methods include jobrotation, job enlargement and job enrichment. Other influences on satisfactioninclude the management style and culture, employee involvement,empowerment and autonomous work groups. Job satisfaction is a very importantattribute which is frequently measured by organizations. The most common wayof measurement is the use of rating scales where employees report theirreactions to their jobs. Questions relate to rate of pay, work responsibilities, variety of tasks, promotional opportunities the work itself and co-workers. Some questioners ask yes or no questions while others ask to rate satisfaction on 1-5 scale (where 1 represents not at all satisfied and 5 represents extremelysatisfied ).The concept of job satisfaction traditionally has been of great interest to socialscientists concerned with the problems of work in an industrial society. A numberof consequences have been shown to result from job satisfaction/dissatisfaction. Despite the large number of studies that have dealt with these issues, however,there has been little accumulation of knowledge.DefinitionsJob satisfaction has been defined as a pleasurable emotional state resulting fromthe appraisal of one  s job;an affective reaction to one  s job;and an attitudetowards one  s job.HistoryOne of the biggest preludes to the study of job satisfaction was the Hawthornestudies. These studies (1924-1933), primarily credited to Elton Mayo of theHarvard Business School, sought to find the effects of various conditions (mostnotably illumination) on workers  productivity. These studies ultimately showedthat novel changes in work conditions temporarily increase productivity (calledthe Hawthorne Effect). It was later found that this increase resulted, not fromthenew conditions, but from the knowledge of being observed. This finding providedstrong evidence that people work for purposes other than pay, which paved theway for researchers to investigate other factors in job satisfaction.Scientific management (aka Taylorism) also had a significant impact on the study of job satisfaction. Frederick Winslow Taylor  s 1911 book, Principles of ScientificManagement, argued that there was a single best way to perform any givenwork task. This book contributed to a change in industrial productionphilosophies, causing a shift from skilled labor and piecework towards the moremodern approach of assembly lines and hourly wages. The initial use of scientificmanagement by industries greatly increased productivity because workers wereforced to work at a faster pace. However, workers became exhausted anddissatisfied, thus leaving researchers with new questions to answer regarding jobsatisfaction. It should also be noted that the work of W.L. Bryan, Walter Dill Scott,  and Hugo Munsterberg set the tone for Taylor  s work.
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