Success or failure of an organization depends on the quality of human resources held for qualified human resource is the human resources capable of achieving the maximum. Job satisfaction has a vital role in employees' performance, when an employee satisfaction in the work the employee will do all it can with all the skills to complete the task, which will eventually produce a good performance and achievement for the company.
Job satisfaction has a considerable influence on the productivity of the organization, either directly or indirectly. Dissatisfaction is the starting point of the problems that arise in organizations such as absenteeism, conflict manager-worker and employee turnover. In terms of labor, dissatisfaction can lead to decreased motivation, decreased job morale, and decreased work display both qualitatively and quantitatively.
Satisfaction can be formulated as a general response in the form of workers' behavior displayed by employees as a result of the perception on matters relating to his work. A worker who came in and joined in an organization has a set of desires, needs, desires and past experiences that come together and form an expectation that is expected to be met in the work place. Job satisfaction will be obtained if there is a match between expectations and reality of workers who obtained work place. Perceptions of workers on matters relating to work and job satisfaction involves a sense of security, a sense of justice, a sense of relish, a sense of excitement, status and pride. This perception is also involved in the work situation of the workers concerned, including the interaction of work, working conditions, recognition, relationships with superiors, and promotion opportunities. Also in this perception is also included in the correspondence between the ability and willingness of workers to the organizational conditions of employment which includes the type of work, interests, talents, income and incentives.
According to Locke in Munandar (2001:350) workers who are satisfied with the job was pleased with his work. The belief that satisfied employees are more productive than employees who are not satisfied is a basic tenet among the managers over the years (Robbins, 2001:26).
According to Strauss and Sayles in Handoko (2001:196) job satisfaction are also important for the actualization, employees who do not get job satisfaction will never reach psychological maturity, and in turn will become frustrated. Such employees would often daydream, have low morale, tired and bored, emotionally unstable, often absent and did not rush anything to do with the work to be done. While employees get job satisfaction and attendance records generally have a better job turnover, less active in union activities of employees, and sometimes perform work better than employees who did not get job satisfaction. Therefore, job satisfaction have significance both for the employees and the company, especially as it creates a positive situation in the corporate work environment.
Job satisfaction is an overall result of the degree of sense of likes or dislikes labor on various aspects of his job. In other words, satisfaction reflects the attitude of labor towards his job. Job satisfaction is influenced by several factors: the characteristics of jobs, salaries, supervision, colleagues who support and working conditions that support. (Munandar, 2001:357).
Increased job satisfaction of employees in an organization can not be separated from the role of leaders in the organization, leadership is a key element in management and strategic play an important role in the survival of a company, the leader is the originator of the purpose, plan, organize, mobilize and control all resources held so that the company's goals can be achieved effectively and efficiently. Managerial leadership can be defined as a process of influencing and directing the activities of a group of interconnected task (Handoko, 2001: 291). Therefore, the leader of a company's organization is required to always be able to create conditions capable of satisfying employees in order to obtain employees who work not only capable of working but also willing to work towards the achievement of corporate goals. Given the company is a business organization consisting of people, then the leader should be able to align individual needs with organizational needs based on human relationships (Robbins, 2001:18). In line with that expected of a leader able to motivate and create a favorable social conditions of each employee so that employee satisfaction is achieved which has implications for increasing employee productivity.
Characteristics of the work is one of the factors that can affect employee job satisfaction, job characteristics models (job characteristics models) of Hackman and Oldham (1980) is an approach to the enrichment positions (job enrichment) are specified into five dimensions of diversity that is characteristic of the core skills (skill variety), identity of the task (task identity), the significance of the task (task significance), autonomy (autonomy) and feedback (feed back). Each dimension of the core of the work includes aspects of the material that may affect the work of a person's job satisfaction, increased diversity of activities that work done then someone will find their work more meaningful. If someone does the same job, simple, and repetitive, it will cause a sense of boredom or boredom. By giving employees the freedom to handle their duties to an employee will be able to demonstrate their own initiative and effort in completing the work, thus the work-based design is a function of economic and personal factors. The fifth characteristic of this work will affect three psychological states that are important to employees, which is experiencing the meaning of work, will assume responsibility for the work, and knowledge of the work. Finally, the three psychological conditions will affect the internal work motivation, quality performance, job satisfaction and absenteeism and employee turnover.
Characteristics of an employee's work is clearly visible design of the work of an employee. Design work to determine how work is done by because it greatly affects the feelings of employees to a job, how decisions are made by employees to work, and how many tasks to be completed by the employee.
The low job satisfaction can lead to negative impacts such as lost to follow up the work, strikes, work slow, moving labor and accidental damage. A high level of employee satisfaction will be low level and vice versa kemangkirannya, organizations with more satisfied employees tend to be more effective than organizations with employee organizations are not satisfied so as to increase the productivity of the organization and one of the causes of work is the satisfaction of desire to move on work now. (Robbins 2001).
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