Importance of Job Satisfaction for Increasing Productivity

In the current era, it is imperative for the organization to gain their understanding of job satisfaction to increase the productivity of the firm. Moreover, it is evaluated that job satisfaction could lead the employees to work effectively at the working place and reach at the valid conclusion. In addition, the private sector could use different motivational tools and techniques for improving job satisfaction level in the working place. Moreover, job satisfaction could negatively impact on overall performance of the organization (Top, Akdere, & Tarcan, 2015).

Sardžoska & Tang (2015) argued that job satisfaction is an internal satisfaction of the employee towards any kind of activity. It is determined as a degree in which workforces could feel self-inspired and satisfied with their allocated work. It could rely on certain factors named job stability, a comfortable working place, and career growth. In addition, it is examined that job satisfaction could be a way by which an individual feel negative and positive about their jobs (Sardžoska & Tang, 2015)  

In support of this, Khamisa, Oldenburg, Peltzer, & Ilic, (2015) stated that job satisfaction leads the firm to operate the business and meet the desired goal in the least time and cost.  Moreover, it is evaluated that job satisfaction is a major factor that could influence the level of employee turnover (Khamisa, Oldenburg, Peltzer, & Ilic, 2015)

Public sector organization offers many services to their employees for increasing the job satisfaction named effective tool in training and development, comfortable atmosphere, higher possibilities of growth, and organizational culture. These factors could attract performance of employees.       

In the public sector, the organization uses many methods to increase job satisfaction of employees named lower level of workload. The lower level of workload could lead employee for working in the working in a long team. It could improve the satisfaction level of employees (Abbas, Raja, Darr, & Bouckenooghe, 2014)    

From a comparison of public and private sector job satisfaction, it is evaluated that employees are more satisfied in the public sector organization rather than private sector organization. There are certain benefits that satisfy employee named productivity, reward systems, redesign jobs, HRM policies, and employee’s need (Khamisa, Oldenburg, Peltzer, & Ilic, 2015).     

In the view of Khamisa, Oldenburg, Peltzer, & Ilic, (2015) there are certain factors that could decline the job satisfaction level named lack of motivation, lack of communication, and diversity issues. Farther, lack of motivation among employees could directly impact on the performance of workforces (Khamisa, Oldenburg, Peltzer, & Ilic, 2015)  

Job Satisfaction Factors

Abbas, Raja, Darr, & Bouckenooghe, (2014) illustrated that a lack of communication could create conflict among employees and it would also negatively impact on the performance of the firm. Hence, Effective communication should use by the organization to mitigating the conflict issues from the workplace. The diversity is another method that that could also create job satisfaction issue in the working place. It is analysed that different cultures of people are worked at the same place where they do not give value to each other. As a result, it can create job satisfaction issues within the working place (Abbas, Raja, Darr, & Bouckenooghe, 2014).             

Bysted & Hansen, (2015) recommended that an organization could use different approaches to mitigate the job satisfaction issues from working place named motivation tools, modern tools, and communication tools. The organization should use financial tools and technique and inspire employee and retain them for long-term. Financial tools could be in the form of monetary value as it would be imperative in the accomplishment of desire goal (Bysted & Hansen, 2015).  

Bullock, Stritch, & Rainey, (2015) suggested that the organization should use certain digital tools like email method and directly communicate with others and make a favourable decision in the context of the research matter. In addition, it is evaluated that organization should also use the communication techniques and effectively operate communicate with others and make a favourable decision (Bullock, Stritch, & Rainey, 2015).    

Research methodology is imperative for selecting suitable methods to comprehend job satisfaction in the private and public sector organization. The researcher will use interpretivism philosophy as compared to the positivism and realism philosophy. Interpretivism philosophy will enable the research scholar to get conceptual information in the context of the current matter. Moreover, the inductive approach will be imperative for obtaining conceptual information about research issue. The deductive approach will not be practised by the researcher because there is no need to make a research hypothesis. The inductive approach will be suitable with the interpretivism philosophy hence this philosophy will be practised. It would also increase the quality of the obtained research outcome. In addition, the mixed research design will be practised by the researcher as it facilitates to consider the quality of both qualitative as well as quantitative data (Lee & Sabharwal, 2016). The mixed data collection method will be effective for getting benefits of both qualitative as well as quantitative method. Moreover, qualitative data analysis method could be imperative for obtaining the non-numerical information in the context of job satisfaction in the private and public sector. Moreover, the quantitative data analysis method leads the firm to obtain non-numeric information (Vermeeren, Kuipers, & Steijn, 2014). In addition, it is also evaluated primary and secondary data method will be practised by the researcher to collect fresh data as well as theoretical data in the context of job satisfaction in the private and public sector. Further, researcher will consider survey through questionnaire method and collect the opinion and views of selected research participants and reach the valid conclusion. The data analysis is imperative for examining the collected information and reaches a reliable conclusion. In addition, it is also examined researcher will use Ms-Excel software and evaluate the non-numerical information and accomplishing the research aim and objectives. The researcher will use a probability sampling method and randomly selects the research candidates for conducting research and meet at the reliable conclusions. The research will select 50 employees from the public sector and reach the valid recommendation.  

Strategies for Improving Job Satisfaction

This research will provide depth information about the meaning and concept of job satisfaction. It will also lead to understanding the challenges of job satisfaction in the private and public sector named lack of communication, lack of motivation, and lack of employee’s skills. In last, it recommends many strategies related to job satisfaction named suitable communication tool, financial tools, and email method. It could be imperative for the accomplishment of the organizational task in the least time and cost (Vermeeren, Kuipers, & Steijn, 2014).     

The organization should use many tools and techniques to improve the job satisfaction level direct communication, training and development method, and digital marketing tool.  It should use training and development method and improve skills of employees to increase their job satisfaction level in the least time and cots. The organization should imply digital method and directly communicate with employees and comprehend their issues to meet at the reliable outcome. The organization should also use the direct communication method and directly meet to their employees as it would be effective for solving their issues as well as making a favourable image with them (Yadav & Dabhade, 2014).   

Conclusion 

From the above discussion, it can be concluded that job satisfaction could mandate the employees for concentrating on many factors named job stability, a comfortable working place, and career growth. It can also be summarized that job satisfaction could be developed by many reasons named lack of communication, skills, and resources. It can also be summarized that organization should use many tools and techniques to eliminate the job satisfaction issues from the private and public sector and reach the valid conclusion named motivational tool, communication tool, and training and development method. it can also be concluded that the employee of public section banks are more satisfied than the private sector banks due to offering many different services such as higher productivity, reward systems, redesign jobs, HRM policies, and employee’s need.

References 

Abbas, M., Raja, U., Darr, W., & Bouckenooghe, D. (2014). Combined effects of perceived politics and psychological capital on job satisfaction, turnover intentions, and performance. Journal of Management, 40(7), 1813-1830.

Bullock, J. B., Stritch, J. M., & Rainey, H. G. (2015). International comparison of public and private employees’ work motives, attitudes, and perceived rewards. Public Administration Review, 75(3), 479-489.

Bysted, R., & Hansen, J. R. (2015). Comparing Public and Private Sector Employees’ Innovative Behaviour: Understanding the role of job and organizational characteristics, job types, and subsectors. Public Management Review, 17(5), 698-717.

Khamisa, N., Oldenburg, B., Peltzer, K., & Ilic, D. (2015). Work-related stress, burnout, job satisfaction and general health of nurses. International journal of environmental research and public health, 12(1), 652-666.

Khamisa, N., Oldenburg, B., Peltzer, K., & Ilic, D. (2015). Work-related stress, burnout, job satisfaction and general health of nurses. International journal of environmental research and public health, 12(1), 652-666.

Lee, Y. J., & Sabharwal, M. (2016). Education–job match, salary, and job satisfaction across the public, non-profit, and for-profit sectors: Survey of recent college graduates. Public Management Review, 18(1), 40-64.

Sardžoska, E. G., & Tang, T. L. P. (2015). Monetary intelligence: Money attitudes—unethical intentions, intrinsic and extrinsic job satisfaction, and coping strategies across public and private sectors in Macedonia. Journal of Business Ethics, 130(1), 93-115.

Top, M., Akdere, M., & Tarcan, M. (2015). Examining transformational leadership, job satisfaction, organizational commitment and organizational trust in Turkish hospitals: public servants versus private sector employees. The International Journal of Human Resource Management, 26(9), 1259-1282.

Vermeeren, B., Kuipers, B., & Steijn, B. (2014). Does leadership style make a difference? Linking HRM, job satisfaction, and organizational performance. Review of Public Personnel Administration, 34(2), 174-195.

Yadav, R. K., & Dabhade, N. (2014). Work-life balance and job satisfaction among the working women of banking and education sector-A comparative study. International Letters of Social and Humanistic Sciences, 21, 181-201.