Job Satisfaction What are today’s employees looking for in work? How are employers responding?

Outline Introduction Background Adaptation Interviews Benefits Conclusion

Background Employees with high job satisfaction: Believe that the organization will be satisfying in the long run Care about the quality of their work Are more committed to the organization Have higher retention rates Are more productive http://www.employeesatisfactions.com/ Employees with low job satisfaction can result in: stress or anxiety http://socialreport.msd.govt.nz/paid-work/satisfaction-work-life-balance.html

Current Trends Part-time employees (75 %) are more likely to be satisfied than full-time employees (56 %).

Age and Sex Trends Ages15-24 & 45-64 are least likely to be satisfied Females are most likely to be satisfied with their jobs.

Ethnic Trends Personal Income

A 2003 BostonWorks.com poll, showed that 57% are unsatisfied with their employment situation. http://www.careersystemsintl.com/Word%20Files/The%20Boston%20Globe%20Satisfaction%20Article.doc

Job Dissatisfaction Power of Adaptation: When faced with a situation where the employee feels no control, people will adapt in ways that give them back control and relieve their dissatisfaction.

Adaptation Exit: remove yourself from unpleasant work situation Avoidance: do everything possible to avoid most dissatisfying aspects Retaliation: trying to even the score Problem-Solving: create personal challenge Capitulation: (1) Readjusting Expectations; (2) Perseverance; (3) Disengagement

Factors Affecting Employee Satisfaction Environmental: Macroeconomic conditions Workplace: Trust in management Long-term effects to create a satisfying workplace Individual: Fix problems by initiating change

Employer Responsibility As an employer, the most important responsibility is to prevent/eliminate the conditions that lead to dysfunctional adaptive mechanisms Monitoring employee satisfaction Monitoring behavior that may represent coping Encourage more positive forms of coping

Concerns by Age Group Younger: Money, Schedule, and Boss Middle Aged: Benefits, Value, Environment, and Challenges Older: Learning Capabilities, Value, and Success

Employees Concerns Money and Benefits Work Environment Value Comfort Relationship with Boss and Employees Value Comfort Company Product / Service and Values

Managers As an Employee: As an Employer: Relationships with Employer and Employees Positive Environment Accountability and Empowerment As an Employer: Establishing Trust in Management’s: Leadership Ability to Perform and Make Decisions Ability to Listen Consistency Honesty

Employers Money / Benefits Belief in Company Vision Environment Good Leadership

Employee Benefit Statistics (March ’04) 60% of private establishments offered health insurance and about half of establishments offered retirement plans. Paid vacations and holidays were available to 77% of employees. Employee contributions to medical care premiums averaged $264.59 per month for family coverage; and single coverage averaged $67.57 per month. 21% of employees were in defined benefit plans, and 42% were covered by defined contribution plans. (Some employees participate in both types.) 51% of workers had access to life insurance, and 48%, participated. Source: U.S. Department of Labor – Bureau of Labor Statistics