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Job Satisfaction Survey

Most companies today believe that employees are their greatest asset, and this is certainly true as at the end of the day. People are the only true differentiators that distinguish one company from the other. It certainly makes a lot of sense for companies to want to keep their ears close to the ground in terms of what employees are thinking, and to find if they are really happy and satisfied with their jobs. Happy employees are productive employees and a large part of employee satisfaction is essentially a function of how happy employees are with their jobs. A job satisfaction survey is one of the most effective means to gauge the level of engagement that employees have with the company and various aspects of the job that need to be spruced up or re-engineered in order to ensure higher satisfaction.

Employees spend a large part of their waking hours at work and on a job that defines their very existence and identity as professionals. It is thus quite obvious that whether they are happy or not with various aspects of their job, defines their work experience and whether they would continue to contribute their best to the growth of the company. Job satisfaction is said to be a sum total of the various attributes that define the essence of a job. Some job satisfaction surveys are extremely rudimentary in asking respondents just one question as to whether they are satisfied or dissatisfied with their job. The employee is expected to summarize the total of his experience and answer this question, which essentially is a barometer of just overall satisfaction levels.

Modern job satisfaction surveys are designed to delve deeper into various factors and sub factors that influence and determine job satisfaction. Some of the aspects that are considered include:

Leadership: Leadership provides the vision and sense of direction to the company and indeed influences individual jobs that need to be aligned for the achievement of overall goals of the organization. A job that does not provide any visibility of this alignment at one’s own level will not be very satisfying. 

Supervisory competence and relations: It is said that employees join an organization and yet leave the boss. Employee’s direct reporting boss has a great influence on determining the kind of experience an employee has in his/her job. Boss-subordinate relations define job satisfaction to large extent. 

Rewards: Employee motivation and job satisfaction is also dependent on whether there is a direct and visible linkage between efforts, results and rewards. 

Working conditions: It is obvious that ambient work conditions would promote job satisfaction.

The list of factors that can be studied in a job satisfaction survey can be quite varied and exhaustive. It would be prudent for a company to delineate those factors that suit it the best as indicators of job satisfaction.

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