Factors that affect employee job satisfaction

At present, organizations are obliged to face new challenges focused on the satisfaction of their internal workers or clients, who more than their subordinates or employees constitute the fundamental link in the chain of efficiency and sustainability of the current competition market, as changing and demanding; The more or more the manager knows how to appreciate the importance of his human resources, the better the results will be in the productivity of work and / or in the provision of services.

The management of job satisfaction is a complementary management that takes place in the organization and is given by the fusion of policies, plans, actions, and programs aimed at closely touching the nerve points of each worker as a basic cell for reproduction business thus defining the levels of requirements, with the aim of knowing the degree of satisfaction of its staff. Once your satisfaction is achieved, it will more than multiply your efforts and put more effort and dedication in the work you do.

There are many agents generating job satisfaction or dissatisfaction that can be classified into two large groups: Internal and external agents, the former are based on the most important needs of the individual, related to interest in work, stimulation morality, opportunities to climb hierarchically, working conditions, communication, hours, among others; and the second are those factors that condition the companies among themselves, that is, the opportunities that they offer their workers, in labor and salary matters, that motivates them to move from one place to another as external clients do when changing of supplier in the market, when another one appears that offers products with better uses, price and / or quality,All of this translates into successful business prospects.

Development

In terms of job satisfaction, it is important to note that not only with achieving an adequate selection of people, while remaining relatively stable other organizational factors, must allow the company to have an upward projection in the future, but must ensure a set of conditions that stimulate the imagination, quality and productivity of workers. Satisfaction partly decides the behavior of individuals, the efforts they are willing to make and defines the purposes to be achieved.

Prosperous and financially "healthy" companies have mostly very self-sacrificing, motivated and satisfied people with the work they do, while companies that are not very efficient and are economically "sick" are saturated with unsatisfied personnel and with very few motivations for work waiting for opportunities to leave the organization.

Another important factor, and that most managers often do not take into account, is that people work because they have a set of needs of various kinds that can be met through their employment relationship, that is, they work primarily to live or financially support a family.

What an individual does, the efforts and sacrifices that he gets to make, the effort to reach a goal, up to where he is able to demand more of himself, depends first of all on the motivations that drive him to act and these motivations have their based on the needs you experience and the possibilities of satisfying it through your employment relationship.

The perception that the individual has of the possible fulfillment of his goals contributes to motivation and this in turn to satisfaction.

Managers understanding what their employees want in their work, what are their objectives and how they want to develop it, can increase the sense of self-esteem of their workers. The power behind self-esteem generates the necessary confidence and creativity. A service-oriented or sales-oriented company, where the personal esteem of the workers is high and their attitudes towards work positive, will achieve an effective impact on the satisfaction of external clients. It must always be kept in mind that man is the main source to achieve: Growth, Profit and sustainability.

Each worker has different perceptions about their work environment and the positive actions undertaken by the organization to which they belong in favor of their well-being, which constitute sensations that determine their actions, these can also be transmitted to other people in the external environment that surrounds, indirectly influencing negatively or positively. Therefore, measuring the level of job satisfaction provides valuable information about the state of the organization and how much more is needed to reach the desired point. That is, if what is promised is what you receive, and if indeed this is what you need.

Through the use of a mathematical model based on the collection of information using techniques such as: brainstorming and the survey, qualitative and quantitative results are obtained on the degree of satisfaction of internal customers; which then allows comparing with previous periods and knowing their evolution or involution.

The objective of using the brainstorm is to locate the fundamental demands of internal customers regarding the organization to which they belong, which are the most important characteristics in their opinion called variables that could have a high level of connotation for people. and that they express the essential qualities or properties that generally characterize the organization, which makes it possible to evaluate the state in which it is found. Knowing these requirements is essential, since it provides a better understanding of the way in which internal customers identify with the organization, as well as the attitudes generated by the employee-employer relationship, and consequently introduce the necessary changes to achieve their improvement.

The methods to be used are fundamentally the empirical ones, among which the following stand out: direct observation, which allows appreciating and evaluating circumstantial aspects of the facts that serve as the basis for the investigation; the interview to achieve the researcher - respondent interaction allowing to know those most important factors and points of view that are affecting the internal client; consultation with experts that makes it possible to define the criteria of the most qualified people in the field of research being carried out; in addition to the use of techniques such as surveys and brainstorming. Theoretical methods such as historical and logical to study the trajectory in years of the organization are still present.and the analysis and synthesis that makes it possible to mentally decompose the problem into its parts for analysis and then integrate it, discovering relationships and general characteristics between the elements being analyzed.

In order to know what are the factors that affect job satisfaction in an organization, we start by knowing the internal customer satisfaction index using the mathematical formula for its calculation proposed by Noda Hernandez (1997), taking into account the weight and assessment values., which is granted to each essential quality:

Where: n: Amount of essential qualities.

We: Weight of each essential quality e.

Vae: Assessment of each essential quality e.

The weight (We) is the degree of importance that is given to each essential quality and is determined by requesting 15 people considered experts to rank them according to the degree of importance; from 1 to n (where 1 is the most important and n is the maximum number of essential qualities) in order to be able to make use of Kendall's concordance method, which considers that the opinion of 15 experts must be taken into account at most, or be workers with some knowledge, always meeting the established requirements to eliminate subjectivism. A comparison factor (T) and a concordance factor (W) are calculated. If this last factor (W) is less than 0.5, the opinion of the respondents is not reliable and they do not agree,therefore, it is necessary to reapply the instrument or stratify the population under study, and in the event that it takes values of 1, then there is total agreement among the experts.

The processing and obtaining of the results can be carried out using a table and the solution is more tangible by means of a graph where the Aij values are located for each of the qualities treated. Characteristics that are below or above the comparison factor T are measured respectively.

The assessment is obtained through a written survey due to the facilities provided by the method depending on the needs that arise, since the research needs to be carried out quickly, systematically and the sample to be studied is considerably large. It consists of a scale ranging from 1 to 5 degrees of satisfaction where each person in the sample to be studied evaluates each of the essential qualities according to their criteria. Once all the information has been collected, the average of the valuation for each of the qualities is calculated, also analyzing the minimum, maximum and variance values, which yield more detailed data on the trend of the sample criterion. This aspect constitutes an improvement to the initial procedure that serves as the basis for calculating the level of satisfaction,since the most common in the surveys applied previously is the use of discrete variables which respond to scales ranging from poor, fair, good, very good to excellent for which only trend measures such as fashion and median can be used among other; not being like this the average; In this case, the scale of 1 to 5 degrees allows the data to take decimal values if the respondent wishes to reflect it, that is, they are continuous variables for which the average is perfectly applicable.In this case, the scale of 1 to 5 degrees allows the data to take decimal values if the respondent wishes to reflect it, that is, they are continuous variables for which the average is perfectly applicable.In this case, the scale of 1 to 5 degrees allows the data to take decimal values if the respondent wishes to reflect it, that is, they are continuous variables for which the average is perfectly applicable.

Regarding the number of people to be surveyed, the calculation of the sample size for a finite population with a µ = 0. 05 is proposed, ensuring a confidence level of 95% of the data, although this value may vary depending on the depth. with which you want to carry out the investigation. Likewise, the sampling to be used is simple random, although the population can be stratified if it does not have homogeneous characteristics and stratified sampling can be carried out.

Once the weight and valuation of each of the essential qualities have been calculated, these values are placed in a matrix to classify them into: Terrible, Good and Regular. They are located on the x and y axes respectively, forming a pair (x; y), once all these pairs, representing a point, are graphically located, they will be analyzed in which of the quadrants they are located. The horizontal and vertical lines that limit the quadrants are mobile and depend on the research criteria.

The essential qualities considered "lousy" are those that are given great weight or importance and yet their current situation is bad, constituting a weakness for the organization, so the first improvement actions must be aimed at their solution, the ones with the highest weight and lowest rating should be attacked first, as shown in figure 4 from zone 1 to 4 according to the intensity of the red color from highest to lowest.

On the other hand, those considered "Regular" are those essential qualities that have low weight and value, in this case, once the problems affecting the terrible ones have been solved, strategies for their solution are drawn up, also starting from zone 1 to 4, according to the intensity of the yellow color from highest to lowest.

Finally, the "Good" are those that show high valuation, either with low or high weights, these are considered as strengths of the organization because its current state is positive and the actions to be taken to improve the bad and the regular ones are not they can damage them.

Conclusions

Through the determination of the factors that affect job satisfaction, strategies are drawn up to improve the state of satisfaction and therefore an improvement in the organization is achieved, strengthening all the systems that comprise it.

This is an effective optimization method and serves as the basis for the development of more sophisticated procedures. It is also used in the development of hybrid methods, mainly in combination with other methods for calculating weight and titration.

It constitutes a useful tool to carry out business diagnoses on the organizational environment.

It is perfectly usable for research and analysis in companies both developing and for those that are more consolidated as it is easy to apply and can be reapplied in short periods of time to evaluate the evolution according to the measures taken to eradicate the problems detected.. In conjunction with the application of the method, use is made of Microsoft Excel spreadsheets, an issue that facilitates data processing and interpretation.