18-05-2012, 04:31 PM
Personnel Management and Industrial Relations
Tripathi, (1978), in his book, “Personnel Management and Industrial Relations” in their book suggested that job satisfaction refers to an employer’s general attitude towards his job. Locke defines job satisfaction as a “Pleasurable or positive emotional state resulting from the appraisal of ones ar job experience”. To the extent that a person’s job fulfils his dominant need and is consistent with his expectation and values, the job will be satisfying. There are 3 major theories of job satisfaction, (1) Herzberg’s Motivation- Hygiene theory (2) Need –Fulfillment theory and (3) Social reference group theory.
Tripathi, P.C, (1978), “Personnel Management and Industrial Relations”, Sultan Chand & Son’s publication (P) Ltd., First Edition, New Delhi, pp 96-104
Aswathappa, (1986), in his book, “Human Resource Management” in their book analysis that “A job analyst needs to be pro-active in describing jobs. In other words, an analyst should not only give description of jobs as they exist in an organisation, he or she should also describe jobs that will exist in the future firms. There is a growing realization of the need to match human resources activities with an organisation strategic planning. An important part of this task is the job analyst’s ability to write job specifications that accurately detail the knowledge and skills that will complement the future strategic initiatives of the company. In Future, job discriptions will no longer be snapshots of a static entry called a “job”. Instead, strategic job analysis will have to be capable of capturing both the present and future”
Aswathappa, K, (1986), “Human Resource Management” published by the Tata MC Graw Hill Education (P) Ltd, Sixth edition, New Delhi, pp 142-146
Meera Chopra and Altaf Khan, (2010) in his article title” job satisfaction “ concluded that job satisfaction is complex and multifaceted concept, which can mean different things to different people. Job satisfaction is usually linked with motivation, but the nature of this relationship is not clear. Satisfaction is not the same as motivation. Job satisfaction is more an attitude, an internal state. In todays competitive business environment, satisfied and committee’s intellectual capital will be critical to business success. And there is unlimited potential in HR that can be encouraged, developed and nurtured in a proper environment with regard to job performance, employee personality may be more important than job satisfaction.