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Working condition- Job Satisfaction is related to working conditions also. The work is more attractive if working conditions involve such facilities as adequate light, comfortable temperature, attractive surroundings, etc.

Avenues of promotion- Promotional opportunities affect Job Satisfaction considerably. The desire for promotion is generally strong among higher level employees as it involves change in job content, pay, responsibility, autonomy, status and the like. It is no surprise that the employee promotion as the ultimate achievement in his career and when it is realized, he feels extremely satisfied.

Nature of work-Group- It is the work-group that fulfils the need for social interaction of the members. If the worker has good relations with the fellow employees and the supervisor, he will feel satisfied. If the work-group enjoys a higher status, his Job Satisfaction will increase further.

Employee Morale- If the employee morale in an organization is higher, satisfaction with job is likely to be higher and vice-versa. The workers will be loyal to the organization if their morale is higher. The rates of absenteeism and labour turnover will also be low because of psychological satisfaction from the job.

Rewards System- Economic rewards ply a significant role in influencing Job Satisfaction. This is because of two reasons. First, money is an important instrument in fulfilling one's need; and secondly, employees often see pay as a reflection of management's concern for them. Employees want a wage or pay system which is simple, fair, and in line with their expectations. When pay is seen as fair, based on job demand, individual skill level, and community pay standards, satisfaction is likely to result. What needs emphasis is that it is not the absolute amount paid that matters, rather it is one's perception of fairness of compensation.

Employee Satisfaction is So Vital to Customer Delight

A consistently high level of employee motivation and commitment are the key factors in developing a positive working environment for any business, claims Jonathan Crookall, group talent and learning director at Lloyds TSB in London.

He says: “A positive work environment starts with people having a clear sense of purpose and direction, as well as having the opportunity to participate, engage and be involved in that process. This includes giving your staff some degree of self-determination, and making sure that they know their objectives and specific goals.

“Clearly, an open environment of feedback, support and challenge from their boss and from the people around them is vital. We all spend a lot of time at work but if there is a clear sense of success, output and delivery connected to a clear goal and purpose then people will feel a lot more engaged and committed to what they are doing. Essentially, the overall workforce will be highly motivated if the alignment between what the organization is trying to achieve as a whole and what the individual employee is trying to do within their particular role is strong and coherent.”

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