Factors contributing to job satisfaction

Dhaka,  Thu,  24 August 2017
Published : 14 Jun 2017, 21:03:51 | Updated : 15 Jun 2017, 12:33:59

Factors contributing to job satisfaction

Factors contributing to job satisfaction
Shaha Rakesh Nishan

A common question that employees ask themselves is, 'Am I satisfied with my job?' While the answer varies from person to person, some common factors affect job satisfaction.

Proper incentives

At the end of the day, incentives do play a role. However, what is more important is that the employees are given a fair remuneration for the work they do. That is why it is necessary that organisations adopt a proper and standardised performance appraisal framework. Biplob Kumar Mohajan, general manager at Palmal Group of Industries Limited, said, 'Salary alone cannot ensure job satisfaction but a fair compensation is required. Some companies offer extra incentives like bonuses, fringe benefits etc which bring a lot of satisfaction and also increase the feeling of belongingness.'

Ultimately, there has to be a blend of all the factors. One factor alone cannot determine job satisfaction. Mr. Mohajan also discussed about the significance of job satisfaction. He said, 'If the company wants to achieve its goals, it needs employees who are giving their 100 per cent in the job. That is possible only when the employees are satisfied with the job.'

Respect and appreciation

More often than not, employees tend to be more satisfied with their work when they feel regarded and praised for their work. Kamrul Hasan, deputy assistant manager-marketing at Moushumi Industries Limited, said, 'If an employee is respected and appreciated for the work he/she does, the productivity of that employee usually rises. Money, these days, is not the only thing that affects the motivation and satisfaction level of employees.' Despite the occupation, the organisation must make sure that the employees feel that they are important for the organisation and that their efforts are appreciated.

Work-life balance

Despite the fact that we are progressively getting busier with our occupations, we are additionally understanding the requirement for balance between our work and life. Hence, work-life balance is becoming essential for job satisfaction.  Deepan Kumar Das, junior assistant vice president (AVP) at Mutual Trust Bank Limited, said, 'The job that fails to strike the balance between work and life can soon become a burden which an employee would always want to get rid of. It is gradually becoming as vital as having an occupation.'

Most employees argue that there are subjective perspectives about job satisfaction. For instance, some people may give more significance to work-life balance than others. However, almost everyone agrees that the top management and managers have a crucial role to play.  Deepan Kumar Das further added, 'To keep employees satisfied, an organisation must ensure that it has the right boss at the right place because people more often than not leave their bosses, not companies.'

Competence and engagement

There must be an ideal mix of energy and capability for any person to draw out the best from the work he/she does. Subsequently, it is essential for one to be skilled and proficient in the work he/she does. It is likewise equally imperative to be occupied with the work one does. Experts reveal that by being more engaged in work and perceiving how one's individual qualities positively affects the organisation, one can convey significance and reason to his role. Taosif Amin Khan, AVP at The Hongkong and Shanghai Banking Corporation (HSBC), said, 'To me, competence and engagement are the most important components of job satisfaction. Even if it means working long hours and weekends, the satisfaction and thrill of getting something done is worth it.'

Career progress and glass ceilings

It is critical that the employees do not feel that there are scopes of facing possible hindrances in their career path. This negatively influences their motivation and job satisfaction. Ultimately, this leads to poor performance and commitment towards their role and organisation. Sabira Mehrin, management associate at Telenor Health, said, 'When we think of career progression, performance is the keyword that drives our work ethic. But when gender comes into play, this gets demotivating and is eventually a hindrance to performing better in the future knowing that the gender tag is going to hold oneself back.'


An occupation or role, with which one does not feel enthusiastic about, will undoubtedly result in poor efficiency and disappointment. That is why experts encourage job seekers to go for the job that they are passionate about and not only prioritise the lucrativeness of the incentives. Debojit Saha, CEO at Kaizen CRS, said, 'I think for millennials, passion is very important. Of course people will work because of their high paying salary, but they will always have a dissonance towards a job that they are not passionate about.' The good news, however, is that at present, there is more awareness on this matter among workers and managers than there was ever before. He also added, 'I think this generation wants to see their job make meaningful differences in people's lives.'

The writer is a student at the Institute of Business Administration (IBA), University of Dhaka,  

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