CATANDUANES STATE UNIVERSITY

GRADUATE STUDIES
VIRAC, CATANDUANES
TOPIC: ORGANIZATIONAL PRODUCTIVITY AND JOB SATISFACTION
REPORTER: JOHN EDMUND P. MANLAGNIT
PROGRAM: MASTER IN BUSINESS ADMINISTRATION
COURSE: FC407 HUMAN BEHAVIOR IN THE ORGANIZATION
PROFESSOR: ELEANOR G. OSIDO
REFERENCE: PINOY OF HUMAN BEHAVIOR IN THE ORGANIZATION

The aim of any organization is productivity of its human resources. The achievement
of this goal is related to the development of a sound organizational behavior. It must
favorable both to the companys interest and to the individual PINOY who brings in
the necessary output.
PINOY may have
HIGH JOB SATISFACTION but LOW PRDUCTIVITY.
This condition is brought by LAX MANAGEMENT POLICY, or may be related to
employees concept of the EQUAL WORK for EQUAL PAY.
I LIKE THE JOB BUT I HATE THE WORK. GUSTO KONG MAGTRABAHO, NGUNIT AYAW
KO ANG AKING GINAGAWA.

On the opposite,

PINOY has
HIGH PRODUCTIVITY but has LOW JOB SATISFACTION.
This condition can be brought about by STRINGENT COMPANY POLICY and WORK
PROCEDURE.
Take for example the SUPERVISORS and MANAGERS; they are always on the lookout
counting may hours of productive time.
PINOY could not resist an autocratic type of supervision.
I LIKE THE PAY BUT I HATE THE WORK. GUSTO KO ANG SAHOD NGUNIT AYAW KO
NG TRABAHO.
NOTES:

CATANDUANES STATE UNIVERSITY

GRADUATE STUDIES
VIRAC, CATANDUANES
TOPIC: IMPERATIVES FOR ORGANIZATIONAL JOB SATISFACTION SURVEY
REPORTER: JOHN EDMUND P. MANLAGNIT
PROGRAM: MASTER IN BUSINESS ADMINISTRATION
COURSE: FC407 HUMAN BEHAVIOR IN THE ORGANIZATION
PROFESSOR: ELEANOR G. OSIDO
REFERENCE: PINOY OF HUMAN BEHAVIOR IN THE ORGANIZATION
The study of job satisfaction is central to all managers of an organization. The
organization wants to know the levels of job satisfaction of its employees as it
affects work performance. Managers have to see beyond pay, benefits, and
promotional opportunities in order to make the employees more efficient in carrying
out their task.
WHY?
Looking after the levels of job satisfaction of the working force affects
PRODUCTIVITY and EFFICIENCY of the employees.
HOW?
Through a PERIODIC EVALUATION by the HUMAN RESOURCE DEPARTMENT.
WHAT?
IT IS A POWERFUL DIAGNOSTIC INSTRUMENT IN LOOKING AT EMPLOYEES PROBLEM
MABABAW ANG KALIGAYAHAN NG PINOY, KAUNTING KILITI LANG OKEY NA YON.

NOTES

NOTES

NOTES

IT IMPROVES WORKING ATTITUDE

JOB SATISFACTION SURVEY IMPROVES COMMUNICATION LINKAGES WITH

MANAGEMENT

IT IS USEFUL IN ANALYSING TRAINING NEEDS OF SUPERVISORS AND EMPLOYEES

NOTES

IT IMPROVES BENEFIT ADMINISTRATION

NOTES

IMPERATIVES FOR ORGANIZATIONAL JOB SATISFACTION SURVEY

The study of job satisfaction is central to all managers of an organization.
The organization wants to know the levels of job satisfaction of its employees
as it affects work performance. Managers have to see beyond pay, benefits,
and promotional opportunities in order to make the employees more efficient
in carrying out their task.
A health organization looks after the levels of job satisfaction of the working
force as it affects productivity and efficiency. A periodic evaluation must be
conducted by the human resource department to determine the factors that
affect the level of job satisfaction. It is important that management know the
factors that affect the levels of job satisfaction to institute remedial
measures before it affects organizational objective of productivity.
The following are benefits of Job Satisfaction Survey:
1. It is a powerful diagnostic instrument in looking at employees
problem.
The general employees problem should surface in the survey for
management to revise some policy guidelines that affects his level of job
satisfaction. PINOY would always appreciate management move for his
concern and feelings in the work place as it is an indication of proactive
management. PINOY is a sensitive individual but looks at management with
understanding. MABABAW ANG KALIGAYAHAN NG PINOY, KAUNTING KILITI
LANG OKEY NA YON.
2. It improves working attitude
Jos Satisfaction Survey could improve PINOY working attitude in the
organization. His work values have to be analyzed in terms of job perception
and this may surface in the study. It could serve as a safety valve for the
release of some inner feelings. Company unions are formed because
management did not detect the inner sentiments of employees. The
formation of union becomes their avenue to express their personal concerns.
3. Job satisfaction survey improves communication linkages with
management.
The Flow of communication from the lower level to higher level in the
organization ladder could improve through the study. PINOY would have the
opportunity to air his feelings and sentiments on management policies and
programs. The upward and downward communication could open up better
management-employee relations.

4. It is useful in analyzing training needs of supervisors and

employees.
Supervisory attitudes could surface in response to the employee in the
survey. This could serve as an avenue for the employee to express their
sentiments on how supervisors treat them in their work place. It could also
serve as a mechanism to determine what management system of
supervision would be most welcome by the employees. Supervisors may be
sent to training programs on proper management of people.
5. It improves benefit administration.
Job satisfaction survey should include employees perception of benefit
program administration. Management must be aware that some benefits
affect job satisfaction. When benefits are properly administered, employees
will respond most favorably, thereby, greater work values are developed. The
rpesent economic condition and cost of hospitalization for the employees
and their family are just among the great concerns of employees. PINOY may
respond more favorably to hospitalization benefits rather than additional sick
leave credits.