It is very difficult to measure job satisfaction of the employees at their workplaces. However, there can be certain guidelines or benchmarks which can be used to measure the job satisfaction at employee level. According to the research studies of Furnham (2012), there were 5 key factors which can be useful in measuring job satisfaction. They were recognized as total pay, type of work performed, promotions, interaction with other co-workers, and the mutual relationship with the supervisors. However, the fact of paying high scale salaries will not always increase job satisfaction of an employee. Sometimes, the working conditions, environment, and the other facilities are not as expected of this employee. As a result, the job satisfaction will be lesser than how it should be when using measurement criteria. The interaction with colleagues, and the help provide by them do matter in many situations to increase the job satisfaction (Grigoroudis and Siskos, 2009). As declared by Strid

Theory X and Theory Y Douglas McGregor (1960) has explained two theories about employee motivation. This social psychologist has expounded these contrasting theories and theory Y promoted as the basis of good management practice while theory X encourages an authoritarian management style (Argyris,1971), Theory X assume that an average person dislike work and attempt to avoid the work and naturally unmotivated. Also avoid responsibility and management has to actively intervene to be directed and get things done. This type of people has no ambitions and would rather follow than lead. As per the Theory X, people resist for the change and do not care about organizational goals (Bennis, 2003) Theory Y explains a participative style of management and which work in a de-centralized environment. It expounds that employee’s work with greater responsibilities, creative and self motivated. They do not need much direction and they are motivated to achieve their goals as well as organizati

Figure 3.0: Job Characteristics Model ( Source: www.toolshero.com/human-resources-hr/job-characteristics-model/) As clearly shown in the above Figure,   Hackman and Oldham was able to introduce a model which contains five key characteristic needs to be in place in a typical working environment. The studies of PLoher et al.in 1985, was also helpful in identifying these factors as skill variety, task identity, task significance, autonomy, and feedback. These elements lead to three different psychological states in their jobs namely; Meaningfulness, responsibility, and the knowledge of results. Finally, these different statuses in the mind of the employees result in job satisfaction. The outcomes can be separately identified as motivation, performance, low absenteeism, low staff turnover, and satisfaction. Likewise, these 3 different stages are inter-related with one another and should be in presence to have satisfied set of employees (Hackman & Oldham,1976) As scan

It is recommended to improve the Hygiene Factors such as job security, quality of supervision, Interpersonal relationships, pay & benefits and motivation factors such as more responsibility, more challenges, and more recognition ( Herzberg and Mausner,1959). Figure 2.0 Herzberg’s two factor theory Source: Balogh, Laszlo. (2015). Sport - Culture According to the Herzberg (1976),   he was able to develop a model which identifies factors which lead to job satisfaction as well as identify factors which lead to job dissatisfaction. The factors which contribute to employee satisfaction were called as motivators. They were recognized as responsibility, promotions, personal growth and achievements etc. Presence of these factors will definitely motivate a particular employee. They are striving extra yard to complete the task with a high note. In other words, absences of these factors will definitely de-motivate the employe

There were many different authors who studied in detail about this topic of “job satisfaction”. They came up with numerous theories and models which can be useful in increase the level of satisfaction of the employees. According to the research studies and experiments conducted by Tripathi and Reddy (2008), it was able to recognize 3 key theoretical frameworks which can be used as a guide book to apply in their respective organizations. Therefore, ·        Maslow’s hierarchy of needs ·        Herzberg’s two factor theory, and job characteristic model,  were selected as the best theoretical models to explain the concept of job satisfaction. Figure 1.0 : Maslow’s Hierarchical Needs (Source: Nain, 2013) As per the above Figure 1.0 Maslow had identified 5 key factors which lead to the human satisfaction in general. These were identified as physical needs, safety needs, social needs, esteem needs, and self-ac

The concept of job satisfaction has been developed by different researchers over the past decades. The most widely used definition for job satisfaction is that of Locke (2000), who defines job satisfaction as "a pleasurable or positive emotional state resulting from the appraisal of one's job or job experiences" . According to Hersen (2004), the majority of the studies have shifted their focus on defining job performance in terms of outcomes and behavior, since these are easier and more objective to define and to observe than personal traits (Hersen 2004). The Range of Affect Theory model introduced by Locke (2000) was another interesting model related with job satisfaction. According to the model, job satisfaction was determined by the discrepancy what one has in a job and what one wants in a job. Job satisfaction is kind of a measurement how happy employees are with their job and working environment. According to Grigoroudis and Siskos (2009), job satisfaction can