D has the most positive satisfaction value: Most employees
are highly satisfied and it is highly important to them.
Dimension B is less important to most employees, but
they are generally satisfied with it. Dimension A is
viewed negatively, but fortunately, it is not held with
much importance. Dimension C is seen as a poor satisfier,
and it is highly important.
may then be more clearly allocated to improving employee
satisfaction to the most important dimensions.
organization seeking to change its employee satisfaction
must have great patience. Perceptions are "sticky"
and persist long after the organization has changed.
Perception persistence is explained by the fact that
once people have a certain image of an object, they
tend to be selective perceivers of further data.
with working life is a problem, which affects almost
all workers at one time or another, regardless of position
or status. The frustration, boredom, and anger common
to employees disenchanted with their work life can be
costly to both individual and organization. Many managers
seek to reduce job dissatisfaction at all organizational
levels, including their own. This is a complex problem,
however, because it is difficult to isolate and identify
all of the attributes, which affect the quality of working
life”…Richard E. Walton.*
to Walton there are 8 primary dimensions, constructing
the Quality of Work Life measurement, which are presented
in the graph below.