Abstract This paper is a study of satisfaction made to the company markets and drug distributors, Granma., In the period from June, August and September. This is achieved by General Satisfaction Survey to all workers in the different areas where it was found that in general workers in a drugstore are moderately satisfied level. Although our company has a strong system of attention to work, there are still some shortcomings that can not achieve a higher level of satisfaction, given that this factor is directly proportional to the levels of productivity in our work. The worker in the month of June when we started (128), was selected using simple random sampling a representative sample of 92 workers, representing 71.8% of the total. As recommendations to the Administration is planning an Action Plan designed to eliminate and / or reduce factors that are causing these dissatisfactions so that the worker can be in a positive working environment and welfare for optimum performance. Introduction The social man as in his life will interact in creating relationships of family, social, labor, business.
The business concept transcends the physical location where you work. Work is changing social value but which retains its role of time structure, the main source of income and personal fulfillment. In this sense, the company is seen as a significant psychological environment. The work environment provides the individual adjustment mechanisms for performance, allowing you to print your activity, creativity, dreams and energies capable of making their business responsibilities as potentially productive, generating pleasure and psychological well-being this. But when this becomes negative environment for the development of the individual activity will cause dissatisfaction which makes it behave unproductive, fluctuating attendance, damaging the main production indicators of your business. That's when it becomes necessary to consider whether there dissatisfaction or not, taking into consideration some variables that relate to it. In our research we take shows all organization departments have difficulties with employees due to dissatisfaction which has existed there. Objective: To determine the level of job satisfaction among workers in MSCOM, Granma. Job satisfaction Job satisfaction is an aspect that has been widely studied since Hoppock in 1935, covering large groups of people, developed the first studies on this topic.
Locke (1976) defined job satisfaction as "a pleasurable or positive emotional state of the subjective perception of the work experiences of the subject." In general, the various definitions that have been giving different authors from theoretical assumptions do not always coincide reflect the multiplicity of variables that can affect job satisfaction, the circumstances and nature of work itself and the individual worker condition the affective response of this to different aspects of work. Job satisfaction has been studied in relation to different variables in an attempt to find relationships between it and them. Different studies have found significant positive correlations between job satisfaction and, overall good mood and positive attitude in work and private life, physical and mental health. Job dissatisfaction correlated positively with various psychosomatic disorders, stress, ... work behaviors. Positive correlations were found between dissatisfaction and absenteeism, turnover, delays ... One of the most influential theories in the area of job satisfaction is made by Herzberg (1959), called theory of two factors or two-factor theory of satisfaction. Herzberg postulated the existence of two groups or classes of labor issues: a group of other extrinsic factors and intrinsic factors (see Table 1).
The former are related to working conditions in the broadest sense, such as salary, company policies, physical environment, safety at work, etc. According to the bivariate model these extrinsic factors can only prevent job dissatisfaction or avoid it when it exists but can not determine satisfaction as this would be determined by intrinsic factors, which would be those that are inherent in the work, contents, responsibility, achievement and so on.
Table 1. FACTORS MOTIVATING FACTORS hygiene factor VAN WELL AS FACTORS contentment when they go wrong cause dissatisfaction NOT GO WELL AS FACTORS PRODUCED NO SATISFACTION FACTORS cause dissatisfaction when they go wrong Satisfiers successful completion of work. Recognition of success by managers and peers. Promotions in the company, etc.. Lack of accountability. Routine and boring work, and so on. Status dissatisfiers high. Wage increase. Safety at work etc.. Poor interpersonal relations. Low wages. Poor working conditions, etc.. The model proposed by Herzberg notes that job satisfaction can only come generated by intrinsic factors (which Herzberg called "motivators") while job dissatisfaction would be caused by extrinsic factors (Herzberg those who gave the name " hygiene factors "). Many subsequent studies do not support exactly the dichotomy between factors that Herzberg found in their research, but it was found that the distinction between intrinsic and extrinsic factors is important and useful, and there are important individual differences in terms of the relative importance given to one and other factors. General level of satisfaction General Satisfaction Scale (Overall Job Satisfaction) (see Anexo.1) was developed by Warr, Cook and Wall in 1979.
The characteristics of this scale are as follows: It is a scale that operationalizes the construct of job satisfaction, reflecting the experience of workers in paid employment. Collect the affective response to the contents of its scale is set trabajo.La line who establish a dichotomy of factors and is designed to address both intrinsic and extrinsic aspects of working conditions. It consists of two subscales: intrinsic subscale: addresses issues such as the recognition gained by the work, responsibility, promotion, content-related aspects of the task, and so on. This scale consists of seven items (numbers 2, 4, 6, 8, 10, 12 and 14). Subscale of extrinsic factors: investigates worker satisfaction with aspects of work organization such as hours, pay, physical conditions of work, etc.. This scale are eight items (numbers 1, 3, 5, 7, 9, 11, 13 and 15). Work Sample Our sample of work went into all departments of the UEBMM, Granma, we performed a descriptive study cross section. Using simple random sampling was applied where General Satisfaction Scale described above. The total number of workers is 128 UEBMM for which surveyed a total of 92 persons, regardless of the workers who were on probation for not having these solid information about the culture of the company.
Analysis of results in the procedure of this technique we obtained the overall satisfaction of employees occupying the category of moderately satisfied with 71.4%, where the intrinsic satisfaction has a 64.8% and 78% extrinsic satisfaction. In the table show the behavior of satisfaction in the areas of UEBMM. ? Areas satisfy. Generally meet. Intrinsic satisfied. Extrinsic Management 81.5% 84.7% 88.2% 78.1% HR 75.1% 81.1% Economy 60% 50% 70% Commercial 63.4% 56.8% 70% 68.4% 74.2% Technology 80% Receive 57% 56% 58.2% 74.8% 66.2% Storage 83.5 Fractionation% 56.6% 61.1% 80.5% 65.5% Distribution 88.4% 72.8% 75.7% General Services 82.2% 69.3% 76.3% Safety and Security 66.4% 86.4% greater dissatisfaction is seen here in the items that meet the intrinsic satisfaction by the low percentage that reflect their responses in those who respond to extrinsic motivations. As for the level of education are: Technical University of schooling Grade 12 Grade Middle General Satisfaction 9n0 degree 75.1% 72.3% 74.5% 70.1% 67.5% intrinsic satisfaction 62.1% 67.1% 67.7% 77.1% Extrinsic Satisfaction 83% 78.1% 81.3% This will shows a lower degree of satisfaction among workers with a 12-grade school, followed by university students, ninth grade, and finally the technicians.
As for the comparison of results by sex: Sex Male Female Overall Satisfaction 70.5% 72.5% 66% Satisfaction Intrinsic Extrinsic Satisfaction 64% 45% 77.1% The table above have seen a lower level of satisfaction in women than in men . Now mention some elements of worker dissatisfaction evaluated at the end of the survey and suggestions from workers: Care workers do not work on Saturday, with a 85.8% prevalence. Stability of tea 68.4%. Toilet Stability 66.3%. Presence of a kit at the drugstore. 6.5%. Rubber Bike 13%. Media work as belts, wristbands and boots 23.9%. Bicycle parking 26%. Need working conditions and / or exchange of real estate 31.5%. Equipment and Technology 30.4%. Lighting and ventilation in the Warehouse 20.6%. Moral and material stimulation 13%. Participation of workers in decision making 15.2%. Improve general management leadership methods 5.4%. Organization of Production. Making software that streamline work and better quality information has 4.3%. Training Study options Health Technology 4.3%.
Conclusions of the workers studied UEBMM, Granma show a level of satisfaction of Moderately satisfied. Employees of the Department are the most satisfied and least satisfied are the Reception. Regarding educational level, the group presented a higher degree of dissatisfaction is the 12 degree, and the more satisfied the 9th grade. There is a predominance of moderately satisfied in males over females. Prevailed among all the suggestions not to work on Saturday with a high prevalence, followed by the Stability and toilet Tea. Recommendations 1. That the Administration feel part of this process of job satisfaction for an improvement of the activity carried out to promote the welfare of their workers and therefore more performance and productivity rising and the results of the Company. 2. To carry out an Action Plan aimed at solving issues that are available to the Company's management. Bibliography: the trabajo.htm>
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