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ard or downward in status.

Advancement-designated an actual change in job status.

Salary-all sequences of events in which compensation plays a major role.

Interpersonal relations-relationships involving superiors, subordinates, and the years.

Supervision-the supervisor's willingness or unwillingness to delegate responsibility and willingness to teach subordinates.

Responsibility-satisfaction derived from being given control of personal work or the work of others and/or new job responsibility.

Company policy and Administration-events in which some or all aspects of the company bird related to job satisfaction.

Working conditions-physical working conditions, the facilities, and the quantity of word as related to job satisfaction.

The work itself-the actual job performance as it related to job satisfaction.

Factors in personal life-the influence of the job in terms of personal life off-the-job was to

Status-prestige associated with a particular position.

Job security-10 new and job stability may shirt as they affect one's position with the company.

Alderfer's Existence, Related and Growth Model

The most recent extension of the Herzberg and Maslow glories of job satisfaction came from the work of Clayton Alderfer (1972). Alderfer formulated and need category model that was more in line with the existent empirical evidence. Similar to Maslow and Herzberg, Alderfer perceived that there was value in categorising needs and there was a basic distinction between lower-order needs and hired-order needs.

Alderfer's existence, relatedness, and growth model was based upon three code needs that humans are attempted to meet: existence needs; relatedness needs; and growth needs. Existence needs include all of the material and physiological needs, such as hunger, thirst, salary, and physical world conditions. Relatedness needs pertain to relationships with significant people, including co-workers, supervisors, and subordinates. Growth needs related to a person's desire to become a creative and productive individual.

Alderfer suggested more of a container of needs than hierarchical levels or two factors of prepotency needs. Unlike Maslow and Herzberg, Alderfer to be fulfilled before high-level mead was motivated all that deprivation was the only way to activate and need.

Fulfilment story

The origin of the fulfilment story was most frequently associated with Schaffer (1953), who postulated a relationship between me dissatisfaction and job satisfaction. Fulfilment Yury was based upon the assumption that job satisfaction was a function of the degree to which a job provided the worker with outcomes that are valued by the workers. “Researchers who have adopted the fulfilment approach major people's satisfaction by simply asking how much of a given face it or outcome they are receiving” (Lawler,1977, pp.355)

discrepancy theory

Discrepancy Curie represented an attempt to take personality differences into account. Discrepancy purists argued that job dissatisfaction resulted when a difference existed between the actual outcome a person received and some other outcome level. However, the interpretation of other outcome level was debated among theorists (Lawler, 1977). For some purists,