Employees Satisfaction in relation to Organizational Factors Promotion is undoubtedly the first and foremost method or tool, available to the

organization to motivate its employees. Promotion could be defined as an appointment from a given position to a higher grade involving a change of duties to a more difficult type of work and greater responsibilities, accompanied by a change of title and usually an increase in pay. Advancement within an organization is ordinarily labeled promotion. When a person chooses a career, he comes with certain expectations of promotional opportunities that the organization hopefully will have in store. At the same time, the importance assigned to promotional prospects vis--vis attractiveness of the chosen job varies from individual to individual. When employees join an organization, they bring with them a set of wants, needs, desires and past experiences that combine to form job expectations. Job satisfaction expresses the amount of agreement between ones emerging expectations and rewards that the job provides. It suggests that the employees of an organization would have certain pattern of preference for promotional prospects vis--vis attractiveness of a job. The importance of promotional opportunities may be more for qualified people, since occupational status is increasingly dependent on educational attainment and few years before retirement due to various physiological, social and other allied causes, a person becomes disinterested in his job and gives up the race. Some of the previous research studies have reported mixed findings about the relation between promotional aspirations and age and qualification of employees. While Arya and Meltzer found age and aspiration for promotions to be negatively related, Bhangoo and Dhaliwal found insignificant relationship between the two. On the other hand qualification and aspiration of promotion were found positively related by

Arya, Sharma, and Bhangoo and Dhaliwal. The promotional prospects in any organization greatly depend on its organization structure. Greater the number of hierarchical layers, greater appears to be the chances of promotion or availability of promotional avenues. A tall organization structure supports more promotional avenues as compared to flat one, because of many positions in the hierarchy. Normally, one would expect a rise in pay on promotion. Promotions per se do not lead to career growth unless greater authority and responsibility also accompany change in the designation. It has been pointed out that after promotion, an individuals duties and responsibilities usually become qualitatively different from those of his earlier jobs. As against promotion, a wage or salary increase, with a possible change of designation, is usually referred to as an upgrading of post.