Designing jobs is one strategic decision that organizations use to achieve business goals. Having a good job design leads to generating good profits, and creates a competitive advantage, and as the organization focuses on the individuals, good job design leads to driven and satisfied employees, who secure higher productivity and growth for the organization. From the positive experience of employees comes employees who perform with devotion towards their assignment and engagement in helping the whole organization. Organizations are nowadays encountering the problem of overly tired and overloaded employees which are bringing into question the meaning of their jobs. Providing excellent experiences to the employees is not easy. Organizations have an essential role in the determination of theory and approach that will provide their employees with an ideal work environment and will have a positive impact on their employee's engagement. One of the goals of an organization is to as efficiently as possible use the potential of each employee to achieve the best possible business results. Therefore job design enables understanding to the organization of how and in what way certain business tasks can affect individuals in the spectrum of personal satisfaction of work-related needs, and also how job design affects the organization in the area of teamwork and organizational effectiveness. This paper aims to investigate and show how respondents evaluate the connection between job satisfaction and job design.