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◾The importance of job satisfaction in business management
Job demands-resources model
Workforce diversity pros and cons
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Through-out this essay the notion of satisfied employees being more productive will be broken down and examined, taking into consideration research and theories, to determine if there is any correlation between the two elements, and if so, to what extent. Locke (1976) defines “job satisfaction as pleasurable or positive emotional state resulting from the appraisal of one’s job or job experience… It is a perception of how well their job provides those things that are viewed as important.” The feeling of satisfaction is an attitude, “a psychological tendency that is expressed by evaluating a particular entity with some degree of favour or disfavour” (Eagly and Chaiken, 1993) favour being the satisfaction the employee feels. “While in its purest form, work performance means fulfilling prescribed tasks proficiently” (Strauss, K 2013) and productivity is the act of fulfilling these allocated tasks.
Bakker (2011) puts forward the ‘Job-Demand resources model’ demonstrating how work engagement requires two resources; job resources and the employees own personal resources. A job resource is for example; social support, feedback and readily-available opportunities to enrich the job role. Bakker shows this benefits both the worker and workplace by satisfying the basic human needs; meaning when job resources are high, work is done more efficiently heightening productivity with no additional time or pecuniary resources having been invested. Knowledge of a better personal performance is rewarding for employees, which itself increases engagement and effectiveness in the workplace, reinforcing their own personal resources of self-esteem and optimism. This is a self-perpetuating cycle as the job resources allow for productivity to increase as ...
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...ure and causes of job satisfaction. In M.D. Dunnette (Ed.), Handbook of industrial and Organizational Psychology. Chicago, Rand McNally
McLeod, S., 2008. Cognitive Dissonance. [Online]
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Meyer, J.P., and Allen, N.J. (1991) A three component conceptualization of organizational commitment. Human Resource Management review 1, pp. 61-89.
Meyer, J.P., and Allen, N.J. (1997). Commitment in the workplace: Theory, research and application. Thousand Oaks, CA: Sage.
Sher, R., 2012. Why You Need Dissatisfied Employees - Forbes. [Online]
Available at: http://www.forbes.com/sites/robertsher/2012/08/03/why-you-need-dissatisfied-employees/
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Strauss, K (2013) Lecture Four: Attitudes and Performance. Warwick Business School pp. 21
... Factors affecting employees’ organizational commitment–a study of banking staff in Ho Chi Minh city, Vietnam. Journal of Advanced Management Science 2(1), 7-11
... Vandenberghe, C. (2004). Employee commitment and motivation: A conceptual analysis and integrative model. Journal of Applied Psychology, 89(6), 991-1007. doi:10.1037/0021-9010.89.6.991
...990) "Work motivation and satisfaction: Light at the end of the tunnel", Psychological science, vol. 1, no. 4, pp. 240-246.
While motivational and job satisfaction theories can help employers or leaders to gauge what motivates their employees, it is impossible for them to be used to explain all motivating factors. By analyzing these theories, it is possible to understand their basic concepts, and see how they can be an advantage in motivating their employees to the best possible outcome for the
Of the several theories we have discussed involving commitment, I have taken a particular interest in M.P. Johnson’s Theory of Commitment as I feel it very effectively dissects the primary drives that reside behind one’s desire, or lack thereof, to remain committed in a relationship. In his theory, Johnson describes three kinds of perceived commitment that ultimately lead one to the decision to stay in their relationship. These three kinds of commitment discussed are personal, moral and structural commitment (Berscheid & Regan, 2005).
Allen,N.J. and Meyer, J.P. (1990) `The measurement and antecedents of affective, continuance and normative commitment to the organization' Journal of occupational Psychology in L. Fulop and S. Linstead, Management: A Critical Text, Macmillan, South Yarra, 1999, pp 259
Based off of the gratification an individual contains towards their work is job satisfaction. The productivity could either be positive or negative while the relationship between the productivity and satisfaction may not be consistent. There are multiple internal and external factors of job satisfaction that can impact the behavior of an employee and engagement over time. The way the worker’s attitude concerning their field effects the performance they perform on a daily basis. One who is satisfied with the job they maintain, succeed at what they do. “It is therefore imperative for a company to understand the attitude of its workers and measure the job satisfaction of its employees, as job satisfaction is essential for productivity” (L. Bradshaw
This theory implicates a logical illustration that if the nature of a job sufficed and met the five core characteristics, the employee would feel a sense of fulfillment that would result in excellent work performance (Armstrong, 2017). The job design prefigures the significant relationship of the five core dimensions as to how a worker perceives the three vital psychological states – meaningfulness of work, responsibility and knowledge of outcomes – that would eventually contribute to a sense of general job satisfaction, personal growth, increased motivation and effectiveness of work (DeVaro, Li, Brookshire, 2007). There is a dynamic suggestion in JCM that acclaims the correlation of positive feelings with an excellent performance, and negative feelings with poor performance (Mukul, Rayhan, Hoque, & Islam,
Definition. Schaufeli’s (as cited in Truss, Delbridge, Alfes, Shantz, & Soane, 2014, p. 26) ideas on employee engagement can be explained by using the Job Demands-Resources (JD-R) model. Job demands and availability or lack of resources, both job and personal, either contribute to or deter employee engagement, this is illustrated by the JD-R (Truss et al., 2014). On the positive side, according to Truss et al. (2014) job and personal resources “foster engagement in terms of vigor (energy), dedication (persistence) and absorption (focus)” (p. 26). An employee who has the resources needed to do their job is better equipped to do the job and thereby better able to perform their job (Truss et al., 2014). Employees who are better able to meet job
Meyer, J. P., & Allen, N. J. (1997). Commitment in the workplace: Theory, research, and application. Thousand Oaks, CA: Sage.
In many organisations, managers and bosses have found it a struggle implementing successful strategies to improve job satisfaction and productivity among its employees. While dealing with unproductive, unmotivated and unsatisfied employees, there is an increased risk for turnover, which can be prevented. The risk of high turnover is a problem to workplaces as turnover has been proven to ‘take its toll’ on productivity as it disrupts current projects and increases workloads for other employees. It also has a negative impact on team cohesion (Patrick and Sonia, 2012). Job satisfaction is one’s general attitude to the job, and higher the job satisfaction, the more likely he/she will hold a positive attitude towards their job (De Menzes, 2011). De Menzes (2011) believes that employees who are satisfied with their jobs are likely to be more committed to their organisation and be more productive. People are significantly more productive when they are content and achieving individual and organisational goals are able to be fulfilled in a work environment where employees feel happy and motivated. Interventions which can be used to improve job satisfaction and productivity to decrease rates of turnover and unmotivated employees include an increase in workplace training, as well as performance pay.
The problem of job dissatisfaction is a global workplace issue. Although Americans are happier in their jobs, satisfaction in the United States is declining due to downsizing and overburdening. (Robbins & Judge, 2009). Before outlining job dissatisfaction a definition of job satisfaction is needed. Job satisfaction is “[an] individuals’
Job satisfaction is a person’s emotional reaction to aspects of works such as pay, supervision, colleagues, working condition, job security, company policies and support, benefits, promotion and advancement or to the work itself (French, 1990). In other words, job satisfaction is an individual’s emotional reaction to a specific job. Falkenburg and Schyns (2007) indicate that job satisfaction can be studied from different approaches. Job satisfaction can be seen as a result of different behaviours or as a cause of behaviour. Moreover, it can be seen as an overall feeling or involving of some aspects of the job and the work situation together contribute to the feeling of satisfaction or dissatisfaction with work (Johansson, 2010).
Singh, P., & Loncar, N. (2010). Pay satisfaction, job satisfaction and turnover intent. Relation Industrielles, 65(3), 470-490. Retrieved from: http://search.proquest.com/docview/756743994?accountid=27313
Job satisfaction represents one of the most complex areas facing today’s managers when it comes to managing their employees. Many studies have demonstrated an unusually large impact on the job satisfaction on the motivation of workers, while the level of motivation has an impact on productivity, and hence also on performance of business organizations. There is a considerable impact of the employees’ perceptions for the nature of his work and the level of overall job satisfaction. Financial compensation