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A proposal about the impact of job satisfaction
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Give Me Satisfaction, Or Give Me Death! The majority of people spend their adult life working. Maintaining a stable job is pivotal in providing life’s basic necessities such as food, shelter, and clothing. Often times, the success of a job holder is contingent upon the satisfaction he or she feels when doing the job. Satisfaction obtained from work is an important element of an individual’s success and overall well-being. What are the components of work satisfaction? The factors that contribute to work satisfaction depends on each worker’s conception of an ideal job; I believe that, aside from compensation, the major components of work satisfaction are 1) personal interest, 2) personal freedom, 3) complexity, and 4) variety.
Personal interest
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Opportunities to expand an individual’s responsibility often times will keep him or her engaged and potentially increase his or her value to the company or organization. In Working, Studs Terkel interviews Nora Watson, a twenty-eight-year-old staff writer for an institution that publishes health care literature. Watson claims that her father was a pastor who constantly bettered the community. She claims that he was always “healing” people in need, listening to others, and staying up all night reviewing sermons: “Being a preacher was so important to him he would call it the Call of the Lord” (Terkel 522). After watching her father show extreme dedication to his vocation for so many years, Watson became inspired and decided that she too wanted to find her “calling” (Terkel 522). However, when Watson enters the business world she is dismayed by her job’s low expectation of her. Watson claims that when she started working for the institution, she expected to put her energy, enthusiasm, and gifts she had to work (Terkel 523). Instead, she was expected to do nothing more than write samples and have them submitted by their set deadlines; the institution couldn’t care less about anything else. Due to the fact that she wasn’t being challenged in the workplace, Watson resented her job: “I’m being had. Somebody has bought the right to you for eight hours a day. The manner in …show more content…
Employees seek appreciation through recognition of their work by their employers because it is a confirmation that their efforts are valued. The lack of recognition for a job well done in the workplace can trigger extreme dissatisfaction. Watson also claims that she resents her job because her hard work is not recognized by her employer: “When I go for a job interview. . . I say, ‘Sure, I can bring you samples, but the ones I’m proud of are the ones the Institution never published’” (Terkel 523). As a result, Watson is extremely dissatisfied with her work because she does not feel as though she is mastering any new skills or being recognized for the seemingly insignificant efforts that she contributes to the
Studs Terkel published a nonfiction Working which consists many interviews among different people’s descriptions of their jobs. Through this book, Terkel demonstrates the meaning of work to different people and how their work experiences shape their attitudes about their lives. Among these interviewers, Maggie Holmes is a domestic while Dave Bender is a factory owner. Although their wages are different, Maggie Holmes and Dave Bender’s attitudes about their works are contradictory. People who love their works are passionate and happy about their lives and express less complain than those people who do not like their jobs.
Response: Recognition is a big factors that helps with employee satisfaction and motivation. When an employee is excelling in their work and completing all goals and objectives, there hard work is recognized by means of gifts, announcements, and even the prime parking space at the organization.
In her middle adulthood, Amanda entered the generativity versus stagnation stage. (Kail and Cavanaugh, 2011) During this stage, Amanda would want to contribute actively in society through work or nuturing children, to feel useful and accomplished in life. (Kail and Cavanaugh, 2011) However due to RA, she experienced some physical limitations. The aches make the 12 hour retail shift “a nightmare” for Amanda. Hours spent at worked became unbearable. Amanda wasn’t able to engage and enjoy her work, much less achieve a sense of accomplishment.
From the psychological perspective of its relationship with leadership style, the concept of job satisfaction includes multi-dimensional responses to one’s job, and that such responses have cognitive (evaluative), affective (or emotional), and behavioral components (Judge & Klinger, 2003). Weiss has also argued that job satisfaction is an attitude but points out that researchers should clearly distinguish the objects of cognitive evaluation which are affect (emotion), beliefs and behavior (Weiss, 2002). This concept of job satisfaction suggests that we form attitudes towards our jobs by taking into account our feelings, our beliefs, and our behaviors. The success of any organization depends greatly on the commitment and hard work on the part of their employees. Because of that, job satisfaction has been used as a tool to attract and retain the best employees within the
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
Some of the things that companies could do to improve job satisfaction for example, would be to identify when an employee is bored on the job, address it, obtain feedback from the employee for ideas to make their job more interesting and challenging. This would allow a leader to assist this individual in designing different ways to perform duties or depending on individual’s future career goals and performance level, may need more responsibility or promotion in order for the employee to maintain job satisfaction and retention with t...
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,
This case study discusses motivations that are the forces within individuals that account for the direction, level, and persistence of a person’s efforts used at work. According to Schermerhorn, Osborne, Uhl-Bien, and Hunt (2012), the research of Motivational Theories is divided into two types of theories, content and process theories. Content theories focus on physiological and psychological deficiencies while process theories of motivation focus on how cognitive processes as thoughts and decisions with the minds of people influence their behavior. In this case study we will focus on the process theories. We begin with a woman named Mary Jones, while she was in the last year of college, she was interviewing for jobs. Mary graduated in the
It is well established reality that organisations in the world today can no longer survive without focusing on their employees. If they have to be at the competitive edge they have to invest in human resource, and placing their employees on top priority. This notion has lead to the strategies that, most organisations are pursuing through employee management. To achieve the optimum performance from employees organisations must motivate their employees, and have to engage them in activities that will benefit and help employees in achieving their predetermined goals and objectives. In order to achieve this, it is imperative for managers to set in motion work conditions that will help employees to achieve satisfaction of their job, low turnover and absenteeism rate and promoting the environment that promotes the organizational commitments and organizational citizenship behavior. Job satisfaction has been identified as a major requirement for organisations which aim to achieve excellence in their operations. Armstrong (2003) refers to job satisfaction as the attributes and feelings people have about their work. By extension, job satisfaction will mean positive or favourable attitudes towards one’s job whilst a negative or unfavourable attitude indicates job dissatisfaction.
“I knew this was bliss, knew it at the time.” These words of Eudora Welty, although expressing her feeling from devouring book after book, can also be applied to my life. While not relating to my literacy, Welty’s lexis nonetheless conveys my own feelings after learning the significance of hard work. I’ve put excess effort in performing the roles of a student, an athlete, and a Christian. Success and growth in each component of my life has taught me the value and necessity of a strong work ethic.
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’
For example, working conditions, promotions, the nature of the work, benefits, payment etc. determine the satisfaction level of people.In addition to the above factors, Chahal, et al. (2013) identified factors related to workspaces ashaving influence on job satisfaction. Such factors include building design, air quality andtemperature, noise and lighting and others(Goffee & Jones, 2007). Other factors mentioned by the researchers are nature of job, working promotional methods, performance appraisal, relationship with otheremployees and management, grievance handling and so on. Sowmyo and Panhanatham (2011) identified factors such as supervision behavior, coworkerbehavior, pay and promotion, job and working condition and organizational aspect. Otherfactors are interpersonal relationship among the workers, caring for employees and counselingemployees. Factors such as sex, age, education, salary, and experience are found to haveinfluence on job satisfaction of employees(Goffee & Jones, 2007).. In a study conducted by Ghafoor, the conclusionshows that male staffs are more satisfied as compared to females. Moreover, increase in rank,qualification and salary resulted in increased job satisfaction. The finding of the study alsoshows that staffsthat are permanent are more satisfied than those who are not. In addition tothis, staff with PhD’s degrees is more satisfied than the staff with
Being a good employee is essential in today’s world, especially in these tough economic times when there are many seeking work. Consequently, it is important to keep in mind that no employee is irreplaceable. While hearing many complain these days about his or her job, one just needs to look around and be thankful that they have the means in which to survive and are able to work. There are many who are not only unemployed, but also unable to perform due to illness or a disability. Sometimes when a person is feeling in a mood to complain, they may need to sit back, relax and take a look around in order to appreciate what they have, and learn how to be a good employee.
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).