Analyzes The Meaning Of Job Satisfaction And Difficulties - Samples

Question: Discuss about the Analyzes The Meaning Of Job Satisfaction And Difficulties Of Measuring The Job Satisfaction. Answer: Introduction Job Satisfaction refers to how much an individual is content with the job and whether they like the different aspects of the job. Different researchers have developed the concept in relation to job satisfaction in different manner. This essay analyzes the meaning of job satisfaction and difficulties of measuring the job satisfaction. It also elucidates on the methods that can be made use of to measure job satisfaction and the strategies that can help in increasing job satisfaction. Discussion Locke has defined job satisfaction by saying that it is a positive emotional state that occurs due to appraisal in relation to ones job. Job satisfaction can be assessed at both global level (job overall) and at the facet level (different aspects of job). Facets in relation to job satisfaction includes that of appreciation, fringe benefits, nature of work, personal growth, recognition and that of supervision (Boukis Gounaris, 2015). Job satisfaction is inclusive of multidimensional psychological response in relation to an individuals job. The personal responses possess different components like that of cognitive, affective and behavioural. Affective job satisfaction is indicative of a subjective construct that represents an emotional feeling that the individuals have in relation to the job. It is reflective of the pleasure that the job can induce in an individual. Cognitive job satisfaction is indicative of logical evaluation in relation to different facets of a job. It does not mea sure the degree of happiness that can rise out of particular job facet but whether the job facets are thought by the employee of being satisfactory in relation to the objectives that they have set for the job. The Mercer Report has highlighted that workplace stagnation can lead to job dissatisfaction. It also suggests that when the objectives are stifled owing to lack of that of clear direction then it can amount to employee dissatisfaction. Company not supporting development of the innovative ideas can also lead to frustration in the workplace. Measuring the level in relation to job satisfaction can prove to be difficult owing to the subjective nature of the concept. People perceive of job satisfaction in different manner and they put weight age on different factors when they assess whether they are satisfied or dissatisfied with the job. A survey can be conducted and the workers can be asked whether they are satisfied with the job. An individual can be satisfied pertaining to an aspect of a job but he can be dissatisfied with that of another aspect. The benefits provided to a worker can satisfy an employee but he can be dissatisfied with the relationship with that of the co-workers along with supervisors. There is a relationship between productivity and job satisfaction. Unidimensional model in relation to job satisfaction will not be able to specify the factors that have proved to be most influential in relation to the rates (Men, 2014) The input and output model compares the relationship between what an employee puts into the job and that of the output. This model is helpful in measuring different aspects of that of job satisfaction but combines everything into a whole picture (Alegre, Mas-Machuca Berbegal-Mirabent, 2016) It cannot capture the difference between that of the intrinsic along with the extrinsic factors. The bi-dimensional model treats the factors that are intrinsic like variety in tasks to be different from the extrinsic factors like pay. This model groups the different factors in just two categories. Hackman along with Oldham was responsible for developing Job Satisfaction Survey that can help in measuring both the overall aspects along with specific facet in relation to job satisfaction (Umemura Kubo, 2016) Three dimensions pertaining to job satisfaction are that of general satisfaction, work motivation that is internal along with that of growth satisfaction. They are combined into that of a single measure. The particular aspects that are measured with the help of survey are that of security, co-workers, compensation and that of supervision. The Job Descriptive Index was developed by that of Smith, Kendall along with Hulin. The Job Descriptive Index comprises of 72 items (Jacobs, Yu Chavez, 2016). It was used for measuring five facets in relation to job satisfaction that was inclusive of work, promotion, supervision and that of pay. The ratings pertaining to satisfaction were combined with that of the faces in order to determine composite measure of that of job satisfaction. T he Job Satisfaction Survey was specifically used in order to measure the four aspects of supervision, security, co-workers and that of compensation. Job Descriptive Index on the other hand was specifically used to measure the elements of pay, promotion, work and supervision. The employees can be asked regarding the personal motivations and team meetings can be made use of for discussing crucial issues. The team meetings can be made use of to discuss issues related to the roles. It can help in seeking for creative manner that can ease the problems in ones professional life. Employee survey system can help in highlighting concern. Reducing the micro-management can help in increasing the job satisfaction in an organization (Huang Rundle-Thiele, 2014) It can help in making the employees to feel trusted. This kind of trust by the micro-management will be rewarded by the employees. Removal of the micro-management the focus will shift from expectations to that of the responsibility of the employees. Improvement of the small factors can have grave impact on that of the satisfaction of the team (Phillips Phillips, 2016). This does not necessitate spending on that of the new equipment or that of office fit-outs. Coffee machine or a kitchen equipment can add to t he satisfaction of the employees in an organization. Ergonomic seating in relation to the employees can help in making the difference. A survey can be run in the workplace that can help in assessing the needs of the employees. Conclusion: Job Satisfaction is indicative of whether an individual is happy with that of the job. The subjective nature of job satisfaction makes it difficult for the individuals to measure it. Job satisfaction is perceived in different ways by the people. Job Satisfaction Survey and Job Descriptive Index can be made use of in order to augment job satisfaction. Team meetings, employee survey system and reduction of the micro management can help in the process of increasing job satisfaction within an organization. References: Alegre, I., Mas-Machuca, M., Berbegal-Mirabent, J. (2016). Antecedents of employee job satisfaction: Do they matter?.Journal of Business Research,69(4), 1390-1395. Boukis, A., Gounaris, S. (2015). Some Preliminary Evidence for the Effect of Employee Satisfaction on Relational Switching Costs. InThe Sustainable Global Marketplace(pp. 162-164). Springer, Cham. Huang, Y. T., Rundle-Thiele, S. (2014). The moderating effect of cultural congruence on the internal marketing practice and employee satisfaction relationship: An empirical examination of Australian and Taiwanese born tourism employees.Tourism Management,42, 196-206. Jacobs, M. A., Yu, W., Chavez, R. (2016). The effect of internal communication and employee satisfaction on supply chain integration.International Journal of Production Economics,171, 60-70. Men, L. R. (2014). Strategic internal communication: Transformational leadership, communication channels, and employee satisfaction.Management Communication Quarterly,28(2), 264-284. Phillips, J. J., Phillips, P. P. (2016).Handbook of training evaluation and measurement methods. Routledge. Umemura, A., Kubo, H. (2016). The Approach for Organizational Activation for Employee Satisfaction and Higher Performance at Service Entities: A Proposal for Organizational Activation on the base of Case Studies.International journal of Japan Society for Production Management,4(1), 13-22.