Review of job satisfaction

The favorable emotions that people experience as they go about their daily business at work are referred to as job satisfaction (Pengilly, 2010). Since job satisfaction directly affects how well people perform, it is given top priority throughout talks and studies conducted in the workplace. There are primarily two forms of job satisfaction when it comes to how the employees feel about their roles. The most prevalent type of job satisfaction has to do with how employees generally view their position within the company. The second factor is job facet satisfaction, which is related to how people feel about particular aspects of their jobs, including as pay, work, salary, growth opportunities, relationships with workmates, job environment, and benefits. In order to pick out the specific job qualities that need to be modified, the organization makes use of the results from job facet satisfaction. Afterward, the organization will be in a better position to deal with the upcoming matters in the job environment and positively change the general findings from job satisfaction.

Negative Characteristics of Job

Social Processing

Some employees look up to their workmates in order to acquire certain feelings towards the job environment (Gruneberg, 2014). If the employee is surrounded by people who are optimistic and happy with work, chances are high he will be the same. On the other hand, if he is surrounded by people who pessimistic and dissatisfied with work, chances are excellent he will end up having the same attitude. Once a new employee ends up associating with pessimistic and unsatisfied workmates during the socialization process, they may end up getting influenced negatively.

Dispositional (Employee Characteristics)

  A number of individuals tend to feel contented or displeased with their job even without regarding the kind of work or the environment of the organization. Some individuals are naturally optimistic while others are naturally pessimistic for example Maria Santiago is optimistic. This can be brought about in their day to day running of their duties at work.

Positive Characteristics

Life Satisfaction

The life satisfaction of a worker may alter job satisfaction in a positive way and the opposite is also true. When one wants to predict job satisfaction, a positive determining factor for this is to check life satisfaction. One has to admit that the relationship between life and job relationship is significant and jobs have to meet this requirement for full development of a person’s potential.

Engagement

Once a job is satisfying to a worker, they are able to have an engagement worker. This is one who is passionate about the company and the job they are doing. A team member assisting a fellow worker who is having trouble with doing some work is a good example of employee engagement. Mike Walker is also a good example of this, assisting his workmates to perform. As a result, this is important to further job satisfaction in the midst of this productive people.

Levels of Satisfaction

Contrary to what people believe, there is a weak link between job satisfaction and job performance. Elements of the current state of economy or job structure are the cause for this weak link. For example, there are jobs structured in a manner which permits a certain standard of performance thus there is no room for greater satisfaction. Furthermore, the rise of unemployment causes unsatisfied work effectively thus picking an unsatisfying job instead of unemployment.

The Economic downturn is an element influencing turnover and at this time, a worker may not find other places to work in. Furthermore, an optimistic employee may have to step down from his job due to personal reasons like relocation or illness, for example, the situation that Darell Washington is in. It will not be possible to account for any interrelation of job satisfaction. Additionally, one may definitely be looking for another job in case they are unsatisfied whereas a satisfied individual is not looking for a new vocation.

References

Gruneberg, M. (2014). Understanding job satisfaction (1st ed.). [Place of publication not identified]: Palgrave Macmillan.

Pengilly, M. (2010). An examination of principal job satisfaction (1st ed.).