My Business Issue Is Job Satisfaction

Organizations that are serious about making improvements are going to have to deal with the issue of job satisfaction. Job satisfaction can be best described as the positive feeling that an individual has about their job resulting from an evaluation of the job’s characteristics (Robbins & Judge, 2009, p.31). It would seem natural to think that job satisfaction would have a positive correlation with successful organizations. What impact does job satisfaction have on an organization? Research will show that there are not only internal effects from performance related issues, but also external effects that impact customer satisfaction.

The CIPD (2014) factsheet states that Employee Engagement is a concept that ‘is generally seen as an internal state of being – physical, mental and emotional – that brings together earlier concepts of work effort, organisational commitment, job satisfaction and ‘flow’ (or optimal experience)’. An engaged workforce willingly demonstrates discretionary effort within their roles; their goals and values reflect that of their employers/organisation; they express a passion for work, feel valued and that their work has meaning.

As Christians we are commanded to be engaged employees, “in your toil at which you have labored under the sun. Whatever your hand finds to do, do it with all your might” (Ecclesiastes 9:9b-10a, New American Standard Bible). The concepts of organizational commitment and occupational commitment are not lost on junior troopers. The vast majority of troopers enjoy being an officer, but they love being a State Trooper. In their study on Employee Engagement, Bhuvanaiah and Raya, researched much literature that correlated employee engagement with completing organizational goals (Bhuvanaiah & Raya, 2014). In the same way, a trooper’s degree of engagement in the State Police serves to fulfill its goals. The organization is given a certain amount of reverence and allegiance by the trooper.

Financial Advisor (2007) reported that one of the major reasons employees left their jobs was because of job dissatisfaction. Kreitner and Kinicki (2010) defined job satisfaction as “an affective or emotional

The relationship between job satisfaction and job performance needs to be analyzed before a decision can be made to increase job satisfaction to positively affect job performance. Conventional opinion holds that increased levels of job satisfaction leads to increased job performance. Empirical evidence does not validate such a strong correlation. Alternative models exist that describe job satisfaction and job performance having mutual influence on one another as well as no influence at all. Job performance may also be enhanced through organizational and personal factors like reward systems and self-esteem. Job performance itself has multiple aspects and each aspect can be affected through different means. A simplistic correlation between job satisfaction and job performance should be avoided. Job performance can be improved by providing training and development opportunities to employees.

There are several attitudes that are involved in the overall concept of job satisfaction. This is an important facet of all businesses. Being in the military gives a unique perspective to these concepts. Not only that, being a member of Special Operations makes my perspective much more acute. All aspects of these attitudes can be applied here. However, I will focus on a select few that are the most obvious within my organization.

When a person comes to work each day, they are required to perform their job duties to the best of their ability. However, how a person performs these duties each day depends on how much they like or dislike their occupation. Job satisfaction affects job performance and turnover rates. “Job satisfaction essentially reflects the extent to which an individual likes his or her job. Formally defined, job satisfaction is an effective or emotional response toward various facets on one’s job (Kinicki & Fugate, 2016, pg. 57).” It is possible a person only likes part of his or her job though. Job satisfaction has five predominant models. These models are: was need fulfillment met, are expectations met, values, equity (fairness), and dispositional/ genetic components. Job satisfaction also affects attitudes and

Employee satisfaction is a prerequisite for the customer satisfaction. Enhanced employee satisfaction leads to higher level of employee retention. There is a definite link between employee attitudes and customer satisfaction. If employees are unhappy or dissatisfied, despite their best efforts; it is difficult for them to conceal this factor when interacting with customer and other staff members. One of the primary reasons for evaluating employee satisfaction is to identify problems

Comcast is known as the top cable TV provider in the nation with the fastest internet speeds along. Even though Comcast has many great achievement and awards there were still business issues that had existed in the organization. In the past Comcast did receive some bad publicity in regards to their customer service as it impacted the customer experience. Every great company has went through many obstacles but it is all about how the organization overcomes those obstacles. The key towards success was not built over night but over time for a successful future. "Good introductory paragraph

Job satisfaction is a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences. It has been treated both as a general attitude and satisfaction with five specific dimensions of the job: pay, the work itself, promotion opportunities, supervision, and coworkers. Challenging work, valued rewards, opportunities for advancement, competent supervision, and supportive coworkers are dimensions of the job that can lead to satisfaction (Nelson & Quick, 2013, pg.

Job satisfaction is the positive feeling about a job in evaluating characteristics, interactions, and dynamics (Robbins & Judge, 2009, p. 79). Conversely, job dissatisfaction occurs when employees have a negative feeling about a job whether it is a dislike for the organizational culture or a job-personality mismatch. Warning signs of job dissatisfaction are negative employee behaviors such as decrease productivity, increase absenteeism, and increase turnover (Stretch, 2009a, s.16). These factors coupled with withdrawn employees, reward misallocation, and poor employee attitudes can increase costs for firms (Podsakoff, Whiting, Podsakoff, & Blume, 2009, p. 123). Moreover, job-personality mismatches can lead to employee dissatisfaction and higher turnover, and high customer dissatisfaction can cause employee dissatisfaction (Robbins & Judge, 2009, pp. 83).

Job satisfaction can be defined as an attitude or feeling one can have toward ones job. Job satisfaction is "the extent to which people like (satisfaction) or dislike (dissatisfaction) in their jobs. (Spector 1997) One of the biggest studies in job satisfaction was the Hawthorne studies which were credited to Elton Mayo in the year's nineteen twenty-four to nineteen fifty-three. Elton

In this study, job satisfaction will be operationalized using selected items from the 18-item Index of Job Satisfaction (IJS) developed by Brayfield & Rothe (1951). A 5-point Likert scale will be used to measure the outcomes ranging from the lowest indication of job satisfaction as 1 (strongly disagree) to the highest indication of job satisfaction 5 (strongly agree). This will

Job satisfaction is the very important factor in general quality of life because it is closely connected with working life (e.g. Argyle, 1989; Bang & Lee, 2006), with family life, everyday life, and mental health (Orpen, 1978; Schmitt and Bedeian, 1982; Faragher, Cass & Cooper, 2005). Level of job satisfaction is also highly related to turnover, absenteeism rate, work productivity or accomplishment (Muchinsky, 1977; Organ, 1977). Many researchers (e.g. Cherrington, 1994; Acorn, Ratner & Crawford, 1997; Ostroff, 1992; Spector, 1997) state that employees who experience high job satisfaction contribute to organisational commitment, job involvement, their physical, mental health and overall well-being are improved. Job dissatisfaction on the

Today’s business environment is highly competitive and rapidly changing. Many organizations are competing to survive in this environment. Motivation and the employee job satisfaction are essential for the long-term success of the organization team. Evaluation of the employees’ job satisfaction is a major problem of the Organization, until it affects the achieving of goals.