Work Satisfaction Essay Research Paper WORK SATISFACTION

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Work Satisfaction Essay, Research Paper

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WORK SATISFACTION

As the quotation mark from the Work in America study indicates, people want to experience that their work affairs, that what they do gives them some sense of fulfilment. Of class, other factors matter excessively, particularly room for promotion and compensation, but the most of import thing here is that work be meaningful.

But are these demands of import to the organisation? Sometimes yes, sometimes no. But more and more, they are going important to most organisations. While employers want a good occupation done, the more enlightened 1s besides know that anyone can get the hang their occupation and still miss satisfaction from it. Employees need to be happy at work, they need to cognize that there is room for them to progress in the organisation, and that they are being adequately compensated for their attempts. They want to be assured that they are bettering in life every bit good as in their callings. Workers will be more loyal to an organisation that they think attentions approximately them as people, non merely employees.

Bettering the quality of work life is one of the most of import tendencies in personnel direction in the 1980? s. More and more forces directors are describing to the president of an organisation instead than a vice-president. ( Mathis and Jackson, 1985 )

Organizations should endeavour to accomplish a on the job environment conducive to occupation satisfaction. Why? Because employees who get satisfaction from the work they do be given to make quality work systematically, which benefits the organisation. At the same clip, the single owes it to him/herself to seek work that is most fulfilling to him. Failure to make this leads to the quotation mark from Studs Terkel? s book.

All facets of work are conformable to proper control/management, including employee satisfaction. What can an organisation do to guarantee that their workers are happy?

An organisation can look for marks that the prospective employee might or might non be satisfied with the occupation during the hiring procedure. They can be better about garnering information on the occupation. Some stairss to better this would include questioning equals, subsidiaries, and supervisors. There besides has to be better interviewing of prospective employees, to see if they have the accomplishments or abilities under those conditions which the information assemblage identified. ( Bolles, 1981 )

Organizations can listen to the suggestions, congratulationss, and ailments of employees and act on them suitably. For illustration, if there is a supervisor who is hard and several employees complain about him, the organisation should take stairss to rectify the job and non disregard it.

There are specific action

s organisations can take to show grasp for their employees – compensation, benefits, acknowledgment, awards, etc. Some employers, for illustration, offer calling guidance for employees who might be dissatisfied with their occupations. Others offer employee-of-the month awards.

What can the single control? His/her experience of the occupation. As people learn what actions and activities satisfy them inside the most, they will take duty for happening and showing it in work. As people honor the actions they value most by working at them, they grow as human existences and as employees, ( Sinetar, 1987 ) Cipher has to take a occupation they genuinely do non desire.

Society has certain duties to bettering the nature of work. Our establishments, particularly the media, , instruction and concern, demand to make more to value the intrinsic wagess derived from work alternatively of lauding the outer 1s like money, security, etc. Too many people wind up or remain in occupations they dislike because & # 8220 ; I need to back up my household, & # 8221 ; & # 8220 ; I? ve been here twenty old ages, & # 8221 ; & # 8220 ; I? m excessively old to seek anything new. & # 8221 ; & # 8220 ; I don? T know what I want, & # 8221 ; & # 8220 ; The wage ( or pension program, insurance, etc. ) is good. & # 8221 ; & # 8220 ; I? ll ever be able to happen work. & # 8221 ; At the same clip, the stereo types of & # 8220 ; hungering creative persons & # 8221 ; or & # 8220 ; PhD? s driving hack & # 8221 ; are promoted to state us that we will endure if we are non & # 8220 ; practical & # 8221 ; and take whatever occupations are available.

Society can besides travel further in valuing all sorts of work, non merely work that is glamourous, esteemed, well-paying, or self-sacrificing. How many amahs, janitors, street-sweepers and other & # 8220 ; low-lever & # 8221 ; workers are unhappy because society says they should be making & # 8220 ; more & # 8221 ; with their lives? This is one ground why such work is so low-paying- it is non valued.

The organisation has the duty to supply occupations, know to the full what the occupations entail, hire and train the right workers for them, supply a on the job environment conducive to occupation satisfaction, listen to those workers, and compensate/reward/advance/evaluate them adequately.

Persons are obligated to take ultimate duty for their satisfaction at work, for bettering the nature of their occupations. No employer will make for us what we should make for ourselves, and we must larn to be above society? s messages and listen to our ain & # 8220 ; interior voices & # 8221 ; that tell us what will give us the highest fulfilment.

Richard N. Bolles. The Three Boxes of Life. Berkeley, CA: Ten Speed Press, 1981.

Robert L. Mathis and John H. Jackson. Forces: Human Resources Management

St. Paul, MN: West Printing Company, 1985.

Sinetar Marsha. Make What You Love, The Money Will Follow, Mahwah, NJ: The Paulist Press, 1987.

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