Job Satisfaction in Canada - Case Study Example

Job satisfaction in Canada Job satisfaction is an important element to consider when measuring performance of workers in their respective job areas. Satisfaction with one’s job leads to high quality work output. Workers with high job satisfactions enjoy higher motivations to continue committing to their respect jobs. Countries with higher job satisfaction have impressive economic performances. The view relates to the fact that satisfied population desires to work harder and exercise determination to produce the highest possible quality. When measuring countries’ economic and social stability, analysts consider job satisfaction among the working populace. Generally, developed economies and particularly the Western countries have higher job satisfactions. Workers earn good income that sustains much of their individual needs. In most cases, the workers depicting higher job satisfaction are in careers that are consistent with their personalities and interests. Some workers also depict job satisfaction because of attractive compensations and privileges given by employers. Most of the factors responsible for causing job satisfaction are present within the developed economies. Statistics have continually placed Canada as the country with the highest level of job satisfaction demonstrated by the citizens. According to the statistics compiled by the GfK and the Monster.ca (a job-search site) in November 2013, and targeting 8000 workers spread in Canada, UK, Netherlands, USA, France and India, Canadians are the happiest workers in the world. The level of job satisfaction of the Canadians is high to the extent that some work free without pay. When compared to the employees in USA, Europe, China and India, Canadian show higher tendency to love the job they do. The statistics further elaborated that nearly two-thirds that represent 64% of the Canadians like or love their jobs (CBS News). The statistics further showed that 24% of the Canadians would work free and without requesting for payment. The 40% of the satisfied population are likely to experience increased love for work with lapses in time. About 29% of the Canadian workers like their jobs and considers their jobs as good during the mean time (CBC News). Additionally, only 7% of the Canadians hated the jobs they do. Of the unsatisfied population, 5% think that they can do better while 2% simply hate and consider work unavoidable in their lives. The figures are surprising considering that Canadians classify among the lowest paid for mandatory vacation at two weeks in the globe. According to the GfK survey, the Netherlands followed Canada in terms of job satisfaction among workers (CBC News). About 57% of the Dutch confessed to love their jobs. India became third with about 55% of the workers demonstrating happiness and contentment with their contemporary employments. The United States of America followed closely with 53% of the working Americans confessing their satisfaction with their jobs. The UK, France and Germany had the levels of job satisfaction standing at 46%, 43% and 34% respectively. While Canada had job dissatisfaction stand at 7%, other countries including US, UK, Germany, France, the Netherlands, and India had job dislikes at 15%, 12%, and 10%, 9%, 7% and 5% respectively. The survey data released by the GfK and the Monster.ca indicated that the job satisfaction among Canadians seems to vary with age groups of the population. Many Baby Boomers prefer to continue working in their previous roles despite reaching retirement age. The rising trend of Baby Boomers to hold on their jobs past retirement age relates partly to the need to continue earning money for personal support (CBC News). Others also hold on the jobs because of obsession and love for their professions, and viewing involvement in activities like playing golf as wastage of time. The 7% of Canadians depicted as unsatisfied with job are majorly youths. Researchers have shown that about 13% of the Canadian youths aging below 25 years do not love their jobs. The trend relates to the fact that the youths are ambitious and anticipate quick success, which is elusive with the wages received. Many youths feel frustrations in the jobs and feels that they can improve. Despite the dissatisfaction with jobs, many employed youths count fortunate for securing employment considering the high global unemployment rates. Most Canadian youths are usually ready to take any available job position so to find money for clearing the hefty student loans. Canadians develop career passions when they spend longer time progressing in their current careers (Schermerhorn 17). The surveys further demonstrated that the number of workers liking their jobs increased steadily with increase in age groups. This representation means that the younger the worker the lower the level of job satisfaction, and the older the worker the higher the level of job satisfaction among the Canadians. About 24% of the studied workers at the age of 18-24 revealed that they loved their jobs. The figure rose to 45% for the worker aged over 50. The surveys conducted in Canada by the GfK and the Monter.ca has attributed money earned to the level of happiness derivable from work. About 70% of the Canadian workers who earn over $70000 annually are happier at work. The surveys also showed that only 55% of the Canadian workers who earned between $40000 and $69000 annually were happy with their jobs. The group who earn between $(10000 and 40000) had 44% of the members being happy with their jobs. In general, having a good paycheck is a fundamental motivation to enjoy working. However, good paycheck without proper balance between work and family life compromise the impact of wages and salaries on job satisfaction. As outlined by Wright, 51% of Canadian workers believe that effective work-life balance causes greater job satisfaction than money. Proper compensation leads to contentment with the job area ventured. As discussed by Shepard and Priya, employment benefits and coverage are also important determiners of the levels job satisfaction in Canada (29). Workers with access to benefits such as vision care, life and disability insurance, pension, drug plan, dental care and other medical covers demonstrate higher satisfaction compared to those who lack such benefits. Canadian employees also expressed satisfaction with employers providing benefits in the form of staff training to improve competence and performance quality in the workplace. The length of time that Canadian workers stay in the in their respective job areas also determines levels of job satisfaction. Many workers who feel very satisfied with the jobs have served in the particular sector for a period exceeding ten years (Krahn, Karen and Graham 11). Majority of the workers who feel less satisfaction in the respective jobs have served in the particular sectors for less than a year. The experience gained after spending long time in an organization strengthens skills of the individual workers and making them more competent in the given sector, and enjoying the benefits of high and quality performances. Job security is another reason that is responsible for the high level of job satisfaction among the Canadians. According to Diana, the significance of job satisfaction has become strong because of the economic challenges faced over the past few years (Diana). Randstad Canada organized for a survey of over 7000 Canadians in 2011. The results from the survey demonstrated that many Canadians cared more security of their jobs. From the survey, 53% of the respondents listed job security among the most important elements considered when deciding on an employer. The level of consideration of job security postulates that job satisfaction in Canada in not simply a matter of wage and compensation. With the current instabilities in the labor market, many employees are resorting to secure jobs that eliminate state of jeopardy and fear about losing employment. Flexibility is another factor that causes Canadian workers to depict high levels job satisfaction (Schermerhorn 11). The manifesting labor shortages have been making many employers become sensitive to the needs of the employees. Canadian work institutions are struggling to adjust with circumstances to ensure that employees evolve in environments that are accommodating and flexible. The purpose for such changes is to enable workers realize suitable balance between work and life, which is another crucial element for the Canadian employees. Futuristic organizations understand the benefits to adjust and adapt to the requirements of the more diversifying workforce to make happy employees and retain valuable talents. With reference to 2014 survey by Capital One, Wright reports that 44% of the Canadian workers cherish flexible working hours and possibility of working remotely as elements that foster job satisfaction. Precisely, flexibility of Canadian organizations to the needs of the labor force is among the reasons that Canadian workers are always the happiest in the world. Usually, the condition of the work environments influences the feelings of the individual workers. Uncomfortable work environment that characterize with dirt, litters, harmful materials remains and disorganized system of keeping work implements causes serious discomfort to the workers. At times, such unbearable conditions make workers to develop stress or health complications that generally cause dissatisfaction (Shepard and Priya 32). Good work environments characterizing with organized system of keeping work implements, clean, good relationship, support, and safe make workers enjoy work for surety of wholesomeness. Such conditions cause great satisfaction for the employees with their jobs. Good work environment is another reason that Canadian workers always depict highest levels of jib satisfaction in the world. When making choice of whether to stay in an organization, Canadian employees take note of the corporate culture and the work environment. Canadian workers rank pleasant work environments among the important factors to consider when choosing employers. Despite the normal pressures and stresses characterizing work environments, Canadian employees find comfort in their managers and colleagues. The Canadian employees also gain pride when contributing towards charity and corporate social activities, since the activities are in tune with the workers’ need to benefit the society. Furthermore, many Canadian organizations support programs for volunteering employees that resonates properly with the attributes of the Canadian workers. According Wright with reference to 2014 survey by Capital One, 24% of the Canadian workers expressed mentoring received from senior colleagues committed in their duties as important in enhancing contention at work. The Capital One survey also indicated that 41% of the Canadian employees confirmed that work environments with opportunities to attend conferences and take course for professional and personal development cause significant job satisfaction (Wright). Canadian employees value effective communication and flow of information within the organization. Lack of proper flow of information and communication from the top management compromises the level of job satisfaction that the worker can enjoy. The workers also gain more satisfaction when recognized for efforts demonstrated in the workplace. The survey conducted by the Canadian public service in 2011 paints a slightly different picture of the Canadian employees. The findings of the survey on public service indicated that many public workers doubt the competence and communication abilities of the senior management. According to Lavesque, about 52% of the public workers have confidence in the senior management officers of their departments or agencies. About 45% of the public workers approved that the senior management in their institutions makes timely and effective decisions. Additionally, 53% of the surveyed public workers confirmed that senior managements in their organizations allow effective flow of crucial information to the staffs. Lavesque adds that about 54% of the public servants have satisfaction with the manner or resolution of informal complaints arising in the work places. The group doubted the ability of the management to resolve workplace woes. Furthermore, the survey disclosed that only 56% of the public workers feel encouraged to be innovative and take growth initiatives. The survey by the Canadian public service in 2011, demonstrates that the use of the two official languages in the workplace can draw satisfaction. The survey showed that public workers who feel satisfaction with the use of the two official languages in the workplace ranks at 90%. Majority of the public service employees feel good when bilingual materials and training are available (Lavesque). Additionally, majority of the public service enjoy meetings allowing use of both official languages so that they can use the language of their choice. Regarding job satisfaction, 82% of the public service employees confessed to like their jobs. However, 64% of the population feeling satisfaction with their jobs would recommend their departments as great places to work. About 84% of the sampled workers confessed that their jobs fit well with their skills. Only 65% of the workers agreed that their sectors employed the right people (Lavesque). Around 58% of the workers believed that job selection process in their departments is fair. Moreover, 59% of the surveyed public servants expressed their willingness to move to other alternative jobs available in the public service. Even though many workers reported discrimination, about 88% agreed that their work units handled diversity in proper ways. The agreeing population indicated that their departments considered workers equally regardless of race, color, disability, and gender. Concisely, the public service employees in Canada post mixed levels of job satisfaction. In general, the level of job satisfaction in the Canadian public service is high. With respect to occupation, the survey by the Canadian public service showed that workers in the executive positions demonstrated high levels of job satisfactions. The executive officers also indicated higher tendency to remain in the current jobs even when similar positions are available elsewhere within the public service sector. Employees in the operational positions are the ones suffering from low job satisfactions. In addition, the operational employees have the highest likelihood to move to other departments within the public service. Supervisory positions satisfied 84% of the supervisors in the public sector. Non-supervisory positions satisfied 74% of the public workers falling in the category (Treasury Board of Canada Secretariat). Comparatively, the public serve workers have slightly low levels of commitment and satisfaction towards their organization than the workers in the private sector. In particular, 62% of public service workers confirmed satisfaction with their departments or agencies. The private sector on the other hand had 67% of the workers expressing satisfaction with their departments or agencies. However, little difference in the levels of job satisfaction exists between public and non-public service employees. The average level of job satisfaction in both the public service and non-public service sectors stand at 64%. With respect to age, public service workers under the 25 years expressed the highest levels of contention with their respective organizations. Employees aged over 60 expressed highest levels of job satisfaction with their jobs as public service workers. The population also demonstrated the highest level of commitment to their respective organizations or agencies. Employees having less than three years of experience in the public service expressed the highest level of satisfaction with their organizations. Little difference in terms of job satisfaction exists between employees having below three years and over 20 years of work experience (Treasury Board of Canada Secretariat). Employees in the two categories tended to express high levels of satisfaction with their jobs and commitment to the organization. Employees whose job experiences fall between 3 and 20 years reported slightly lower levels of job satisfaction with the public service. The findings from the Canadian public service survey enable comprehensive understanding of job satisfaction among people with disabilities. The people with disability have lower engagement levels in their jobs compared to individuals without any disability. About 83% of disabled public service workers are likely to express dislike for their jobs (Treasury Board of Canada Secretariat). The value is higher than the 75% of the other employees who are likely to agree to dislike their jobs. Additionally, 76% of the disabled compared to 69% of the other public workers are likely to disagree to have a sense of satisfaction with their respective jobs. Compared to normal workers (54%), disabled people are 66% less likely to gain satisfaction from their organizations. Furthermore, only 51% of the disabled peopled against 59% of the normal workers would remain in their current organization if vacancies exist in other departments within the public service. The aboriginal public server workers are less likely at 63% compared to 65% of the other people to express satisfaction with the agencies they serve. The aboriginal workers are also 61% against 65% of the other workers to recommend their current places of work as great. Furthermore, 56% of the aboriginal against 59% of the other public workers would migrate to other job vacancies elsewhere in the public service (Treasury Board of Canada Secretariat). Considered along gender lines, women serving in the public service demonstrated higher levels of job satisfaction compared to men. In fact, 83% of women compared to 81% of men in the public service confirmed to love their jobs, and 77% women against 74% of men agreed to have good sense of satisfaction with their duties. Majority of women at 66% in the public service compared to 62% of the male colleagues can represent their organizations as good workplaces. Additionally, women approximating at 68% compared to 63% of men serving in the public service expressed satisfaction with their organizations. Concerning job migration, 60% of women compared to 58% of men would remain in the contemporary organization if comparable jobs were available in other departments within the public sector. In conclusion, Canada is leading other world countries in terms of the level of job satisfaction among the employees. According to the 2013 survey by the GfK, 64% of employees in Canada express high levels of job satisfaction. Only 7% of the Canadian workers, who are majorly youths below 25 years, demonstrate lack of job satisfaction. Compared, public service employees demonstrated lower levels of job satisfaction compared to the workers in non-public sectors. Different factors combine to determine the levels of job satisfaction among the Canadian employees. However, there are certain common areas that the workers consider as responsible for the satisfaction gained in job areas. Good pay and availability of other benefits offered by the employers increase the level of satisfaction among the Canadian workers. Nonetheless, money and compensations are only impactful if there is good opportunity to balance between work and life. Flexibility of working conditions is another factor that enhances the level of job satisfaction among the employees on Canada. The workers also value good relationship with colleagues and the management as crucial in increasing the level of job satisfaction. Furthermore, few Canadian employees would describe their current occupation as good workplace to encourage others to want to join. Works cited CBC News. Canadians top job satisfaction survey: 64% love or like their job, ahead of workers in the Netherlands, the U.S. and U.K. 2013. . Diana, Fraser. Employee satisfaction: Canadians among highest ranked in the world. 2012. . Focus on Employee Engagement. 2013. . Krahn, Harvey, Karen D. Hughes, and Graham S. Lowe. Work, Industry, and Canadian Society. Toronto: Nelson Education, 2011. Print. Lavesque, Lisa. Public service job satisfaction: the survey results. 2015. . Schermerhorn, John R. Organizational Behavior. Hoboken, N.J: Wiley, 2012. Print. Shepard, Blythe C, and Priya S. Mani. Career Development Practice in Canada: Perspectives, Principles, and Professionalism. 2014. Print. Treasury Board of Canada Secretariat. 2011 Public Service Employee Survey Wright, Lisa. Canadians quite happy with their jobs, report says. 2014. . Read More