Job Satisfaction: A Determinant of Job Performance - Essay Example

A positive job performance mark will most likely bring bright, sunny days to employees -- with the rewards, incentives or promotions ideally showered upon them. By ideally, one is to convey that firms reward their employees differently and that the job performance evaluation is significantly subject to the immediate head, supervisor or manager. On the other hand, a negative job performance mark will make any manager to scratch in wonder. This mark follows the double-checking of all pertinent information to support (or dispute) the final mark.

The simplest but insufficient action plan then is informing the employees and telling them to improve. This is insufficient because the employee is left to ponder what went wrong and what to do. The most effective way is working out the puzzle with the two -- manager and employee. This approach ensures the consistency of data interpretation such that employee’s knowledge is in-line with the manager’s. This post-evaluation may provide several factors at play in an employee’s performance.

One factor is job satisfaction. This paper sought to elaborate job satisfaction and performance as independent concepts, their relationship and the required strategic simulation under the assumption that job satisfaction is an important determinant of job performance. Job Satisfaction Satisfaction is a state of mind induced by events that show how everything goes well according to one’s wants or needs. . Colquitt, et al. (2011, p.105) defined job satisfaction “as a pleasurable emotional state resulting from the appraisal of one’s job or job experiences.

” Evidently, apart from the boss’ appraisal of employees’ work, the employees, themselves, do an appraisal too -- their ‘relationship’ with their jobs. They constantly check the condition of this ‘relationship’ because relationships are a great source of security. Thus, upon reflecting their feelings with their work and the perceived result happens to be positive (which means high job satisfaction), then job security is assured. All of these positive consequences yield ‘pleasurable emotional state.

’ This state is a reliable indication of a healthy working life. More often than not and unconsciously, employees’ every move and manner is reinforced by their job satisfaction. Less satisfied employees cannot optimally work due to their varying reservations about their specific job aspects. What makes cases like these the more helpless is the fact that the manager may not know or even with that knowledge, ineffectually ‘mitigates’ the problem. Thus, it is crucial for the management or the immediate head to be very aware of the things employees value aside from what the job or company can provide.

It is important that such rewards or incentives are recognized by the employees. Ideally, recognized rewards should be the ones provided by the company. However, it is recognizable that the job itself should ideally be the one to provide the most rewarding or fulfilling moments among all other work aspect. Emerging factors of job satisfaction add more to its complexity yet they are simplified by the identified “critical psychological states.” These include the