Importance of Job Satisfaction - Essay Example

Job Satisfaction The capability of an individual to take change in a transforming organization depends on how an organization keeps their employees motivated and satisfied with the changes incorporated in an organization. There is a very strong link between satisfaction and productivity. In the world of work there is a lot of competition and for the finest outcome the transformed organization has to deal with lot of arguments Companies can’t just give employees all they want in order to continuously attract and retain them but I would like to have few things. My work itself has to be the best motivator. I need to know that the work I am doing is important, challenging and will help the organization achieve goals. Policies of the organization should be without any turns and twists. Salary and working conditions need to be decent for continuous attraction. Healthy feedback and interpersonal relationships are very important to me as well. I would need to know what is expected from me and will act responsibly. To bring the best out me, recognition of my time and work will be required I would like to know what I am doing is being appreciated. Last but not the least, a comfortable place to rest, unwind and have fun together. Cleanliness, work facilities and good working space are also very crucial. My working environment should be healthy to keep me hooked on. Insensitive boss can really be upsetting. I would always like to be supervised but in a friendly manner. All of these factors result in job satisfaction are linked with motivation. Presently, the world of work is desperately struggling to find a solution to attract the right people. This crucial concern mainly deals with job satisfaction. Companies are thriving hard to retain their high-quality work force at any cost. The factor which influences the employees varies. A sheltered environment where the valued work force feels secure and have job security can excel at its best. Obviously, a time factor plays a significant rule, since personnel require striking a balance in work and life, and both are demanding. The other visible features are reimbursements and benefits. Transformed organization tries to gives as much as they could to the employee but at the same time the tasks should be challenging enough. Lack of challenge can result in low job satisfaction. Organizations should be just ready to give little more to stay challenging to the worker. Over work and lack of training programs also make the work force frustrated. One of the chief challenges is when the managers are unable to tell the employee about their career development within the organization. A limited opportunity of growth within the organization makes the employee upset as well. Real problems of the world of work have to tackle with a professional sensitivity and only an organizational psychologist can be a help to deal with employ’s problems like lack of job satisfaction, ineffective communication and hiring of good work force. To measure the abilities of the potential, they may design a psychometric test, which are very popular. I/O psychologists are hired by HR departments, which work internally for the organization. The understanding of what maintains the job satisfaction stay is categorized in many points. Crystal clear policies should be made with the help of psychologist and should be made available in white and black to each employee. Productivity gets affected if one is not being paid fairly and gives a way to dissatisfaction. Salary survey can be conducted by the psychologist to see whether the employee is being paid according to the market. Raises and bonuses are biggest factors to main job satisfaction. To socialize is a human need, and when is spending half of the day at work it becomes a necessary. Psychologist can suggest and help the organization arrange events to develop friendship and healthy inter personal relationship. On the other hand, unsuitable behavior and language should also be taken care of by them. Organizational psychologists can not only help the company to hire an effective person at a supervisory post but can teach him/her about how to give a positive feedback and maintain healthy relationships. Only an organizational psychologist will be at a position to suggest more responsibility to an employee, to enhance his potential and give the sense of ownership. Conduction of surveys by organizational psychologist may help in finding the causes of dissatisfaction amongst the employees. The solution to the core issues would be provided by the psychologist. Good salary package with bonuses and reimbursements can give little guarantee of job satisfaction. But there are many other things which can matter to the employee to continue working in an organization. When an employee becomes a part of an organization, he needs to know which boundaries he has to follow and the same restrictions are there for everyone in spite of which post they are at. Crystal clear polices should be made and implemented, to keep the employee satisfied rather than making him lost in them. Herzberg’s theory gives the best insight to job satisfactory factors. It is compulsory for the employee to know how he is making a difference in the organization and how important he is for the organization. To keep oneself motivated at work one needs to make personal goals in accordance with organization ones. On the achievement of that goal one would require appreciation. Being accountable for a task also makes the worker responsible and gives satisfaction at the end. Recognition at work, even a little gesture by the boss gives a great boost and results as a motivating factor. To accomplish tasks, workers also need to communicate effectively An employee needs to be recognized for his efforts along with positive feed backs in order to increases job satisfaction. The organization should also be challenging and gives a leverage of decision making to an employee, to make him feel responsible. Least but not the last is, very important, advancement. Training programs are the best that transformed organization can offer to contribute to an employee’s education. It opens new ways inside and outside the organization and gives a substantial amount of satisfaction. It is high time for organizations to do more and take necessary actions to seal the possible job satisfaction gaps. References: Barrie, J. M. (2000). The Top 7 Challenges HR Professionals are Facing. Managing Working Relationships. Retrieved on 22nd November 2008 from, http://www.workrelationships.com/site/newsletter/issue6.htm Clark, Margaret M. (2005). Employees, HR differ on drives of satisfaction, survey finds. SHRH Home. Retrieved on 22nd November 2008, from http://www.shrm.org/surveys. Garcez, C. (2007). Job Satisfaction: The Challenges Transformed Organizations Face. Retrieved on 22nd November 2008 from http://aplawrence.com/Misc/job_satisfaction.html Read More