Job Satisfaction in the Workplace Essay

Brent Meyers stated, as employees demand increases in salary, the cost of producing goods or services also increases. With the unemployment rate where it is to daylight and was, participation owners can remain stagnant with his/her current dissemble force as it pertains to wage increases. I c erstwhileptualize employees understand that passing employment in this economy can be daunting, and argument owners atomic number 18 educated to these thoughts. some other element that roleplays into product line comfort is vigilance strategies and personal interaction amidst managers and political party personnel. I lately read an article about spic-and-span managers and ten mistakes he/she may make.Management Top 10 upstart Manager Mistakes. In this article, John F. Reh channelizes out ten critical mistakes refreshed manager make. I swear he is spot on payable to shifts in management personnel here at Nypro, my current employer. The inaugural mistake on Johns list is t hinking he/she knows e actuallything. Most managers I digest come across micromanage his/her police squad repayable to lack of trust and believing his/her knowledge is far superior to those head for the hillsing under them. This in turn leaves little room for a team to develop because lack of communication is there amidst parties.The second conduct mistake new managers make is video display everyone whos in deposit. With the shift in new management personnel, Im sure as shooting everyone knows who the new boss is. Pushing ones weight around, and showing your egos true colors provide only overtake to resentment and failure to cooperate. This in-turn leads to employee dissatisfaction and approximately alike(p)ly, a lack in smell produced products. Third on this list is channel everything. Trying to re-invent the wheel will close likely lead to the discomfort of employees. Most people find it hard to change with the times.Most feel comfortable by staying with morsel and what he/she knows. Moving individuals out of his/her comfort zone can dep permite a negative impact on performance. With that said though, sometimes change is necessary, considering that our economic system is financially unstable, which in turn is effecting the way companies are doing business in this globalized business world. This list does continues on with negatives that impact parentage satisfaction, but I would also like to take the time to point out the positive influences managers can have as well. Bauer, T. , & Erdogan, B.organisational Behavior. chapter 12. Throughout this course we have learned the behaviors of individuals in the give-up the ghost personate, motivation, stress, communication, etc. Chapter 12, Leading sight Within Organizations was an eye opener for me. Some of the most fundamental aspects of managing a team or company has been forgot in my look by most managers in this current tune market. I conceptualize today, employees are missing t he People orientated leaders. By definition, People Orientated Leaders are those that show concern for employee feelings and treating employees with respect and retainer. Bauer & Erdogan pg. 290. ) Managers of today in my mind follow Theory X which states employees are lazy, do not enjoy working, and will avoid utiliseing energy on work whenever possible. ( Bauer & Erdogan pg. 291. ) I distinctly stated earlier that companies are struggling to return to a high up standing in profit aptitude due to a failing economy. By saying this, managers need to find ways to justify go forths and spending at bottom an organization. So how do they go about making such cut? By having an bumptious bearing and pointing the finger at employees.I dresst believe theory X is completely wrong, some workers in our companies are indeed lazy and do not want to expend energy on task provided, but I think if the managers of today were just as concerned with his/her manpower by being Open, Co nscientious, Sociable, and kind, as he/she is about profits and the stakeholders, the organizational environment may have a more fruitful existence along with a boost in productivity. Bauer, T. , & Erdogan pg. 286. Lisa M. Saari & herds grass a. Judge fibre study Employee Attitudes And Job Satisfaction. s an analysis of three major gaps between HR practice and scientific interrogation in the area of employee attitudes in general and the most focal employee attitude in particular- job satisfaction 1) the cause of employee attitudes, 2) the result of positive or negative job satisfaction, and 3) how to greenback and influence employee attitudes. Saari & Judge Gap-1 The Cause of Employee Attitudes The first gap focuses on employee personalities, cultural influences, and work situation influences.A study on dispositional influences found that puerility temperament was statistically related to adult job satisfaction up to 40 years later. (Staw, Bell, & Clausen, 1986 ) Further studies have shown that job satisfaction stems from a individuals disposition or temperament. (Shane, & Herald, 1996) notwithstanding the findings of these individuals Erez states that one of the limitations in this literature is that it is not yet informative as to how exactly dispositions affect job satisfaction. Erez, 1994) The researchers do say there is a correlation between job satisfaction, but know that organizations cannot directly impact employee personalities. So companies take different measures by placing employee into jobs that best fount him/her, and in-turn, improve employee attitudes. Cultural influences is another hot musical theme in this globalized job market. With the United States being the melting pot of the world, cross cultural workforces are inevitable.A study performed by Hofstede stated that there are quatern cross-cultural dimensions, (1) Individualism- collectivism (2) uncertainty avoidance versus risk taking (3) reason distance (4) masculinity/femininity. (Hofstede, 1980) The importance of HR to understand these four cross-cultural ciphers is detrimental to the adjustment of different cultural attitudes within an organization. Hofstede The last portions of gap-1 is turn tail Situation Influence. This to me is one if not the most important factor of job satisfaction, is the nature of the work itself satisfying.Also, these surveys provide data that a company can use to pinpoint problem areas within the organization. Nypro uses such surveys via internet to determine employee job satisfaction, would you recommend a relative or accomplice to work at Nypro, and are you satisfied with the work provided, question like that. This case study concludes its research with the view that more in-depth study is call for to measure the impact that employee attitudes have on an organization. Furthermore, this research will souse deeper into the understanding of relationships between employee attitudes and business perf ormance.This in-turn will Assist HR professionals as they strive to enhance the essential people side of the business in a highly competitive, global arena. Lisa M. Saari amp Timothy a. Judge I believe this case study pointed out some very strong facts that dictate a positive or negative attitude as it pertains to job satisfaction. Although the work performed was a focal point for this research and how it plays into a fruitful work environment. Managers attitude, friendship in the workplace, and economic stability, should have been focal points too of their research.I believe these three key factors play just as much a role in job satisfaction and employee attitudes as any other facet of a work environment. Understanding not just the employee and his/her personality, but the scope of the work environment, and management personnel that govern action among employees, will surely improve employee performance, attitude, and boilersuit wellbeing of a companys workforce. In conclusion, I chose this topic out of the many provided because job satisfaction in the work place has become a sore subject to discuss among co-workers in recent years.Since I have been in the manufacturing industry, I have heard dialogue of the business not being what it used to be. Employees are dissatisfied with the way companies in the manufacturing sector of business treat their employees. People dont feel a sense of job security, are overworked, understaffed, and underpaid. In this declining economy, companies that once saw rising profits, now find themselves making cut anywhere they can. This of course will impact the companys workforce itself. My storey pertains to management, and although there is areas of the business that are hard to control at the time, scathe of natural resources, conomic stability of the firm, competitors prices, and wages for employees, does not mean that managers have to provide fundamental areas he/she can control, company functions for staff members, perso nal interaction with the workforce, and letters or emails of praise to employees. I understand the financial kick in of the economy in 2008-2009 hurt a lot of firms, and those firms are bland recovering from unethical acts performed by banks, wall street, and government personnel, but lets not forget that the way we treat our employees has a bulky impact on, production, employee morals, customer satisfaction, and the firm itself.I hope to one day be in a management position so that I can make a difference in employees lives as it pertains to his/her work environment. I want to lend an ear, be open, be passive and assertive to get task done, and most importantly, understand that the backbone of the organization lies within a happy and productive employee. During my journey through this course, Organizational Behavior, I have learned the importance of understanding people from the standpoint of work ethic, cultural differences, and how different personalities play into how a organi zation blends its population and functions as a team.Although the book covers managing and leading people within organizations, proper close making skills, and the political aspect of power within companies. I believe an effective manager that is trying to create job satisfaction for his/her workforce needs personal people skill, and an understanding of cultural differences. I believe these fundamental characteristics, especially people skill, are sorely lacking in todays job market of managers.The main focus of most managers today seems to lie with the financial wellbeing of the company rather than having a balance between finances and employee welfare. This course has taught me how to interact with people on a professional level. Sure, I may not get along with everyone and may not have all the answers when I am a manager, but treating everyone with dignity and respect far outweighs ones ability to make the bottom line look good. Besides, without a mentally ample workforce, profi ts and success could be far out