Essay Structure
Introduction
I will be discussing the job elements which would lead to personal and professional satisfaction at the job. If these elements are missing, there would be no satisfaction and motivation to work with dedication and loyalty. These job elements would be based on my personal and professional experiences and what I have learned from my peers. I have been working part time at various organizations where I learned that if the job description does not match my personality traits, I will not be able to feel the satisfaction from my job. Moreover, if the job element does not appreciate employee engagement in important decisions or does not value work-life balance and flexible work timings, then the job will never create satisfied employees. If the job allows the employee to interact with other organizational members and gain from their learning and experiences, then the job can be very satisfying. If the managers and leaders review my performance on a timely basis and provide me constructive feedback whenever and wherever necessary can certainly create job satisfaction. Feeling valued at work can also lead to adequate job satisfaction at a personal level. Most of all, job satisfaction is closely linked to the sound work environment and effective job description (Gruneberg, 1979).
Job satisfaction is closely linked to the sound work environment and effective job description.
Main Point #1: Job satisfaction is mandatory for having a skillful and dedicated workforce.
If the job description is such that it matches my knowledge and skills, then it is certain the I will feel satisfied with my job. If an employer hires me for a job which does not match my background and skill set, then it will become quite hard for me to meet the defined targets. Such a situation will create dissatisfaction and I might consider job switching.
If the organization takes care of its employees and facilitates them in every possible way by offering open communication and feedback mechanisms, the employees would exhibit high levels of job satisfaction. When there are no communication barriers between various levels of management, it becomes easier to inform the employees what the senior management expects from them and the senior management also becomes aware of any problems that employees feel must be tackled so as to create a productive work environment. Coaching and mentoring are essential elements of a job which when provided timely and in a polite manner can certainly add the dimension of satisfaction to the job.
Main Point #2: Sound physical work environment, excellent managers, and leaders, helpful coworkers, and techniques of performance management and motivation can certainly help in generating job satisfaction among employees.
A. The system of performance management and counseling has to be strong so as to fulfill the satisfaction needs of individuals. If I see that I do not receive any recognition for performing well or no guidance from anyone when I am unable to achieve my targets, then I will feel dissatisfied with my job.
B. Managers and leaders when to provide timely and constructive feedback and offer a clear course of direction for achieving objectives, the targets can be achieved effectively. Flexible work hours are also a plus. If the job offers sufficient opportunities for maintaining a balance between personal and professional life, it would certainly be seen as satisfying from my viewpoint.
4. Conclusion
In order to ensure that the workforce is focused and keen on achieving their targets, the job elements need to be designed effectively while keeping the general factors of motivation as well as the characteristics of employees. The job duties must be aligned with the skills of the employee;guidance and feedback must be provided whenever necessary; a culture of open communication must be present; effective leadership can also motivate the employee to perform better; flexible working hours and looking at the job as fun rather than an obligation can certainly build and enhance job satisfaction.
Reference
Gruneberg, M. M. (1979). Understanding job satisfaction. Halsted Press.
