Job Satisfaction in the USA - Research Paper Example

Job Satisfaction in the USA A new survey conducted by the Conference Board showed only 45 percent of Americans are satisfied with their work.  This is the lowest level ever recorded by the Conference Board in more than 22 years of research. (Smith, “How to Increase Job Satisfaction…”) Many people do not have a job that brings true satisfaction and joy – they wish it would. In pursue of career our dreams and aspirations are one thing and practicalities are another. If an employee can have both – that is a treasure job to pursue. However, often times the two does not go together. Yet, it is possible to be getting job satisfaction even doing menial tasks. It can be greatly influenced by a variety of factors. Work plays a significant role in our lives. In our quest to be happy and productive, having a strong sense of job satisfaction is important. When you are dissatisfied with your job, this tends to have an influence on your overall outlook on life. While you may not be in the career of your dreams right now, it is still your responsibility to make sure that what you are doing is satisfying to you.( ”Creating Job Satisfaction. Getting the most from your job.”) Why is it important anyway? What difference does it make if one is satisfied with his job or not? There are many answers, yet one thing is sure – when stress mounts, job satisfaction lowers, which leads to more stress and then it becomes a vicious circle. But, fortunately, there is a way to break that routine. The first thing to evaluate is an attitude employee has for his job. He might see his job as a carrier, or a job or, perhaps, a calling. If the job is only a way to get money, the employee would be moderately satisfied receiving his monthly salary for a fair number of tasks completed. If it is a carrier the employee pursues, he will be looking for position advancement and will be working harder to get it; and if it is a calling – the employee will work passionately, finding a sense in the fulfilling of the job itself. There are not so many people, though, who would not want to advance in their job at least in some way. For some of them it would only be important to grow in their skills and performance, others would prefer additional knowledge and growth in hierarchy. In either case, advancement is one key element in job satisfaction. Of course, it is not possible for all the workers to be completely satisfied with their job all the time and increasing job satisfaction is a challenge faced by managers. There is no across the board solution to the problem that would work well for everybody, since each company is different and must find their own unique and efficient way. But let’s take a look at different factors that contribute to job satisfaction. Besides personal motivation for the job, another factor in employee being more satisfied is positive working environment. According to Fran Tarkenton “you have to find what turns people on” then you will know how to motivate them. Motivating working environment means caring for the needs of workers. That includes benefits for the workers, such as health care, childcare etc, as well as retirement benefits rising with the experience and age of the employee. Also, it really stiffens people’s productivity and satisfaction when they have many cumbersome and difficult policies and rules. Working place set-up and its comfort has a positive effect on workers’ job satisfaction, so it has to be considered how comfortable and ergonomic desks and chairs are and if there is a proper lighting etc. Another challenge is personal recognition and financial compensation for the job. All the employees have a need for recognition in some ways. While receiving salary is something the employee expects, his skills being noticed, or achievements, or personality etc, is something that comes as a bonus, and, though often it is not tangible, it can significantly improve employee’s self-esteem and job satisfaction. Simple acts, like a greeting, a pat on the back, approving smile etc, do wonders. Yet, though it is simple, it can be a challenge for a manager or employer to have his attention on that as well as the task at hand itself. Next challenge is improving skills of the one performing work. As we know, the work can be done in many ways and doing almost anything looks easy for the manager. There are monotonous, repetitive tasks, yet there is hardly any job that cannot be done better if the employee would have the knowledge how. Therefore, if there some training opportunity provided that will enhance worker’s skills, advancement will follow. What also helps is clear explanation on the job at hand and needed resources to do it. Workers readily accept trainings, coaching, insight into job and feedback on their performance. This also builds enthusiasm and improves morale if the workers. After receiving clear instruction on the job there comes time for employee’s responsibility and the freedom of action in search for solutions. Accountability adds to the interest people have in their job, provides a challenge and give space for creativity, opportunity to use their skills, knowledge and experience. Confidence in their ability to carry out the task shown to the workers pays off in satisfied employees, who typically like trying new things and approaches. It is important to see that their efforts are recognized in some way. It might seem to be a paradox, but if workers are paid well and taken care of well, but their work load is un-proportionately light; it might also be a source of dissatisfaction and complaint. People like to be challenged and really “earn” their salary as well as having a purpose in what they do. The above mentioned factors are among the most important ones identified as such that bring job satisfaction, according to 2009 survey by the Society for Human Resource Management (SHRM). Other factors involve relationship with immediate supervisor and colleagues and senior management. It is highly necessary to be comfortable with the people you work with. If there are unpleasant conversations and relationships at the workplace it is difficult to concentrate on the job at hand. It is not necessary for a worker to be best of friends with everybody in the company, but it is important he learns to get along with them. Feelings of hatred and gossip are very destructive and counterproductive for a personality and for the company overall. Helping employees overcome personal issues might be the very key in upping job satisfaction and teambuilding. It is really easy to get focused on individual’s job and lose the perspective on benefits of others. If positive and comfortable communication among co-workers strives, employees are looking forward to coming to work every day. There are many tactics to improve communications; some are very simple things such as having routine breaks for informal recognition like birthday cards, gifts or cakes. There are times also to have a corporate event planed to have employees bond together as a team. If there is an employee that is repeatedly ignoring those events, chances are he will not be a part of the team much longer. It might seems as unnecessary and even disruptive to the work, but in reality after having a time to relax together, workers return to their tasks more energized, motivated and satisfied. The communication with supervisors is important as well. Workers resent different yardstick applied at different times and to different workers - both in rewards as well as in penalties. Derogatory comments from administrative stuff, threatening in any form creates disloyalty and performance level lowering. Tight control, hostility, harshness or lack of understanding of what is going on, or what to expect can take a toll on the staff and its loyalty to the company. Workers who would have volunteer for the project and will finish it on time and with excellence would no longer care to help. Inconsistency in benefits applied among members can be a source of dissatisfaction as well. There are many examples of people finding their “dream job” in all the respects, yet experiencing a measure of burn out because of having not balanced life. The job occupies most of their time and energy, leaving very little, if any at all, time to rest, sleep or simply to be with one’s family. Long hours induce tiredness and fatigue. This condition might cause lack of attention, more mistakes made, stress and irritability built up, dissatisfaction increase. If the task at hand requires longer working hours, the provision must be made for a worker to have breaks or the motivation provided to keep going, such as making sure the worker will be compensated in some way. When the focus is too much on the work to the expense of personal life, there is a risk of putting the whole system in distress, resentment to build up and to lose the sense of perspective; it brings a cloud of negativity over every aspects of worker’s life and might even affect him physically so much so that he might have to use medications such as anti-depressants or even heavier drugs. Whether finding a new career or increasing work motivation, a person's workplace values have a direct impact on his job satisfaction and performance. (Lawrence, “Increasing Job Satisfaction Through Work Values Alignment”) The employees want to understand how their company doing overall, its position on the market, how it compares to its competitors and how valuable workers’ contribution to the success of the company. They want to be informed in the timely manner. And, whenever applicable, they want to have a say in the decision making. Businesses have searched far and wide for the competitive advantage, the best equipment, robotics, or the latest business technique.  These devices provide only temporary solutions.  The true competitive advantage is trained and motivated people proudly working together, contributing their vitality and energy toward the goals of the enterprise. (Smith, “How to Increase Job Satisfaction…”) References Bhosale, Shalaka, “Job Satisfaction – Assessment.” Buzzle.com. Buzzle.com.n.d.Web. 2 April 2011 Lawrence, Thaddeus. “Increasing Job Satisfaction Through Work Values Alignment” Suite101.com Media Inc. 7 Apr 2010.Web. 3 Apr 2011 Smith, Greg. “How to Increase Job Satisfaction and Improve Employee Engagement.” Chart Your Course International. 5 January 2010, Web, 4 April 2011 “Creating Job Satisfaction Published.” Life Connections, Issue 6, Banenoch & Clark, Jan. 2009. Web. 4 April 2011 “Top 5 Tips For Increasing Employee Job Satisfaction.” InfoBarrel. Hinzie Media Inc, n.d. Web. 4 April 2011 “Job Satisfaction: Ways to Make the Workplace Stress-free”, posted in Stress Management. Stay healthier, 15 Jan. 2010. Web. 4 April 2011 ”Creating Job Satisfaction. Getting the most from your job.” Mind Tools Ltd, n.d.Web. 4 April 2011 “Job Satisfaction”. Managementhelp.org. Authenticity Consulting, LLC ®. n.d.Web. 4 April 2011  Read More