This document discusses factors that affect job satisfaction. It begins by defining work and the labor force. It then examines the composition of the labor force and different types of occupations. Unemployment rates are also discussed. The document finds that most workers report being satisfied with their jobs, though satisfaction varies by income, age, and other factors. It identifies 10 key factors that influence job satisfaction: working environment, fair policies, feeling cared for by their organization, appreciation, pay, age, personal interests/hobbies, respect from coworkers, flexibility, and the nature of the work.
This document discusses factors that affect job satisfaction. It begins by defining work and the labor force. It then examines the composition of the labor force and different types of occupations. Unemployment rates are also discussed. The document finds that most workers report being satisfied with their jobs, though satisfaction varies by income, age, and other factors. It identifies 10 key factors that influence job satisfaction: working environment, fair policies, feeling cared for by their organization, appreciation, pay, age, personal interests/hobbies, respect from coworkers, flexibility, and the nature of the work.
This document discusses factors that affect job satisfaction. It begins by defining work and the labor force. It then examines the composition of the labor force and different types of occupations. Unemployment rates are also discussed. The document finds that most workers report being satisfied with their jobs, though satisfaction varies by income, age, and other factors. It identifies 10 key factors that influence job satisfaction: working environment, fair policies, feeling cared for by their organization, appreciation, pay, age, personal interests/hobbies, respect from coworkers, flexibility, and the nature of the work.
This document discusses factors that affect job satisfaction. It begins by defining work and the labor force. It then examines the composition of the labor force and different types of occupations. Unemployment rates are also discussed. The document finds that most workers report being satisfied with their jobs, though satisfaction varies by income, age, and other factors. It identifies 10 key factors that influence job satisfaction: working environment, fair policies, feeling cared for by their organization, appreciation, pay, age, personal interests/hobbies, respect from coworkers, flexibility, and the nature of the work.
EXPERIENCE 6.1 Work Work is an important aspect of adult life. It is conceptualized very narrow as activities which people do for a wage, salary or fee. If you begin working at age 18 and retire at 65, you will have spent 47 years in the labor force. An examination of the labor force, types of jobs workers held, and the degree of satisfaction among workers are the topics of this section.
6.2 The Labor Force
The Labor Force: consists of all individuals age 16 and older who are employed in paid positions or who are seeking paid employment. People who are not paid for their services such as homemakers, are not considered to be part of the labor force.
6.3 Composition The nature of something's ingredients or constituents; the way in which a whole or mixture is made up. A profession: is a high status occupation that requires specialized skills obtained through formal education. Professional level work includes jobs such as engineer, lawyer, teacher, dentist, or writer. Another changing aspect of the labor force composition is the rise of minority workers as a percentage of the total workforce.
6.4 Unemployment Unemployment is the situation that occurs when a person does not have a job but is actively seeking employment. The Unemployment rate is the percentage of the civilian labor force that is unemployed but actively seeking employment. The unemployment rate varies according to such factors such as age, gender, and race and culture background. There are always people who are in the process of seeking employment.
6.5 Occupation Executive, administrative, and managerial: E.g., Business executives, office managers, sales managers, public relations supervisors, bank workers, receptionists, cashiers, and store managers. Professional specialty: E.g., doctors, lawyers, dentists, pharmacists, librarians, nurses, engineers, artists, veterinarians, psychiatrists, social workers, teachers and accountants. Technical occupations: E.g., laboratory technicians, dental hygienists, medical assistants, licensed practical nurses, and X-ray technicians. Sales workers: E.g., retail salespeople, insurance salespeople, real estate agents, and manufacturers’ representative. Service occupations: E.g., private household workers – maids, cooks, butlers, and nursemaids; protective service workers – waitpersons, cooks, dental and nursing assistants, janitors, hairdressers, airline attendants, and child care workers.
1 Precision production, craft and repair workers: E.g., mechanics, television repairers, shoemakers, dressmakers, tailors, printers, carpenters, plumbers, electricians, concrete workers, skilled precision production workers. Operators, fabricators, and laborers: E.g., packagers, assemblers, welders, heavy equipment operators, freight handlers, warehouse workers, and laborers. Farming, forestry, and fishing: E.g., farm owners and operators, farm laborers, lumberjacks, fishers, hunters and trappers.
6.6 Job Satisfaction
Research indicated that the vast majority of workers are satisfied with their jobs. The lack of satisfaction varied according to factors such as income and age. Income and Age and other factors: Workers with higher incomes reported greater satisfaction with their work than people with lower incomes. Older workers are more satisfied with their job than younger workers. Workers expressed the greatest satisfaction with such job characteristics as workplace safety conditions, relations with co-workers, flexibility of hours, the opportunity to do what they do best, and job security. In the Gallop poll; workers expressed dissatisfaction with the amount of on-the-job stress, their income, and their chances of promotion. They also displayed unhappiness with the benefits they received, such as health insurance, and retirement plans. 1/3 of those surveyed in the 1999 Harris poll said they it was very likely that they would change jobs in the next five years. Changing careers means that workers go into a new field for which their previous experience does not directly qualify them. Statistics indicate the average worker will change careers from 5-6 times in a lifetime.
2 6.7 Factors Affecting Job Satisfaction
1. Working Environment.
Need an environment which is healthy and safe and which caters for both personal comforts and facilitates doing a good job. If the working conditions are good (clean, attractive surrounding), the personnel will find it easier to carry out their jobs. If the working conditions are poor (hot, noisy surrounding), personnel will find it more difficult to get things done. Having a friendly, and supportive environment can lead to increased job satisfaction.
2. Fair Policies and Practice
Individuals who perceive that promotion decisions are made in a fair and just manner are likely to experience satisfaction from their jobs. Very often employees are demotivated and dissatisfied with their jobs because unfair policies and practices prevail at their place of work. Importance for an organization to have a fair and equal system regarding practices and policies so that there is no discrimination and frustration.
3. Caring Organization Consideration career development, adult treatment, being taken seriously and being appreciated for a job well done. When people feel that the organization; for which they are working, cares for them and takes actions to improve their work and lives, they are happy, and this creates higher satisfaction. 4. Appreciation When one gets acknowledged in front of everyone, it gives up a boost to their morale. Even for the smaller job that does one seek to have an appreciation, from colleagues, boss, and seniors. The level of job satisfaction is always higher wherever appreciation is higher.
5. Pay Wages and salaries are recognized to be a significant but cognitively complex (Carraher, & Buckley, 1996) and multidimensional factor in job satisfaction. Money not only helps people attain their basic needs but is also instrumental in providing upper-level need satisfaction. Employees often see pay as a reflection of how management views their contribution to the organization.
6. Age Various studies carried out in this field have shown that job satisfaction tends to increase with age. That is older employees tend to report higher satisfaction, and younger employees say the lowest job satisfaction rates.
3 7. Personal Interest and Hobbies People who pursue their hobbies and interest as their career, gain the highest level of satisfaction in whatever they do at their workplace. This is because their job is not a job for them, but a way of getting closer to their interest and making money.
8. Respect from Co-Workers
Employees seek to be treated with respect by those they work with. A hostile work environment with rude or unpleasant coworkers is one that usually has lower job satisfaction. Managers need to take a step and mediate conflicts before they escalate into more serious problems requiring disciplinary action.
9. Flexibility Offering flexibility is a great way to show the team members that what is expected from them. Flexible hours can increase engagement and productivity. Smart people work best when they can choose their schedule.
10. Nature of Work
The nature of work can define the willingness to work. Most individuals have a liking for certain tasks and would prefer to handle these tasks. One should make sure that he/she is going for firms where he/she gets to apply the skills, abilities, and knowledge to the fullest. Recent research has found that such job characteristics and job complexity mediate the relationship between personality and job satisfaction, and if the creative requirements of employees’ jobs are met, then they tend to be satisfied.
