Unit 5

Job Satisfaction

A. Which of these factors would motivate you to work harder? Choose your
top five and rank them in order of priority. Explain your priorities.

bonus more responsibility working for a successful company

bigger salary threat of redundancy better working environment
commission hard-working boss promotion opportunities
praise supportive colleagues more time off
important job title perks more flexible working hours

m
er as
ANSWER :

co
eH w
1. Better working environment : Hire great team members (and don't be afraid to let

o.
bad ones go), Improve the lighting, Make the office comfortable, Improve
rs e
communication.
ou urc
2. Working for a successful company : Allow the work to help you become who you
want to be and a step forward to success. When you have decided to do something,
o

don’t think about how difficult, frustrating, or impossible it might be; instead, think
aC s
v i y re

about how good or proud you would feel after you have accomplished it.
3. More flexible working hours : Because you need to Set a realistic quitting time for
yourself, and stick to it most days of the week. Stop answering emails after 8 PM, or
ed d

take Sundays off.

ar stu

4. Hard working boss : because by way of the boss exemplifying good things will affect
others and hard work can build character.
sh is

5. Supportive colleagues : because we need to Learn to listen, Be a team player,

Th

Empower others, Ask for advice, Offer advice when asked, Identify the root cause.

B. Discuss these questions.

How true do you think these statements are?

a) Only successful people can have a good work-life balance.

agree, it is true that successful people will manage their time as well as
possible and not waste time working for nothing
b) Job satisfaction is about personality , not external factors.

This study source was downloaded by 100000832986150 from CourseHero.com on 10-31-2021 05:57:17 GMT -05:00

https://www.coursehero.com/file/89445642/basing-unit-5docx/
 agree: Satisfaction comes from us, comes
c) Job satisfaction increases with age.
disagree : All the people can experience job satisfaction at any age. Because all the
people can do right their jobs and be successful people; all of this brings job
satisfaction.
d) Improvements in technology lead to greater job satisfaction.
agree : technology make easier life for all of us; make everything more effective and
efficient; so more people will be happier working in their work places and being
involved in a satisfying work environment.
e) Job sharing and job rotation are not good for motivation.
disagree : because One of the most devastating disadvantages of job rotation is that
your business could take a hit. Because employees are learning new skills, there
could be some errors. Customers could become frustrated by confused employees
who make mistakes. If operations don't run smoothly, your bottom line could suffer.

m
C. Complete this extract with passive forms of the verbs in brackets.

er as
co
Over time, job satisfaction 1 (has been defined) in a number of ways. Edwin

eH w
Locke said that job satisfaction 2 (is determined) by the difference between what

o.
one wants in a job and what one has in a job. Herzberg states that satisfaction and
rs e
dissatisfaction 3 (are driven ) by different things - motivation and 'hygiene' factors
ou urc
(such as pay), respectively . Motivation 4 ( can be seen) as an inner force that
drives people to perform. One of the most famous ways of measuring job
o

satisfaction is the Minnesota Job Satisfaction Questionnaire, which 5 ( was

aC s

created) in 1963. Some researchers say that people who 6 ( are statisfied) with life
v i y re

tend to 7 (be statisfied) with their job.

ed d
ar stu

D. Match the news extract a) – h) to the tenses 1 – 8

sh is

1. Present simple 4. Past perfect 7. Modal verb with passives

Th

2. Past simple 5. Present continuous 8. Passive infinitives

3. Present perfect 6. Future simple

a). The report says supervisors should be trained to manage telecommuters and should
define the hours and tasks expected of them. ( Modal verb with passives )

b). Those least happy with their work/life balance were the ones who felt they had been
forced to choose between work and home.( past perfect )

c). Campaigners for paternity leave say it is particularly needed in the UK where men work
the longest hours in the EU. ( present simple ) d). Half-term is being seen as an increasingly
attractive break by working parents in their late 30s and early 40s. ( present continuous )

This study source was downloaded by 100000832986150 from CourseHero.com on 10-31-2021 05:57:17 GMT -05:00

https://www.coursehero.com/file/89445642/basing-unit-5docx/
 e). A survey of workers in 13 industrialized countries found the desire for a decent work/life
balance was rated more highly than a good salary. ( past simple )

f). It used to be argued that women had not achieved pay equality because discrimination
kept them in more junior jobs. ( passive infinitives )

g). Efforts to encourage more women to return to work after having children will be
hampered if employers force staff to stick to rigid hours and limit their time off. ( future
simple )

h). Some smaller businesses have been founded on the principle that work/life balance
makes for commercial success. ( present perfect )

m
er as
co
eH w
o.
rs e
ou urc
o
aC s
v i y re

CASE STUDY 5 Office attraction

ed d
ar stu

Background
Karl Jansen, Managing Director at London based Crawford PLC, has always believed
sh is

that employees perform better in a relaxed working atmosphere. The staff rule book is
slim and he’d like to keep it that way. However, recent events have made him wonder
Th

whether the company culture has become a little too casual. It could be because staff
are working later at night and at weekends, or because fierce competition is causing
more stress. Whatever the reason, close relationships between colleagues are
definitely becoming more common.

Memo URGENT AND CONFIDENTIAL

From Karl Jansen, Managing Director

To Jenny Cunningham, Human Resources Director

Date 30 June

This study source was downloaded by 100000832986150 from CourseHero.com on 10-31-2021 05:57:17 GMT -05:00

https://www.coursehero.com/file/89445642/basing-unit-5docx/
 Policy on office relationships
I’m extremely concerned about the growing number of close relationships between
members of staff. This is having a very bad effect on both performance and morale.

As you know, there have been three cases recently where employees have developed
personal relationships which seriously affected both their own performance and their
colleagues’. Furthermore, I’ve heard this morning that one of the individuals
concerned is threatening the company with legal action.

As a result, I’d like the Human Resources Department to review in detail each of the
three cases and advise how to proceed. These are:

1. The appointment of Tania Jordan

2. The re-assignment of John Goodman
3. Complaints against Derek Hartman

m
er as
The details

co
eH w
1. Appointment of Tania Jordan
A few month ago, Karl and two other directors, Marcus Ball and Julia Kovacs,

o.
rs e
appointed a new manager. There were three excellent candidates. Finally Tania
ou urc
Jordan was selected – mainly because Marcus had argued strongly in her
favour. Karl discovered later that she and Marcus started living together. When
Karl told him he should have withdrawn from the selection process, Marcus
o

said angrily, ‘Listen, I didn’t know her so well at the time. In any case, it’s my
aC s

private life. I supported Tania because she was the best person for the job’.
v i y re

Karl discussed the matter with Jenny. They decided to take no further action.
2. Re-assignment of John Goodman
A few weeks later, a problem arose in the Finance Department. The Financial
ed d

Director and her ambitions deputy, John Goodman, had formed a very close
ar stu

relationship. Unfortunately, the relationship went sour and they had bitter rows
in public. Because of these problems, serious mistakes were made in the
annual report and the morale of the whole department was affected.
sh is

Karl and the other directors decided to move John to another department.
However, John’s new position is less challenging with little opportunity for
Th

promotion. He believes he’s been very badly treated by the management and is
threatening to take his case to an industrial tribunal.

3. Complaints against Derek Hartman

A week ago, a part-time employee in the General Office, Claudia Northcott, e-
mailed Karl asking for a private meeting with him. When they met, he found
out that she was representing all the part-time staff in the department.
According to her, the Office Manager, Derek Hartman, is showing favouritism
towards one of his staff, Petra Palmer, and this is upsetting everyone in the
office. Karl asked for more details.

This study source was downloaded by 100000832986150 from CourseHero.com on 10-31-2021 05:57:17 GMT -05:00

https://www.coursehero.com/file/89445642/basing-unit-5docx/
 Specific questions
Later on in his memo, Karl asked Jenny and her team to consider the following
questions.

1. Did we make the right decision concerning Marcus Ball and john Goodman?
What further action, if any, should we take in each case?
2. If the accusation against Derek Hartman is true, what action should we take?
3. Should the company have a written policy on close relationship at work? If so,
what should be the main guidelines for staff? What sanctions should there be
for staff who don’t follow the guidelines?
4. How can we avoid someone gaining an unfair advantage from having a close
relationship with another member of staff? Are there any specific examples of
bad practice that could be written into the policy document?

Task

m
er as
You are members of the Human Resources Department at Crawford PLC. Discuss the

co
questions in Karl’s memo and agree what action to take. One of you should take the

eH w
role of Jenny and chair the meeting.

o.
ANSWER :
rs e
ou urc
1. In regard to the case of marcus ball and john goodman, that should be several further
actions taken to prevent these issues or other similar related concerns to evolve. In terms of
o

marcus ball and john goodman cases, we have to arrange set of standards for acceptable
aC s

behavior regarding relationship within collegues in our workplace. For an instance, we need
v i y re

to explicitly prohibit several consensual relationship within particular parameters.

2. Related to the accusation against Derek Hartman, we need to ensure that our workplace
values professional setting which our employees treat each orther with respect. We prohibit
ed d

any behavior that may case embarrassment and disturbance.

ar stu

3. In order to prevent other similar related issues to occur in the future, we need to have
written policy on close relationship at work, the main guidelines would be providing
sh is

attentive environment for our employees to report unwanted sexual advances. More details
would be featured in the anti-harassment policy. We also need to provide "code of conduct"
Th

which includes set of acceptable behavior among the employees to prevent distraction from
their duties. Any employee who exhibit unacceptable behaviour would face progressive
disciplinary actions.

4. In order to avoid the unfair advantages from relationship. we need to strictly prohibit
supervisors from dating team members. The specific examples that could be written into
policy documents are badmouth former partner, sabotaging works, and revealing intimate
details

Writing

This study source was downloaded by 100000832986150 from CourseHero.com on 10-31-2021 05:57:17 GMT -05:00

https://www.coursehero.com/file/89445642/basing-unit-5docx/
 As a member of the Human Resources Department, write a set of guidelines which
could be used as a discussion document at the next board meeting. (Writing file page
142)

ANSWER :

Due to the previous office regulations that were too relaxed, no regulations so that in the
future activities at Crawford can be be ones that we submit meeting guidelines: .

1. Call to order

2. Greetings/presence

3. Matters arising from current reports:

 Marcus Ball case

 John Goodman case

m
 Derek Hartman case

er as
co
4. Update on actions since the reports were achieved

eH w
o.
5. Further actions for the cases:
rs e
Creating standards of acceptable behavior
ou urc

 Prohibition against consensual relationship
 Ensuring professional setting
o

 Creating written policy on close relationship

aC s

 Creating anti-harassment policy

v i y re

 Creating code of conduct

 Arranging attentive environment to report
 Prohibition against dating team members for supervisors
ed d

 Discussing general business

ar stu

7. Determining date of next meeting

8. Meeting close
sh is

Case Study
Th

Office attraction
A managing director is worried about close relationships between employees and their
effect on the company. Ss role play members of the Human Resources Department
and suggest what action the company should take.

Stage 1

This study source was downloaded by 100000832986150 from CourseHero.com on 10-31-2021 05:57:17 GMT -05:00

https://www.coursehero.com/file/89445642/basing-unit-5docx/
 Working atmosphere Relaxed
preferred by
Karl Jansen, MD
Staff rule book Slim
Company culture Company Culture casual, maybe too casual
Working hours Long

Competition with other Competition with other fierce, causing stress companies
companies and its effect and its effect among employees
Close relationships Increasingly common
between members of

m
staff

er as
co
eH w
 Get the Ss to read the memo and meanwhile write the points on the left of the

o.
table below on the board. When the Ss have finished reading, elicit
rs e
information about the points on the left, and write them up
ou urc

Subject
o

Policy on office relationships

aC s
v i y re

Main point KJ’s concern about relationship between members of staff

Result of three recent Damaged performance of those concerned as well as that of

ed d

relationships
ar stu

collegues

Names of those involved Tania Jordan – appointment John Goodman - reassignment

and nature of problem
sh is

Derek
Th

Lembar Evaluasi Tugas Praktik Unit 5

Apakah semua pertanyaan Tugas Teori Unit 5 dijawab dengan benar dengan
waktu yang telah ditentukan? Semua kesalahan harus diperbaiki terlebih dahulu
sebelum paraf.
1. WRITTING

This study source was downloaded by 100000832986150 from CourseHero.com on 10-31-2021 05:57:17 GMT -05:00

https://www.coursehero.com/file/89445642/basing-unit-5docx/
 No Benar Salah Paraf Paraf
Dosen/Asdos Mahasiswa/i
A
B
C
D

2. Reading (Case Study)

No Benar Salah Paraf Paraf

Dosen/Asdos Mahasiswa/i
E.
1
2

m
er as
co
eH w
Catatan Penilai :

o.
rs e
ou urc
o
aC s
v i y re
ed d
ar stu
sh is
Th

This study source was downloaded by 100000832986150 from CourseHero.com on 10-31-2021 05:57:17 GMT -05:00

https://www.coursehero.com/file/89445642/basing-unit-5docx/
Powered by TCPDF (www.tcpdf.org)