Psychology

Jane was so much excited when she finally landed a job as a journalist. She had always dreamt of becoming a print journalist one day and when the Daily Mail gave her the job, she was very happy. Eleven months have now passed and she is not content with her job. What she lacks is job satisfaction. Jane is just an example of so many other people who are not satisfied with the jobs they are having. This essay is aimed at expounding the topic of job satisfaction and other topics that are associated with it.

Job satisfaction- definition
Job satisfaction is a term that is used to describe how a person is content with the job he or she is having. Though many people often use job satisfaction and motivation as synonyms, the words are different. People who are said to be having job satisfaction are those that are happy within their jobs. Many designs have been utilized to promote performance and job satisfaction. Such methods include job enlargement, job rotation as well as job enrichment. Some of the other methods that influence job satisfaction include management culture and style, employment empowerment, involvement and self-directed work groups (Brief  Weiss).

Why job satisfaction is important
Though researchers in this area have slightly different views on the relationship between job satisfaction and performance, it is evident that as a result of the research conducted there is significant link between job satisfaction and performance. In the meta-analyses that have been conducted in the past, researchers have stated that there is only a weak positive relation between performance and job satisfaction.  There is a more current meta-analysis however that has in fact shown that the positive connection between job satisfaction and performance is stronger than had earlier been accepted. A positive connection between job satisfaction and performance is a significant product in workplaces especially for workers who are non standard whose formal links to their workplaces (which may promote their performance) are few (Lolenz  Dickson, 2009). Many administrators have already realized that when the workforce is happier and healthier, it will become more productive. The management as well as their staff will both get benefits from all the practices that advance job satisfaction. It is however important for the administration to better understand the workplace attitudes of their current employees so that it can create and assess policies that will improve them. Those employees that are more satisfied will tend not to miss or quit work (Whiteacre, 2006).

Effects of job dissatisfaction
Job satisfaction is a contributing factor to how an individual performs his or her job.  Studies that have been conducted have shown that satisfaction at the work place will influence the physical and emotional wellbeing of a person. On the contrary, job dissatisfaction is linked to burnout and stress. When job satisfaction is on the decrease, damaging professional and personal symptoms will be experienced. Job satisfaction is very vital as it ensures high quality and continuous services to the clients and commitment to ones job (Demanto  Curcio 2004).

Research has indicated that stress and job dissatisfaction continue to remain significant factors to several workplace results such as absenteeism, turnover as well as dependability.  Studies have also shown that dissatisfied employees will not live longer, will be unhealthier, unhappier, less cooperative, less dependable, more critical, and will be more likely to resign their jobs. The findings also showed that unsatisfied workers are prone to diseases such as ulcers, high blood pressure, as well as heart attacks. They are also highly vulnerable to divorces, shorter live spans in addition to alcoholism and tobacco addiction (Whiteacre, 2006). Job satisfaction has been seen to relate positively with workers organizational commitment (self reported), intrinsic motivation, job involvement as well as general satisfaction about the operations of the organization, promotional opportunities and teamwork. Job satisfaction has been indicated to minimize turnover and absenteeism in addition to affecting citizenship behaviors like altruism, dependability, compliance, punctuality, waste, cooperation, complaints, criticism and unnecessary arguments (Whiteacre, 2006).

Increasing Job satisfaction
There are several factors that are utilized by the management to improve job satisfaction in their workers. Some of these factors may look so simple but they have a great effect on the employees. Just offering the workers a small thing that can make them smile while in the office may make them satisfied about their current position (USA Today, 2003).

One of these important factors is giving them increased control over their time. A study that was carried recently showed that many workers consider increased schedule flexibility a factor that would lead to an enhanced job satisfaction. The vice president of Office Team, Liz Hughes stated
Firms that have made staff reductions are relying heavily on remaining employees to assume expanded responsibilities. But more work often means longer hours, which can lead to burnout. A flexible schedule can alleviate some of the burden and allow for greater work-life balance for staff (USA Today, 2003).

Another important factor that increases job satisfaction of an employee is his or her relationship with his or her boss. A survey that was conducted by Accountemps showed that 43 of those executives interviewed stated that staff job satisfaction is in most cases impacted by how a person relates to his or her boss. The chairman of the staff service, who is also the Motivating Employees for Dummies author, made a statement that employees will become more productive when they are made to feel that any contributions they make to the company are always valued and that the feedbacks are welcomed by employer or the management. He added that The reverse is also true--an unsupportive atmosphere can lead to reduced performance levels and higher turnover for businesses (USA Today, 2006).

Some companies consider that if they offer more money to the employees, the latter would tend to be more satisfied in their current position. However, this is not the entire truth since higher salary alone cannot make the workers satisfied. However, such organizations should understand that professionals usually go to an organization that offers greater advancement and growth opportunities. Employees will stick to a company if they are shown that they are valued and not because their departure will leave the organization in trouble. People are also ready to move to companies that can promote them in due time or which can offer them new challenges which would assist them develop their careers (Gale 2006).

Some of the other reasons why an individual may lose job satisfaction may include arguments between the co-workers, low pay, less understanding supervisor, lack of resources or equipment for the job, lack of promotion opportunities, non-involvement in decision making, fear of being fired or demoted, being allocated tasks that are not related to ones skills, interests or education (Mayo Clinic 2009).
Other Topics Related to Job satisfaction

Employees Motivation
Many people often use the term job satisfaction and motivation synonymously. However, this is not so though motivation can lead to job satisfaction. According to the psychologists, motivation is whatever gives momentum to individuals behaviors by arousing, directing and sustaining it so as to attain goals. Individuals will initially be motivated by the needs of having first level needs such as shelter and food, then safety and security, then assimilation and finally level of self actualization. An employee whose motivational needs are met will have a positive feeling about his or her job and will experience greater motivation and sanctification. One of the ways of ensuring that a worker is motivated is by ensuring that she gets rewarded or recognized for the work that he or she is doing. This can be done by introducing a bonus system or salary increase. Even an extra dollar can make a difference. He or she can be given incentives such a trophy or a traveling ticket for good work done. When an employee is motivated, he or she will tend to improve their work towards attaining the organizational and personal goals (Creech, 2004).

Employees performance
Researches that have been done have shown that there is some connection between employees job satisfaction, motivation and performance. Despite the degree of link between job satisfactions, it has been evident that when the workers are satisfied with their current job, they will tend to devote all their energy to promote the goals of their organization. When a worker is satisfied, they will avoid some of the factors that derail their performance while at the workplace. They will not likely be absent from work and will rarely quarrel with his or her bosses and co workers. Less satisfied workers will often be stressed and have low work morale and this will hinder their performance. They will be longing for the day they will leave their current organization either for greener pastures or just to rest. Such feelings will lower the workers devotion to their job (Lolenz  Dickson 2009).

Conclusion
From the research, it is evident that job satisfaction is dependent on so many factors. In addition, job satisfaction affects the way employees perform their duties at their work places. When workers are satisfied, they tend to be more productive.