Gallup Report

Working in today’s society has changed in the last few decades. The economy and technology are the main reasons for this change. The type of job and environment where one works has also changed. The fact that many people work from home via the internet has drastically changed the workforce and the environment surrounding it. With this change have come new demands, expectations, and opportunities for employers. Everyone deals with these demands differently, affecting the employee’s quality of life and job satisfaction. Though the job and office types and locations have changed over the years the need for job satisfaction has not. In today’s economy the job is not as stable as it used to be. One must be prepared for changes in the future.

Gallup, New Mexico, is a border town just outside the Navajo Nation reservation with an estimated 22,000 residents; however, that number nearly triples on the first of the month. Social Security checks are distributed to elders and veterans on the first of the month, and most tribal members have neither access to a local bank nor sufficient consumer spending options on the reservation. Therefore, most Navajos end up driving for an hour or more to purchase much needed groceries, lumber, auto-parts, and kid's school clothes in border towns such as Gallup. According to the University of New Mexico Bureau of Business and Economic Analysis study, significant competition for retail dollars from the Navajo Nation is spread among several surrounding

From my perusing of Gallup's "American's Confidence in Congress Falls to Lowest on Record", I came to realize that we regularly trust numbers from massive and regarded research associations. For many years, we have worked on the conviction that all realities are cordial and to be confronted. In any case, we have the motivation to scrutinize the exactness of this number, and we were particularly worried about the effect this message has on the administrators of associations. A message from the article is unfit since our constant uncertainty about this figure originates from different sources. The AP report found that 9 in 10 laborers who are aged 50 and over say they are exceptionally fulfilled or to some degree achieved by their occupations.

Workers spend between 6 to 10 hours daily at their office for at least 4 days a week, which is more than the time they get to spend with their family and friends. That is why a favorable workplace atmosphere will have positive influence in people behavior and results at work. As well as a positive relationship

The workplace is one of the most important social spaces other than the home, constituting "a central concept for several entities: the worker and his/her family, the employing organization, the customers of the organization, and the society as a whole.

In today’s world, it has become very beneficial when considering social, political, and economic issues, as well as other challenges, to gather opinions from people who would be affected by changes in major issues of society. As a result, many businesses have been formed to conduct polls concerning these issues, and one such polling organization is known as Gallup Poll. The Gallup Poll is an assessment of the opinions of the public that gathers samples that are meant to serve as fair representations of the opinion of the whole society around that mere sample. One specific version of the Gallup Poll, the “Social Series”, is meant to assess issues that specifically deal with society, politics, and the economy. But how is the Social Series carried out, and

Gallup’s Methodology is a strand of surveys that provide trustable data that anyone could prove wrong if they feel they need to. Each survey leans toward a different topic but they all surround issues that Gallup feels matter to society. Gallup reaches 160 countries and many other areas worldwide. Gallup currently has six different Poll series that include: Gallup Daily tracking, The U.S. Daily, Gallup-Healthways Well-Being Index, Gallup-USA Funds Daily Education Index, Gallup Poll Social Series, and The Gallup World Poll. Gallup Daily tracking is made up of two separate surveys, The U.S. Daily and Gallup-Healthways Well-Being Index. The U.S. Daily survey has the most recent data revolving around Americans’ attitudes toward the economy. Gallup-Healthways

Work sucks. These words serve as the tagline from the American cult classic Office Space, a 1999 film that satirizes the everyday office life of a group of white-collar cubicle dwellers. Likewise for many folks off-screen, work can feel monotonous and meaningless at times. Gallup found that on average in 2015, only 32 percent of U.S. workers felt actively engaged in their jobs (i.e., emotionally invested and focused on creating value for their organizations), while 51 percent were not engaged and the rest felt actively disengaged from their jobs.

Gallup has estimated that collectively, disengaged employees could conceivably cost the economy in the U.S. up to $350 billion a year. Research has shown that around 15 to 20 percent of the workforce is currently disengaged. This means that they could be actively bringing down the overall level of performance within their organizations with poor communications or interactions with customers and clients, a low rate of productivity, and a poor record of

1. It is hard to find that perfect job that you just love to go and work without any issues or stress. I would venture to say that the majority of people in today’s working environment tolerate their job in order to draw a paycheck and to ensure they have medical insurance. People no longer seem to consider retirement when choosing a job, because most will not stay at that job for a long period of time. Gone are the days of company loyalty and working for an organization because you feel a sense of pride in the work that you are doing. I know this is not the case for everyone, but the majority of the workforce fits into this category.

Work is meaningless. This is only true to some extent, as it is a half truth. The meaning or lack there of with work is determined by where we fix our gaze in this life. To the non believer work is life and life is wrapped up in work. Their satisfaction, joy, fulfillment, sadness, anger, and so many other emotions all center around their performance in the workplace. As the Bible states work is to be our toil and painful labor.

The Value Percept Theory argues that job satisfaction depends on whether a job supplies the things an individual value most. Overall satisfactions derive form combined levels of satisfaction from various elements of an individual’s job, whether it’s: pay, promotion, supervision, coworkers, or the work itself. Job satisfaction is based on cognitive and affective components, which is evaluated by what an individual thinks about the job, and how they feel. Cognition evaluation is based on experiences, weighing different aspects of a job; as affect is a reaction of the job, which can fluctuate based on moods and emotions. Level of dissatisfaction is measured by the difference between what one has and what one wants, and the level of importance of that facet to the individual. Statistics have proven, that supplying individuals with what they value, will increase the chance of better performance, which has a high correlation with an individual’s affective commitment with the organization.

The Mind at Work, The Human Condition, and Shop Class as Soulcraft all shed a different light on the ways humans interact with work (Rose, 2004; Arendt, 1958; Crawford, 2009). However, these books share dissatisfaction with the modern workplace and find it to be harmful to society and its workers. In The Mind at Work, Rose highlights the significance of the structure of the workplace by stating that “in the restaurant or salon, the factory or office, or with tools out in the field—the conditions [of which you work] may limit, at times, profoundly, the various satisfactions the work can offer” (2004, p. 197). Teamwork and scientific management are current, common conditions that each book associates with worker dissatisfaction; some go further

In the article you don’t Have to Hate your job the author Tony Schwarts wanted to find out if most people do in fact hate their job. Many people gave him reasons for why they hate their job and he even stated how a C.E.O. of corporations get paid ten million dollars in compensations. These corporations have been described as viewing their employees as disposable. Schwarts stated that it doesn’t have to be this way. He gave six great solutions for leaders and managers that they can use to make their workplace more desirable for no cost. If only two solutions could be chosen the first and second solutions are ones that should be implemented by all leaders and managers.

While labor can and is often seen as work that is done physically, it is also seen as an act which necessitates using mind and soul. Depending on the area in which an individual works, it can lean towards using all three – body, mind, and soul – to be successful. It is at this point that Emotional Labor (Hochschild, 1983) begins to take its place in the work environment. Emotional Labor is using self to perform work where an employee creates a pleasant atmosphere by giving good customer service. The ability to use self as a means to perform better on the job may have larger implications than we know of. This paper will look at different ideas which contribute to Emotional Labor as a workplace construct and the effects it has on the