Motivational Gifts And College Professors : Implications For Job Satisfaction And Job Fit

In order to compare employee satisfaction by division (independent variable) and examine employee attitudes, we compared the mean differences between the following dependent variables: the Minnesota Satisfaction Questionnaire (MSQ), the pay satisfaction questionnaire (PSQ), Job Descriptive Index (JDI), the work itself (JDIW), supervisors (JDIS), Job Descriptive Index of Co-Workers (JDIC) and promotions (JDIPRO). Additional dependent variables regarding employees sentiments towards performance appraisal

I am very interested in a career field in Human Resources. For this paper, I interviewed Lillian Mannino who is a Human Resource and Personnel Manager at the UC San Diego Graduate School of Global Policy and Strategy. As a manager, Lillian serves as the link between the graduate school’s management and its employees. She is in charge of overseeing recruitment, employee relations, policy development, payroll, and benefits. Personnel management is a special branch of management that is focus on the concerns of employees at work and their relationship with the organization. Her educational experiences consist of a bachelor degree at UC San Diego in Management Science and a professional Human Resources certificate from UCSD Extension. She has been working in the academic administration for almost ten years and earned her current position as manager through climbing up the ladder. She started off working in this field as a student affairs officer then was promoted to an administrative specialist. Her prior work experience paved a path for her to build up professional experience as well as a solid network within the UCSD administrative system.

When examining the differences between men and women in the work place women have made great strides in contributing their efforts in a positive manner when given the opportunity. In the past it has always been the men that controlled the working environment but as times change and more households started depending on dual incomes the need for women to participate in the work force has increased. Also with the

As a kid, few times in the year drew as much excitement as the holidays. The second Thanksgiving passed, every nearby town completely converted into a winter wonderland. The oncoming holidays always has a way of uniting people over the commonalities they have with one another; the importance of family, togetherness, and thankfulness for personal health and opportunities. While I may have been most excited for the material gifts when I was younger, I have come to appreciate the sentimental values of this time of year. Since I am a Junior rounding off his Fall semester, I often reflect on what the future has in store. The thought of post-college life presents itself with stress, uncertainty, even self-doubt. However, being around family and friends during this time provides me with a valuable asset—perspective.

This, unlike the French university study, has controls involved in the experiments which included randomized, controlled and blind experiment’s. During this study there were two teaching assistants, one was a female and one was a male. During this study the two teaching assistants were perceived as their actual genders by their students on an online course and then the teaching assistants were perceived as the opposite of their real gender by their students in a different online class. The result of this study showed regardless of the actual gender of the teaching assistant , the teaching assistants that were perceived as males by the female students were rated higher than the teaching assistants perceived as females. The male student ratings of the two teaching assistants showed little to no difference regardless of the teaching assistants gender. This study also shows that male teachers have an advantage when job seeking at universities compared to female

Professors in academics get tenure while most people in business do not for various reasons according the chapter 12 perspective. First, tenure is the equivalent of lifetime employment. Professors want tenure to protect them from their colleagues in labor-managed work environment operating under the rules of academic democracy. Professors that are granted tenure viewed it as a fringe benefit. Professors value tenue because it is a form of job security. Professors pay for tenure by being paid lower wages, because it is worth more to them than the forgone wages. Also, they value tenure, because they are worker-managed and controlled when it comes to determine what the universities produce (what research will be done, what contents of the various

From the early 1960s through to the mid-2000s, job tenure trends showed a sharp decline. However, while observing this trend, researchers also observed an increasing amount of issues with employees’ behaviors and general workplace aggressions. There have been many theories and speculations as to why the decline in job tenure occurred. While it is unclear as to why employee behavior began to cause problems, many speculate the decline in job tenure was caused by age, technology and logistic factors, among others.

This essay is to reflect on three content and three process theories used to motivate people in their jobs.

Part two of the study comprised of 63 undergraduates with an average mean age of 19.5 years. The procedure and format of this study were very similar to the first study, however the experimental manipulation revolved around the gender-type of the job in the job description and the sex of the stimulus person. The results narrowed in focus to indicate that women could be accepted as successful only when the job is neutral or feminine in gender type.

Job satisfaction is a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences. It has been treated both as a general attitude and satisfaction with five specific dimensions of the job: pay, the work itself, promotion opportunities, supervision, and coworkers. Challenging work, valued rewards, opportunities for advancement, competent supervision, and supportive coworkers are dimensions of the job that can lead to satisfaction (Nelson & Quick, 2013, pg.

Although women have made rapid gains in their level of labor market activity,they have made much less progress in attaining wage parity with men(Smith and Ward 1989). That the career experiences and advancement of women is different from those of men has been documented across many professional areas, with most studies finding that men advance faster, further,and with greater compensation (e.g. Cohen & Gutek 1991,Jagacinski et al 1987,Morgan et al 1993, Schneer & Reitman 1995). Research has consistently found significant disparities between the salaries of working men and women (e.g. Corzine et al 1994, Stroh et al 1992).Often these differences are found even when controlling for education, age,experience, and performance (e.g. Cox & Harquail 1991). To explain these salary differences, researchers have considered the influence of multiple roles.Apparently the number of roles may interact with sex, so that marriage and parenthood is associated with higher salaries for men but lower salaries for women (e.g. Cooney & Uhlenberg 1991). Another hypothesis is that the gender wage gap is due to women’s disinclination to negotiate over salary; however,empirical evidence fails to support this notion (Gerhart & Rynes 1991). Finally,a number of researchers have studied the relationship between job evaluations and gender type of jobs, arguing that bias in job evaluations explains the lower salaries associated with female-typed jobs (e.g. Mount

Personal characteristics of workers also has an impact on job satisfaction. Job satisfaction increases age. Whites have greater job satisfaction than non-whites. The level of education is slightly negatively related to job satisfaction. If personal skills and abilities are not required by a job, job satisfaction decreases. When a person is more adjusted personally, they will be more satisfied with work. Most of all having a job with decent and fair wage may be the most important variable to job satisfaction. High job satisfaction is associated with low turnover and low absenteeism and with high commitment. Although the evidence is not conclusive, high job satisfaction is associated with high performance and prosocial behaviors.

Stumpf and Rabinowitz (1981) studied career stage and performance in a sample of 102 full-time business school faculty at a large north-eastern university, hypothesizing that the relationships between role perception, job satisfaction and performance would differ across career stages. They used Hall and Nougaim 's (1968) three-stage model: 1. The establishment stage included those in the profession two years or less, 2. Advancement included faculty with between two years and ten years’ experience, and 3. Maintenance included faculty with more than ten years’ experience. The faculty completed questionnaires on their satisfaction with work, promotion, pay, and co-workers; role conflict; and role ambiguity. Performance measures included publications, student evaluations of teaching, peer nominations for excellence, and salary change. The authors developed hypotheses, based on developmental theory, about how attitudes and perceptions would relate to performance at the various stages. The establishment stage, for example, should be characterized by a strong positive relationship between satisfaction with work and performance measures. This reflects the primary task of the establishment stage, that of "learning the ropes." Faculty who express satisfaction with their work at this stage must be comfortable with the new position and could be expected to do well on performance measures. In contrast, the advancement stage should show a strong positive relationship between

Job satisfaction is the very important factor in general quality of life because it is closely connected with working life (e.g. Argyle, 1989; Bang & Lee, 2006), with family life, everyday life, and mental health (Orpen, 1978; Schmitt and Bedeian, 1982; Faragher, Cass & Cooper, 2005). Level of job satisfaction is also highly related to turnover, absenteeism rate, work productivity or accomplishment (Muchinsky, 1977; Organ, 1977). Many researchers (e.g. Cherrington, 1994; Acorn, Ratner & Crawford, 1997; Ostroff, 1992; Spector, 1997) state that employees who experience high job satisfaction contribute to organisational commitment, job involvement, their physical, mental health and overall well-being are improved. Job dissatisfaction on the

Dissatisfied and satisfied employees in the workplace can affect their productive and job performance. The work place, promotions, advancements, and supervisors are things that can cause an employee to be satisfied or dissatisfied at work. In my workplace some of my supervisors have driven my attitude. Robbins (2007) states, “attitudes are evaluative statements-either favorable or unfavorable-about objects, people or events.” (Robbins and Judge, 2007, p. 75) When I was first promoted to Sergeant and transferred to supervisor the Criminal Investigations Unit, I was excited about the new opportunity and the knowledge I would learn and give. My attitude towards the workplace and towards my employees was high and willing to help or produce a positive work environment. As a Christian in a non-Christian workplace, a great attitude towards job satisfaction can be found in the Bible. In Ecclesiastes 5:18 (New Living Translation), it says, “I have noticed one thing, at least, that is good. It is good for people to eat, drink, and enjoy their work under the sun and during the short life God has given them.” The workplace can be stressful but when you have good leadership they can effectively change the attitude of the people they serve.