Salary Issues

The way people act relects the way they feel about their jobs and it has a lot to do with their values and attudide about their workplace. Their job satisfaction and organizational commitment has to do with values in the workplace specifically with expectations, outcomes, acceptable behaviors those values are what an employee holds in regards to work.

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.

Unequal pay is something that has been an issue in America for a very long time. Gender has been one of the main culprits that played a factor in the wage gap between men and women, but race may have a role. The wage gap is expressed as a percentage (e.g., in 2013, women earned 78.3% as much as men aged 16 and over) and is calculated by dividing the median annual earnings for women by the median annual earnings for men. (“The Wage Gap”)

Teachers today face a number of challenges that contribute to a lack of job satisfaction, leaving schools for other professions that are more lucrative, low comparative compensation, and poor working conditions:

As we learned in Organizational Behavior, people constantly search for job satisfaction and psychological happiness at work. People want to pursue a career the way that they want, and be happy every day at work. In chapter three, it describes five major job attitudes: satisfaction, involvement, psychological empowerment, organizational commitment, and employee engagement. It 's ideal to transition from just being satisfied to eventually becoming a fully engaged employee. Engaged employees demonstrate characteristics of loyalty, involvement, enthusiasm, and passion for their job. The book also describes major stages one ideally goes through as their career progresses. One should start as a satisfied employee where they perform all of their requirements but do not go above and beyond. As they progress, they will become more motivated employees where they start to strive for personal goals, then committed in which they are loyal to the organization and engage in collaboration. Lastly, the most ideal stage is to become an advocate in the organization which is someone who is proactive, challenges themselves, cares about the organization, and encourages innovation. As we learned, a proactive personality is an exemplary trait, as these employees will identify opportunities, take action, and persevere until change occurs. At Bloomberg, they strive to create an environment in which each individual can grow and pursue a career in which they

After analyzing this organization, it is apparent to that job satisfaction should be a priority for management. Job satisfaction can be best understood as a positive emotional state resulting from a perceived satisfaction from one’s job (Locke & Lathan, 2007). Employee satisfaction is an important retention strategy based on the knowledge that a satisfied employee is more effective in completing their duties, more productive, and seldom contemplates alternative employment. Achieving a goal of a high employee satisfaction rate consist of implementing compensation and reward strategies mentioned prior. It should be emphasized that employees, regardless of industry respond in a positive manner to positive recognition. Positive recognition can be achieved with more than compensation and rewards. Creating an atmosphere where employees feel like their ideas and opinions matter can be just as effective as monetary and non-monetary rewards. A routinely exchange of ideas

Salary is an issue that many people have strong opinions about, and the pay gap between top entertainers and sports stars on the one hand, and professionals in vital service sectors such as medicine and education on the other, has been quite controversial for some time now. However, I personally think that, except in certain cases, the latter group do not necessarily deserve higher pays than the former.

Landis, E. A., Vick, C. L., & Novo, B. N. (2015). Employee attitudes and job satisfaction. Journal of Leadership, Accountability and Ethics, 12(5), 37-42. Retrieved from http://ezproxy.liberty.edu/login?url=http://search.proquest.com.ezproxy.liberty.edu/docview/1764139256?accountid=12085

Unequal pay for women is another form of gender discrimination in the workplace. This problem is especially prevalent in the Silicon Valley as “a person in a nontechnical role may be at the same job level as an engineer, but will be paid significantly less because ‘there is a premium paid in all markets for highly technical talent’” according to Daisuke Wakabayashi, writer for The New York Times. Those who take on nontechnical roles could be just as experienced as higher up employees, yet they still receive unequal pay. This mainly includes women. This is important to mention because experience should be a factor when determining salary, while gender should not. According to a study conducted by Robert L. Kaufman, professor of sociology

Their happy workforce creates maximum productivity—willingly. Trust and respect between the workers and management is an integral part of the company’s success.

According to Ludlow (2011) several elements were said to be leading teachers out of the field. Those elements included less than favorable working conditions, non-competitive salaries, a low level of preparedness and

Resultant effects which such attitudes can have may include employees’ self-centeredness, their insensitivity to other people, their constant attention and affirmation seeking behaviour which could confront to abrupt in some cases. Lack of cooperation,

The research that carried out in this paper is to analyse if internal communication is the key towards employees’ job satisfaction. The research is a case study research where the organization used is Nagano Group. To determine the analysis, it is important to study the communication preferences and the flow of information whether can influence the employees’ job satisfaction. The research was accomplished using quantitative research methods. A questionnaire was sent to all full time employees at Nagano Group and they were asked to participate in the survey. The questionnaire contained a number of multiple choice questions and Likert Scale questions. Findings indicate that the personal influence of the top management and managers has an impact

This research written on Chapter 3, Attitudes and Job Satisfaction. My business issue is Job Satisfaction. My business issue is based on my direct observation. My business issue will be analyzed using the following two core concepts Perceived Organizational Support (POS) and Employee Engagement.

The relation of communication is just a way to contact and know employees; actually, the real goal of management is to know and understand the employees¡¯ wants and needs. (Samson, D., Daft, R. (2005)) There is a real thing in OCEANZ Ltd, two young people came to work in OCEANZ Ltd last year, they had different desires, one desired much higher salary, the other man did not too much care about salary, and he desired accounting practice. But the management does not know these two people¡¯s wants and needs, the manager can¡¯t improve the productivities; it is also very hard to keep the people happy to work in this company for long time. At last, these people all gone. It is significant to adopt variable methods to touch employees, let these employees to know, the company still cares them.