Essay on The Keys to Job Satisfaction

Training and Development is imperative to the organization’s progress. Training helps addressing employee weaknesses and builds a reliable and skilled workforce. This will improve the employees’ performance and boost their self confidence, and innovation. By acquiring the needed knowledge and skills, employees can perform more efficiently and increase the overall productivity of the organization.

2000 studies have been published on job satisfaction since the 1950’s (Kahn, 1972). Job satisfaction refers to an employee’s feelings towards their job based on the comparison between actual versus desired outcomes (Locke, 1969). Each individual experiences various levels of job satisfaction due to their different expectations towards their job

Knowledgeable and well trained employees are needed in every organization. It is important employees are able to perform all the tasks needed in order to reach the organizations needs and achieve the set goals. As times change, employees may stay behind in skills or may even lack training when it comes to new systems, technology or other procedures that the company may need in order to better performance. That is when the importance of training is more evident. An organization has a large responsibility for their success which is why training, development, and career development is

The debate on the value of higher education for police officers continues to be one of the most persistent and pervasive issues in policing. Although there are several different interpretations of what constitutes a professional police officer there appears to be a consensus about the need for professionalism in policing. Researchers have attempted to measure performance through such variables as officer attitude, discretion, ethics, cynicism, decision-making, and use of deadly force. Despite the different measures of performance used, several studies have reported a positive relationship between educations and "job performance" found that college-educated officers consistently received higher performance ratings from supervisors. College

When building a relationship at the workplace, one’s ability to associate and intermingle with colleagues is vital. According to Lynn (2012), a moral and “positive relationship is characterized by trust mutual respect, mindfulness and open communication” (Lynn, 2012). It is essential for one to a quality relationship with coworkers because it promotes performance and productivity. Human beings are social in nature, therefore, as employees, it's nice to be able to interact with others at all levels to ensure ease of ideas sharing, communication and supervision. “Also, having an awesome and positive relationship encourages teamwork in the workplace. So, this is saying; a challenge rises in the workplace, employees can work together and reason out in unity and find a solution” (Bligh 2013). The resulting plan, endeavors to provide a vivid assessment of relationship building and various mechanisms that leaders and employees can apply to foster smooth co-existence.

This study matches my expectations. In my workplace, the most common reason for employee turnover is due to relationship conflicts. Most of the conflicts that occur within this organization revolve around a lack of proper communication and trust. Employees respond better to those

Education improves job satisfaction for staff as it exposes them to learning new things and

Describe and explain how this factor can potentially have a positive influence on workplace relationship

For employees, training benefits relate to personalized improvement, whether this be updating skills that are specific to their current job description or by acquiring new skills. Those new skills allow employees to assess additional approaches to the tasks, as well as provide a valuable resource if an organization wishes to expand upon the product or services offered. But, something that is often of greater concern to a business are organizational benefits that improve upon the job satisfaction of that particular employee. Many surveys have illuminated upon the value employees place upon training, and that opportunities to develop new skills “rank among the topmost considerations for most employees, frequently even higher than monetary compensation" (Field, 2013). Job satisfaction has a direct correlation to motivation and moral, which are contributors to improved group dynamics as well as boosts in productivity. Because of this, it could

For Staff or employees training is essential for specific purposes related to business. Incorporating training that develops employees towards long-term career goals can also promote greater job satisfaction. A more satisfied employee is likely to stay longer and be more productive while on term. Carter author there are numerous sources of online information about training and development for supervisors to conduct training among workers. These reasons include, Increased job satisfaction and morale among employees, workers motivation growth. In addition, efficiencies in processes, resulting in financial increased, and Capacity to follow new technologies and methods. Also increased innovation in strategies and products. Risk

Training and development (T&D) is a task of human resource management hesitant with organizational interest aimed at bettering the performance of associates and groups in an organizational environment. Training is a platform that helps employees learn detailed information or skills to increase performance in their current roles. On the other hand, Development is far reaching and stresses the employee growth and future performance. Organizations depend on properly trained employees to keep them competitive. Training assist workers to acquire the behavior, proficiencies, capabilities, and understanding the new employees need to do their job and prepare for future development. Tenured employees and new hires alike all need to refine and update their abilities to meet the challenges of the modern workplace. In order to augment production, excellence, and safety in the workplace, employees should be properly trained before starting their work. An evaluation of the employees training development needs of the organization is also important in order to determine the effectiveness of the program. Training and development is a key element to improving the intellectual capacity of employees.

‘Job satisfaction is not just about job conditions. Personality also plays a role. Research has shown that people who have positive core self-evaluations—who believe in their inner worth and basic competence—are more satisfied with their jobs than those with negative core self-evaluations. They not only see their work as more fulfilling and challenging but also are more likely to gravitate towards challenging jobs in the first place. Those with negative core self-evaluations set less ambitious goals and are more likely to give up when confronting difficulties. Thus, they are more likely to be stuck in boring, repetitive jobs than those with positive core self-evaluations.’

A hole is left the absence of an employee either by termination or quitting by choice (Kaur & Vijay, 2016). High employee turnover leaves more holes the employer has to address and becomes expensive (Likhitkar & Verma, 2015). An average cost of $3, 328 to search, hire and train the replacement for a $10 per hour employee (Sadler & Evans, 2016). A median turnover rate of 67% for part-time employees is roughly half of the cost if not more (Oviedo-Garcia & Vega-Vazquez, 2014). Most companies are adopting the impersonalizing contact, online application process, and pre-employment skills test, while ignoring the impact of high turnover rates (Nguyen, Nica, & Bose, 2015). Research suggests an employee’s lack of job satisfaction in part due to a shortage of incentives for front line managers (Chang & Zhang, 2016). Additionally, Millennial employees look for challenging environments, which a contribution or suggestion is valued (Cravens, Oliver, & Oishi, 2015).

The definition of career success differs for each person, but can be generally defined as when one fulfils or transcends his job requirements. It is imperative to build up job satisfaction in order to achieve career success as it facilitates us to seamlessly get into our job with a positive mindset. Nevertheless, there is always a dispute about which motivational demand, either intrinsically or extrinsically, can aptly raise our job satisfaction. This essay delves into the nexus between job characteristics and motivational demand in creating job satisfaction. Intrinsic motivation can build up our satisfaction to the job, but only effective for a certain level, in which only efficacious for those from the professional field. It is comparatively anticlimactic for manual and unskilled workers.

The theory of job satisfaction is highlighted in this case. Morale and job dissatisfaction is a major symptom that contributed to the high turnover in the Lima plan. Yet, there are other symptoms that were directly related to morale and job dissatisfaction that should be analyzed to understand the root cause of the problem. First, the nature of the work is a symptom that contributed to the morale and dissatisfaction. According to the case, the foremen had to manage and resolve a variety of issues ranging from administrative to personnel issues. Furthermore, this work had to be completed in a 12-hour shift, which was very challenging. Because the foreman were not satisfied with the work itself, overall job satisfaction was low. This is important to understand since satisfaction with the work itself is a component of overall job satisfaction.