Work Is a Source of Satisfaction and Joy for Individuals

In Psychology Today, research has shown that the more roles people fill, the more sources of self-esteem they have. Meaningful work has long been one of the most important ways to feel good about oneself. With either no work environment at all or an unhealthy one, a person’s self-esteem can go down tremendously. The hard-working community must face the terrifying fact that their identity is so highly linked to their job. Failure to maintain a job or fulfill a days’ worth of work connects with their personal emotions which then can result in low self-esteem, self-loathing, or depression.

Happiness on the job is closely related to contentment of values. In fact, happiness could just be

Many people today find themselves in “dead-end” jobs, or they feel like work is purposeless and frustrating. At the same time, some people figured out that work is a blessing to them. People who suffer their lives in a slavery for many years in another country, think that work is a curse because they were ruled by people. They work because they are forced by other people. Work is a blessing for most people, but for some people work is a curse because of the lack of opportunity. Work is a blessing for those who understand it. To understand that work is a blessing was one of true understanding the purpose of life. It is important because not knowing the purpose of life brought people depressed. As Honore said “I'm retired from the Army, but

Employees are motivated by both intrinsic and extrinsic rewards. In order for the reward system to be effective, it must encompass both sources of motivation. Studies have found that among employees surveyed, money was not the most important motivator, and in some instances managers have found money to have a de-motivating or negative effect on employees.  This research paper addresses the definition of rewards in the work environment context, the importance of rewarding employees for their job performance, motivators to employee performance such as extrinsic and intrinsic rewards, Herzberg’s two-factor theory in relation to rewarding employees, Hackman and Oldman model of job enrichment that

Pay and Rewards – pay and rewards attract, motivate and retain staff. The employment contract which lists rewards, whether it be pay, bonus or benefits, can remove animosity amongst employees and employers. However, recent research reveals that employees are no longer motivated by a financial reward alone, but

The most successful of our peers are usually the most hardworking and obedient. Of course, in accordance with human nature, an earned “reward” does tend to release Serotonin and Dopamine. But the point of this essay is not to refute instinct altogether. But is this moment of well being that people strive for, or just the results that they achieve? In my opinion, self interest is the driving factor behind this Work Ethic, while the release of these neurotransmitters is used only to justify the Ethic, giving the sense that nature is in accordance with the ethic of work.

The profession one holds and the work that one does is extremely crucial to the livelihood of an individual. It provides purpose, giving meaning to life and a reason to wake up each morning, as wonderfully stated by Sayers, “[I]s that work is not, primarily, a thing one does to live, but the thing one lives to do. It is, or should be, the full expression of the worker’s faculties, the thing in which he finds spiritual, mental, and bodily satisfaction, and the medium in which he offers himself to God,” (Sayers 194). An individual’s worldview effects one’s view of work as well – one’s perspective could alter the world and effect the response and reaction to situations. Both aspects are foundational to the profession

There are several definitions of work and philosophical discussions regarding the topic have emphasized its importance and the overall effect it has on mankind. Philosophers Henry David Thoreau and Josef Pieper have strictly contrasting ideals on what work is and its significance, and they each have examples relating to their personal lives and opinions of others. Certain aspects of both of the philosophers’ ideals correlate with why or why not mankind is flourishing.

The author talks about the reason for working and doing jobs and writes about the importance of work. In this book Mr. Novak ties these fundamental queries by describing the meaning of work as a calling.

Hardy begins the chapter by Hardy giving his readers a brief overview of his employment and education history. I found this information helpful because it gave me a better understanding of his growing interest the philosophy of work, and what led him to write the book. Next, he addressed the question “why do we work?” and explained that the answer might seem obvious at first glance – but there are numerous underlying factors that need to be examined. Some of the factors he brought up were very intriguing to me because these are things that I, like many others, have not really thought about in much depth. There is obviously a need for work in any economy that plans to grow and flourish, so why not take a closer look into the motivational forces that drive humans to work. For example, he brings up a study done in regard to work vs. play and the intrinsic vs. extrinsic rewards gained from each. The majority of interviewed participants reported that

There are very many factors that motivate employees to do outstanding work in their jobs. Though most of them are non-monetary factors like participative decision making, work teams, challenging jobs, goals in life or in the company, power and other factors. Most of the employees that emerge in their workplace, either in a small cubicle or a mega office have got some drive that enable them to perform in their work, but the key question is, is money is the key motivation in their workplace? In this essay both sides will be argued in order to find the answer to this (Robbins, Odendaal & Roodt, 2003).

Motivation in the workplace is one of the major concerns that managers face when trying to encourage their employees to work harder and do what is expected of them on a day-to-day basis. According to Organizational Behavior by John R. Schermerhorn, James G. Hunt and Richard N. Osborn the definition of motivation is "the individual forces that account for the direction, level, and persistence of a person's effort expended at work." They go on to say that "motivation is a key concern in firms across the globe." Through the years there have been several theories as to what motivates employees to do their best at work. In order to better understand these theories we will apply them to a fictitious organization that has the following

"Work" is a positive thing for many people. To some people, it may be described as a place to escape from the kids, or even a time consumption thing for a single or retired person, but most importantly it is what we do in order to provide for our families and ourselves. Work is something that we all will experience at one time or another during our lives.

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.

In this essay, I will explore the relationship between the level of employee satisfaction and employee production. Firstly defining and explaining satisfaction and job performance as these variables are difficult to define, and a clear definition is critical for assessing the relationship between them. Secondly I will discuss some of the most significant studies in this area of research. I will then analyse various factors which determine the correlation between these two variables, focusing on the attitude-behaviour relationship as this gives an insight into how a higher level of satisfaction may link to greater production. Finally I will look into a set of different models which propose variations to the job satisfaction-performance