Introduction
Options for discussing the topic of job satisfaction are endless; ranging from Corporate Social Responsibility efforts of the company to hefty benefits packages, there is a vast variety of factors that can influence employees’ job satisfaction. This paper will discuss three cases of employees (Marla, Darrel, and Mike) and different levels of satisfaction with their job. It will also be evaluated on how job satisfaction levels can influence people’s citizenship behavior, workplace turnover, and organizational profits.
Employees’ Satisfaction Levels
Regarding Marla’s case, it can be stated that she is highly satisfied with her job. Characteristics that may contribute to the increased levels of job satisfaction include the woman’s fascination and excitement when working with financial records. Because becoming an accountant was Marla’s dream, it is not surprising that her attitudes towards the job are extremely positive. Factors that may add to the decrease of Marla’s satisfaction include burnout and the lack of free time since she spends countless hours working.
As to Darell’s case, his levels of satisfaction are opposite to those of Marla. Nevertheless, work stability is a characteristic that increases satisfaction because he has been working as a Quality Control Agent for ten years and was not fired. Factors that contribute to the decrease of satisfaction include spending too little time with the family and the lack of respect for the company’s management towards their employees.
Lastly, Mike’s case is the most complicated since characteristics that contribute to either low or high satisfaction are equal in their impact. On the one hand, Mike enjoys working as a retail store manager and believes in the products that he sells; moreover, he is willing to take a challenge and is very attentive to the needs of his subordinates. Unfortunately, Mike experiences pressure from the higher management and is upset with his inability to get promoted, which lowers the satisfaction.
Analysis
According to Bakotic (2016), there is a direct relationship between job satisfaction and employees’ performance, which also influences turnover, profit, as well as overall citizenship behavior of workers. This means that the levels of job satisfaction exhibited by Marla, Mike, and Darrel will contribute to their performance in the workplace, positive or negative citizenship behavior, turnover or retention, and subsequently the profit of organizations for which they work. In Marla’s case, all of the mentioned criteria will fall under the ‘positive’ category due to her high satisfaction. For Darrel, citizenship behavior is more likely to be positive than negative. However, his desire to leave the job will influence his turnover, performance, and contribute to the loss of profit due to the absence of a valuable worker. It is expected that Mike will remain in his position, so there are no concerns about high turnover; he will also exhibit exemplary citizenship behavior because he is dedicated to his employees. On the other hand, his performance can decrease due to unsuccessful sales outcomes, which will influence the company’s profit.
Conclusion
To summarize, it should be mentioned that all three cases proved that there is a strong connection between job satisfaction and other factors that play a role in organizational success and the overall effectiveness of employees. While there are differences between the cases of Marla, Darrel, and Mike, it is important to remember that the environment in which people work has a tremendous influence on their satisfaction.
Reference
Bakotic, D. (2016). Relationship between job satisfaction and organizational performance. Economic Research, 12(1), 118-130.