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Reflection
The most crucial concept in chapter three is job satisfaction. This concept refers to the feeling of fulfillment of satisfied employees with how things are being conducted. Many factors determine job satisfaction which includes fair policies. Employees are happy when appropriate procedures such as employment terms, leave, code of conduct, and disciplinary actions. Employees are satisfied if the organization has good complainant policies in harassment of the juniors by their seniors. Employees will also be happy working in an organization that has well-developed ethics policies. Health and safety policies are also considered by the employees who are satisfied working in an organization that offers health insurance.
Another factor contributing to job satisfaction is respect in the workplace, where every employee is respected, creating better relationships among the people. Employees would like to feel appreciated when achieving the organizational goals. Employees always feel satisfied working in an organization where their salaries are increased after increasing the corporate revenues (ROBBINS & JUDGE, 2018). This enables them to work harder to achieve higher payments. Fair compensation is another factor affecting job satisfaction. Employees are satisfied when paid well, depending on the type of job and the time required. They feel motivated working in an organization that delivers overtime hours.
Another factor that affects the employee’s satisfaction in the workplace is well-developed promotion channels. Fair promotions satisfy the employees, and they work hard following the process developed by the organization. Job security also leads to job satisfaction. This is where the employees are confident that they will be working for the company in the future. Training is another factor that the employees highly consider as it defines the employees’ level of satisfaction. Training equips the employees with more skills increasing their productivity in the organization. Employees are confident that they will use their skills to get another job even after leaving the workplace. An organization’s high retention rate leads to job satisfaction as employees are always willing to grow their talents and skills. The employees are also assured of job security where they will have a consistent flow of income.
The chapter also discussed the methods that the organizations in measuring job satisfaction use. One of the methods is the single global rating method. This method requires the employees to answer one question related to job satisfaction. This method is more accurate because the employees give direct answers concerning their happiness, making it easier to analyze. The second method is the summation score method. This method identifies many job elements that are related to job satisfaction. The employees are therefore supposed to respond to each component. This method is inaccurate since the employee might give false information on some elements, affecting the results.
Response
One of the responses by Elisa is the voice that involves escaping from a dissatisfying situation. Elisa would ignore the issue to improve her morale in working. This would also include discussing the topic with the supervisor. Secondly, Elisa might decide to be loyal where she is patiently waiting for another turn of vacation. In this case, Elisa will be suffering in silence as she remains for the condition to improve. Finally, there is the option of neglect where Elisa feels dissatisfied and plans to fight back by reducing work efforts, paying less attention to her duties, and frequent absenteeism.
Workplace deviance might result in job loss for Elisa since the organization might find her not interested in it (Nwobia & Aljohani, 2017). This is after the supervisor takes her to the disciplinary where they agree to terminate her job contract. Secondly, the disciplinary committee might also decide to cut her pay or deduct some allowances for not following the organization’s rules and policies. Demotion would be another option where one of her juniors is promoted and her being demoted. Elisa might also be moved to another department to solve the differences between her and the supervisor.
References
Nwobia, I., & Aljohani, M. (2017). The Effect of Job Dissatisfaction and Workplace Bullying on Turnover Intention: Organization Climate and Group Cohesion as Moderators. International Journal Of Marketing Studies, 9(3), 136. https://doi.org/10.5539/ijms.v9n3p136
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