1.Think about your own work experiences and/or current job. Can you distinguish
ID: 428680 • Letter: 1
Question
1.Think about your own work experiences and/or current job. Can you distinguish between your job values, attitudes and moods? Identify two of each, and state why you classify them as you do.
2.Evaluate your level of satisfaction/dissatisfaction with your current (or former) job (or role in a group or team) in terms of the various job facets.How do you think your job-related behavior has been affected by your satisfaction/dissatisfaction with each of these facets (to the extent you can dissect the effects of each facet)? To what extent has your level of satisfaction changed over time? Why, or why not? Might this be related to how your needs have changed?
3.Think about the Job Facet Model, Hertzberg's Motivator-Hygiene theory, and the Discrepancy Model as approaches to understanding how job satisfaction works. Which approach makes the most sense to you, and why? Relate your answer to your own work experience.
4.What do the leaders in your organization, group or team currently do to keep the level of member satisfaction high and/or improve the satisfaction of members? What effects, if any, do you see these actions as having on performance, absenteeism, lateness, turnover and "organizational citizenship" behavior? If their actions do little to keep satisfaction high, how would you evaluate the effects of low satisfaction on these five potential consequences?
Explanation / Answer
1. Think about your own work experiences and/or current job. Can you distinguish between your job values, attitudes and moods? Identify two of each, and state why you classify them as you do.
-Recognition- This is an important job value because receiving attention for my work is more important to me than receiving monetary awards.
-Independence- One of the most important job value in my role as a Journal Manager is having the freedom of judgment to take decisions.
-Optimism- is being positive in all situations which is pertinent for a fast changing and challenging publishing industry.
-Excellence- an attitude to excel in the role of a Journal Manager in my publishing company is a push for myself to work under pressure.
-peaceful – I am content with my role as a Journal Manager hence chose this mood.
-Happy- I am happy with my peers and management in my workplace.
2. Evaluate your level of satisfaction/dissatisfaction with your current (or former) job (or role in a group or team) in terms of the various job facets. How do you think your job-related behavior has been affected by your satisfaction/dissatisfaction with each of these facets (to the extent you can dissect the effects of each facet)? To what extent has your level of satisfaction changed over time? Why, or why not? Might this be related to how your needs have changed?
I worked for a multinational publishing company as a Journal Manager. I was extremely satisfied with the job role and the management. Hence, I would recommend the company to others as well. Since the job facets include both an individual and team contributions, my job-related behavior affected my satisfaction level positively. I was also awarded the best team player which motivated me to work even harder and coordinate with the team positively at all times. The level of satisfaction has not changed over time because I was extremely satisfied with my superior, job role, team-mates, management, fringe benefits, etc. I long to join the company even now after 4 years though my situation does not permit me to.
3. Think about the Job Facet Model, Hertzberg's Motivator-Hygiene theory, and the Discrepancy Model as approaches to understanding how job satisfaction works. Which approach makes the most sense to you, and why? Relate your answer to your own work experience.
Personally speaking, I believe that Hertzberg's Motivator-Hygiene theory makes more sense to me because this two factor theory classifies job factors into hygiene factors and motivation factors. Hygiene factors are important to avoid dissatisfaction. Examples are pay, company policies, fringe benefits, status, job security, physical working conditions, etc. Motivational factors yield positive satisfaction in the workplace. Examples are recognition, sense of achievement, growth and promotional opportunities, etc. On the other hand, the discrepancy model helps to measure the IQ achievement of an individual. It helps to detect the learning disabilities of the individual. All the factors mentioned in the Motivator-Hygiene theory are relevant to my job role. Hence, I choose Motivation-Hygiene theory. In my workplace, I was awarded a certification of recognition for my hard work, provides great promotional opportunities, fringe benefits, etc.
4.What do the leaders in your organization, group or team currently do to keep the level of member satisfaction high and/or improve the satisfaction of members? What effects, if any, do you see these actions as having on performance, absenteeism, lateness, turnover and "organizational citizenship" behavior? If their actions do little to keep satisfaction high, how would you evaluate the effects of low satisfaction on these five potential consequences?
My team manager provides a positive environment for my team which helps to work together to achieve both individual, teams’ organizational objectives. The team performed better than others, lateness was minimized and absenteeism was handled wisely like providing absence coverage notes, predetermining the job holidays for the individual and share it with the team members contributes to effective planning during festival times.
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