Job attitude and satisfaction

Introduction

With a happier workforce in the organization, production is high. Every business firm wants to make a huge profit which can only be achieved through a motivated workforce. To meet all the companies’ goals, the workforce should be highly motivated (Ashkanasy and Humphrey, 2011). The main aim of this paper is to analyze employee attitude and satisfaction using the David Clark case study.

Discussion

Question 1: Is it that only specific individuals are attracted to a certain job or do the characteristics of the job satisfy them?

A marketing job is challenging and time-consuming thus keeping the workforce away from their duties. The combination of both professional and personal life makes every job successful (Abu-Shamaa et al., 2015). Individuals with the right education may not successfully undertake a similar task with Mr. Clark, but those who are dedicated to their task may fit the work. Therefore, not everyone who is attracted to this type of job can perform it effectively. With Mr. Clark's case study, a wide number of individuals demand marketing jobs, but not all can maintain them. The rate of turnover is very high meaning that marketing jobs are not for everyone (Ashkanasy and Humphrey, 2011). All those willing to undertake this type of job are aware of the challenges and enjoy taking up such tasks.?

Question 2: Job characteristics that contribute to increased job satisfaction

Job satisfaction shows the level at which organization employees are contented with their duties. According to Bakker and Schaufeli, (2008), satisfaction is gained through different initiatives within the company, which includes a balanced work life, a better, and improving working environment and other things that can motivate them to do a better job and deliver the best to all the customers (Faye and Long, 2014). Employee engagement is another factor that contributes to an increased level of job satisfaction. Every individual in the company wants to feel and be part of the company thus, improving their satisfaction. A marketing job is a very hectic task that requires a lot of time and persuasion. Therefore, having good compensation by the company management can increase the level of satisfaction to the workforce.

It is also essential that the management create a positive working environment where colleges can work together as a team, share new ideas, and find the way forward at all times (Faye and Long, 2014). Recognizing the employee’s effort through rewards and promotion is also important, especially to the employees in the marketing department. Those who have shown proof that they can handle the marketing challenges should be given higher positions available in the company thus increasing their level of job satisfaction (Abu-Shamaa et al., 2015).

Question 3: How Clark’s perceptions contribute to his job satisfaction

Perception of individuals' work raises a competitive stand. David Clark states that there are a lot of individuals who love what he does and they are always knocking at his door asking for an opportunity to be part of his team. According to Bakker and Schaufeli, (2008), organization workforce satisfaction is how they feel about their work. According to the case study, Clark is an individual who can worry about the company in case he leaves the company. He is a role model for many who want to join the marketing field. Having a wide number of individuals willing to undertake Clark’s job is a factor that can motivate him and make him attain and increase the level of job satisfaction. They all view his job as positive thus, making him consider the same.?

Question 4: Other ways to improve job satisfaction

Perceptions and attitudes towards individual delegated tasks are not only the tasks that employees use to improve their level of job satisfaction (Ashkanasy and Humphrey, 2011). Other ways include; effort recognition, rewards, and compensation, promotion, a positive working environment, employee engagement, skills development, etc.

Conclusion

The attitude that organization employees have concerning their duties in the company is one of the main factors that contribute to performance and job satisfaction. Many factors in the company contribute to satisfaction including; a positive working environment, compensations and rewards, promotions, opportunities for growth, etc. Individuals must have a positive attitude towards their work. Although individuals have attained education in the specific field, especially marketing, not everyone can undertake a similar job that Mr. Clark undertakes every other day.

References

Ashkanasy, N. M., & Humphrey, R. H. (2011). Current emotion research in organizational behaviour. Emotion Review, 3(2), 214-224.

Abu-Shamaa, R., Al-Rabayah, W. A., & Khasawneh, R. T. (2015). The Effect of Job Satisfaction and Work Engagement on Organizational Commitment. IUP Journal of Organizational Behavior, 14(4).

Bakker, A. B., & Schaufeli, W. B. (2008). Positive organizational behaviour: Engaged employees in flourishing organizations. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 29(2), 147-154.

Faye, K., & Long, Y. (2014). The impact of job satisfaction in the relationships between workplace politics and work-related outcomes and attitudes: evidence from organizations in Senegal. International Journal of Business and Management, 9 (5), 160-168. doi:10.5539/ijbm.v9n5p160