Manager should do everything they can to enhance the job satisfaction of their employees do you agree or disagree support your position.?

Answer 1

The notion that employee job satisfaction should be a top priority for managers has been one of much debate. Although managers have many roles in organizations, their most important purpose is to manage their organizations (employees) in a way that can maximize profits. Thus, investing time, effort and money in ensuring that employees are satisfied in only worthwhile if it results in higher productivity and profitability for the firm. Early theorist theorized that increased profitability should increase with an increase in job satisfaction while later studies emerged to refute the existence of any significant relationship between the two variables. However, various literature has more recently emerged drawing attention to the appropriate level of analysis that should be undertaken when examining this relationship.

Answer 2

INTRODUCTION

Job Satisfaction Job satisfaction is the feeling and perception of a worker regarding his/her work and how he or she feels well in an organization. It indicates the extent of employees’ positive or negative feelings towards their jobs and organizational behavior tried to improve it. In Organizational Behavior, job satisfaction is one of the most researched variables in the area of workplace psychology and has been associated with numerous psychosocial issues, the changing world of work, organizational factors ranging from leadership to job design.It is the level of contentment a person feels regarding his or her job. This feeling is mainly based on an individual’s perception of satisfaction. It can be influenced by a person’s ability to complete the required tasks, the level of communication in an organization, and the way management treats employees. There are different levels of job satisfaction. Effective job satisfaction is a person’s emotional feeling about the job as a whole. Cognitive job satisfaction is how satisfied employees feel concerning some aspect of their job, such as pay, hours, or benefits.

MANAGERS SHOULD DO EVERYTHING THEY CAN TO ENHANCE JOB SATISFACTION OF THEIR EMPLOYEES? DO YOU AGREE OR DISAGREE? SUPPORT YOUR POSITION?

Yes I Agree Because:

Point 1

The notion that employee job satisfaction should be a top priority for managers has been one of much debate. Although managers have many roles in organizations, their most important purpose is to manage their organizations (employees) in a way that can maximize profits. Thus, investing time, effort and money in ensuring that employees are satisfied in only worthwhile if it results in higher productivity and profitability for the firm. Early theorist theorized that increased profitability should increase with an increase in job satisfaction while later studies emerged to refute the existence of any significant relationship between the two variables. However, various literature has more recently emerged drawing attention to the appropriate level of analysis that should be undertaken when examining this relationship. Thus, in this paper I will summarize results of studies against and in support of the performance - job satisfaction model and ultimately present my view that under the right job setting that managers would be well advised to invest their resources in improving job satisfaction. There are many different variations of definitions for job satisfaction, but for the purposes of this paper, I will use the following definition: "[Job] satisfaction can be regarded as an evaluation of equitableness of treatments and conditions" (Smith at al, 1969, p. 166 cited in Organ, D.W. 1988). There are two schools of thought on the existence and causes of satisfaction. The first theory states that satisfaction is a fairly stable characteristic in individuals while the second theory states the cause of satisfaction is more situational and indicates that "the climate of the organization, job characteristics, and participation in decision making"(Organ, D.W. 1988) are some of the factors that influence satisfaction in employees. Thus, managers who subscribe to the job satisfaction-performance model can try to enhance workplace performance either through the recruitment of individuals with a predisposition to being satisfied.

Answer 3

Answer–Students will probably argue for yes, however, the reality is there may not be any productivity or bottom line positive reason for doing so. In the real world, managers’ interest in job satisfaction tends to center on its effect on employee performance. Happy workers are not necessarily productive workers, but evidence suggests that productivity is likely to lead to satisfaction. Also, organizations with more satisfied employees tend to be more effective than organizations with less satisfied employees. It might be true that happy organizations are more productive. Also, it makes sense that dissatisfied employees are more likely to miss work, but other factors have an impact on the relationship and reduce the correlation coefficient. Reference the Sears, Roebuck study in the text