Management Essay (Job Satisfaction; Hofstede's Dice Dimensions)

Management (Job Satisfaction; Hofstede's Dice Dimensions) - Essay Example However, a person’s job involves much more than performing the routine technical tasks such as accounting, marketing, researching, manufacturing, engineering, driving or sweeping. Along with doing the primary tasks related to their jobs, employees are also expected to adhere to the code of conduct of the organization, coordinate with colleagues, manage relationships with superiors and fine-tune themselves in compliance with the organizational environment. Consequently, the measurement of job satisfaction is quite an intricate summation of several components involved in a person’s professional life. Nevertheless, after years of experiments, the two most generally accepted measurement techniques are: Single Global Rating and Summation of Job Facets. In the Single Global Rating method, employees are asked to choose on a scale of 1 to 5 with 1 representing highly satisfied and 5 representing highly dissatisfied. While in Summation of Job Facets method, employees are require d to express their sentiments with regard to their job in words. The two methods have their advantages as well as disadvantages and are believed to be helpful in their respective domains (Robbins, 2009). Over the years, different theories have been developed by management researchers to expound the concept of job satisfaction. ... Ambrose and Mr. Smith. Mr. Ambrose values variety in his job while Mr. Smith is indifferent about variety in job; then Mr. Ambrose will be more satisfied in a job which offers greater amount of variety and less satisfied in a job which is monotonous, in contrast to Mr. Smith. Another important theory related to Job Satisfaction is Dispositional Theory. It suggests that irrespective of their jobs, people hold certain in-born dispositions that result in them developing a certain type of job satisfaction. Research even suggests that identical twins who have not been brought up together exhibit analogous levels of job satisfaction. Consequently, attempts were made to discover the psychological mechanisms that bring about dispositional roots of job satisfaction. The outcomes have shown that people who have positive core self evaluations – who place confidence in their ability, have much higher levels of job satisfaction in contrast to those who have negative core self valuations (M artinko, 2004). Two Factor Theory (Motivator-Hygiene Theory) groups all the pertinent job facets under two broad factors - Motivators and Hygiene Factors. Motivators include facets such as appreciation, recognition, interesting work, etc. They yield positive feelings related to the job resulting in high job satisfaction. Alternatively, Hygiene factors comprise of job security, pay, work settings, etc. They do not yield affirmative satisfaction, however dissatisfaction emerges from their nonexistence. For example, an employee Ms. Laren would be motivated by challenging work and recognition of performance, resulting in high satisfaction; emanating from the intrinsic nature of the job, which stimulates personal development. While on another occasion, uncertainty hovering over her