Measures for Job Satisfaction: Case Study 3

This presentation discusses the measures for job satisfaction in the case study 3. It explores the impact of autonomy, recognition, and control on job satisfaction.

A
PRESENTATION
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Case Study 3: Speaking up for yourself or being
aggressive

VI) Measures providing Michael and Joyce job satisfaction.
Job satisfaction is defined as a feeling which every individual employee is having
in respect of its own work and job profile. It is sense of accomplishment as derived by
employee from the type of work he is engaged in. On getting self motivated and satisfied
with work assigned can help individual in achieving job stability, growth in career, profits
as well (Judge and et.al., 2017). By managing work in better and effective manner, it helps
both the company as well as its employees in improving productivity and attainment of
high profit margins.

Continued
 In case of Michael, capability and skill of making innovative as well as creative ideas
in line with the business objectives with its successful implementation helps in
providing satisfaction. As per the Maslow’s theory of self actualisation needs Michael
has already achieved higher post in the company due to hard work and dedication done
as well as by implementation of best innovative plans which in turn has benefited both
the company and Michael in improving business performance. Company has provided
autonomy and independence related to decision making power. Also, by recognizing
work by management it has motivated Michael too.

Maslow’s Hierarchy Need Theory

Continued
 Joyce on the other hand is having aggressive attitude which affects employee –
employer relationship to a large extent. Job satisfaction level of Joyce as per Maslow
theory depends on the extent to which Joyce is having control over business and work
life of employees (Kianto, Vanhala and Heilmann, 2016).
 Thus, it can be said that the more the control or power Joyce is having on business and
its related operations, it will provides higher level of job satisfaction.

Continued
 Thus, it can be concluded that Michael Khoury because of recognition and appraisal
received from management of company, it has always motivated Michael in performing
better way. In the case of Joyce McGregor it is because of ruling & autonomy nature
which has helped in gaining satisfaction as it motivates her in performing in much
better manner.

REFERENCES
 Judge, T. A. and et.al., 2017. Job attitudes, job satisfaction, and job affect: A century of continuity and
of change. Journal of Applied Psychology. 102(3). p.356.
 Khamisa, N. and et.al., 2015. Work related stress, burnout, job satisfaction and general health of
nurses. International journal of environmental research and public health. 12(1). pp.652-666.
 Kianto, A., Vanhala, M. and Heilmann, P., 2016. The impact of knowledge management on job
satisfaction. Journal of Knowledge Management. 20(4). pp.621-636.
 Lu, A. C. C. and Gursoy, D., 2016. Impact of job burnout on satisfaction and turnover intention: do
generational differences matter?. Journal of Hospitality & Tourism Research. 40(2). pp.210-235.
 Online
 Job satisfaction. 2019. [Online]. Available through: <
https://businessjargons.com/job-satisfaction.html>.

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