HRM 5: Analyzing Job Satisfaction and Personal Characteristics

This assignment is a comprehensive analysis of job satisfaction, focusing on the alignment between an individual's personal characteristics, interests, and goals with their current work environment. The student, through self-reflection, assesses their tasks, personality traits, and values, identifying areas where their current job aligns or diverges from their ideal situation. The analysis includes an evaluation of the tasks performed, the nature of interactions with supervisors, co-workers, and clients, and the benefits and costs associated with the job. The student identifies gaps in their current role, such as unmet interests and unused abilities, and explores the causes of both satisfaction and dissatisfaction. The assignment concludes by suggesting ways to create value for both the individual and the organization, along with a discussion of potential strategies to enhance job satisfaction and address identified shortcomings. References to relevant academic literature are also provided.

Running head: HRM
Organizational Behavior and Management
Name of the Student:
Name of the University:
Author Note:

HRM 1
Your skills and abilities
The tasks which make time fly
and can be done easily include:
 Dividing time into blocks
 Breaking up assigned
duties in smaller tasks
 Reading an interesting
book
 Listening to podcast,
videos and music while
at work.
The Nature of Tasks at Your
Work
Critical task performed at work:
Critical and creative thinking
along with extensive research
work to not only understand
concepts but also gain some
knowledge for generating
information and ideas that
provided new and improved
insights.
The aspects of my task that is
routine involves extensive
research work and timely
delivery
The assignments that I do
requires huge amount of research
and analytical thinking.
At times it requires controlling
my emotions whenever the client
become too demanding. Even if I
am irritated with repetitive
query, I need to maintain my
mental stability.
Task -person fit
The present job is not
totally in line with my
interest, abilities,
personality and nature
of people interacted.
The interest which are
not met include:
The abilities that
remain unused include:
Your Personality
My key personality tendencies
include:
 Extraversion
 Conscientiousness
 Openness
 Agreeableness
 Integrity
 Generosity
 Self-control
 Sincerity
Your Interests
The things that excites me are:
 Spiritual growth
 Health
 Money
My values include commitment,
efficiency and consistency.
However, according priority
they include:
 Commitment
 Consistency
 Efficiency
Persona
lity traitInterest
AbilitiesNature
of
people
Intellect
Leaders
hip
Skills
Listening
Skills
Organiz
ational
skills
Money
Spiritual
growth
Health
benefits
Creativity

2HRM
The personality traits
that remain unused:
People I like at the
Job: Few of my co-
workers and
supervisors.
People I do not like
include: Management
and the nagging clients
.
People whom you like to
interact with
Characteristics of people with
whom I would love to work are
as follows:
 Supervisor: Having
good communication
skills, strong leadership
qualities, ability to
minimize conflict,
effectiveness in priority
management.
 Co-workers: Expected
to be organized,
dedicated, trustworthy
and flexible.
 Clients: Must have have
the willingness to take
advice, have single
contact point and make
payment on time
People whom you interact with
at work
Characteristics of people with
whom I work:
Supervisor: He is non-
interfering, helpful, does not
have proficient communication
skills and is too casual in
resolving issues
Co-workers: Amongst the co-
workers, few are organized and
dedicated with whom I share a
very good relation. However,
there are some who are highly
pretentious and self-centred.
Clients: Some of the clients are
good and listen to the advice
provided while others keep
coming back with repetitive
queries.
Value you aim to offer to
people
I would like to help my co-
workers in bonding well by
undertaking activities like egg
drop challenge, room escape
games and catch phrase.
Besides, I will also aid my co-
worker with an opportunity to
explore new things.
Value you currently offer to
people
Supervisors: I try to be serious,
responsive and consistent with
the delivery of my work within
the scheduled deadline.
Clients: I patiently listen to their
queries and provide a solution as
per their expectations.
Co-Workers: I try to assist my
workers and provide them with
any support they require.
Gap to Create Value
The gap between the
present value generated
and the value that I
wanted to generate lay
in lower revenues,
higher cost and the
failure to achieve
strategic goals like the
increase in the web
traffic, number of back
links and growth
through acquisition.
What you Give (Costs for you) What you get (benefits to you) Equity
Integrit
y
Generosit
y
Sincerity
Self-
Control

3HRM
The main cost are:
 Hard Cost: This
includes travel expenses,
funding for retirement
plan and expenses for
dependent care.
 Soft Cost: This includes
downtime cost, loss in
productivity and cost of
employees.
The benefits include:
 Hard benefits: This
include salary
 Soft Benefits: This
include mental
satisfaction and
happiness
Considering the cost
and the benefits, I find
it worth working for the
present workplace.
Nevertheless, it is too
costly for me since my
goals and interest does
not seem to align much
with the present job.
Job satisfaction
Causes of satisfaction with the present job:
 Appreciation that I receive for my work
 Good relationship that I have with my colleagues
 Better relationship with the supervisors
 The financial stability of the company
 Career development and learning that the company offer
 The security of the job.
Causes of dissatisfaction with the present job:
 Underpayment as per my educational qualification and experience
 Certain level of limitation in career growth.
 Poor management where the managers does not hold the responsibility for motivating
employees, organizing, planning and controlling within organization.
 Non supportive operations manager
 Enforced work pressure beyond my capabilities.
 Need for higher level of incentive structure to make the employees feel that they have
significant contribution and remain happy and work harder.

4HRM
 Lack of work-life balance which is necessary for influencing the levels of productivity.

5HRM
References:
Handa, M. and Gulati, A., 2014. Employee engagement. Journal of Management Research,
14(1), pp.57-67.
Ransbotham, S., Kiron, D., Gerbert, P. and Reeves, M., 2017. Reshaping business with artificial
intelligence: Closing the gap between ambition and action. MIT Sloan Management Review,
59(1).
Van der Walt, F. and De Klerk, J.J., 2014. Workplace spirituality and job satisfaction.
International Review of Psychiatry, 26(3), pp.379-389.
Giorgi, G., Shoss, M.K. and Leon-Perez, J.M., 2015. Going beyond workplace stressors:
Economic crisis and perceived employability in relation to psychological distress and job
dissatisfaction. International Journal of Stress Management, 22(2), p.137.

6HRM
Appendix 1: Interest that were not met at the workplace
Appendix 2: Abilities that remained unused at workplace
Appendix 3: Personality traits that were unused