SUCCESSFUL INDIVIDUALS WITH HIGH LEVELS OF JOB SATISFACTION Essay

SUCCESSFUL INDIVIDUALS WITH HIGH LEVELS OF JOB SATISFACTION - Essay Example A relatively trend in these studies and literature works however is that not much has been studied into finding factors that bring about job satisfaction, but the gutters have been jumped into discussing the impact of job satisfaction on growth and development. In this essay therefore, the existing gap is closed by critically outlining key factors that must be put in place within various types of organisations to ensure that there is job satisfaction (Yi and Gong, 2008). This is done from the perspective of four individuals, whose stories are used as a case study. Job Design and Job Satisfaction Job satisfaction is a very qualitative and subjective labour principle, as different people seek different opportunities and factors within their work structure to make them satisfied (Yoo, 2002). But as varying and different as job satisfaction may be to different people, one fact remains that job satisfaction comes from within the job that one does and this is where characteristics of the j ob comes to play. Depending on the characteristics of a given job, employees may be more comfortable working in the premise of that job. Yoo (2002) identified two of these characteristics as autonomy and variety, all of which are exhibited in the stories of the successful people presented. Yoo (2002) was however quick to add that there is always the need to ensure that the job characteristics that prevails is defined by the job design in place for workers. These job designs include are nature of job, employee engagement, and business success. Wofford and Liska (2003) has explained that one crucial characteristic of job is variety. By this, meaning is given to the need for the workplace to present the employee with non-static but differential task scope that ensures that employees always have something new to explore at the workplace. This means that the variety of job that a person does go a long way to determine and influence the level of job satisfaction that will be recorded. Cle arly, each of these people works in top enviable organizations that have many different departments and units that offer variety and challenge to exploring new opportunities for every up and coming young executive. As stated by Clark, there are numerous people looking for the kind of job that he does. The same can be said for Kurtz and Bishop, whose jobs take them to various places of the world and makes them enjoy the luxury of travelling from one airplane to the other. Clearly, when the characteristic of the job of a person puts him or her in such a position where there is internal satisfaction as to the variety of work that is done, such person is likely to gain job satisfaction. What is more, there are very high levels of autonomy for each of these workers. The question of ‘when and how tasks are done’ have been said to be very instrumental in job design (Ramsey and Sohi, 1997). Generally, autonomy comes to play when employees are given sufficient room to operate an d manipulate the movement and direction of their jobs (Netemeyer et al, 2007). Once this is done job satisfaction can be said to be guaranteed because it makes employees feel useful of themselves and evidentially become intrinsically motivated. Meanwhile, for all four individual read about, even though they are not the owners of the business they work for, they have very high levels of autonomy and are instrumental in the way and manner the businesses should move. A typical example of this is Clark who has the pleasure of promoting MTV all across the globe. Finally, as recommended by Yoo (2002), there is evidence from the story that the characteristics of job in place have been directly linked with job design. It would be noted that job