Job Satisfaction: Comfort & Productivity in the Workplace - Essay Sample

Introduction

Job satisfaction, either in the intrinsic or extrinsic jobs satisfaction addresses the contentment of people in any sector of work. It entails the comfort of workers in the way they are treated by their employers. When workers are contented with the work they do, they usually become more productive and always work towards achieving the goals of the enterprise (Bucker, Furrer & Lin, 2015). Excellent pay and giving workers a healthy working environment are a critical factor to consider since it is believed to be the best way to address the issues of the workers (Castaneda et al., 2018). However, the performance of appraisal is also critical in enhancing job satisfaction of workers. It entails promoting employees and offering them rewards to motivate them in their lines of duty. Some strategies of administration controlling the quality of employment results often affect job fulfillment and the amount of power that workers get in any environment (Nunes, Felix & Prates, 2017). Failure to perform such practices in an enterprise increases job dissatisfaction, and the production becomes low since they do not have the motivation to carry out their undertakings.

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The Importance of Job Satisfaction

For the first time after many years, workers have expressed their satisfaction in different jobs. The Employee Job Satisfaction and Engagement Report by the Society for Human Resource Management indicate that percentage increased from 81 in 2013 to 88 in 2016 (Nunes, Felix & Prates, 2017). The financial stability of most economies is a significant factor that contributed to job satisfaction among different workers across the world (Gozzoli & Gazzaroli, 2018). Therefore, employers were able to increase their employee's benefits and their working environment, creating satisfaction (Bucker, Furrer & Lin, 2015). Also, as the labor market alleviate workers took the chance of new prospect to ensure that they fit their expertise and the interests they have in working in their areas of expertise. The same concern has been addressed in the job satisfaction for teachers who work with exceptional education learners by implementing collaborative peer program where teachers collaborate and get all the needed strategies in teaching and attain the required objectives of the institution. According to Castaneda et al., (2018) effective collaboration among the teachers is a significant factor that enhances effectiveness among teachers, and it also increases their development in skills (Castaneda et al., 2018). It helps them to learn from the associates and transfer the understanding they gain to their students since everything is a reflection of what they learn in classes.

Relation of Job Satisfaction to Attrition

Workers attrition is the rate at which enterprises fire or recruit new workers. It is also known as the turnover rate for the workers. There are different strategies that a company can implement to either recruit or fire their workers. Such an approach is taken into consideration to ensure that the workers operate efficiently according to the skills that they have (Ng et al., 2012). Attrition, however, is how an organization loses its workers due to other reasons apart from firing. It, therefore, means that managers have no direct control over the way they can either fire or recruit new workers since particular issues lead to such an approach (Castaneda et al., 2018). For instance, retirement is a significant aspect of attrition since people retire at a certain age and it is not mostly determined by the employer but either the rules and regulations of the organization or the governmental labor regulations (Nunes, Felix & Prates, 2017). Other factors that contribute to attrition are a personal decision from a person who has a prolonged illness and would willingly quit the job (O'Keefe et al., 2012). Also, other people undergo attrition due to the dissatisfaction of the company. As such, it creates a better environment for the workers since they have all the opportunities that they want to work.

Effect on Student Achievement

Teacher's attrition has a lot of impact on the performance of learners. For instance, there is a breakup in the connection between teachers, students and their parents. The University Council for Educational Administration states that mid-year turnover interferes with the learner's learning experience, especially on the teachers who leave students (Ng et al., 2012). There is the attachment that is always created between a teacher and a student when they stay together for a long time, and even their understanding on concepts become easy (Castaneda et al., 2018). However, when the tie is cut, it becomes hard for them to reconnect again and stay together like it used to happen with the other teachers.

There is also a substitution of the effective teachers with ineffective teachers that do not deliver quality teaching like teachers who were there before attrition. The effect of weakening among schools has been explained by a study indicating the negative impact it has on learners and the whole institution (Gabel-Shemueli et al., 2019). In an interview done by Tennessee teachers in their learning institutions indicated that there were between 40 and 70 percent turnover rates among teachers in the United States (Wilt, 2017). It created a repetitive professional advancement, disrupted program planning, decreased innovation and the capability to enhance new practices for the teachers and reduced the time spent between students and their teachers, an aspect that enhanced their understanding in learning better (Ang et al., 2007). As such, it was one of the significant malpractices that affected the performance of students in different institutions.

Teacher Attrition RatesEvery year parents find out teachers for their kids leaving their school to either other schools or different lines of the profession. Study indicates that there is an average of 16 percent of the public-school teachers who change their schools or change the path or job to get better opportunities (Ng et al., 2012). The number is approximately half a million in the United States. Another study indicated that even though teachers teach for 30 to 40 years, there is an attrition rate of 5 percent (Vittek, 2015). However, when it goes above the rate may be up to 10 percent, it indicates that the average teaching career only lasts for around ten years for all the teachers. As such, it affects most of the children's practices, and they are unable to perform like they do in the past.

The Attrition Rate

Special Education Teacher Attrition Rates

Study indicates that there has been a severe shortage of special teachers across the globe due to the attrition rate. The attrition rate of distinct teachers is believed to be the cause of teacher's shortage. Billingsley (2010) indicates that 13.2 percent of different teachers abandon their jobs every year to join other professionals (Vittek, 2015). As such, it becomes hard to replace the teachers and people who suffer a lot are the learners who do not have any option to get the expertise they need from such teachers (Vittek, 2015). The American Association for Empowerment in Education indicates that in all nine out of the thirteen institutions (Gabel-Shemueli et al., 2019). Therefore, most of the learners cannot cope up with the shortage of teachers since they need regular studies and guidance by teachers that they understand well.

Causes of Job Dissatisfaction

There are different causes of job dissatisfaction. For instance, Leadership a significant factor that causes dissatisfaction among workers. Leaders require a proficient manager in any organization. The expertise of the manager determines the prosperity of the organization. A manager acts as the guide to the workers, and they follow most of his or her undertakings (O'Keefe et al., 2012). Therefore, leadership requires behavior and practices that influence the employees in their performance and job satisfaction (Ang et al., 2007). There are distinctive leadership theories that include an examination of the connection between leadership hypothesis and their outcome

Proven Interventions to Increase Job Satisfaction

Any job satisfaction requires a lot of expertise from the management or any other sector in an organization or institution. For instance, having a positive relationship with the workers increases their productivity since they understand that they should offer their best to attain the objective of the institution (O'Keefe et al., 2012). Performance of appraisal is another practice that enhances a better relationship between the workers and their employees (Ang et al., 2007). They have the motivation that enhances them to work hard so that they can be rewarded accordingly. When for instance one fails to meet the stipulated objectives, he or she feels that they need to attain the specified goals so that they can increase the progress of the institution and also create a positive image for others.

The SFCQ and BCIA Measurements

In the contemporary international context of experts, there are different skills that people are told to exhibit to ensure that their performance in any institution is comprehensive for the production of people in various institutions (Gozzoli & Gazzaroli, 2018). Cultural intelligence is a person's capability to administer an institution and run it effectively as compared to other people (Ng et al., 2012). Any person who has such expertise is considered to have all the skills required to lead and guide others in any practice. The ideology is connected to the performance management and understanding where they are all incorporated to ensure that there are proficient operations in any institution.

The performance of learners depends on the way there is planning and proper management in the institution. Leaders and learners collaborate towards achieving all the stipulated objectives of the enterprise (Wilt, 2017). It even becomes easy to manage learners since they also understand the struggle that their instructors undergo as they try to achieve the stipulated goals (O'Keefe et al., 2012). However, cultural intelligence has differences in that it cannot be addressed alone since there are other strategies which should be implemented, such as monitoring to enhance better operations of any institution.

Conclusion

In general, the study indicates that educational performance in different institutions has reduced due to turnover rate and failures of employers to ensure that they implement the strategic approaches that ensure there is retention of workers in any line of job. The turnover rate affects the performance of students, especially some that have special needs. They delink with their teachers and getting another teacher to create the same becomes a problem due to the financial instabilities in different nations, and the failure to get new teachers. Job satisfaction is another strategy which ensures that teachers perform well, and they also remain in their institutions. As such, it is an easy way to ensure that learners and any institution attain the stipulated goals.

References

Ang, S., Van Dyne, L., Koh, C., Ng, K. Y., Templer, K. J., Tay, C., & Chandrasekar, N. A. (2007). Cultural intelligence: Its measurement and effects on cultural judgment and decision making, cultural adaptation, and task performance. Management and organization review, 3(3), 335-371.

Bucker, J., Furrer, O., & Lin, Y. (2015). Measuring cultural intelligence (CQ) A new test of the CQ scale. International Journal of Cross-Cultural Management, 15(3), 259-284.

Castaneda, D. R., Huang, A., & Avalos, A. R. (2018). Willingness to Learn: Cultural Intelligence Effect on Perspective Taking and Multicultural Creativity. International Business R...