Job Satisfaction in Corporate America
Job satisfaction in previous decades has been an elusive myth to those who worked in corporate America for any length of time. When the average person thinks of job satisfaction, they imagine it as some dream job where everything goes well every day and no issues ever pop up that can spoil their peace and tranquility while they are at work. This, of course, could not be further from the truth. There is no company in existence where everything is going to be perfect for every employee every day. If that were the case, it would make the job boring and predictable. For those who thrive on problem solving, this kind of atmosphere would get boring very quickly. The question left to answer then is what is true job satisfaction and how does it contribute to the company’s overall success in the corporate world? Surprisingly, the answers to these questions are more complicated than one might originally think they are. First, a working definition of job satisfaction needs to be established so it is clear exactly what form job satisfaction will take in the following analysis and how it will be linked to corporate productivity. According to Cullen et al (270), job satisfaction is defined as an overall feeling of accomplishment at the end of the day by the employee once their tasks have been completed. Because jobs are so diverse, it can take employees a long or short period of time to find the right kind of job to where they feel that particular type of satisfaction and keep wanting to come back, thinking of their position as a way to help others and positively contribute to the world. While this definition may border on grandiose, there are individuals who do everything from run Fortune 500 companies to sweep factory floors who do feel satisfaction that equates to having made a positive contribution to the world completing those tasks (Kopelman et al, 23). One point that has to be made here is that job satisfaction does not only come from having interesting, meaningful tasks to complete. Employees also possess specific characteristics that are suitable for specific types of jobs. Cullen et al (271) explains that one of the most important personal characteristics an employee must have in order to achieve job satisfaction is the ability to adapt to changing situations. It is human nature to understand that both personal and professional situations will change over time, but some humans are not able to readily adapt to constant change as compared to others (Cullen et al, 272-273). The business world is constantly changing, and those who are more able to adapt to sudden change are more likely to experience more job satisfaction and receive higher rewards for their loyalty and other abilities. Aside from this one character trait, it does take others to make a person more likely to experience job satisfaction. The most important thing to remember is in order to be satisfied with one’s job, he or she must choose a career path that is most likely to being the sort of satisfaction he or she is looking for. One such job that typically has negative job satisfaction results is call center representative jobs. According to LeBlanc (2-3), most individuals see call center jobs as a mere …show more content…
It is a basic, simple process that has been simplified in different professional articles by flow charts and training scripts. If one were to ask a consumer what their interaction with a call center employee is like, they would most likely answer by stating it is either a negative or just outright mediocre; in fact it is more along the lines of a routine task such as going to the grocery store. According to LeBlanc (10-12), consumers usually describe their typical interaction with call center employees as average or lower, stating the number one complaint is the call center employee just did not seem happy to be working at the company. It is unfortunate that this type of interaction between these employees and consumers happens more time than none, and a leaders time has to be spent correcting employee behaviors and the issues created by dissatisfied employees who were not performing their jobs correctly. It is a direct correlation between job satisfaction and overall company
Job satisfaction in previous decades has been an elusive myth to those who worked in corporate America for any length of time. When the average person thinks of job satisfaction, they imagine it as some dream job where everything goes well every day and no issues ever pop up that can spoil their peace and tranquility while they are at work. This, of course, could not be further from the truth. There is no company in existence where everything is going to be perfect for every employee every day. If that were the case, it would make the job boring and predictable. For those who thrive on problem solving, this kind of atmosphere would get boring very quickly. The question left to answer then is what is true job satisfaction and how does it contribute to the company’s overall success in the corporate world? Surprisingly, the answers to these questions are more complicated than one might originally think they are. First, a working definition of job satisfaction needs to be established so it is clear exactly what form job satisfaction will take in the following analysis and how it will be linked to corporate productivity. According to Cullen et al (270), job satisfaction is defined as an overall feeling of accomplishment at the end of the day by the employee once their tasks have been completed. Because jobs are so diverse, it can take employees a long or short period of time to find the right kind of job to where they feel that particular type of satisfaction and keep wanting to come back, thinking of their position as a way to help others and positively contribute to the world. While this definition may border on grandiose, there are individuals who do everything from run Fortune 500 companies to sweep factory floors who do feel satisfaction that equates to having made a positive contribution to the world completing those tasks (Kopelman et al, 23). One point that has to be made here is that job satisfaction does not only come from having interesting, meaningful tasks to complete. Employees also possess specific characteristics that are suitable for specific types of jobs. Cullen et al (271) explains that one of the most important personal characteristics an employee must have in order to achieve job satisfaction is the ability to adapt to changing situations. It is human nature to understand that both personal and professional situations will change over time, but some humans are not able to readily adapt to constant change as compared to others (Cullen et al, 272-273). The business world is constantly changing, and those who are more able to adapt to sudden change are more likely to experience more job satisfaction and receive higher rewards for their loyalty and other abilities. Aside from this one character trait, it does take others to make a person more likely to experience job satisfaction. The most important thing to remember is in order to be satisfied with one’s job, he or she must choose a career path that is most likely to being the sort of satisfaction he or she is looking for. One such job that typically has negative job satisfaction results is call center representative jobs. According to LeBlanc (2-3), most individuals see call center jobs as a mere …show more content…
It is a basic, simple process that has been simplified in different professional articles by flow charts and training scripts. If one were to ask a consumer what their interaction with a call center employee is like, they would most likely answer by stating it is either a negative or just outright mediocre; in fact it is more along the lines of a routine task such as going to the grocery store. According to LeBlanc (10-12), consumers usually describe their typical interaction with call center employees as average or lower, stating the number one complaint is the call center employee just did not seem happy to be working at the company. It is unfortunate that this type of interaction between these employees and consumers happens more time than none, and a leaders time has to be spent correcting employee behaviors and the issues created by dissatisfied employees who were not performing their jobs correctly. It is a direct correlation between job satisfaction and overall company