Organizational Psychology for Academy of Management Perspectives

Question: Discuss about theOrganizational Psychology for Academy of Management Perspectives. Answer: Job satisfaction forms one of the most important aspects of the present day working environment of the workplace (Warr Inceoglu, 2012). It is to be noted that the productivity as well as the performance of a particular individual in a company or business organization depends on the level of job satisfaction which the individual is having at the workplace (Edmans, 2012). According to a recent statistics only 73% individuals in Singapore are satisfied with the job which they are doing at the moment ("1 in 4 Singaporeans are unsatisfied with their employers", 2018). A major problem associated with the decline of the level of job satisfaction is the decline in the level of productivity as well as the performance of the employees which is affected the various companies in a very negative manner (Edmans, 2012). This essay intends to analyze the meaning of the concept of job satisfaction and propose strategies which would increase the level of job satisfaction of the employees and thereby increase their performance. Job satisfaction also known by the name of employee satisfaction can be defined as the level to which a particular individual or an employee is content with the kind of job that he or she is doing at the work place (Wong Laschinger, 2013). There are others who try to define it saying that it is the level to which the individuals or the employees like their job or not (Card et al., 2012). However, it is to be noted that job satisfaction has a direct impact on the performance of the individuals. It is to be noted that Herzberg's Two factor theory also states the importance of the concept of job satisfaction in the work place. According to this particular theory articulated by Herzberg there are certain factors in the workplace which increases the level of job satisfaction of the individuals and there are certain other elements which decreases the level of job satisfaction among the employees (Sanjeev, Surya, 2016). Job satisfaction is an intangible quantity and therefore the level of job satisfaction which a particular individual or an employee is having is very difficult to measure. Moreover, it is also to be noted that the level of job satisfaction cannot be measured effectively using one particular scale or measuring tool as there are several factors which affect the level of job satisfaction for a particular individual. It is to be noted that the educational background, the cultural background, the work place environment, the kind of salary which a particular employee is getting, the kind of rewards as well as recognitions which they get, the kind of work which they are expected to do and various other factors play a significant role in the kind of job satisfaction which a particular individual is having (Warr Inceoglu, 2012). Therefore, as all these factors cannot be effectively measured on any scale or measuring tool thus it is very difficult to provide an effective scale on which job sa tisfaction can be measured. However, experts use various techniques as well as scales for the measurement of the level of job satisfaction which an individual is having. The first scale is which is commonly used for the measurement of job satisfaction is the Single Global Rating scale. It is to be noted that the Single Global Rating just consists of a single question and the answer of the individual to that question is used to calculate the level of job satisfaction which that particular individual is having at the moment (Thompson Phua, 2012). The question which is usually asked is how satisfied are you with your job? and to this particular question the respondents are supposed to give a rating on a scale of 1 to 5 (Thompson Phua, 2012). Another tool which is commonly used for the measurement of the level of job satisfaction is the Job Diagnostic Survey. In this particular tool as the participants are supposed to answer questions and based on their responses the level of their jo b satisfaction is calculated (Thompson Phua, 2012). However, it is to be noted that these are not effective measuring tools as the respondents might not answer correctly to the questions and have to take various factors into consideration before answering to the questions. It is to be noted that there are various ways by means of which the level of job satisfaction of the employees can be enhanced. The first strategy which a company or business organization can utilize to increase the level of job satisfaction of the employees is by rewarding the employees effectively for the hard work which they put in for the completion of their job roles. It is to be noted that the rewards as well as incentives will not only enhance the job satisfaction level of the employees but will also propel them to perform in a much better manner (Wong Laschinger, 2013). The second strategy which the company or the business organization can utilize to enhance the level of job satisfaction among the employees is by providing better working environment to the employees (Card et al., 2012). It is to be noted that the environment plays a significant role in the job satisfaction level of the employees. The third strategy which the company or the business organization can utilize t o enhance the performance of the employees is by providing extra benefits to the employees who work harder than the other (Card et al., 2012). The company or the business organization can provide them with extra leaves or other allowances to increase the level of their job satisfaction. Therefore, from the above discussion it becomes clear that job satisfaction forms one of the most important aspects of the entire workplace. It is to be noted that it has a considerable influence on the performance as well as productivity of the employees. Therefore, the various companies as well as the business organizations should device various mechanisms to enhance the level of job satisfaction of the employees as that will directly influence their performance and hence will provide additional benefits to the company or the business organization concerned. References 1 in 4 Singaporeans are unsatisfied with their employers. (2018). Retrieved 24 March 2018, from https://sbr.com.sg/hr-education/in-focus/only-73-singaporeans-are-satisfied-their-employees Card, D., Mas, A., Moretti, E., Saez, E. (2012). Inequality at work: The effect of peer salaries on job satisfaction.American Economic Review,102(6), 2981-3003. Edmans, A. (2012). The link between job satisfaction and firm value, with implications for corporate social responsibility.The Academy of Management Perspectives,26(4), 1-19. Sanjeev, M. A., Surya, A. V. (2016). Two factor theory of motivation and satisfaction: An empirical verification.Annals of Data Science,3(2), 155-173. Thompson, E. R., Phua, F. T. (2012). A brief index of affective job satisfaction.Group Organization Management,37(3), 275-307. Warr, P., Inceoglu, I. (2012). Job engagement, job satisfaction, and contrasting associations with personjob fit.Journal of occupational health psychology,17(2), 129. Wong, C. A., Laschinger, H. K. (2013). Authentic leadership, performance, and job satisfaction: the mediating role of empowerment.Journal of advanced nursing,69(4), 947-959.