Job Satisfacyion

Job Satisfaction Paper

Some people view their job as boring, frustrating, demanding, and overwhelming; some hate even getting up to go to work; while other individuals enjoy their job, All of these are feelings associated with how an individual feels about their job.

Job satisfaction defined

According to Jex and Britt (2008), job satisfaction is an individual's overall evaluation of their job; job satisfaction consists of all the feelings, thoughts and behaviors an individual has toward their job. Job satisfaction is determined by the nature of the employees' jobs or by the characteristics of the organization they are employed by (Jex & Britt, 2008).

Variables such as the pay, the type of rewards, and benefits that are offered to the employees, available development opportunities, proper recognition of the employees' abilities and achievements, employees having the opportunity to utilize their own talents and abilities, working conditions and positive management and leadership are all contributors that are very important because they determine how an individual feels about their job.

Each of these are variables that employees value differently when they are considering the elements that make them happy to work at an organization. When employees are happy or satisfied with their job they show in the overall work ethics such as having a good attendance record, avoiding being tardy, and being productive in their job tasks.

Organizational socialization impact

Organizational socialization very much influences job satisfaction. Once an employee is socialized, accustomed, and acculturated to the organization, the employee is more likely to be happy and content on the job. Satisfaction comes from knowing who the organization is, knowing its mission and goals, knowing the values it stands by, and knowing what it has accomplished. Satisfaction comes from knowing specific acronyms used within the organization, knowing how the organization is run, and knowing who is who within the organization. Satisfaction comes from knowing the duties of the job, knowing how to do the duties of the job, and how to be proficient and effective at the job. The more the employee knows about the organization it works for and knows about the job duties the employee is expected to do, the more the employee will be happy, content, and satisfied. Additionally, when employees have a good working relationship with management and their coworkers, they feel more comfortable, they are more willing to go beyond their job duties, and they are more eager to participate and be a part of the organization (Jex & Britt, 2008).

Employees are happy and content on-the-job when the organization shows that they care about their employees. Organizations that provide continued training and professional development are more apt to developing employees who feel content and satisfied in their job. Organizations that have a friendly and pleasant environment where coworkers help and assist other employees will provide more job satisfaction. Organizations that provide rewards, compensation, and advancement opportunities will raise more satisfied and content employees. As a final point, when an organization and its management cares about the needs of the employees and provides a mean to satisfy these needs, employees will be happier, more content, and even more satisfied in their position. Employees want to know that the organization, the management, and the coworkers care about them and that they are important within the organization's structure (Robert, 2009).

Uses of organizational socialization

Within a company, there are some employees who would go beyond their own standard of how the job supposes to be. Companies often maintain such positive impact on job satisfaction. Organizational commitment is actually what leads to job satisfaction. Organizational commitment focuses on people's attitudes and emotions towards the entire organization. Having a set commitment and knowing that nothing can change is really what make employees to be satisfied in the place they work up to. For example, organizational commitment for a typical librarian naturally depends on the research that needs to be done through a more social and cultural condition in a given take (Jex & Britt 2008).

Librarians have plenty of important places in which when come across such effect of the service they render. Librarians' commitment patterns come off as being different and not usual in any situation. Strategies can be met for enhancing those that are relevant to organizational goals. Many factors consider the predict between job satisfaction and organizational commitment among librarians who base most of their