Emerging Technologies and Innovation Sample 1

Task 1

Introduction

Job satisfaction has been a consistently debated topic in the context of psychology in the workplace. The dependence of job satisfaction on organizational as well as psychological factors is indicative of the requirement of distinct research activities. The research on job satisfaction has led to a proliferation of distinct theories and methodologies for explaining as well as instituting practical instruments for job satisfaction. The references to organizational factors in job satisfaction refer to the variations in the industry which could lead to differences in expectations thereby creating distinct requirements for job satisfaction in different industries (Allisey et al., 2014). The educational sector is also characterized as a prominent sector that demands research concerns in terms of job satisfaction. Identification of the factors that affect the level of job satisfaction of employees helps determine the profound factors that impact job satisfaction. Literature about job satisfaction contains notable references to methods that can be implemented for accomplishing desired levels of job satisfaction in an organization. The use of rewards and recognition for the enhancement of employee satisfaction levels is also widely discussed in business management literature (Buddelmeyer, McVicar & Wooden, 2015). The following discussion would be directed towards illustration and assessment of literature about job satisfaction which also forms an impression of the value of project documentation.

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Literature Review

The necessity of research on job satisfaction has been neglected for a considerable period owing to the indifference towards the relationship between job satisfaction and job performance. The lack of precise measurement of the relationship between job satisfaction and job performance can be considered a primary reason for the minimal importance assigned to studies on job satisfaction. However, the observation of the trends of productivity and performance and stability of the workforce dictated the requirement of further research. Job satisfaction has derived many profound definitions due to the various research activities in the domain of professional and organizational psychology (Buddelmeyer, McVicar & Wooden, 2015). Commonly accepted definitions of job satisfaction indicate that it is an emotional state characterized by pleasure due to recognition of achievement in an individual’s job or the fulfillment of an individual’s job values. Job satisfaction has also been defined as the extent of an individual’s dissatisfaction or association with their job (Burns, Butterworth & Anstey, 2016). On a generic basis, the definitions of job satisfaction are inclined towards the feeling of an employee for their job. The investigation on the definitions of job satisfaction has been associated with outcomes depicting other factors such as perception of individual tasks in the job roles and their influence on job satisfaction. Furthermore, it was observed that the significance of tasks, level of supervision, and concentration levels in the job (Bentley et al., 2013). The dynamics of job satisfaction can be perceived aptly through references to the theories of job satisfaction which can provide educational institutes such as the University of Melbourne to obtain considerable insights into the development of job satisfaction levels.

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Maslow’s theory is a formidable resource for ensuring job satisfaction since it has been observed that job descriptions that allow the fulfillment of higher needs in Maslow’s need hierarchy are accountable for higher job satisfaction. The use of Maslow’s theory has been associated with initiatives of motivation and thereby it indicates a potential model for identifying the needs of employees and addressing them individually. This could lead to higher employee engagement in the organization leading to job productivity and performance. Herzberg’s two-factor theory also provided prominent insights into the perception of job satisfaction levels with the inclusion of hygiene and motivator factors (Baetschmann, Staub & Winkelmann, 2015). The individual factors are associated with distinct outcomes. Hygiene factors are those elements in a professional setting that are necessarily required in the workplace. However, the hygiene factors do not have a potential impact on the motivation and job satisfaction of an employee. Hygiene factors in a professional environment are identified in the company administration and policy, interpersonal relationships in the organization, salary, security, supervision, and status. Motivators or growth factors are observed inherently in a job and generally include recognition, responsibility, accomplishment, and growth for career advancements. In the case of educational organizations, recognition, advancement, and accomplishment have been identified as prominent determinants of employee satisfaction (Goedegebuure & Schoen, 2014). On the contrary, interpersonal relationships with peers, superiors, and subordinates as well as policy and administration were found to be significant determinants of dissatisfaction in employees. Herzberg’s Two Factor theory and Maslow’s need hierarchy theory are categorized as content theories for the job satisfaction of employees (Khamisa et al., 2015).

Process theories are directed toward the explanation and description of the process in which behavior is initiated, guided, sustained, and terminated. The process theories assume variables that could be the most significant in illustrating the motivation of individuals. The characteristic factors considered for job satisfaction are not vested only in the job and its position in the enterprise but also the values, expectations, and needs of individuals in the context of their job description (Muffels, 2014).

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Process theories are inclined towards the consideration of variables such as the disparity between expectations and actual outcomes in a job, individual needs, and individual values. For example, individuals with needs of higher pay would be less likely to attain job satisfaction in a job that offers less pay. The equity and expectations theory is also accounted as a promising model of job satisfaction and is based on three primary inferences. The first inference is inclined towards the perception of people of equitable and plausible returns for contribution to their jobs. The second assumption indicates the comparison made by employees based on their exchange with employers and the interaction of peers with their employers (Newton et al., 2014). The peers could be in the same organization in a different department under the leadership of a different leader or else peers in other organizations are also subject to comparison by employees for perceiving equity. The final assumption in the equity theory is directed towards the motivation of individuals to tackle inequity based on differences in their treatment and that of other individuals. However, the equity theory derives potential criticism from the fact that individual perceptions can vary and are subjective.

Furthermore, the comparison between two different organizations could not be validated as an influential variable on job satisfaction. Reference group theory is also included in the dynamics of job satisfaction and could be used as a potential support for validating research assumptions. The reference group theory is based on the provision and acquisition of feedback from friends, colleagues, and other personnel in the industry (Newman et al., 2015). The field of education exhibits prominent implementation of reference group theory in the examples of interaction between administrators and teachers of different states and districts for comparison of salaries. Hence, the management of the University of Melbourne has to consider the wider implications of apprehending the groups with which employees relate. This could help in understanding the specific factors that could ensure job satisfaction (Slemp & Vella-Brodrick, 2014).

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Fulfillment theories indicate the consideration of rewards and outcomes in a job as variables that determine job satisfaction. The fulfillment theory suggests job satisfaction’s dependence on the specific outcomes or set of outcomes in a professional undertaking. However, the lack of emphasis on individual differences factors in an individual for this theory can be considered as a potential drawback of the fulfillment theory. Individual difference factor is defined by the disparities in the perception of people about the outcomes of a job and their feelings about their expected returns from the job.

Hence it was substantiated that job satisfaction can be estimated by comparing the difference between an individual’s outcome level and a predefined outcome level as expected by employees generally. Estimation of the difference can predict the reason for dissatisfaction among employees (Wilkin, 2013). In the case of the University of Melbourne, the implications of salaries can be observed as a definitive factor for influencing job satisfaction. If management teachers perceive that their salaries are lower than the specified regional or state-level standards for payment, then employee dissatisfaction is evident. Vroom can be credited with the formulation of two distinct forms of the need fulfillment theory thereby strengthening the dynamics of job satisfaction.

The two models include the multiplicative model and the subtractive model. The subtractive model indicates that job satisfaction and the difference between expectations from a job and fulfillment of needs are inversely related. On the other hand, the multiplicative model suggested the emphasis on the importance of an individual to consider the amount of need fulfillment required for the individual. Other theories such as work adjustment theory, job characteristics model, and affect theory are also known as formidable influences on the dynamics of job satisfaction (Wilkin, 2013).

Work adjustment theory reflects on the basic assumption that individuals seek achievement and a consistent association with the environment. The different environments encountered by an individual are responsible for influencing the interaction of an individual with work. Job satisfaction can be therefore perceived in the level of association between the work environment and the individual (Wilkin, 2013). The work adjustment theory describes job satisfaction in an illustrated manner with prominent implications for the actions and reactions of individuals to the work environment to adapt. The inferences drawn from different theories depict indications towards apprehending the disparity between employee perception of outcomes and rewards and the actual outcomes provided to them for their contribution to the job is noticed in all theories. The University of Melbourne can review employee satisfaction levels by the different theories and variables in the workplace environment.

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Methods of Job Satisfaction

It is known that the report aims to provide a secondary source of views regarding the resolution of the issue of job satisfaction among the employees of the University of Melbourne. Therefore it is quite necessary to have a clear idea regarding the methods of job satisfaction that can be implemented in the organization.

Further, the implementation of this will help in enhancing the productivity of the employees. By knowing the methods of job satisfaction it will also get easier for the management to get the proper identification or measurement of the job satisfaction (Khamisa et al., 2015).

Job satisfaction is studied by monitoring the particular feelings of the employees. This feeling drives the employees towards the negative or positive side and shows its respective effect within the organization. Also, it can be said that making the employees satisfied is quite a difficult task as that varies from person to person (Goedegebuure & Schoen, 2014). Therefore it is clear that the phenomenon of job satisfaction includes the combination of beliefs and feelings within the organization which involves the touch of the physical and emotional domains of the individual.

For that reason, various types of methods will help in ensuring job satisfaction within the organization. In some instances, it is seen that the monetary benefits also act as the basis for job satisfaction as money is quite important to satisfy the basic needs of individuals. Further, it is seen that the employees also seek appreciation within the organization from the higher authorities which also works as boosting power for enhancing the morale and confidence of the employees within the organization. Apart from that the other vital factor that will help in making the employees satisfied with their job profile is the establishment of an efficient and effective work culture within the organization (Baetschmann, Staub & Winkelmann, 2015).

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An efficient and effective work culture will work as medicine for enhancing motivational factors within the employees. As a result, it will bring ease in communication and the work strain will be reduced within the organization. With this the organization can be able to ensure the job satisfaction of their employees (Bentley et al., 2013). The ease in the work provides less mental burden to the employees which also results in employee engagement. The organization also must pay attention to the fair dealing of the higher authorities with the employees within the organization. When the management makes fair dealing with the employees regardless of every factor at that time the employees get motivated. The increase in the motivational factors enhances the performances of the employees.

As a result, it also helps in ensuring job satisfaction within the organization. That is the reason job satisfaction is found in the organization’s attention to the needs of employees as well as the security of the employees (Burns, Butterworth & Anstey, 2016). Therefore it can be said that motivational factors act as the basis for employee engagement within the organization. Employee engagement will eventually ensure the job satisfaction of the employees within the organization.

Afterward, various methods have been implemented to know the needs of the individuals as it always varies from person to person. The organization therefore needs job satisfaction to make high productivity as well as to lower the turnover of employees and to carry out employee motivation. It is done just because in recent times higher education in Australia has undergone many types of transformations (Slemp & Vella-Brodrick, 2014).

These transformations are influenced by various factors like social, political, and cultural that eventually lay down their effects on economic growth and national productivity. Due to this reason, this research is conducted which will show the job satisfaction among the employees of the University of Melbourne.

The matter of job satisfaction is that feeling that an individual gets when he achieves the intensity of their job. When any individual gets more intensely involved in the job then he or she must get a more amount of job satisfaction. Similarly when the individual gets a negative reaction from the job profile at that time he or she will get less amount of job satisfaction within the organization (Bentley et al., 2013). Therefore the methods that are to be discussed here are the processes that will help in measuring the amount of job satisfaction within the employees. On a general basis, job satisfaction in the organization can be obtained from two basic methods, namely the single global rating and the summation of job facets. In some other cases, the personal interview is also considered. While going elaborately these methods of job satisfaction are described below.

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Global Rating: It is the first option that any type of organization will select to measure job satisfaction within it. It can also be implemented at the University of Melbourne which will be able to provide a clear description of the attitudes of the employees. It will also help in attaining the details of the employees getting affected by the job. The rating scale therefore will clearly describe the attitudes of the employees concerning the job profile along with all the personal and organizational factors that are affecting job satisfaction. It is because this rating will bring out the opinion that he or she has to express by choosing various types of expressions present in the scale.

Job Facets: They measure the basic elements present in the job profile and calculate the feelings or experiences of the employees within the organization. The elements that are calculated in this part are the nature of the job profile, opportunities for promotion, payment options, and finally the official relationship of the employees with their colleagues (Buddelmeyer, McVicar & Wooden, 2015). In this matter, the employees need to answer the issues or these elements based upon their point of view on a standardized scale which in later conditions will be rated by the researchers. Out of all other methods to measure job satisfaction this way is most accurate due to which its implementation will be fruitful for the University of Melbourne.

Personal Interview: It is also another fruitful process that will provide the views of the employees. By knowing the views of the employees there will be an accurate measurement of the job satisfaction of the employees (Goedegebuure & Schoen, 2014). These interviews are generally conducted by expert professionals who are quite efficient in judging the expressions of the employees depending on their opinions. It is because these opinions serve as the base to analyze the level of job satisfaction within the organization.

Tendencies: It is an indirect process that is often used by the management of the organizations to know the inner feelings of the individual regarding their level of job satisfaction. In this phase, the employees are asked about their opinions opinions their perspectives towards several aspects of the organization. This act of the management helps in revealing the satisfaction and dissatisfaction of the employees. These revelations about satisfaction and dissatisfaction will show the level of job satisfaction of the employees.

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Benefits of Job Satisfaction

In the previous section, it is very well described that job satisfaction is the factor that is mediated through the enhancement of motivation within the organization. Due to this, every organization is working quite hard to secure the job positions of its employees. The same is also applied to the University of Melbourne. It is just in current times it has become a real threat that will help in realizing the national productivity of the organization. Also, organizations like the University of Melbourne are quite conscious regarding the overall performance of the organization which will increase the economic growth of the organization. Therefore job satisfaction along with itself encompasses a huge amount of benefits for the organization (Bentley et al., 2013). The major basic part of the establishment of job satisfaction is employee engagement along with talent management.

Meeting the needs of the employees through monetary processes like bonuses, promotions, and rewards, will eventually motivate the employees of the organization. As a result, the employee’s performances get enhanced which will be quite beneficial for the organization. Also, it will reduce employee turnover and the talents of the organization can be safely protected (Burns, Butterworth & Anstey, 2016). In this manner, it can be very clearly noticed that by ensuring job satisfaction the organization will have a huge amount of benefits. But when it comes to educational institutions like the University of Melbourne, the job satisfaction of the employees of the university will enhance their dedication towards the academic part. They will deliver a good amount of education to the students and the overall goodwill of the institution will be increased. Therefore the enhancement of the job satisfaction within the institution will eventually enhance the overall results of the University of Melbourne.

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Conclusion

This report is prepared to make a review after the discussion of establishment of the job satisfaction within the University of Melbourne. Due to this the report included the portion by which there will be a clear understanding of job satisfaction. Therefore the report has described various theories related to job satisfaction along with the methods of job satisfaction and the benefits of job satisfaction. With this review, the University of Melbourne should get a clear vision of how the institution should enhance the job satisfaction of its employees.