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Job Satisfaction, Stress, and Motivation

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Job satisfaction, stress, and motivation are factors which can have a significant impact in the workplace as they all can impact your performance and commitment on your job. Job satisfaction, which is defined as a “pleasurable emotional state resulting from the appraisal of one’s job or job experiences” (Colquitt, Lepine, & Wesson, 2011, p. 105), is determined when employees know what they value the most. Some of the top values on a job that are of importance to employees are pay satisfaction, promotion satisfaction, supervision satisfaction, coworker satisfaction, and satisfaction with the work itself.

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Stress, defined as a ‘psychological response to demands that possess certain stakes that tax or exceed a person’s capacity or resources” (Colquitt et al. , 2011, p. 144), affects people in the workplace, which can often be the result of four main stressors which, according to Colquitt, et al (2011) are work hindrance stressors, work challenge stressors, non-work hindrance stressors, and non-work challenge stressors. Motivation, defined as “a set of energetic forces that originates both within and outside an employee” (Colquitt, et al, 2011, p.

179), can be a key indicator of how an employee performs on the job.

This paper offers a discussion, analysis, and recommendation on a current work situation as it relates to job satisfaction, stress, and motivation. Introduction My current position as a legislative assistant in the Maryland Governor’s Legislative office is one in which I am overall satisfied with the job as well as my job performance, but the opportunity for a future promotion within this organization and the uncertainty of job security, plays a part on certain aspects of my job satisfaction and increases my stress level at times when I think about my job future.

Despite the consequences of my situation, my job satisfaction is mid-level and the stress toll is not surmountable. Motivation really does not have an overall affect on this situation, but the goal setting theory is one in which I view take seriously because it explains why I job performance is so high. Context/Situation My appointed position as a legislative assistant within the Maryland executive branch is one that offers little chance for promotion and the idea of job security is non-existent, since a Governor can only serve two four-year terms.

Although this information is made clear to employees prior to accepting a job within the Governor’s administration, I still consider my overall job satisfaction and everything which plays a part in it. I also reflect on the role that stress plays as a consequence and the motivation theory that applies. Impact of situation on job satisfaction Although I was well aware and accepting of the lack of promotional opportunities in my organization and the fact that I would be in this position for no more than eight years, these factors still had an impact on my overall job satisfaction.

Right now, my overall job satisfaction is somewhere right in the middle of high and low, as I tend to have positive feelings about my job when I think about my satisfaction with the work I do and my co-workers, but negative feelings come about when I think about the fact that the job is not permanent and there are slim chances for a promotion. I take great pride in knowing that my job performance is above level according to my quarterly reviews and I know my satisfaction with the work itself plays a large part in it.

Colquitt et al. (2011) describes the three critical psychological states which make work satisfying and they are meaningfulness of work, responsibility for outcomes, and knowledge of results, and they all play a positive part in my job satisfaction. In terms of meaningfulness of work and responsibility for outcomes, I tend to get validation from co-workers and my supervisor that the quality of my work enhances the system of our office and I am aware of my knowledge of results as they are reflected in my reviews.

As Colquitt et al. mentions, (2011) we spend an ample amount of time with our co-workers, sometimes as much as we do with our own family members (p. 109), and fortunately, my co-workers add to my high level of job satisfaction. Our immediate office consists of seven individuals and most important, we all are respectful of one another. We help each other with tasks and a plus is that we enjoy being around each other.

The negative feelings of my job satisfaction are triggered when I think about the time constraints with this job and the unlikely hood of a promotion. It can sometimes be disconcerting to know that this position does not offer any job security as my appointment is up one of two ways: 1) if the Governor is not re-elected for a second term or decides not to run for a second term and 2) when the Governor’s second term is up. Simply speaking, the longest I will be in this position is eight years.

This will bring on the stress of having to find another job in a tough economic market and it will also bring about an emotional state of sadness because of the relationships I have built with my co-workers over the years. In addition, it is relevant to mention that I have acquired a level of complacency with my job which will make it even harder when it is over. The possibility of me getting a promotion within our organization is very slim as most of the positions are appointed.

I cannot say that promotion satisfaction, as Colquitt et al. refers to it, applies in my case, because due to the way our organization is structured, policies are not stated and so no one can complain about whether they are “frequent, fair, or based on ability” (Colquitt et al. , 2011, p. 107). However, because the notion of growth within the organization is not possible, it still has a negative effect on my job satisfaction. Job characteristics and the work situation The five core job characteristics that Colquitt et al. 2011) explains all play a part in my current situation at work, however, some of those characteristics have more of an integral role than others, as they affect my job satisfaction. Variety, which is the first job characteristic, is mid-level, because while bill preparation and processing is repetitious and monotonous, everyday is different as I often have to take on some of the duties of my co-workers and I work over-time sporadically. Variety also does not have much of an impact on my job situation. The second core characteristic is identity and my job has high identity.

Though identity does not matter as much in explaining my current work situation, it enhances the positive feelings toward my job satisfaction. When I am finished processing a bill or editing an executive order, I feel the weight of that particular task from start to finish and once it is complete, I can feel comfortable with moving on to the next task. Significance and autonomy are the third and fourth characteristics, respectively and they both play a larger part in how I view job uncertainty and promotional opportunities.

My job has high significance because the duties I am responsible for plays a small part in the laws that are passed in the State of Maryland. Autonomy is low because every facet of my job is based on a schedule: One in which I am unable to control the timing and the sequence of work activities. These two characteristics positively impact my job satisfaction. Feedback is the last characteristic and this has the most impact on my work situation because I am unable to prosper from it.

Feedback on my job is high as we get quarterly reviews on our job performance, however we do not get compensated for it in promotions. Work performance and level of commitment Knowing that my job will eventually come to an end and knowing that I will never be promoted has not affected my work performance and level of commitment, because this information was disclosed prior to me accepting the position. In fact, my work performance has improved over the years as I have been able to take on more job responsibilities and my quality of work remains above par.

One would think because it is common knowledge that my job is temporary, I would not feel obligated to remain committed to the organization however, I have remained committed because overall the organization has positively affected my life satisfaction. The role of stress on the job situation Stress has not played a significant role in my job situation mainly because of the expectation; however the human side of me does get stressed about the reality that I need to find another job, so in a sense, stress is of consequence.

My job itself presents many sorts of work hindrance stressors and work challenge stressors, but the main of the two are daily hassles and time pressure, respectively. The daily hassles I encounter are fairly minor, such as printing problems and scheduling conflicts, but they do sometimes hinder the flow of work processes. Time pressure is hindering because our office works with a lot of deadlines and some are so significant that they are written in law.

I combat these stressors by remaining calm and exhibiting resilience, which as Avey (2009) states “is arguably the most important positive resource to navigating a turbulent and stressful workplace” (p. 682). Relevant motivation theory Keeping employees motivated on the job is very important because as Colquitt et al. (2011) states, it can determine an employee’s job performance and make a difference on how they channel their efforts (p. 180). The motivation theory which most applies to my current job situation is the goal setting theory.

Due to the fact that my job requires me to complete goals which are often specific and challenging in nature, this results in me having a higher level of work performance, which is one of the components of the goal setting theory. This theory, according to Colquitt et al. (2011) “views goals as the primary drivers of the intensity and persistence of effort” (p. 187) and of the three variables that determine the outcome of goals being weaker or stronger in terms of task performance, goal commitment is the one that is most important on my job because of benefits it has for high task performance.

Alternative approaches to the situation – employee and manager perspective From an employee’s perspective a feasible alternative approach to my work situation would be to simply find another job. Since the conditions of my issues were known before hand, there is nothing I can do in terms of changing the way operations of the organization to increase my job certainty or enhance the chances of a promotion. My job satisfaction cannot be dependent on those elements.

From a supervising manager’s perspective, because they know the ramifications of the situation, they could compensate my job performance in other ways by seeing about the possibility of bonus or offering a recommendation for a lateral move to another organization once my job comes to an end. Conclusion Job satisfaction, stress, and motivation are all factors which lend to how we handle job situations. Employees should know the importance of being able to gauge job satisfaction and the values which determine it because it can be a key indicator of how you are going to perform on the job and the level of commitment.

Stress at the job can brought by on the work hindrance and non-work hindrance stressors and work challenge and non-work challenge stressors, but being able to first identify and assess them and using stress reducing methods is the key to conquering these stressors. When an employee is motivated, it stands to reason that they perform better and have a higher level of organizational commitment, thereby resulting in low turn-over rates.

Cite this Job Satisfaction, Stress, and Motivation

Job Satisfaction, Stress, and Motivation. (2017, Mar 28). Retrieved from https://graduateway.com/job-satisfaction-stress-and-motivation/

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