How Your Job Satisfaction Affects You

Areas of Your Life and What You Can Do About It.

Your job satisfaction could be inhibiting your attempts to improve your work-life balance, self esteem, relationships and health. You can change your work situation and your mindset to enhance your employment and other equally important areas of your life.

How lack of job satisfaction upsets your balance.

You have core emotional needs. These are certainty, variety, significance, love and connection, growth and contribution, as discovered by Anthony Robbins. You are subconsciously driven to meet these needs. Whether you meet them resourcefully or unresourcefully, is your choice. If your work situation meets little of these needs then it puts a lot of stress on meeting them outside work hours. If your need for significance (importance) is not met at work you may put undue pressure on your family to meet this need. If you don't have job security you may try to gain an unrealistic sense of security from your relationship. If you are not growing and learning at work, creating a few unnecessary dramas at home may provide the challenge you are looking for.

How job satisfaction affects your self esteem.

Your self esteem is raised through having employment that you enjoy and which utilizes your individual skills and talents. When you are respected and valued in your work place you naturally feel worthy. When you manifest enjoyable employment it makes it easier for you to manifest other quality experiences outside of work. Your job satisfaction can be a barometer for what you think you deserve.

How your job satisfaction affects your health and relationships

When you are happy at work your stress levels are lower which improves your health and you cope better with challenges outside of work. When you come home from an enjoyable day's work you are happier to be around, you feel more satisfied and content and this rubs off on your family. Working in a rewarding occupation provides a good role model for your children; modeling to them that they too deserve to have fulfilling employment.

So what can you do about your level of job satisfaction?

Change your thinking

Changing your thinking is the first step because you will take your thinking with you to any employment you choose.

To change you're thinking:

• Write a list of all the things to be grateful for in your job. What does it give you?
• Compare your employment with something that would be worse.
• Find ways to reduce your stressful thinking e.g.
• "In the big scheme of things, how important is this task"
• What do you need to accept that you wish was different.
• Take one day at a time
• Focus on the activities that serve you and bring you pleasure.
• Know that the only thing consistent is change. This employment may not be forever.
• Being aware if your expectations are realistic.

Begin the process of changing jobs

• Raise your expectations of what you deserve.
• Discover what limiting beliefs or patterns are holding you back from having the employment you would like.
• Start looking for the options and possibilities that you haven't noticed before. What would you do if you knew you wouldn't fail?
• Ask yourself: What will it cost me if I stay here for the next five to ten? What has it cost me so far? How good will it be for me and my family if I move onto something I love.

The extent to which job satisfaction affects work-life balance, self esteem, health and relationships will be different for everyone. You decide if it is at a level that serves you and your family. If you find it's not serving you, you need to change your thinking, your situation, or a mixture of both. Improving your level of job satisfaction can make a dramatic difference to other major areas of your life.

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Motivation and Job Satisfaction

Motivation plays a central role in the field of management. Motivation affects how and to what extent skills and abilities are utilized. Unmotivated employees are less willing to be cooperative and supportive and they may decrease work effort, time on the job, productivity and performance.

An employee who is motivated will try harder to do a good job than one who is not motivated. However, performance is not based simply on motivation. Motivating employees to perform to their maximum potential may not be the same for each employee in the company or in that particular department. Employee motivation can be varied due to a number of dependent variables like personal needs, external rewards, recognition, self-actualization and self-esteem.

Employer can only motivate workers in the form by creating the conditions and environment that make people feel happy and satisfied to give their heart and soul to the job and the company. The contributions from the employees are key determinants of any organizational success and it is closely linked to creating highly motivated workforce that encompassing great job satisfaction among the employees.

If the workforce is satisfied with their job as well as the organizational environment including its colleagues, compensation, and leadership they will be more committed with their organization as compared to when they are not satisfied.

Satisfied and committed workforce is usually a contributor and performer towards enhancing organizational productivity. When an employee feels a satisfaction about the job, he/she is motivated to put greater effort to the job performance. Then it tends to increase the overall performance of the organization. In other words, a satisfied individual employee and his effort and commitment are crucial for the success of the organization.

The happier the individual, the higher is the level of job satisfaction. It is assumed that positive attitude towards work and greater organizational commitment increases job satisfaction which in return enhances performance of the individual. As the performance of the employees' increases, it will affect firm's performance and ultimately profitability of the firm.

Job satisfaction has been defined as a pleasurable emotional state resulting from the appraisal of one's job and an attitude towards one's job. It describes how content an individual is with his or her job. The happier the people are within their job, the more satisfied they are said to be.

In my line of work, the workers respond best and most effectively when they are given broader responsibilities, encourage to contribute and help to achieve satisfaction in their work. In fact, it is not job satisfaction that produces high performance but high performance that produces job satisfaction. People are motivated to achieve certain goals and will be satisfied if they achieve these goals through improved performance.

As a matter of fact, job satisfaction refers to the degree to which people like their jobs. Even if compensation is not that much compared to other companies but my co-employees really work hand in hand to achieve a quality output especially during our General Assembly. It only means that positive relationship from the top management down to the rank and file employees is a strong predictor of an effective productivity.

Employee job satisfaction is very important especially in providing higher employee commitment and loyalty and contains an evaluation of various characteristics of the job such as the working conditions, empowerment and participation, reward and recognition, teamwork and training and development.

Empowerment also is really needed in order for employees to do their job independently without constant intervention of management, employees think about their own jobs, and find and solve problems related to their job.

Thus, in order to stimulate employee satisfaction, performance measures for organization may need to be modified to take the quality efforts into consideration When this is provided by the firm, employee satisfaction increases.

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