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If I’m So Good at My Job Why Do I Hate It? ... Each employee that accepted a job for this agency reviewed their job description before they were hired. Management assumed that since they accepted this job the employee understood and agreed with the job description. ... Management decided that their was a problem with their job definition, someone who is good at the technical phase of this project would not necessarily be suited for the social phase of the help line. ...
The article then goes on and gives some factors to take into consideration when coming up with job description. These factors are a good tool for companies to promote job satisfaction. ... The first dimension is Job Core, which includes skill variety, task identity, task significance, autonomy, and feedback. Skill variety is used to measure how much the job requires a variety of different skills, activities and talents. Task Identity is used to measure how much the job requires the completion of an identifiable piece of work. Autonomy is used to measure whether or not a job provides substantial freedom, independence, and discretion for the employee to plan and carry out his work. Feedback measures how much the job provides information on how well the employee is performing his job. ... If employees rate these three high it means they have high internal work motivation, job satisfaction, and work quality. ... GNS is studied to make a good match between GNS and Job Motivation. ...
The second factor discussed is job descriptions. A job description should identify a job, define the job within established limits and describe its scope and content. Sidney Gael states: “job design involves three sets of decisions: 1) deciding what tasks will be performed by the work force, 2) deciding how these tasks will be grouped together and assigned to individuals, 3) deciding how individuals will relate to each other so that their work can be coordinated. ... The agency wanted to hire long-term employees and defined this job into two phases. ... The technical team could no doubt be trained to do the help line, but the technical team has low SNS so it was very hard for them to succeed in a social job. ... The team had high dissatisfaction due to being in the wrong type of job environment and having no job challenge. The company could have prevented this by having a more accurate job description. The workers were obviously misled because they did not have strong social skills needed to successfully do the help line, which led to job dissatisfaction.
Approximate Word count = 2102
Approximate Pages = 8.4
(250 words per page double spaced)
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