Some job surveys indicate that older workers are more satisfied with their jobs than younger workers. The higher job satisfaction among older employees may be due to the perks that come with maintaining a long career‚ including higher salaries‚ better benefits and success in the workplace. Conference Board Survey A 2010 survey of 2‚900 people commissioned by the Conference Board research firm indicates that all Americans are increasingly unhappy with their jobs no matter their age. However‚ "Washington
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Steven Paul "Steve" Jobs February 24‚ 1955 – October 5‚ 2011)[3][4] was an American entrepreneur‚[5] marketer‚[6] and inventor‚[7] who was the co-founder‚ chairman‚ and CEO of Apple Inc. Through Apple‚ he is widely recognized as a charismatic pioneer of the personal computer revolution[8][9] and for his influential career in the computer and consumer electronics fields‚ transforming "one industry after another‚ from computers and smart phones to music and movies".[10] Jobs also co-founded and served
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Job Design & Job Evaluation The purpose of job evaluation is to objectively determine the relative value of jobs within the University through a systematic study and detailed analysis of job duties‚ relationships and requirements. Jobs are evaluated by joint job evaluation committees using a modified Aiken Plan. This gender neutral point factor system is a universal plan which measures certain identifiable factors present in all jobs‚ but to varying degrees. The starting point for this process
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Job Enrichment Positive motivation is the key to job enrichment. Professor Frederick Herzberg’s two-factor theory suggests‚ “Individuals are motivated more by intrinsic aspects of work than by extrinsic rewards” (Noe et al. 110). These factors can be further defined as motivating and hygienic. Herzberg concludes that‚ “giving an employee the opportunity to utilize their ability is job enrichment” (Herzberg 1973). Intrinsic or motivating job factors include achievement‚ recognition‚ meaningful
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TOPIC : JOB SATISFACTION COURSE TITLE: ORGANISATIONAL BEHAVIOR TABLE OF CONTENTS A. INTRODUCTION…………………………………………………… B. RESEARCH ON JOB SATISFACTION…………………………… C. ISSUE RELATED TO JOB SATISFACTION…………………….. D. OBJECTIVE OF THE RESEARCH………………………………. E. METHODOLOGY OF THE RESEARCH………………………… F. FINDING OF THE RESEARCH…………………………………… G. DISCUSSION AND THEORY……………………………………… H. CONCLUSION AND RECOMMENDATIONS…………………... I. REFERENCE………………………………………………………… J. APPENDIX…………………………………………………………… Page 3
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Job creation should be America’s first priority‚ ahead of deficit reduction. The main reason that the economy is still under-preforming is because of lack of demand. Consumers are unable and unwilling to spend because they do not have the money. Without enough costumers‚ businesses will not create more jobs. Since the cost of borrowing is at such an all time low and our country’s infrastructure is so neglected‚ it makes sense to borrow more to put Americans to work to rebuild our nation. Big companies
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------------------------------------------------- Job Satisfaction or Meaning of Job Satisfaction Job satisfaction is a variable matter. It usually depends on the mind of employee/worker. Positive attitude regarding to any work of a person is stated as job satisfaction. It is a mental condition of a person to any type of work. Someone may feel satisfaction to a work and in contrary another person may feel unsatisfactory to the same work depending on their attitude regarding the work/job. To elaborate the concept of job satisfaction
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Attempting to understand the nature of job satisfaction and its effects on work performance is not easy. For at least 50 years industrial/organizational psychologists have been wrestling with the question of the relationship between job satisfaction and job performance. Researchers have put a considerable amount of effort into attempts to demonstrate that the two are positively related in a particular fashion: a happy worker is a good worker. Although this sounds like a very appealing idea‚ the results
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Job Descriptions Brenda Harris PSY 302 April 14‚ 2013 Gary Boyles Job Description Job descriptions are one of the most important tools employers can use to articulate the most important outcomes needed from their employees. They are essentially a tool to tell the employee or potential employee where their job leaves off and jobs of other employees begin. They tell the employee exactly where their job fits in within their department and the company as a whole. They also help other employees
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aims to recognize the job satisfaction level; regarding the Personnel Policies of university of Balochistan. Furthermore‚ the definition of the job satisfaction was defined by Spector in (1997) in following ways “How employees perceive about their jobs in different perceptions of their jobs”. Also the Sempane‚ Roodt & Rieger (2002) define‚ “Job satisfaction relates to people’s own evaluation of their jobs against those issues that are important to them”. Even though‚ the job satisfaction also create
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