Have you ever wondered why some people get the best jobs—while as hard as you work, you seem to never catch a break? Tons of research has been conducted that exposed career management best-practices that lead to the swiftest advancement. Research shows that it may be specific attitudes may be the key to obtaining that dream job and promotion. These career-related attitudes like job satisfaction are clearly linked to promotions. Research results demonstrate that frequency of using career management best-practices correlate positively to organizational commitment and job satisfaction.
Job satisfaction and career satisfaction relate to happiness with a person’s life at work and also contribute to contentment in varying ways. Career satisfaction can be defined as a level of happiness that is experienced via a person’s choice of employment. Job satisfaction stems from a person’s present work situation and also depends on factors like location of the job, working conditions and other influences. The opposite of job satisfaction is actually not job dissatisfaction, it really is no job satisfaction.
It is considered, as common knowledge, that probably one of the most important factors in a successful organization is job satisfaction. It has been said that job satisfaction is related to a person’s sense of meaning and effectiveness within the workplace as against factors that are external.
It has been found that recognition, achievement, responsibility and the work itself are job satisfaction’s most influential factors. These factors are more influential than status, working condition or interpersonal relations. Research further concluded that the feelings workers have about what they have achieved and have been recognized for are the most common feelings associated with increased job satisfaction.
In numerous studies, it was discovered that the factors associated with job dissatisfaction have a different set of relationships. It has been identified that the strongest factor associated with dissatisfaction on the job is the perception of unfairness. Other factors of job dissatisfaction relate to perceptions of having a lack of opportunities to professionally develop or grow, as well as discontent with pay.
Factors that dissatisfy could then lead to the development of behaviors and attitudes that would clearly indicate that there are challenges in the workplace that are not being addressed. However, it has been studied that things that may lead to job dissatisfaction are not the mirror images of job satisfiers.
In some literature related to motivation and career success, it has often been assumed that satisfaction and motivation are similar and can even be synonymous. However, motivation and satisfaction are very different in terms of performance and reward. Motivation is basically influenced by perceptions about the relationship between rewards and performance that are forward-looking. However, satisfaction is related to how individuals feel about the rewards that they have been given. In simpler terms, motivation is an outcome of expectations of what will happen in the future while satisfaction is about past experiences.
Career management can be defined as a process through which people develop an understanding of their environment and themselves. It is about acquiring feedback regarding their progress in their careers, and helps formulate strategies and career goals. The best-practices of career management aim to help workers develop new skills or to update their old skills. Effective managers help employees make better career and job choices and assist in getting them to be prepared for higher levels of responsibility within the workplace.
Smart managers are taking note of studies that show frequency of using various career management practices is positively linked to job satisfaction and an individual’s commitment to the organization. Also, the frequency of use of different career management practices is inversely related with turnover.
In short, successful organizations are always doing things to help their individual members grow within the workplace. Managers cultivate a positive environment where people see themselves as being treated fairly and always being given tools to grow and be their very best.
For more information contact Dr. Paul L. Gerhardt, PhD. www.paulgerhardt.com
