The most widely accepted theory of job satisfaction was proposed by Locke (1976), who defined job satisfaction as “a pleasurable or positive emotional state resulting the appraisal of one’s job or job experiences” (Locke, 1975, p.1304). In reviewing the vignette for this week discussion, there are two distinct differences between employees; the employees with low job satisfaction and the employees with high job satisfaction.
Kathy’s overall job score is 9 out of 10. She believes she is well-trained and managers ensured she had the required resources to do her job effectively. She is happy both at her home and in her professional life. She expresses happiness about the purchase of her new home with ample space that will allow her children …show more content…
She isn’t happy at home or work. I believe Jeanette’s personality influenced her job satisfaction primarily through an emotional maladjustment. She is dissatisfied with most everything in her life and is responding poorly and negatively to the stressors in her life; finalized divorce, the inability to afford her house and having to move to a studio apartment, and a newly ended relationship. She is displaying some signs of Neuroticism; low self-efficacy, not being able to cope with stressors, she is pessimistic and having difficulty in sustaining long-term relationships. If her life continues this way it will not only keep her job satisfaction low but affect her job performance as …show more content…
According to Van Der Zee and Pauous (2008), psychological safety allows expression of concerns without fear of losing one’s job or opportunities for advancement and promotes helping seeking that is important for learning and responding to organizational change (p. 283) Innovation is characterized by: vision; a sense of valued outcomes represented by clear goals and motivating forces, participative safety; involvement in decision making occurring in an interpersonally non-threatening environment, task orientation; shared concern over the excellence of the quality of task performance, and support for innovation; simulation of attempts to introduce new ways of doing things in the work environment (p.284). Brian and Teresa both show a dislike for, inconsistency, change and teams. Having teams with psychological safety and innovation will allow them to speak their minds, establish accountability within the team by ensuring order and structure, and creates availability so that questions and answers can be made therefore bringing cohesion back to the
Kathy’s overall job score is 9 out of 10. She believes she is well-trained and managers ensured she had the required resources to do her job effectively. She is happy both at her home and in her professional life. She expresses happiness about the purchase of her new home with ample space that will allow her children …show more content…
She isn’t happy at home or work. I believe Jeanette’s personality influenced her job satisfaction primarily through an emotional maladjustment. She is dissatisfied with most everything in her life and is responding poorly and negatively to the stressors in her life; finalized divorce, the inability to afford her house and having to move to a studio apartment, and a newly ended relationship. She is displaying some signs of Neuroticism; low self-efficacy, not being able to cope with stressors, she is pessimistic and having difficulty in sustaining long-term relationships. If her life continues this way it will not only keep her job satisfaction low but affect her job performance as …show more content…
According to Van Der Zee and Pauous (2008), psychological safety allows expression of concerns without fear of losing one’s job or opportunities for advancement and promotes helping seeking that is important for learning and responding to organizational change (p. 283) Innovation is characterized by: vision; a sense of valued outcomes represented by clear goals and motivating forces, participative safety; involvement in decision making occurring in an interpersonally non-threatening environment, task orientation; shared concern over the excellence of the quality of task performance, and support for innovation; simulation of attempts to introduce new ways of doing things in the work environment (p.284). Brian and Teresa both show a dislike for, inconsistency, change and teams. Having teams with psychological safety and innovation will allow them to speak their minds, establish accountability within the team by ensuring order and structure, and creates availability so that questions and answers can be made therefore bringing cohesion back to the