Job Satisfaction Paper Proposal

Week 3 Paper Proposal
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Week 3 Paper Proposal
Job satisfaction is a rudimentary ingredient for organizational productivity. The term job satisfaction could be elucidated as the extent to which an employee likes or dislikes his/her job. Apparently, job satisfaction defines how employees feel about their organizational duties, which in turn determines their productivity. It is the reason why scholars developed theories such as the hierarchy of needs, the motivator hygiene theory, the job characteristics model, and the dispositional approach (Hadi and Adil, 2010). Critical to the discussion is the fact that all the four theories explain job satisfaction from different perspectives. However, empirical research tends to support the job characteristics model implying the theory is widely recommended by scholars and practitioners in human resources. Consequently, this paper proposes the use of the job satisfaction model to correct employee satisfaction problems within my organization.
The job characteristic model was developed based on the assumption that jobs can make employees feel they are involved in meaningful and valuable tasks as well as make them enjoy their jobs (Lunenburg, 2011). As a result, the model relies on five elements that define the level of job satisfaction. These elements include skill variety, task identity, autonomy, task significance, and job feedback. It is notable that skill variety element requires that employees maximize all their skills at work while the task identity requires employees to feel the impact of their work on the product produced by the organization (Mukul., et al., 2013). Analogously, the identity element requires that employees feel how their jobs influence people directly while the autonomy element defines the capacity of an employee’s ability to work under minimal supervision. Ultimately, feedback evaluates how well empl...