Essay About Job Satisfaction And Allocation Of Effective Team Leadership

Leadership Effectiveness/job Satisfaction
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Definition: Job satisfaction/dissatisfaction refers to the
positive/negative reactions people have to their jobs. Leadership
Effectiveness the process of influencing members of an organization to
achieve established long and Short-term goals on a day-to-day basis.(
Where leadership is headed? Attaining power over others was once a mere
Matter of physical strength. Then we created institutionalized authority. For
Centuries we have been moving from power based on formal authority to the
Power of knowledge .The ability to innovate or create/apply new knowledge is
not the monopoly of people at the top of organizations – it occurs at all levels and
especially at the front line. This is a new form of leadership that, as yet, is not
Widely acknowledged or fostered.
There are a variety of factors that can influence a persons level of job
Satisfaction; these factors include the level of pay and benefits, the perceived
Fairness of the promotion system within a company, the quality of the working
Conditions, leadership and social relationships, and the job itself (the variety of
Tasks involved, the interest and challenge the job generates, and the clarity of
the job description/requirements).
This topic relate to the field of management because through the
understanding to of leadership effectiveness. The proper application of
Key points will show when a person masters the subject correctly.
The proof of there knowledge will be vastly shown in correlation to
There teams effectiveness to complete there task presented to them.
Through the allocation of effective team leadership it will allow the
Team to meet each goal presented to them and or surpasses them.
The use of job satisfaction is a vital component of business and
team management. Through successful allocation of key components
Involved in the satisfaction of your employees there will be a better Reductions
rate because employees feel better about doing there job.
Situational Theories: Herzbergs Two-Factor Theory
Job Content factors (“motivators”), such as responsibility, recognition, the nature
of work itself, are responsible for presence or absence of job satisfaction.
Job Context factors (“hygiene factors”) such as pay and working conditions are
responsible for the presence or absence of job dissatisfaction. Equity-based
models Lawlers Facet satisfaction model: satisfaction is a function of the extent
to which the perceived amount of job rewards one receives matches the
perceived deserved rewards. Lockes Value theory :Satisfaction is a function of
the extent to which ones job is perceived as fulfilling important values; do
perceived job characteristics match desired characteristics? – Satisfaction is
determined by the discrepancy between preferred levels of job factors (pay,
autonomy, etc.) and the actual level. Job Enrichment Research e.g., Loher et al.:
complexity has a positive effect on job satisfaction Vroom (1964) – job
satisfaction = valence of the job; differences in valence of jobs are due in part to
differences in properties of jobs. Positively valent outcomes: use of skills &
abilities, control over pacing, decision authority. Differences in satisfaction rates
among occupations reflect differences in job properties. To apply Herzbergs
theory to real-world practice, lets begin with the hygiene issues. Although
hygiene issues are not the source of satisfaction; these issues must be dealt with
first to create an environment in which employee satisfaction and motivation are
even possible.(
Company and administrative policies. An organizations policies can be