they are apt to be more loyal to their employers and remain in their positions.
Managers might wonder, then, which factors actually contribute to higher
workplace productivity. Employee morale is usually a consideration. The
difference between job satisfaction and morale may seem minute. Yet, the former
focuses more on the individual worker’s personality and its compatibility with his
or her occupation. The latter, morale, assumes more of a collective feeling among
coworkers. Some examples might include a sense of teamwork, purpose,
recognition for achievements, and a positive workplace environment. Generally,
co-worker relations are cordial and not strained or hostile.
Human resource management professionals often measure employees’ job
satisfaction by assessing workplace attitudes. This can take place informally
through conversations between workers and their supervisors or with human
resources representatives. Many organizations administer formal surveys and then
use the results to amend workplace policies and procedures as necessary. Some
businesses work with outside consulting firms to analyze the results of their
employee satisfaction surveys. They might then hold workshops or training
sessions to help their employees determine the professional roles that suit them.
Individuals hoping to boost their own job contentment should first do a
realistic self-assessment. For example, career experts suggest honestly evaluating
one’s personality and skills, noting whether they are compatible with one’s job
duties. If they are incongruent, one might consider changing some activities. If
change is not possible, then it may be necessary to adjust one’s attitude toward the
job. For instance, when someone thinks of an occupation as a calling rather than
simply a job, they might be more motivated to perform well, thus increasing his or
her job satisfaction.
