A Real Chance or Just a Myth?

About a quarter of people who took part in a recent survey by Chandler Hill Partners about job satisfaction were not happy with their current position.
When employees take their disappointments and stress from the job home with them, it can affect their productivity, the quality of their interactions within the company culture, and society at large. With a satisfaction score of only 27%, this is a very concerning statistic.
It may be impossible to calculate the enormous and mysterious monetary impact that results from an underempowered workforce. It might also explain why outsourcing and the employment of illegal immigrants are two of the biggest problems affecting our economic progress right now.
These results, together with the trickle-down effect, suggest that dissatisfaction with one's employment might be a major problem in the United States right now.
How may one find fulfillment in their work?
Sure, money matters. Salary is still a social validation mechanism, but according to a different survey by Chandler Hill Partners, it's not the only factor that makes a job satisfying.
Human resources departments create Employee Motivation Programs with the intention of recognizing and rewarding employees. However, our clients tell us that other factors, such as personal challenge, reputation, community image, and the company's impact on humanitarian and environmental concerns, play even larger roles.
Everyone knows that Americans work hard and, often, put in more hours than people from other countries. In spite of the fact that our products and business systems have raised living standards globally and slashed unemployment, Americans take fewer vacation days and typically have shorter vacations than their European counterparts.
Is that the issue then? For what reasons is the majority of our job causing us so much discontent?
When asked, our customers typically mention feeling unfulfilled, not having a part in anything significant, or not being able to make a difference in the world. There is no definitive answer, but these are the feelings most commonly cited.
Consequently, I'm wondering whose job it is to ensure that employees have a positive experience on the job.
Without a doubt, businesses have a responsibility, both ethical and legal, to eliminate hazards to employee safety and well-being on the job, including but not limited to low wages, hostile coworkers, harassment, and unsafe working conditions.
On their own, though, those legal matters won't bring the happiness that most individuals are hoping for. While some will never be satisfied no matter how good the working conditions, salary, or boss are, for others, it will always be a challenge. The role that one's own attitude and perspective play is obvious.
Those of us who are struggling to achieve fulfillment in our work lives may benefit from a systematization or prescription of certain, quantifiable factors.
Self-Awareness—It is essential to be aware of one's own unique blend of natural abilities and learned skills. When one is capable of excelling and can take pride in the day's achievements, only then can satisfaction be experienced. So, the initial stage in figuring out if a job can actually make someone happy is to figure out what those skills and talents are.
Setting—It goes without saying that a person needs to be in a setting that allows them to make the most of their abilities, whether that's through active participation in something meaningful or through more reserved forms of expression.
Develop Your Skills—At the end of our careers, we all want to have accomplished more than when we began. This calls for growth and challenges. Those who aren't naturally gifted or who aren't as driven to succeed nevertheless want to feel like they have room to grow in their careers.
Most employees would like to be acknowledged and compensated for the good things they do on the job, for the same reason that none of us wants to stay in a job where there is no room for progress or growth.
This prescription is just as effective for employers or HR departments that care about their employees and want to make sure they are well-matched to their jobs, have access to the resources they need to do their jobs well, have room to grow professionally, face new challenges, and receive proper recognition and rewards.
In order to improve one's work and home life, one can use this litmus test: (1) self-knowledge; (2) environment; (3) growth and challenge; and (4) recognition and reward. This will allow one to take stock of one's present situation and examine the work environment critically to identify potential sources of job satisfaction.
When designing their organizational charts and defining roles, employers can use the same critical review process. The bottom line is, of course, their motive. When employees are happy and have agency over their work, they are less likely to take time off and more productive overall.
With the Baby Boomer age rapidly leaving the workforce, a focus on job happiness could become a recruiting slogan, if not a mandate, for the generations to follow.
No way!
Job Satisfaction: A Real Chance or Just a Myth?
who wrote it: Sarah Hightower Hill
This sentence is sourced from an online article about business and finance.
The save date was 2007-07-25 at 12:30:06.
subject: money and commerce
article:

About a quarter of people who took part in a recent survey by Chandler Hill Partners about job satisfaction were not happy with their current position.
When employees take their disappointments and stress from the job home with them, it can affect their productivity, the quality of their interactions within the company culture, and society at large. With a satisfaction score of only 27%, this is a very concerning statistic.

It may be impossible to calculate the enormous and mysterious monetary impact that results from an underempowered workforce. It might also explain why outsourcing and the employment of illegal immigrants are two of the biggest problems affecting our economic progress right now.
These results, together with the trickle-down effect, suggest that dissatisfaction with one's employment might be a major problem in the United States right now.
How may one find fulfillment in their work?
Sure, money matters. Salary is still a social validation mechanism, but according to a different survey by Chandler Hill Partners, it's not the only factor that makes a job satisfying.
Human resources departments create Employee Motivation Programs with the intention of recognizing and rewarding employees. However, our clients tell us that other factors, such as personal challenge, reputation, community image, and the company's impact on humanitarian and environmental concerns, play even larger roles.
Everyone knows that Americans work hard and, often, put in more hours than people from other countries. In spite of the fact that our products and business systems have raised living standards globally and slashed unemployment, Americans take fewer vacation days and typically have shorter vacations than their European counterparts.
Is that the issue then? For what reasons is the majority of our job causing us so much discontent?
When asked, our customers typically mention feeling unfulfilled, not having a part in anything significant, or not being able to make a difference in the world. There is no definitive answer, but these are the feelings most commonly cited.
Consequently, I'm wondering whose job it is to ensure that employees have a positive experience on the job.
Without a doubt, businesses have a responsibility, both ethical and legal, to eliminate hazards to employee safety and well-being on the job, including but not limited to low wages, hostile coworkers, harassment, and unsafe working conditions.
On their own, though, those legal matters won't bring the happiness that most individuals are hoping for. While some will never be satisfied no matter how good the working conditions, salary, or boss are, for others, it will always be a challenge. The role that one's own attitude and perspective play is obvious.
Those of us who are struggling to achieve fulfillment in our work lives may benefit from a systematization or prescription of certain, quantifiable factors.
Self-Awareness—It is essential to be aware of one's own unique blend of natural abilities and learned skills. When one is capable of excelling and can take pride in the day's achievements, only then can satisfaction be experienced. So, the initial stage in figuring out if a job can actually make someone happy is to figure out what those skills and talents are.
Setting—It goes without saying that a person needs to be in a setting that allows them to make the most of their abilities, whether that's through active participation in something meaningful or through more reserved forms of expression.
Develop Your Skills—At the end of our careers, we all want to have accomplished more than when we began. This calls for growth and challenges. Those who aren't naturally gifted or who aren't as driven to succeed nevertheless want to feel like they have room to grow in their careers.
Most employees would like to be acknowledged and compensated for the good things they do on the job, for the same reason that none of us wants to stay in a job where there is no room for progress or growth.
This prescription is just as effective for employers or HR departments that care about their employees and want to make sure they are well-matched to their jobs, have access to the resources they need to do their jobs well, have room to grow professionally, face new challenges, and receive proper recognition and rewards.
In order to improve one's work and home life, one can use this litmus test: (1) self-knowledge; (2) environment; (3) growth and challenge; and (4) recognition and reward. This will allow one to take stock of one's present situation and examine the work environment critically to identify potential sources of job satisfaction.
When designing their organizational charts and defining roles, employers can use the same critical review process. The bottom line is, of course, their motive. When employees are happy and have agency over their work, they are less likely to take time off and more productive overall.
With the Baby Boomer age rapidly leaving the workforce, a focus on job happiness could become a recruiting slogan, if not a mandate, for the generations to follow.
No way!

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