Case Incident 1:

Long Hours, Hundreds of E-Mails, and No

Sleep: Does This Sound like a Satisfying
Job?
INTRODUCTION

“Personal Satisfaction is the most important ingredient of Success.”

A pleasurable or positive emotional state resulting from the appraise-al of one’s job or job
experiences is defined as job satisfaction. It is as-sessed at both the global level or at the facet level.
Satisfaction level of the people working in corporate in high roles differ with respect to every
person’s pleasure in performing the jobs. Some people are crestfallen as they have to minimize
their vacation tenure and return to company’s work. On the contrary, some people travel the world
but cannot elicit time for themselves as their lives seem to be rigorously busy with work. The late
20th century advocated the lives of people taking corporate jobs to a different level, which now
because of technology has widened the job prospects out of the box. But unfortunately, shortened
the space of understanding oneself and celebrating time with families.
The present case embarks on how four individuals heading the top level management in different
organizations, are engrossed with their work responsibilities & hectic schedule, and though
excelling them, are they really owning a satisfying job?
OBJECTIVES

•To develop an understanding on how Job Satisfaction is derived in the organization and what
all sum up as the factors influencing the same by analyzing the situations of four individuals.
•To get fabricated with the Organizational Citizenship Behavior, work motivation and job
involvement.
•To know whether only certain individuals are attracted to these top level jobs or it is the
characteristics of the jobs that are self satisfying.
•To comprehend how the characteristics of these top management jobs contribute to increased
levels of job satisfaction.
THEORETICAL CONCEPTS
A) Job Satisfaction: When people speak of employee attitudes, they usually mean job
satisfaction. It is described as a positive feeling about a job, resulting from an
evaluation of its characteristics. A person with a high level of job satisfaction holds
positive feelings about his job, while a person with a low level holds negative
feelings. While dealing the organizational behavior, job satisfaction is given a
significant importance.
B) Factors influencing job satisfaction :
 Autonomy and independence
 Compensation/pay and benefits
 Career advancement & development opportunities
 Job security and the work itself
 Communication between employees and management
 Flexibility to balance life and work issues
 Management recognition and corporate culture
 Job specific training and variety of work
 Networking and organization’s commitment to professional development etc.
The case study revolves around job satisfaction and the needs of an individual apart from work.
Problem Analysis
1. Is it only certain individuals who are attracted to these types of jobs, or is it the
characteristics of the jobs themselves that are satisfying?
Solution: These jobs are highly time consuming, often very stressful and these sorts of jobs keep
the employees away from their families.
Thus, only certain individuals are attracted to these types of jobs. These employees hold certain
characteristics like:
 They are workaholic
 Mostly they give higher priority to professionalism than their personal life.
Those individuals also find certain characteristics of these jobs attracting and appealing to them.
 The job offers higher status in the society.
 They find their jobs challenging.
2. What Characteristics of these jobs might contribute to increased levels of job
satisfaction?
Solution: High profile people like to be dominant and control the situation rather being
controlled by the situa-tion and always remain in high energy. Job satisfaction can be achieved by
being independent, remain positive, being significant, challenge oriented, skilled and being
responsible. From the given case study following characteristics have been analyzed.

 John bishop- development scope, high pay salary and being independent.
 Irene- independent, serious and inspiring characteristics.
 Tiny kruz- high profile, high salary and travels to exotic lo-cations.
 David clark- traveling experience (finds it interesting), promoting a channel and big salary.
3. Given that the four individuals we just read about tend to be satisfied with their jobs,
how might this satisfaction relate to their job performance, citizenship behavior and turn
over?
Solution:
Job Performance: Good performance gives a job satisfaction where employees can serve better
and convince their customers and it eventually increases the loyalty and retention. Individuals do
their best to show their hard work and sincerity to a respective company.
Citizenship Behavior: Being flexible in citizenship behavior provides a good job performance.
John Bishop and Irene Tse willingly provide job performance better than before and provide a
positive exposure about their work.
Tony Krutz and David clark offer excellent job performance keeping neutral views about the
citizenship behavior. They don't seems to be performing better, neither they offer any
volunteering attitude or exposure to the rest.
Turnover: These individuals give negative turnover for job satisfaction.
John Bishop and Irene have high motivations about their work and serve beyond the expectations
of an organization.
Where as Krutz and Baker are satisfied due to the traveling opportunities they get in their job.
Beside a tough routine and tight schedule which makes their personal life a bit difficult they
maintain the job requirements and won’t quit the job.
4. Recall David Clark's statement that “Thereare plenty of people who would
love to have this job .They are knocking at the door all the time. How might
Clark's perceptions that he has a job many others desire contribute to his job
satisfaction?
Solution: David Clark is satisfied due to the high demand of his job which makes him keep his
position. Employees giving high performance worry an organization to leave, as in case of
being unsatisfied they might be the first to leave.
Some individuals like the pressure of knowing that others are in hunt of that job. It forms a
basis of pride for them.
Case Incident 2:
Crafting a Better Job
Considers for a moment a midlevel manager at a multi-national foods company, Fatima,
who would seem to be at the top of her career. She’s consistently making her required benchmarks
and goals, she has built successful relationships with colleagues, and senior management
have identified her as “high potential.” But she isn’t happy with her work. She’d be much more
interested in understanding how her organization can use social media in marketing efforts.
Ideally, she’d like to quit and find something that better suits her passions, but in the current
economic environment this may not be an option. So she has decided to proactively reconfigure
her current job.
Fatima is part of a movement toward job “crafting, “which is the process of deliberately
reorganizing your job so that it better fits your motives, strengths, and passions. The core of job
crafting is creating diagrams of day-to-day activities with a coach. Then you and the
coach collaboratively identify which tasks fit with your personal passions, and which tend
to drain motivation and satisfaction. Next the client and coach work together to imagine ways to
emphasize preferred activities and de-emphasize those that are less interesting. Many people
engaged in job crafting find that upon deeper consideration, they have more control over
their work than they thought.
So how did Fatima craft her job? She first noticed that she was spending too much of
her time monitoring her team’s performance and answering team questions, and not enough
time working on the creative projects that inspire her. She then considered how to modify her
relationship with the team so that these activities incorporated her passion for social
media strategies, with team activities more centered around developing new marketing.
She also identified members of her team who might be able to help her implement these
new strategies and directed her interactions with these individuals toward her new goals. As a
result, not only has her engagement in her work increased, but she has also developed new
ideas that are being recognized and advanced within the organization. In sum, she has found
that by actively and creatively examining her work, she has been able to craft her current job
into one that is truly satisfying.
Summary:
Craft:
An art, trade, or occupation requiring special skill, especially manual skill
job crafting:
job “crafting, “which is the process of deliberately reorganizing your job so that it better fits
your motives, strengths, and passions.
Introductions:
This case is about a midlevel manager at a multi-national foods company, Fatima, who would
seem to be at the top of her career. She’s consistently making her required benchmarks and
goals, she has built successful relationships with colleagues, and senior management. But
she isn’t happy with her work. She’d be much more interested in understanding how her
organization can use social media in marketing efforts. Ideally, she’d like to quit and find
something that better suits her passions, but in the current economic environment this
may not be an option. So she has decided to proactively reconfigure her current job.
Objectives:
Identify which tasks fit with employee’s passions, and which tend to drain motivation and
satisfaction.
 Reorganizing your job so that it better fits your motives, strengths, and passions.
 To emphasize preferred activities and de-emphasize those that are less interesting.
So how did Fatima craft her job?
She first noticed that she was spending too much of her time monitoring her team’s
performance and answering team questions, and not enough time working on the creative
projects that inspire her. She then considered how to modify her relationship with the
team so that these activities incorporated her passion for social media strategies, with
team activities more centered around developing new marketing. She also identified
members of her team who might be able to help her implement these new strategies and
directed her interactions with these individuals toward her new goals.
Result:
As a result, not only has her engagement in her work increased, but she has also developed new ideas that are
being recognized and advanced within the organization. In sum, she has found that by actively and creatively
examining her work, she has been able to craft her current job into one that is truly satisfying.
Problem Analysis
1. Why do you think many people are in jobs that are not satisfying? Do organizations help
people craft satisfying and motivating jobs, and if not, Why not?
Ans: Fatima is working in a multinational foods company as a midlevel manager, she is
continuously growing in her job by completing all tasks and goals but she is not satisfied with her
job. The reason is, she has a creative mind and has interest to create new strategies about social
media but in the current job she didn’t do this. Yes, organizations help people to craft their current
jobs according to their passions, motives and strengths. She decided to reconfigure her current job.
Fatima and his coach make chart of day to day activities of the current job. The results
show Fatima engaged most of her time in giving answers and monitoring her team’s performance.
Later on the results will be positive and she creates some great strategies for the social media.
Beside this she has found that by actively and creatively examination her work, she has been able to
crafter current job into one that is truly satisfying.
2. Think about how you might reorient yourself to your own job. Are the principles
of job crafting described above relevant to your work? Why or Why not?
Ans: As my previous job is concerned the job crafting would be very helpful and
desired to improve the performance and satisfaction of all my team. As second in charge of
Accounts, the majority of time I spent it monitoring, controlling and answering my team
member’s questions from procurement to expedition. Principles of job crafting would change
my way of understanding the work toward focusing on making my team members craft their
jobs and put everyone to do what he likes and feel comfortable with in respecting the
organization’s procedures and for the objective of enhancing job satisfaction and
performance. And for my side it would give the
opportunity to develop new skills in technical part as SAP and ERP technology which I had
desire to master that time.
3. Some contend that job crafting sounds good in principle but is not necessarily available
to everyone. What types of jobs are probably not amenable to job crafting activities?
Ans: It depends on which department. If someone is in charge of public safety and the job of
every members is very important and critical, he should make the goal same as the organizations
have no damages, for example, a fire officer, police, soldier and doctor etc. the types of jobs that
are probably not amenable to job crafting activities include highly routine jobs such as assembly
line worker and customer service representative.
4. Are there any potential drawbacks to the job crafting approach? How can these
concerns be minimized?
Ans: There would be a conflict if individual’s goals are different from the organization’s goals,
because the organization is no flexible enough to accept all individual’s goals. A
potential drawback to the job crafting approach would be the erosion of focus on the job to be
done. The modification of the job methods may lead to more inefficient ways of
completing the task, and therefore a loss of productivity. These concerns can be
minimized by closely supervising the amount of production.