WEEK 8 Beyond the Job Design

WEEK 8 Beyond the Job Design”  Please respond to the following: Watch the video from Karl McDonnell, CEO of Strayer University, titled “Which has a greater impact on performance: Job Satisfaction, or Grit?” Then give your opinion on how much design of work has an impact on job satisfaction. Choose whether you believe job satisfaction is an extrinsic or intrinsic feeling, and explain why.

Motivation to work well is usually related to job satisfaction. The level of job satisfaction may well affect the strength of motivation. Motivation helps build personnel development and successful performance to help the employee perform to the required level. Extrinsic rewards are usually financial and tangible rewards given to employees such as pay raises, bonuses, and benefits. Intrinsic rewards are psychological rewards that employees get from doing meaningful work and performing it well. Extrinsic rewards play a dominant role in the workplace. Intrinsic rewards offer workers little reward, so that extrinsic rewards were often the only motivational tools available in the workplace. Extrinsic rewards remain significant for workers. Pay is an important consideration for most workers in accepting a job, and unfair pay can be a strong de-motivator. However, after people have taken a job and issues of unfairness have been settled, we find that extrinsic rewards are now less important, as day-to-day motivation is more strongly driven by intrinsic rewards.

COMMENT: Design of work has an impact on job satisfaction. The significant factors that affect overall job satisfaction are the opportunity for employee to use abilities, a good working atmosphere, hours of work, recognition for work, and salary. Of these factors, the opportunity to use abilities and recognition for work can sometimes substitute for compensation when raises are not able to be given due to budget cuts.