CASE- 3 : “LONG HOURS, HUNDREDS OF

E-MAILS AND NO SLEEP : DOES THIS SOUND

LIKE A SATISFYING JOB ?”

Batch : 2016-18

SECTION :F

GROUP NO. :7

GROUP DETAILS :

Serial No. Name Roll No.

1 Baljeet Kaur 201600216

2 Rashi Gupta 201610111
3 Ashutosh Gupta 201611206
4 Rupesh Ravi 201611326
5 Pratik Thakre 201601106
6 Ojesh Seth 201601207
7 Dhiman Deb 201601311

Submitted to :

Dr. Saleena Khan

 (Associate Professor, IBO)

INTRODUCTION

“Personal Satisfaction is the most

important ingredient of Success.”

A pleasurable or positive emotional state resulting from the

appraisal of one’s job or job experiences is defined as job
satisfaction. It is assessed 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. Characteristics of these jobs that contribute to increased levels
of jobs satisfaction.

Solution— Answer: High profile people like to be dominant and

control the situation rather being controlled by the situation 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
locations.
• David clark- traveling experience (finds it interesting),
promoting a channel and big salary.

3. Relationship of job satisfaction in regard to job performance,

citizenship behavior and turnover.

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. David Clark stated that “ there are plenty of people who
would love to have this job. They are knocking on the door all
the time.” How Clark’s perception 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.

MANAGERIAL LEARNINGS

“Focussing on strength is the surest way to greater job satisfaction,

team performance and organizational excellence.”

• Job Satisfaction : A job is more than just shuffling papers, writing

programming code, waiting on customers, or driving a truck. Jobs
require interacting with with co-workers and bosses, following
organizational rules and policies, meeting performance standards,
living with less than ideal working conditions etc.
• Job Involvement : It is a desirable feature that makes people
spend energy and do their best in their work and organizational
roles. Although, it is not associated with a plethora toward job, it
causes workers to enjoy their work and reduces their fatigue. Job
involvement not only increases the workers’ job satisfaction,
organizational commitment, emotional attachment to the
organization, voluntary actions beyond the job description, and
 participation in organizational decisions, but also reduces the
desire to leave the job.
• Organizational Citizenship Behavior : The sheer scope of
organizational citizenship is far-reaching, and in a very good way.
The employee who practices good organizational citizenship is one
who has an eye out for the company's best interest at all times.
That can take many different forms, such as being a company
representative, working for the future, assisting co-workers etc.
• Work Motivation : Work motivation is a process to energize
employee to the work goal through specific roles and job
responsibilities.
• Job Performance : Performance is an important criterion for
organizational outcomes and success. Job performance enables to
assesses whether a person performs a job well or improvement
scope to be widened.