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The Importance of a Job: Why Does It Matter?

The pandemic caused people to reevaluate many aspects of their lives and what was truly important.

And one area that seemed to be impacted more that others was that of work.

People started to ask themselves why they were putting so of their energy and time into their jobs. And at the end of the day, many people started to question the importance of a job in the first place.

To that end, this article is going to unpack the question of what is the importance of a job, why having a job matters, and other related questions around jobs and work.

Let’s dive in.

1.1 A Job Provides Income
1.2 A Job Is a Place Where You Can Make a Productive Contribution
1.3 A Job is a Place Where You Can Grow
2 Is a Job The Most Important Thing In Life?
3 Why Is Work Important In Our Lives?
4 How Does Work Give Meaning To Life?
5.1 What’s The Point of Working Hard?
5.2 Does Hard Work Lead to Success?
5.3 Is It Normal Not to Want to Work?
6 Conclusion

Importance of a Job: Why Does It Matter?

There are a variety of reasons why having a job is important in our lives.

Here are a few of the key reasons that highlight the importance of a job:

A Job Provides Income

The most common reason that people get a job in the first place is the fact that it provides income.

A job is important because it is the most common source of primary income for people.

And earning a good income is essential to meeting your needs and living a stable, healthy life.

A Job Is a Place Where You Can Make a Productive Contribution

Working a job is also probably the most common way that people make a productive contribution to society.

By producing something that is good and helpful to people, you are contributing in a positive way to society.

Additionally, by earning an income, you are taking care of your own needs and being self sufficient, rather than relying upon third parties or the government to fund your life.

So, a job is a common way to look after yourself and your family while producing something good for society.

A Job is a Place Where You Can Grow

Lastly, a good job offers personal and professional growth.

A job can challenge you in positive ways, pushing your social skills, planning skills, and the ability to do your craft well. It can help to keep you sharp and at your best.

Additionally, it’s a context that gives you something to strive for. If you want to be the best in your field, you can work to be excellent at your job and increasingly grow the impact of what you’re doing within your career.

Is a Job The Most Important Thing In Life?

In my view, a good job is an important component of an overall healthy life but it’s far from the most important thing.

To me, the following things make up a good life:

Meaningful work
Positive relationships with friends and family
Good physical and mental health
Quality of character
Stability/meeting your basic needs

All of those things need to work in balance to live a good life.

And if you make your job the most important thing, or focus on your job at the neglect of the areas, I think many people find it doesn’t result in the type of life that they would ideally like to live.

Why Is Work Important In Our Lives?

Previously, I talked about the importance of a job.

Now, I want to draw a distinction between a job and work.

My favorite definition of work is from the philosopher Dallas Willard , who defines work as “the energy that we put forth to produce good”.

When looking at work through that lens, there are some things that jump out.

First, work does not necessarily mean a job. Work is the context through which you produce good. So work for you could be a job. But your work could also be raising your kids. It could be serving your community. It could be writing.

Whatever it may be, work means more than just a job.

Secondly, for whatever your work is, it is a vehicle through which you’re producing good. And I think at some level we all want to be producing good in our lives.

So, why is work important? It’s important because I believe that we all want to produce something of value and significance in our lives. And our work is the way that we do that.

How Does Work Give Meaning To Life?

Work gives meaning to life because, if we find the right work, it can be a vehicle to producing good in a way that brings us to life.

What I mean by that is if you can find your best fit work, it tends to be work that you are excited to do. It’s something that you enjoy intrinsically and maybe even do on your own without a motivation just to earn an income.

And it also gives meaning because work is a vehicle to produce good. And producing good tends to lead to a feeling of positive meaning and contribution.

Frequently Asked Questions

What’s the point of working hard.

The point of working hard is to maximize the amount of good that you produce with your work.

Now, there are some caveats to that. In a recent newsletter, the career writer Paul Millerd discusses the fact that, historically, the income of executives and employees grew at a similar rate. To that end, there was a feeling of us being all in this together and that everyone would benefit from hard work.

However, at some point in the 70s or 80s, executive income growth started to massively outpace that of the typical employee. Between an increasing gap in income, and the emergence of layoffs, many employees started to realize that they wouldn’t directly benefit from their hard work to the extent that they used to.

People began to recognize that executives and shareholders get more of the upside.

My point is mentioning that story is that if your goal is to work hard just to make as much money as you can and grow on the default career path as quickly as possible, the direct benefit of doing so may be more limited than it has been in the past.

However, if you have found your best fit work, and you’re doing work that you enjoy, provides an income, and produces good, then working hard can maximize the extent to which you’re making a positive contribution that you enjoy.

Does Hard Work Lead to Success?

Hard work doesn’t necessarily lead to success, but it can accelerate the process of being successful and increase the likelihood that you will be a success.

The caveat though is that hard work is only an accelerant if you’re doing the right work.

If you’re putting in lots of hours on the wrong activities that ultimately aren’t going to result in the type of outcome that you want in your work and life, then no amount of hard work is going to result in the type of success you want.

The key is knowing what success looks like for you, knowing what activities lead to those success, and then working hard at those.

To learn more, take a look at our complete article unpacking whether or not hard work is the key to success .

Is It Normal Not to Want to Work?

Yes, it is normal not to want to work. In fact a 2014 study from the U.S. Bureau of Labor stated that 85.9 millions adults, or 93.3% of all adults not in the labor force, didn’t want a job .

Additionally, a record 47.4 million people voluntarily quit their jobs during the Great Resignation in 2021, showing that millions of people were not satisfied with their current work situation.

Again, that looks at work through the context of a traditional job. And, as we’ve discussed, looking at work at just a job is a bit limiting.

However, what we’re seeing is that many people are rejecting the restraints of a traditional job and work structure in favor of something that better fits their overall life and the contribution that they want to make.

For recommendations on what to do if you simply don’t want to work , take a look at our dedicated article on the topic.

There are a variety of reasons why having a job is important.

A job provides income, contribution, and growth, all of which are important to a healthy life.

However, what’s more important is discovering your best fit work.

And if you can find work like that, where it bring you to life and it feels like you’re producing good, then work can be an extremely healthy and positive source of meaning.

About the author

Dan is the founder of Best Fit Work and is a business professional with over 10 years of experience. He has been a hiring and people manager on multiple occasions, and has also gone through the hiring process himself at a variety of different companies. Dan writes to share content, tools, and resources to help people discover and thrive in their own best fit work.

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Essay on Career for Students and Children

500+ words essay on career.

Career is a very important thing in one’s life. Whatever career path you choose to follow, it will impact your life greatly. Your career will define your status in a society in addition to your lifestyle. In other words, your career will determine your social circle and relationships.

Therefore, it is extremely important to choose the correct career path . From a very young age, we aspire to be something or the other. While someone aims to be a doctor, some wish to become a painter. Our career choices depend on a lot of things. Thus, it is important to consider all factors before choosing a career path.

How to Choose your Career?

You must consider a number of factors before deciding on your career. Each factor plays a significant role in your choice. Firstly, always assess yourself thoroughly. You must understand your area of interest to choose a career. For instance, someone who dances well can surely become a doctor, but his interest will always be in dance. Thus, ensure that you have the caliber to perform well in the field you choose. This will come from your area of interest itself.

After that, you look for the opportunities available as per your area of interest. Now that you are aware of what you like and dislike, you can easily look for occupations matching your passion. Make a list of the occupations you can get into following your interests. Furthermore, shorten the list you have prepared. You must do so as per what suits you best. Consult with your seniors and parents to make informed decisions.

Most importantly, acquire the skills for the career option you are interested in. Ensure you earn the qualifications and degrees for it. Try taking training programs to enhance your skills. This will give you an upper hand in knowing whether you are correct in choosing the specific career plan. Furthermore, create an impressive resume which can help you get the right opportunities.

Get the huge list of more than 500 Essay Topics and Ideas

How to Achieve your Career Goal?

There are steps you need to take before achieving your career goal. As they say, success doesn’t come overnight. You must work along the way to accomplish your goals. There is always hope if you have the will. Firstly, create profiles on different job portals to attract the employer’s attention. When you maintain your profile well, you will be able to get good career opportunities.

Moreover, always maintain your network. Build a solid network and create sources in the field. This way you can update yourself with the latest happenings in the industry. In addition, try to attend the related seminars and workshops that happen related to your career choice. You will meet influential people of the same field who can broaden your thinking.

In short, always remember to stay determined. You can easily achieve your career goal if you set your mind to it. In other words, people usually distract themselves easily. You must not do so and focus on your career path to achieve your goals efficiently.

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What makes a job meaningful?

Subscribe to global connection, milena nikolova and milena nikolova nonresident fellow - economic studies @milenkanik femke cnossen femke cnossen assistant professor - university of groningen.

April 8, 2020

The COVID-19 pandemic has forced the near shutdown of many economies around the world. It has already thrown at least 10 million out of work in the U.S. and threatens the jobs of millions more worldwide. Yet, job loss often means much more than a lost livelihood—it entails being deprived of social identity, status, routine and time structure, and contacts with colleagues. While many hope that unemployment will quickly decline once economies recover, the psychological consequences of job loss for individuals and their families are severe and long-lasting.

At the same time, those who have managed to keep their jobs face challenges of their own, job insecurity notwithstanding. On the one hand, home-based telework is blurring the boundaries between work and personal life. On the other hand, those performing life-saving tasks in hospitals, and those keeping the economy running in another way, for instance, by restocking the shelves in supermarkets, are facing not just health risks but also increasing job demands. It is becoming increasingly clear which occupations are vital to the economy, and which are not, regardless of how the government is labeling them. The coronavirus has made many people think about the role that work has in their lives, including its usefulness to society, its importance to the economy, and its contribution to personal growth and well-being. And although such qualms might seem contrived or second-order in times of a pandemic, our research shows that the perceptions we hold about the meaningfulness of our job can actually have serious consequences for how we behave in the labor market.

In a recent working paper , we explore the broader meaning that work has in people’s lives. Specifically, we analyze the causes and consequences of meaningful work perceptions using nationally representative survey data for workers living in 30 European countries between 2005 and 2015. We study which factors make individuals more likely to experience work meaningfulness and what that means in terms of labor market behavior.

Keys to motivating workers

In exploring what makes work meaningful, we rely on self-determination theory . According to this theory, satisfying three innate psychological needs—competence, autonomy, and relatedness—is key for motivating workers and enabling them to experience purpose through their work. First, individuals have a need for feeling competent in terms of having the skills and capabilities to overcome challenging tasks. Second, people need to feel autonomous in the sense of having choices and authority over what to do. Finally, workers feel related if they experience genuine care from their bosses or colleagues, and that they care about their superiors and coworkers in return. Of course, work also has other important aspects, such as wages and benefits, career advancement opportunities, job security, and hours worked and we take these factors into account.

Our analysis shows that that relatedness, which is about relationships at work, is the most important determinant of work meaningfulness. This finding likely comes as no surprise to those who are currently teleworking and unable to socialize with their colleagues. In general, we discover that autonomy, relatedness, and competence are almost five times more important for perceptions of having meaningful work compared with compensation, benefits, career advancement, job insecurity, and working hours (Figure 1).

Which factors matter the most for experiencing work meaningfulness?

The benefits of meaningful work

Our research also shows that those who perceive their work as meaningful exert more effort on the job. For example, employees experiencing their work as meaningful are less likely to call in sick and are more likely to participate in trainings to improve their skills. These findings have important implications for employers looking to boost organizational performance and employees’ well-being. In addition, we also find that workers who think of their jobs as purposeful and meaningful want to postpone their retirement, which has important implications for policymakers faced with rising life expectancies and a greater share of older workers in the economy.

Despite what most economic models predict, work is not just a source of income but also provides identity and individual self-esteem. As such, work is a pivotal part of human life. Since most adults spend a large part of their waking hours in work-related activities, understanding what factors make work a life-enriching and dignifying experience or, on the contrary, a degrading and meaningless one, can help design policies to enhance workers’ well-being, boost organizational performance, and increase civic engagement and social welfare, especially at a time when the future of work is changing. Working conditions related to hierarchy, job insecurity, and working hours are certainly important aspects of any job. However, it is autonomy, competence, and especially relationships at work, that nourish and sustain meaningfulness.

Research on work meaningfulness and our findings, in particular, are especially relevant now that the coronavirus crisis is transforming our workplaces. Tasks that seemed so important a few months ago are now low priority, and even though being connected to our colleagues is crucial, social distancing measures in many cases prevent us from getting the support and relatedness that we need. This should not be taken lightly: Diminished work meaningfulness can have serious and long-lasting complications for productivity, health, and happiness at work. Employers who show some extra support and understanding, or make job tasks more relevant to the current crisis (see some great examples listed here ), might be on the right track in mitigating one of the many unseen side effects of the coronavirus and its aftermath.

What Is Job Satisfaction and Why Is It Important?

Are you aware of what right actually means?

Determining whether you are satisfied with your job, whether it is right for you, and why that is important often involves personal intuition and circumstances. For some people, the right job might entail earning a certain salary. For others, the right job might involve having a supportive team.

With more than 21,000 participants in their study, researchers Dobrow, Ganzach, and Liu (2018) found that over a 40-year span, people who stayed in the same organization over time became less satisfied, and people who moved to different organizations over time became happier.

What does this mean? Does job satisfaction come from staying in an organization or leaving it? If someone were to stay in an organization, what would retain their satisfaction?

In this article, we will explore just that and more, including divulging the ingredients of job satisfaction, real-life examples of it, and how it relates to motivation.

Before you continue, we thought you might like to download our three Work & Career Coaching Exercises for free . These detailed, science-based exercises will help you or your clients identify opportunities for professional growth and create a more meaningful career.

This Article Contains:

What is job satisfaction, 10 proven ingredients for job satisfaction, is job satisfaction important 4 benefits, 2 real-life examples, a note on job satisfaction and motivation, positivepsychology.com’s job satisfaction tools, a take-home message.

Choose a job you love, and you will never have to work a day in your life.

You have probably heard that quote before, yet it may still have relevance today. It makes us ask whether emotions like happiness, stress, and anxiety play an important role in job satisfaction.

The aptly titled Job Satisfaction (Hoppock, 1935) defines job satisfaction as any combination of psychological, physiological, and environmental circumstances that cause a person to truthfully say that they are satisfied with a job.

Going a little deeper and fast-forwarding to this century, job satisfaction has been called a set of favorable or unfavorable feelings and emotions with which employees view their work (Karatepe, Uludag, Menevis, Hadzimehmedagic, & Baddar, 2006).

Before we get to favorable feelings or proven ingredients for job satisfaction, let’s first assess what leads to those unfavorable feelings.

The graphic above from the University of Southern California’s Applied Psychology Program shows some factors that make American employees unhappy or burnt out with jobs.

Many of us have experienced unhappiness because of these factors and more at some point in our careers. Let’s take a look at what can be done to satisfy ourselves in a job.

Although it is subjective, job satisfaction research (Kumari, 2011) has showcased the following:

1. Communication

Communication can be extremely important to retaining levels of satisfaction, on both a personal and professional level. It is exhibited in allowing employees to be open, collaborative, trustworthy, and even confrontational when needed.

Defining a company culture links to job satisfaction as it provides values and guidance about topics ranging from organizational goals to appropriate levels of interaction between employees.

3. Security

It’s no surprise that once a culture is established in a workplace, satisfaction can then be enhanced by added feelings of security. Security may arise from knowing you work for a viable company with long-term goals, insinuating feelings of belonging to that company (Berg, Grant, & Johnson, 2010). This can be enhanced by having honest communication and transparency within a company.

4. Leadership

Tied into increased motivation for employees, leadership, or influencing a group toward the achievement of a vision or set of goals (Kinicki & Kreitner, 2006), can lead to job satisfaction by making sure communication and instruction of tasks is adequate and easily understood.

In turn, when employees feel that leaders can guide them through tasks, their motivation and satisfaction increases.

With leadership having a crucial influence on job satisfaction, this related article with leadership activities is a recommended read.

5. Opportunities

Employees can gain more satisfaction with their job when more challenging opportunities arise. This can lead to participation in interesting and diverse projects and get employees away from the monotony of a role.

6. Career development

Employees can become more satisfied with their job when they know there is an individualized plan for them. Beyond the formal nature of appraisals, if there is a path in place for growth, this can encourage employees to stay happier for longer.

7. Working conditions

Job satisfaction can be increased if a resilient workplace is a cooperative environment. This means a place with respect for diverse ideas and opinions, honest and constructive feedback, mentoring opportunities, and freedom from harassment.

8. Employee personality

Most ingredients linked to job satisfaction may have roots in elements outside of the employees’ control (such as leadership from managers and communication from company leaders), but what about the employees themselves? Can they control their own levels of satisfaction? Bakker, Tims, and Derks (2012) talk about just that.

These researchers discuss how job satisfaction can be determined by how proactive the employee is at work. Does the employee proactively seek out a manager for feedback? Does the employee go the extra mile to achieve tasks within a company? Does the employee try to stick to company goals, lead meetings, and ask questions when unsure about how to complete a task?

If yes, these employees are ones who can show more satisfaction in the workplace. Proactiveness in the workplace can lead to positive job appraisals, which when fed back to the employee, can lead to satisfaction.

For more on constructive feedback, read our article discussing ways to give negative feedback constructively.

9. Pay and benefits

Organizational success and job satisfaction are also linked to employees’ perceptions of adequate pay and benefits (Edwards, 2008).

While pay and benefits are not the only reason employees find satisfaction in their workplaces, research going back more than 30 years (e.g., Gerhart, 1987) shows that pay and benefits, at least according to how employees view themselves in their roles, has ranked high on lists of job satisfaction factors.

10. Rewards and recognition

Beyond monetary gain and being paid fairly for the work they do, job satisfaction for employees means that promotional policies are unambiguous and in line with their expectations.

A key finding here (Kumari, 2011) is that satisfaction at a job is not exclusively linked to pay, but to the perceived fairness of how one is recognized at work for achievements.

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We have already discussed what employees look for in achieving and maintaining job satisfaction. But why is it important? And why should organizations care?

First, it is a primary responsibility of organizations to ascertain that employees are satisfied with their jobs through measurements, but also to find out the causes of dissatisfaction when employees are not feeling satisfied (McBride, 2002).

Tools such as the following help measure some important factors that go into employees’ job satisfaction (Spector, 1997, chapter 2):

Job Satisfaction Survey (Spector, 1985)
Job Description Index (Castanheira, 2014)
The Minnesota Satisfaction Questionnaire (Weiss, Dawis, and England, 1967)

As to why job satisfaction is so important, the Employee Job Satisfaction and Engagement Report from the Society for Human Resource Management (Lee et al., 2016) notes four benefits of making sure employees are satisfied with their work.

1. Increased profits

This is one any manager and employee might appreciate. Keeping employees satisfied can lead to higher sales, lower costs, and a stronger bottom line.

2. Higher productivity

Irrespective of their job titles or salary, employees who are more satisfied with their job, whether they feel satisfied with the organizational culture, with the rewards they are getting, or with recognition, can produce more and do it more efficiently.

3. Lower turnover

If employees are more satisfied with their job, they are less likely to leave. It also helps to recruit better quality talent as new talent sees employee staying power as added value.

When employees feel there is a growth path for them, they are more satisfied. In turn, because they feel the organization has their best interests at heart, they tend to support the organization’s mission and objectives. When this happens, employees may tell their friends or relatives about the good nature of the organization, which helps spread organizational goodwill.

The Job Satisfaction Wheel can help assess your current job satisfaction and identify improvement areas. Job satisfaction measures subjective wellbeing at work (Judge & Klinger, 2008).

According to Roelen et al. (2008), there are seven key indicators of job satisfaction:

Task variety
Working conditions
Education and development opportunities
Person-environment fit

Here’s how you can use the Job Satisfaction Wheel:

Rate the seven job satisfaction domains on a scale from one – “not at all satisfied” to ten – “completely satisfied”. Place a circle around each score on the wheel.
Connect your scores by drawing a line and forming an inner wheel. This gives you an overview of how satisfied you are with your current job.
Looking at the wheel, where do you see areas for improvement? What would it take to improve the score? Which action steps can you take?

Honesty and communication about a company’s objectives and goals can be vital and are linked to job satisfaction for employees. But do employees only care about company success? How does honest communication impact their own, individual success?

The importance of honesty and communication

Agarwal and Mehta (2014) were interested in employee job satisfaction within the IT industry.

Their curiosity stemmed from the idea that IT employees may largely be working in isolation, away from other employees, and the researchers wondered if employees valued appraisals more in such circumstances than in other industries. They discussed how performance appraisal was directly linked to satisfaction (or dissatisfaction) for the employee.

Additionally, they also discuss how honest and consistent communication and regular updates of employee progress (bi-annual rather than yearly appraisals) can not only increase employee satisfaction at work, but also help companies by decreasing the rate of attrition. Interestingly enough, Agarwal and Mehta (2014) did not discuss company goals or performance in their findings.

Let’s take a look at some familiar companies you may have heard of.

Although the phrase “the customer is always right” may be common, it does not seem to ring all true behind the scenes (or the counter, in this case).

The CEO’s mantra was that if managers look out for employees, employees will look after customers. To do this, he offered health insurance to all employees despite the excessive cost and being advised against it.

Is it surprising that good leadership strengths , recognition, and reward given to employees increased job satisfaction and in turn increased profits for Starbucks? It certainly fits in line with the aforementioned research in this article.

While also producing satisfied end-users like us when using Google’s products, Google puts a lot of work into job satisfaction for its employees as well.

It’s interesting to note that Google does not care (perhaps as much) about employee titles, but more about what type of leaders its employees are, or emergent leadership. This draws us back to the importance of positive leadership in job satisfaction.

Gillett (2016) writes that Google attracts talent with competitive pay and keeps employees satisfied by allowing telecommuting. This may show an appreciation for work–life balance and retention.

Gillett also writes that according to compensation and data company PayScale, nearly three-quarters of Google employees find their jobs meaningful, citing that Google’s mission is to organize the world’s information and make it universally accessible and useful.

She describes Google employees thinking that their goal of working at Google is a moral rather than a business goal, which in turn creates motivation to innovate and push into new areas.

These sound like great organizational goals that drive profits. Furthermore, Google staff certainly demonstrate that job satisfaction can indeed lead to employees supporting the organization’s goals and objectives.

According to Latham (2012), motivation is a cognitive resource allocation process in which a person makes choices as to the time and energy to be allocated to an array of motives or tasks. The key word here seems to be choice .

When an employee is able to make a choice, they feel more motivated to perform a task. When an employee is more motivated to perform and complete a task, this tends to be linked with higher job satisfaction (Jalagat, 2016).

Choice, as directed or allowed by organizational policy, can lead to further motivation and, in turn, job satisfaction as well as performance. This seems to be echoed by the work of Ilies and Judge (2003).

Ilies and Judge (2003) discuss how leaders interact with employees, specifically by talking to them more as a person, and how assigning tasks and providing a career path can affect their motivation level.

When determining job satisfaction, it is key to remember that human factors such as motivation, excitement, satisfaction, and dissatisfaction must be considered. This is clearly indicated by the Starbucks example.

When employees are encouraged to be great leaders and to engage in challenging opportunities, such as at Google, they can end up feeling more satisfied with their job.

As one of the key ingredients of job satisfaction, communication among employees, managers, and staff cannot be underestimated.

However, communication is not automatically generated or achieved right away. When introducing new employees into a workplace, it may be even more important to establish good and fun communication procedures between employees.

This helpful article with work-related communication games and exercises can help improve communication at the workplace.

For other ways to establish happiness in the workplace , this article offers a guide and tips for making employees happier.

To determine your own job satisfaction, you need to do an assessment of your strengths and skills. This tool guides you to complete a Strengths In Challenging Times worksheet in order to do exactly that.

Another invaluable tool based on the Japanese concept of ikigai is Job Crafting of Ikigai . It is an interesting exercise that helps you understand what fuels your passions and, in turn, change aspects of your role to make it more fulfilling.

If you’re looking for more science-based ways to help others manage stress without spending hours on research and session prep, this collection contains 17 validated stress management tools for practitioners . Use them to help others identify signs of burnout and create more balance in their lives.

Job satisfaction can be a two-way street. Employees need to feel satisfied, and organizations must help employees realize their potential.

If you are interested in increasing the job satisfaction of your employees, be sure to look beyond the seemingly practical benefits of providing adequate salaries and health insurance, although those too are critical.

Motivating employees may be just as important. Job satisfaction links to motivation, which employees can gain even more of when realizing their full potential. Besides providing adequate salaries and health insurance, much more can be done by companies to motivate and guide employees. In turn, companies will reap the benefits of loyalty and shared objectives.

We hope you enjoyed reading this article. Don’t forget to download our three Work & Career Coaching Exercises for free .

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McBride, E. L. (2002). Employee satisfaction: Code red in the workplace? Journal of Nursing Management , 10 (3), 157–163.
Dobrow, S. R., Ganzach, Y., & Liu, Y. (2018). Time and job satisfaction: A longitudinal study of the differential roles of age and tenure. Journal of Management , 44 (7), 2558–2579.
Roelen, C. A. M., Koopmans, P. C., & Groothoff, J. W. (2008). Which work factors determine job satisfaction?. Work, 30(4), 433-439.
Spector, P. E. (1985). Measurement of human service staff satisfaction: Development of the Job Satisfaction Survey. American Journal of Community Psychology , 13 (6), 693–713.
Spector, P. E. (1997). Job satisfaction: Application, assessment, causes, and consequences . SAGE Publications, Inc.
Weiss, D. J., Dawis, R. V., & England, G. W. (1967). Manual for the Minnesota Satisfaction Questionnaire. Minnesota Studies in Vocational Rehabilitation , 22 , 120.

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Importance of Career: Journey to Professional Fulfillment

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Job essay , contains everything you need to know about the importance of job and work in general for the individual and society. All of this you will find here in Job essay .

There is no doubt that the job and mastery of the work is one of the most important reasons for the advancement and progress of the communities and all that you will find here in Job essay.

The importance of job

Work has a great importance in human life, it is the source of livelihood of his family, without this work, life can not continue.

The importance of work is to determine the economic and social level of the person, So that the person is named in the name of the work or job in which he is: such as the doctor, engineer, carpenter and other names.

The work is of great importance in the development of society and progress, as in the society that depends on useful work living standards increase and reduce the proportion of poverty.

Therefore, the society is able to move forward in the process of development and civilization, and keep abreast of the latest developments. The community can rely on itself in production, which gives it international significance in the political fields.

The work contributes to the mobilization of leisure time with useful things, especially for the youth, and thus prevents corruption and deviation within the community, and helps the work owner in building his personality, and young people can also build a family.

Mastering work and completing it to the fullest is a basic rule in any work or profession carried out by man, The Prophet (peace and blessings of Allaah be upon him) called for mastery of work and made it a basic pillar of Islam and a means of reaching God’s satisfaction and love.

The perfection of the work depends on sincerity and the completion of work in accordance with the rules and conditions required by the employer, and not to use the means of fraud to obtain funds in improper ways.

Work is a precious gem, only known to those who miss it, and has become a victim of the specter of unemployment.

Man must master his work and work in useful things that contribute to the building of his society and development, and away from work in areas that lead him and his society to the path of destruction and collapse.

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The Importance of the Job Interview Essay Example

Interviews give you a preview of the work environment, one is eager to be involved. They show you how your colleagues will act and how inclusive they will be. First impressions are key for understanding how a person conducts themselves and how they treat others, so be sure to keep an eye on this and an open mind. The obvious ways to see this response would be by analyzing their mannerisms, the setting, and flexibility.

First, if they are speaking down to you and causing you to feel intimidated, that is a negative sign. Yes, while they do have the authority and control of the interview, there is no reason for them to make it seem as if you are not a person. If they are unable to communicate in a terms known or even elaborate on the unknown terms for you to understand, imagine how training will go. An interview is a formal event, but it should be noted that causing one to feel confused and have an internal conflict afterward is a bad sign. While applying to larger-sized companies and they are too on a schedule, they should not brush you off or make you feel as though you are needed. The process should be smooth and feel like there are plenty of open lines of communication. It is a professional chat between two people that have mutual respect and benefit for each other.

Second, when entering the interview room and you notice that there is one table with chairs on either side, it creates a formal and professional setting. That would cause one to be a bit nervous, but the feeling would subside once you begin to chat. The single-level creates equal or mutual ground and not a power imbalance. The interviewer is ensuring that the environment is welcoming and assists in creating a positive space for both parties to calmly speak and come to an understanding. However, if two tables create separation and distance between you and the interviewer beings to show the lack of inclusiveness of the workplace. When placed in an uncomfortable position and made to feel like every move is being overly criticized it shows how toxic the work environment will be. The power dynamic is seen clear as day, shifting the energy and creating a negative atmosphere.

Third, most companies have their own set of protocols and policies for availability and vacation. When asked about either topic, honesty is the best policy. Always let it be known that you have a commitment to your agenda and are willing to compromise if it is possible. Never bite off more than you can chew or allow yourself to burn out for the sanity for the sake of the company. The correct place would understand and attempt to accommodate your needs if their requirements are satisfied. On the contrary, if you are interested in the job and have gotten through the interview without a hiccup, and they begin to ask for complete commitment and will not compromise. That is a major red flag. Everyone has their agenda but if they are unwilling to hear you out or compromise now. It is hard to believe that they will be capable of doing so down the road once you have started working. Your future job is important but should never overshadow or dictate your whole life.

In conclusion, interviews are the gateway to contracting a job, but they are also the first red flag to be seen. They show us the company's true intentions without us having to sign our lives away. It can be hard to find a job that is practical, interesting, and worth our time. However, at the moment do not waste your time in a conflicting job environment. There will always be hardships and long hours, but it should be for a job that is not beneficial to you. Keeping a lookout for simple factors such as the form in which they act, the environment, and their understanding.

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Home — Essay Samples — Life — Job — The Importance Of First Job Experience

The Importance of First Job Experience

Categories: Job Professionalism

About this sample

Words: 986 |

Published: Dec 16, 2021

Words: 986 | Pages: 2 | 5 min read

Works Cited

Forbes. (2016). The Importance of Your First Job.
https://www.forbes.com/sites/ashleystahl/2016/08/02/the-importance-of-your-first-job/?sh=3f7a99436378
Johnson, R. (2018). Why Your First Job Is Critical To Your Career.
https://www.glassdoor.com/blog/why-your-first-job-is-critical-to-your-career/
Kram, K. E. (1985). Mentoring at work: Developmental relationships in organizational life. University Press of America.
Lyons, P. (2018). Developing employability skills through work-based learning: A Case Study. Journal of Work-Applied Management, 10(2), 125-137.
Marcus, M., & Buckingham, M. (2007). First, break all the rules: What the world's greatest managers do differently. Simon and Schuster.
McCall, M. W. (2010). Recasting leadership development. Industrial and Organizational Psychology, 3(1), 3-19.
Noel, T. W., & Greenberger, D. B. (2011). The self-assessment 360-degree assessment process and executive coaching interventions: A descriptive analysis. The Psychologist-Manager Journal, 14(1), 1-23.
Philips, J. J., & Gully, S. M. (2015). Organizational behavior: Tools for success. Cengage Learning.
Schein, E. H. (2010). Organizational culture and leadership (Vol. 2). John Wiley & Sons.
Tannenbaum, R., & Yukl, G. (1992). Training and development in work organizations. Annual review of psychology, 43(1), 399-441.

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Job Analysis Importance Analytical Essay

Three elements of job analysis, significance to the hiring and employee development aspects of hrm, importance of paq, challenges of designing job efficiency for customer service, redesigning customer service job using paq, fleishman job analysis system, challenges of redesigning customer care job, possible suggestions in redesigning the job, how hrm can use information obtained from job analysis.

Job analysis refers to the process of gathering all the relevant information pertaining a given job specification. It involves evaluation of data on the overall job content and the required personal attributes necessary for the successful execution of such duties.

Job analysis comprises of three major elements; sources of data, data collection and data analysis. The initial stage of job analysis demands that the recruiting or hiring personnel identifies sources of data relevant to the job at stake.

These sources may include; the current manager of the proposed position for which hiring is being done, workforce plans and even staff members who had previously held the same position.

External data sources include managers who employ similar positions as well as staff members from other organizations with similar positions like the one in question (Hartley, 2001).

Data collection involves the actual process of gathering information related to the position. During this process, information that provides solutions to issues such as the objectives of the job, the physical location of the job and the current trends in the job market are considered.

Sometimes, the hierarchical position of the job must also be given much weight.

The final element of job analysis is the evaluation of the information collected where the gathered information is grouped into functional areas. Irrelevant and wasteful information is also discarded during this phase.

The functional area tasks are then simplified to eliminate unnecessary complexity and arranged in order of importance.

Job analysis is an important aspect in hiring and employee development. For instance, the information obtained during job analysis may be subsequently used in clearly defining the responsibilities of a given job position.

The information is also considered during the recruitment and selection of new employees as well as training of newly recruited members depending on their performance standards.

Lastly, information gathered during job analysis is crucial in developing salary and remuneration programs for the employees. It may also be used in job redesign to enhance efficiency in production (Hartley, 2001).

Position analysis and questionnaire is a widely used information collection technique in employee selection and recruitment. Specific objective oriented questionnaires are designed and administered to prospective incumbent employees prior to an oral interview.

Position analysis and questionnaire is particularly important because it saves time as it limits the extent and range of response from the respondent. Some people are naturally talkative and might consequently be tempted to do the same during oral interviews.

Thus, this method limits them to specific relevant responses hence cutting down on the overall time spent as well as tendencies to give too much information which is irrelevant (Ulrich, 2006).

PAQ is also important as it helps the employer to ascertain the personal attributes and performance trends of the prospective employee.

This happens where the employer needs some performance experience and thus goes ahead to design a questionnaire that will help solicit for information from previous appointments.

The employer may also make the incumbent employee reveal reasons for resignation from previous appointments. Thus, the employer is able to evaluate whether the same person was dropped from the position or is moving out on other beneficial grounds.

Another importance of this technique is that it helps in benchmarking of an organization’s overall performance.

In the design of the questionnaires, most employers tend to gather information on how business is carried out in other organizations of the same type; more so from their competitors.

This helps the recruiting organization to gauge its current performance in comparison to its competitors and make necessary adjustments in order to compete favourably.

Customer service job requires strong interpersonal skills and results from position analysis and questionnaire will thus be of great importance in redesigning of such a job to enhance efficiency and overall improvement in performance.

One such way that human resource personnel will use this information is to evaluate the daily work load of each customer care employee.

These cases may include scenarios where the employee has to answer phone calls and physically respond to customers and in most cases exhaustion may lead to boredom.

In the case of customer care attendants, such instances may result in mistreating or acting hostile towards the customers.

The human resource manager may opt to redesign the job in a way that another employee be taken to handle phone calls while the former be retained to deal with physical responses to clients.

This will reduce the workload and exhaustion. Introduction of another employee in the room will also provide company and reduce boredom hence improve output (Ulrich, 2006).

Human resource personnel may also use the information from position and questionnaire to redesign a customer care job in such way that the employees work in daily shifts instead of having a single employee work the whole day.

This can be more efficient compared to scenarios where a single employee works for a given period of time say a week before he or she hand over duties to another. Working half day ensures higher concentration levels and employees are bound to work better.

This information may only be obtained when the questionnaire is designed to allow the respondent to select amongst several job plans which is best suited to him. Most of them will go for a plan that allows them to work half a day.

There are several strategies of employee selection as proposed by the Fleishman Job Analysis System. One such strategy is through outsourcing. Here, the human resource department contracts a hiring firm in order to get the best suited candidate for the required position.

The hiring firm then advertises, recruits candidates and conducts interviews. The firm then selects the most qualified candidates in line with the organization’s requirements and presents them to the organization for staffing and training.

The second strategy of employee selection is through evaluation of knowledge, skills and abilities (KSA). In this strategy, the human resource department evaluates each job and designs the required knowledge, skills and abilities required for a given job.

The department also decides on the best way to assess candidates that possess such skills as enlisted for the job. Afterwards, the human resource department then embarks on processing the applicants on the basis of those assessment tools (Fine & Cronshaw, 2009).

The main challenge of redesigning a customer care job is the tendency to increase the number of employees hence an increase on the wage bill. In most cases, efficient customer care service demands that the attendant is neither bored nor exhausted.

In order to achieve this, it may be necessary to have many attendants to work in shifts. This may result into financial pressures in meeting their wages and salaries. A company that sells items by catalogue receives such catalogues for different products.

Another possible challenge would be managing a large number of people in one department.

It is necessary that the company has several groups of people under the customer care section dealing with catalogues for different items especially when the overall population of the customer care employees is large.

Some possible strategies to redesign the job involve having sub departmental heads dealing with different product catalogues. Each sub department head will have a number of employees dealing with specific product catalogues under him or her in a different room.

This employee will then report to the overall department head hence making supervision of the customer care efficient. In this way, the problem associated with managing large employee groups will be solved.

Another approach to redesigning such a job would be by offering workload related perks and incentives. This can be done by having employees work in shifts or by having employees work interchangeably as temporal sub department heads.

This works to improve the general employee morale thus high and quality output (Fine & Cronshaw, 2009).

A human resource manager can use the information from position analysis and questionnaire to measure resource performance through the following three ways.

The first is by analysing the employee employment history since it is possible to rate the resource performance basing on the performance in their earlier commitments.

The second way is by evaluating personal skills as presented by the respondent. Every job responsibility has certain knowledge and skills required. Thus, it is possible to ascertain the performance of the resource by evaluating his/her skills as given in the questionnaire.

The third approach is through analysing the remuneration estimates of the employee as most non-performing employees will quote relatively low salaries in order to win the employer.

Fine, S., & Cronshaw, S. (2009). Functional job analysis: A foundation for human resources Management , New Jersey, NY: Erlbaum.

Hartley, D. (2001). Job analysis at the speed of reality , Amherst, MA: HRD Press.

Ulrich, D. (2006). Human Resource Champions, The next agenda for adding value and delivering results . Boston: Harvard Business School Press.

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IvyPanda. (2023, December 21). Job Analysis Importance. https://ivypanda.com/essays/job-analysis-3/

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Importance of Job Analysis

Introduction.

Job analysis is one of the most important functions of a human resource manager. Performance appraisal, job design, personnel selection, employee training, and career development and planning are among the many activities that depend upon the information gathered in the job analysis. The process of systematically collecting information about jobs, for any of those purposes, is referred to as job analysis. A job analysis results in two important documents: job description (which describes the activities of a job) and the job specification (which describes the qualifications required to perform the job).

Personnel managers and managers in general, traditionally have been concerned with the analysis of jobs. The job analysis process results in two very important documents, the job description and the job specification. Luis R. (2006) describes the job descriptions describe the duties, responsibilities, working conditions, and activities of a particular job. Job specifications describe employee qualifications, such as experience, knowledge, skills, or abilities that are required to perform the job. 1

Importance of job analysis

Although the reasons for conducting a job analysis are numerous, the establishment of wage rates and recruiting and placement needs usually compel management to undertake a systematic program of job analysis. The significance of job analysis can be expressed through the following key terms:

Job evaluation

The information gathered during a job analysis is mostly used as input for the organization’s job evaluation system. Anthony, W. P. (2002) mentioned that the job evaluation determines the worth of a particular job to the organization. This information is primarily used to determine the pay for the job. Thus, employees should be paid more for working on more difficult jobs. Job analysis information is instrumental in determining which jobs contain more difficult tasks, duties, and responsibilities.

Recruitment, selection, and placement

A good job analysis should provide information useful in planning for recruitment, selection, and placement. Managers will be better able to plan for the staffing of their organizations if they have an understanding of the skills needed and the types of jobs that will most likely open up in the future. Further, selecting an individual for a job requires a thorough understanding of the type of work to be done and the qualifications necessary to perform the work. 2

Selecting individuals to fill positions is only effective if there is a clear and accurate understanding of what the job entails. Job analysis information is also useful for detecting unnecessary job requirements. For example, a manager for a manufacturing plant may be able to hold recruiting and salary costs down if the job analysis reveals that it is not necessary for first-line supervisors to have a college degree. Finally, placing employees into jobs by means of promotions and transfers is made easier if the details of what the job entails are known and the qualifications necessary to do the job are well understood.

Labour and personal relations

Information generated from the job analysis can help both labour and management understand what should be expected from each job incumbent and how much employees should be compensated for performing a particular job. Obviously, the information generated from the job analysis is most beneficial if it is clearly communicated to both employees and management. This communication can help alleviate perceived inequities among employees.

Utilizing personnel

All managers who would like to utilize their employees are not performing even adequately. Job analysis information can help both employees and managers pinpoint the root of the problem. By comparing what the employee is supposed to be doing with what the employee is actually doing, supervisors can determine if the employee is performing adequately and if not, what areas need improvement. 3

Training and development

Newstrom, J. W. (2002) argued that job analysis information can also be useful for training and development needs. By clearly depicting what the job entails and what qualifications are necessary to do the job, managers should be able to discover any qualification deficiencies. Most deficiencies are probably best remedied by training or retraining employees. In addition to identifying training needs, job analysis information is helpful in career development. Especially, managers will be able to tell employees what will be expected if the employee desires a transfer or promotion. This information can help employees prepare for career advancement.

Uses of job and person specification in recruitment and selection

Recruiting and selecting the right employees have always been a challenge for managers. Current economic and demographic factors of the labour force will undoubtedly increase the challenges managers face. During the next decade, the overall growth in the workforce will slow down as fewer young people enter the workforce and the employees already working begin to grow older. Approximately 83 per cent of new entrants into the labour force will be minorities, immigrants, and women. The diversity among workers will call for new strategies and approaches to recruitment and selection. In addition, jobs will require increasingly skilled workers.

Recruitment procedures

Most job openings are filled with people from within the organization and entry-level positions are the most likely to be filled by external sources. Methods of internal recruiting include job posting, skills inventories, job bidding, and referrals. Methods of external recruiting include school and college recruiting, advertising, employment agencies, and executive search firms.

Internal recruiting

Job posting.

Many positions can be filled by posting the job opening on bulletin boards or announcing the opening in the company newsletter. DeCenzo, D. A. states that a job posting procedure enables employees to strive for better a position within the company. Notices of position openings should include all important information about the job (for example, brief job description, the education or training required, the salary, and whether it is full or part-time).

Although posting jobs can be an efficient method of recruiting, a number of problems have also been associated with it. 4 For example, job posting can lead to conflict if an employee perceives he is more qualified for the job than his chosen peer. In addition, competing for jobs can put a supervisor in a very stressful situation. A supervisor might have to decide among three very qualified employees- all of whom would do a good job.

Skills inventories

Bloisi, W. (2007) explains another internal recruiting method is the use of skills inventories. Essentially, a skills inventory includes a list of employee names, their education, training, present position, work experience, relevant job skills and abilities, and other qualifications. The organization can search through the company skill inventory in order to identify potential candidates for the position opening.

Job bidding

When a union is present, the labour-management agreement typically establishes job-bidding procedures. These procedures typically specify that all jobs covered by the agreement must be filled by qualified applicants who take competitive examinations and the position is filled by the highest scoring applicant. In either case, only those currently employed are permitted to apply. This has the effect, especially among blue-collar and other unionized jobs, of filling only entry-level positions from external sources. 5

An excellent source of information is the current employee who may know someone who would be qualified and interested in the open position. This source of information is very low cost, yet can yield a number of good prospects. Employees usually have a clear understanding of what the job entails and what type of person would “fit” with the organization.

External recruiting

School and college recruiting.

Recruiting at high schools or vocational schools is often the strategic approach adopted by organizations with position openings at the entry-level or in internal training programs. Recruiting at the college level serves as a major source for acquiring managerial, professional, and technical skills. College recruiting can be expensive, so human resource managers should be certain that a college degree is needed for successful performance in the position openings. In general, professionals (such as engineers and human resource managers) are recruited nationally while more technical or lower-level jobs are recruited regionally or locally.

Advertising

Foot, M. (2005) states that advertising job openings in newspapers, magazines, newsletters, and other media sources (such as radio) is a relatively inexpensive recruiting mechanism. Advertising is also useful for filling open positions quickly. However, advertising is not usually targeted at a specific audience; thus, the organization may receive numerous responses from unqualified or marginally qualified candidates. The cost of screening candidates may preclude the use of media sources for most jobs other than entry-level. The effectiveness of media advertising for position openings should be examined periodically. Evaluating the success or failure of recruiting efforts by counting the number of qualified candidates is not a recommended method. 6

Public employment agencies

All states provide employment services to job seekers and employers. An effort has been undertaken in recent years to improve the image and the services provided by the public employment service. Traditionally, employers and job seekers believed that the public employment system was only useful for filling blue-collar, unskilled jobs. In part, this resulted from the association the public employment system has with the payment of unemployment compensation. However, the service has been used successfully by employers even though this utilization has been focused on unskilled or low-skilled jobs.

Private employment agencies

Private employment agencies vary considerably in size and effectiveness for good sources of employees and must be chosen carefully by employers and job seekers alike. For a fee, these agencies will conduct the preliminary applicant screening for the organization. Agencies usually charge the job seeker a fee if he is hired by an employer through the agency. The employer may agree to pay all, part, or none of this fee. Regardless, the fee is usually based upon some multiple of the employee’s salary.

Executive search firms

Some employment agencies focus their efforts on seeking quality management-level employees. Bratton, J. (2007) states that an executive search is characterized by aggressive action on the part of consultants and managers who actively pursue the optimal candidate. The search is directed toward identifying those whose careers are on track with their current employers and those who are not actually looking for another job but would be interested in considering another opportunity. Recently, some companies have decided to not limit this type of recruiting activity to executives. Recruiting for any position within the organization can be done by sending out “scouts” to look for good employees who are not necessarily looking for another job. 7

The Selection Process

Application blanks and resumes.

The initial screening of potential employees is usually done by examining resumes and or having the applicant fill out an application blank. Application blanks usually include information regarding the name and address of the applicant, work history, education, training, skills, and references.

Much of the information gathered on application blanks is objective so that the human resource manager can verify it. Taylor, S. (2005) illustrates that some organizations have developed weighted application blanks, in which responses to questions on the application form are compared with measures of job performance. Thus, certain items are found to be more important than others in regard to performance. The important or predictive items are then weighted and used to help select future performance, the time and cost of developing an effective system are often prohibitive. 8

Most organizations will ask an applicant for a list of references to include supervisors or coworkers. Since this list of references is generated by the employee, these individuals will most likely present a positive image of the applicant. Letters of recommendation are also considered a type of reference.

Reliability and Validity in Testing

Selection testing is a means of obtaining standardized information from potential employees. Standardization means that the test contains the same content for each applicant and is administered and scored in the same way for everyone. Using tests as a selection device is useful only when the tests are reliable and valid.

Reliability: test reliability means that the test is consistent in its measurement. Two common types of reliability will be discussed: stability and internal consistency. Both stability and internal consistency rely on a correlation coefficient as the index for reliability. Essentially, a correlation coefficient is a numerical index that represents the degree of relationship between two variables. A correlation coefficient indicates the direction as well as the strength of a relationship. Correlations vary from -1.00 to +1.00. a negative correlation means that as one variable increases, the other variable decreases (for example, as employee satisfaction increases, intentions to quit decrease)
Validity: specifically, if a test is valid, it accurately and consistently measures what it purports to measure. Luis R. (2006) said that a test must be reliable if it is valid but the reliability of a test does not ensure validity. Thus, the arrest might accurately and consistently measure ‘something’ but human resources managers do not know what something is, the test is reliable but not valid. Two types of validity will be discussed: content and criterion-related. Content validity means that the test items are representative of behaviours to be exhibited in some performance domain. For example, suppose a human resource manager develops a typing test for selecting secretaries. If the secretarial job includes typing, computer knowledge, and shorthand the test is not a representative sample of what abilities are needed to perform the job. 9

Criterion-related validity focuses on comparing the results of a particular selection device (such as the interview or a paper and pencil test) with one or more independent measures (criteria). The relationship between scores on a selection test and the criterion variable, such as successful job performance, indicates the degree to which the selection test is job-related.

Types of Selection Tests

A number of selection tests have been developed to aid the human resource manager in selecting employees. The following section will cover mental ability tests, work sample tests, trainability tests, personality and interest inventories and polygraph tests as selection devices.

Mental Ability Tests: paper and pencil tests have been developed by psychologists and are purchased by organizations to measure mental ability and aptitude. Ability and aptitude tests examine a variety of traits, such as general intelligence, numerical skills, reasoning and comprehension. 10
Work Samples: these tests may measure motor skills or verbal skills. Motor skills include physically manipulating various job-related equipment. Verbal skills include problem-solving and language skills. Work sample tests should test the important aspects of the job.
Trainability tests: for jobs in which trainability is necessary due to (a) the skill level of the job applicants or (b) the changing nature of the job, trainability tests are useful. Essentially, the goal is to determine the trainability of the candidate. Anthony, W. P. (2002) describes that in the first step of the process, the trainer demonstrates how to perform a particular task. Second, the job application process is asked to perform the task while the trainer helps to coach him or her through the process several times. Finally, the candidate is expected to perform the task independently. The trainer carefully monitors the performance recording any errors to determine the overall trainability of the job applicant.

Personality and General Interest Tests

Personality and general interest inventories are tests with no ‘correct’ or ‘incorrect’ answers to them. Interest tests are used to measure an individual’s work and career orientations. Personal tests focus on identifying traits or typical behaviours of individuals and are used to measure a variety of tests including aggression, self-esteem, and Type of behaviour. Anthony, W. P. (2002) said that although personality tests can be costly, they can help human resource managers determine individuals characteristics not obtained from a resume, thus increasing the likelihood of finding a good fit between the job position and the employee. Most human resource managers and psychologists’ caution, however, that personality and general tests are not usually predictive of performance on the job and should not be used as selection devices. Nevertheless, some evidence exists in support of the use of personality inventories as a selection device. 11

Commonly called lie detectors, polygraph tests measure an individual’s respiration, blood pressure, and perspiration while this individual answers a series of questions. Although they are not 70 per cent accurate, prior to 1988 over 2 million polygraph tests were administered every year and 98 per cent of the testing took place in private industry.

Establishing a system for conducting an interview can improve the reliability and validity of interview assessments. The following guidelines should be followed when establishing a system for interviewing:

Determine the job requirements through a formal job analysis.
Focus on only those knowledge requirements, skills abilities and other characteristics necessary to performm the job well.
Develop interview questions based on the information gathered in the job analysis.
Conduct the interview in a relaxed setting. Try to put the job applicant at ease by giving general information about the company and asking simple questions.
Evaluate each candidate according to his or her relevant job knowledge, skills and ability.

Job analysis is important to develop job evaluation, recruitment, selection and placement, labour and personal relation, utilizing personnel and training. The establishment of wage rates and recruiting and placement needs usually compel management to undertake a systematic program of job analysis. Recruiting and selecting the right employees have always been a challenge for managers. Jobs will require increasingly skilled workers. So Recruiting and selecting procedures are important.

Bibliography

Anthony, W. P. Prrewe, P. L., & Kacmar, K. M. (2002), Strategic Human Resource Management, 4 th edition, The Dryden Press, London, ISBN: 0-03-096543-8.

Bloisi, W. (2007) Introduction to Human Resource Management, 2 nd edition, McGraw-Hill: London, ISBN-13: 978-0-19-877543-0.

Bratton, J. & Gold, J. (2007) Human Resource Management, 4 th edition, London: CIPD, ISBN: 9781843982005.

DeCenzo, D. A. & Robbins, S. P, (2008), Fundamentals of Human Resource Management, 8 th edition, John Wiley & Sons Ltd, ISBN: 9812-53-171-8.

Foot, M. Hook, C. (2005) Introducing Human Resource Management, 4 th edition, Prentice Hall: London, ISBN: 9780273681748.

Luis R. Gomez-Mejia, David B. Balkin, Robert L. Cardy, (2006), Managing Human Resources, 4 th edition, Prentice Hall: London, ISBN- 81-203-2804-3.

Newstrom, J. W., Davis, K. (2002), Organisational Behavior, 11th Edition, Tata-McGraw Hill Publishing Company Limited, London, ISBN: 0-07-047264-5.

Taylor, S. (2005) People Resourcing, 3 rd edition, London: CIPD, ISBN 1-84398-077-0.

Luis R. Gomez-Mejia, David B. Balkin, Robert L. Cardy, (2006).
Anthony, W. P. Prrewe, P. L., & Kacmar, K. M. (2002).
Newstrom, J. W., & Davis, K. (2002).
DeCenzo, D. A. & Robbins, S. P, (2008).
Bloisi, W. (2007).
Foot, M. Hook, C. (2005).
Bratton, J. & Gold, J. (2007).
Taylor, S. (2005).

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The Importance of Loving Your Job

Whether you’re running a business or working within one, enjoying your work-life plays a big part in having greater happiness in your life as a whole. After all, we do spend most of our week working!

This blog will discuss how loving your job positively affects you and why it is so important. It will also look at the importance of having staff and team members who are happy in their jobs and finally it will offer some key tips on how to feel more positive about your job.

What does it mean to love your job?

When you love your job, you will see it as a choice and something that you like to do rather than a burden on your time; there will be many aspects that you genuinely look forward and you’ll have a strong sense of satisfaction when you achieve your goals or widen your skillset.

Understandably, there may be aspects or tasks that you do not look forward to as much or feel you are not as accomplished in; however, you can learn to enjoy the rewarding feeling of completing the challenges or difficult parts that come with a role. We’ve all had that feeling of satisfaction when we’ve completed the dreaded thing on our to-do list!

If we can strike the right balance, finding happiness and love for your job will contribute to your everyday happiness. RJ Sternberg is a psychologist who is renowned for his research on love, happiness, and intelligence and the relationships between them. His work suggests that when you love your job you will feel passionate, connected, and committed to your work. When you have these three components, you will often find yourself looking forward to your work or most elements of your work and being excited to start your job most days. Understandably, it is hard to dread a job that often brings you happiness!

Why loving your job is important:

Better quality of work
Increased productivity
Better mental health
Better overall health and wellbeing
Better job retention
Happier everyday life
Increased motivation in all activities
Stronger engagement on tasks
Fewer mistakes within work
More confidence

When you love your job and find yourself in a role that suits you and your lifestyle, you will find so many added positives to your life. When you love a job, your work is more consistent, and focus is easier. Mihaly Csikszentmihalyi, a Hungarian psychologist reported that the state of flow known as “being in the zone” mainly comes from finding enjoyment in your work. When you are in this state of flow, you become more creative, focussed and often think of ideas and solutions a lot faster.

As a result of better work, you will likely receive more benefits from your company and feel a stronger sense of contribution within your team. Having a happy work-life and love for your job can encourage healthier behaviours outside of the workplace and prevent physical and mental illness in the future.

Steve Jobs said that the only way to produce great work was by loving your job as this will lead to success in the workplace.

Importance of having employees who love their job:

Better employee retention
More positive representation of a company
Quality of work is improved
More cohesion and collaboration within the workplace
Confidence that your employees care about their impact and the company
Higher employee attendance numbers
More positive work environment
A place for better communication between colleagues

Having a work environment with colleagues who have a passion for their job is extremely beneficial to a company and its growth. One way a company can ensure their employees are happy is by regularly collecting employee engagement and happiness surveys, feedback groups, or 1:1s and implementing any ideas or correcting any issues. Employees will feel valued and listened to and in turn, this will likely lead to an increase in employee retention.

How to Grow Your Love for Your Job

Organise your tasks, splitting up your less preferred tasks with your most preferred
Try to surround yourself with a network of supportive colleagues
Celebrate achievements such as completing a difficult task
Avoid rushing to prevent stress
Manage stress with mindfulness, meditation, or a hobby or interest that allows you to relax and free your mind

It is understandable that when starting a new job, you may feel nervous and perhaps not have a strong love for it straight away, but it is important to try and achieve this by staying positive through the challenges so that you can grow with your job and company.

Many people feel stressed before their workday has even started so it is important to plan and prevent rushing so that you can start your day with confidence. When you rush you cause stress and anxiety and over time this becomes your default mental state. This means you then find it hard to feel relaxed, causing a negative relationship and association with your job.

It is also important to accept when a job is not suiting you and that you may need to look for another role that will allow you to reignite the enjoyment for your career, where you can experience the excitement and balance within your life that you achieve from having a happy job.

A Few Final Thoughts

In conclusion, it is evident that having a job that you love plays a key part in the harmony of your life. It contributes to your health, lifestyle, and quality of work.

If you are a manager who wants to gauge the general happiness of your team and gather their honest feedback on what they love about their job as well as any issues or improvements, then please get in touch. We can work with you to design a bespoke survey via e-mails and/or interviews that will help you measure this and gain invaluable feedback to help with your employee retention and the overall happiness of your colleagues. We also advise on how to implement the feedback most effectively. Get in touch to find out how we can help: + 44 (0) 1625 541 030 / [email protected]

Additionally, if you are not happy in your current role and you crave that passion and love for a role again, we can work with you to help you find a job that compliments your life and reignites your love for work! Visit our jobs page and check out our current vacancies.

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The Importance of a Job: Why Does It Matter?

Importance of a Job: Why Does It Matter?

A Job Provides Income

A Job Is a Place Where You Can Make a Productive Contribution

A Job is a Place Where You Can Grow

Is a Job The Most Important Thing In Life?

Why Is Work Important In Our Lives?

How Does Work Give Meaning To Life?

Frequently Asked Questions

Does Hard Work Lead to Success?

Is It Normal Not to Want to Work?

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