Q1) Yes, because research shows that job satisfaction and job performance are related. Not only good job conditions are involved in job satisfaction, but also personality plays a great role. For example people can change jobs from a higher pay to a lower one and still get the satisfaction out of it. As mentioned in the case the regional manager Lee Reynaldo is less satisfied in her new job, even though she gets a higher pay check.
She points out that her last job and its environment were more vital and energetic causing higher productivity from her side which eventually led to more satisfaction.
It is worth noting that organizations with more satisfied employees tend to be more effective than organizations with less satisfied employees. On the other hand, we should point out that satisfaction should not be always linked to enhance performance and high output efficiency, whether employees do much work or not, they will on both cases receive incentives.
Some argue that satisfied workers would be loyal and committed to the organization and would never think about leaving it.
Q2) Hackman and Oldham, suggest that job satisfaction with intrinsic factors like variety, identity, significance, autonomy and feedback lead to behavioral outcomes.
The present system of job design in Drain flow truly has helped undercut the competition when it comes to price, on the other hand, it didn’t serve well in regards to customer satisfaction and cause higher crunch rates neither did it increase employee performance and satisfaction.
Going with the job characteristics model in Hackman and Oldham’s we can mistake the present system of job design in DrainFlow because of the:
1. Inability of the order processor and billings representative to use variety of skills in satisfying customers’ needs since they didn’t undergo a sufficient training on customer relations and good