Essays on Gender Differences and Job Satisfaction Essay

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The paper 'Gender Differences and Job Satisfaction' is a perfect example of a Management Essay. Job satisfaction is how content a person is with his or her job. The happy person stays within the particular job for long since it is arguable that the more satisfied one is said to be in a particular job, the less the motives of quitting the same (Cranny and Stone 2002, p. 174). Satisfaction at work is not similar to motivation as many scholars would want it put, although it has a close link.

Job design aspires to enhance job satisfaction as well as performance in the workers with methods including job enlargement, job enrichment, and job rotation but this does not mean that it improves satisfaction at the workplace (John 2006, p. 224-240). Gender is one key issue when it comes to looking into satisfaction at the workplace, and HR of any given organization should give this a close look. Although there are other influences on work satisfaction including the management culture and style, empowerment, autonomous workgroups, and employee involvement, Gender still holds central to the level of satisfaction at the workplace (Mount and Johnson 2006, p.

591-622). This means that women and men have different levels of satisfaction in any destined workplace. Job satisfaction is a particularly critical attribute that frequently measures the success of an organization. This paper discusses the argument that “ women are more satisfied at work than men. ” I tend to agree with this argument that women are satisfied with their work than men. However, this is subject to a huge discussion because there are other issues underlying this argument (John 2006, p. 224-240).

Looking at it from this perspective is just having a narrow point of view. What is of essence is to look broadly into issues of the work rather than the gender itself and incorporating them in the discussion as to what gender is more satisfied at the workplace (Cranny and Stone 2002, p. 174). It is arguable from many perspectives that by most standards, women's jobs are even worse than men's, and yet the earlier seem to report higher levels of satisfaction in these jobs than men do (Mount and Johnson 2006, p.

591-622). Neither the jobs that men or women do, nor their diverse work values, or the sample selection are accountable for the gender difference in the satisfaction level (Ronald, Burke, and Berge 2008, p. 137-147). Satisfaction not only for the work is subject to the individual’ s biological makeup and this is why the difference persists in women, and men (Mount and Johnson 2006, p. 591-622). Scientists came to accept the fact that a few fundamental variations between men and women existing at the workplace are biological (John 2006, p. 224-240).

Rom principal studies carried out in different gender, it is clear that woman’ s, and men's brains, for instance, are different and on the same note, they are used differently. Women have larger connections with frequent interaction between their left and right brain hemispheres. This is accountable for women's ability to having better intuition and verbal skills. For Men, they have greater separations in their brain hemisphere explaining their skills for visual-spatial intelligence and abstract reasoning (Javier, Ana and Mercedes 2005, p. 279-288). Coming back to the issue of satisfaction, men biologically tend to retain a strong sense of direction with an urge to trace the game and catch it.

On the other hand, women have an improved peripheral vision helping them see what’ s happening around, spot an approaching danger, regularly notice changes and appearance (Cranny and Stone 2002, p. 174). It is out of this that creates curiosity in men and, therefore, they are not always satisfied with the positions they have. The zeal in men is to move forward and go for me while women tend to be contented with what they have for the moment.

The women may not be fully satisfied, but at least they are not as insecure as men when it comes to their work. This support why the women may be satisfied with their work than me is (John 2006, p. 224-240).

References

Cranny, S., and Stone, M 2002, deconstructing job satisfaction: separating evaluations, beliefs and affective experiences, Human Resource Management Review, 12, 173-194, p.174

John, O 2006, Gender and the relationship between perceived fairness in pay, promotion, and job satisfaction in a sub-Saharan African economy, Women in Management Review, Vol. 21(3), pp.224 – 240

John, O., Michael, S. and Emmanuel, E 2005, Gender differences and job satisfaction: a study of university teachers in the United States, Women in Management Review, 20 (3) pp.177-190 (John 2006, p.224-240)

Lutz, C 2007, Gender-job satisfaction differences across Europe: An indicator for labor market modernization, International Journal of Manpower, Vol. 28(1) pp.75-94

Larson, J., and Grayson, C 1999, explaining the gender difference in depressive symptoms, Journal of Personality and Social Psychology, 77, 1061 -1072

Morgan, L 2002, a longitudinal analysis of the association between emotion regulation, job satisfaction, and intentions to quit, Journal of Organizational Behavior, 23, 947–962

Mount, M., and Johnson, E 2006, Relationship of personality traits and counterproductive work behaviors: The mediating effects of job satisfaction, Personnel Psychology, 59, 591-622

Oyesoji, A 2003, Job commitment, job satisfaction and gender as predictors of mentoring in the Nigeria Police, Policing: an International Journal of Police Strategies & Management, Vol. 26(3), pp.377-385

Ronald, B., Mustafa, K., and Lisa, F 2009, Gender differences in work experiences, satisfactions and wellbeing among physicians in Turkey, Gender in Management: an International Journal, Vol. 24(2) pp.70-91

Ronald, J., Burke, S., and Berge, M 2008, Gender differences in work experiences and satisfactions of Norwegian oil rig workers, Gender in Management: An International Journal, Vol. 23(2) pp.137-147

Javier, G., Ana, G., and Mercedes, M 2005, Job satisfaction: empirical evidence of gender differences, Women in Management Review, Vol. 20(4), pp. 279-288

Schmidt, K., and Dick, K 2007, ‘Taking a sickie’: Job satisfaction and job involvement as interactive predictors of absenteeism in a public organization, Journal of Occupational and Organizational Psychology, 80, 77-89

Weiss, H., and Nicholas, J 1999, an examination of the joint effects of affective experiences and job beliefs on job satisfaction and variations in affective experiences over time, Organizational Behavior and Human Decision Processes, 78: 11-24

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