Leadership Effectiveness/job Satisfaction

Definition: Job satisfaction/dissatisfaction refers to the

positive/negative reactions people have to their jobs. Leadership

Effectiveness the process of influencing members of an organization to

achieve established long and Short-term goals on a day-to-day basis.(

http://www.theczone.com/leadership-skill-and-management.shtml)

Where leadership is headed? Attaining power over others was once a mere

Matter of physical strength. Then we created institutionalized authority. For

Centuries we have been moving from power based on formal authority to the

Power of knowledge .The ability to innovate or create/apply new knowledge is

not the monopoly of people at the top of organizations - it occurs at all levels and

especially at the front line. This is a new form of leadership that, as yet, is not

Widely acknowledged or fostered.

(http://www.entrepreneur.com/article/0,4621,314871,00.html)

There are a variety of factors that can influence a person's level of job

Satisfaction; these factors include the level of pay and benefits, the perceived

Fairness of the promotion system within a company, the quality of the working

Conditions, leadership and social relationships, and the job itself (the variety of

Tasks involved, the interest and challenge the job generates, and the clarity of

the job description/requirements).

This topic relate to the field of management because through the

understanding to of leadership effectiveness. The proper application of

Key points will show when a person masters the subject correctly.

The proof of there knowledge will be vastly shown in correlation to

There teams effectiveness to complete there task presented to them.

Through the allocation of effective team leadership it will allow the

Team to meet each goal presented to them and or surpasses them.

The use of job satisfaction is a vital component of business and

team management. Through successful allocation of key components

Involved in the satisfaction of your employees there will be a better Reductions

rate because employees feel better about doing there job.

Situational Theories: Herzberg's Two-Factor Theory

Job Content factors ("motivators"), such as responsibility, recognition, the nature

of work itself, are responsible for presence or absence of job satisfaction.

Job Context factors ("hygiene factors") such as pay and working conditions are

responsible for the presence or absence of job dissatisfaction. Equity-based

models Lawler's Facet satisfaction model: satisfaction is a function of the extent

to which the perceived amount of job rewards one receives matches the

perceived deserved rewards. Locke's Value theory :Satisfaction is a function of

the extent to which one's job is perceived as fulfilling important values; do

perceived job characteristics match desired characteristics? - Satisfaction is

determined by the discrepancy between preferred levels of job factors (pay,

autonomy, etc.) and the actual level. Job Enrichment Research e.g., Loher et al.:

complexity has a positive effect on job satisfaction Vroom (1964) - job

satisfaction = valence of the job; differences in valence of jobs are due in part to

differences in properties of jobs. Positively valent outcomes: use of skills &

abilities, control over pacing, decision authority. Differences in satisfaction rates

among occupations reflect differences in job properties. To apply Herzberg's

theory to real-world practice, let's begin with the hygiene issues. Although

hygiene issues are not the source of satisfaction; these issues must be dealt with

first to create an environment in which employee satisfaction and motivation are

even possible.( http://www.albany.edu/psy/courses/341/iyer/lect/mar16.html)

Company and administrative policies. An organization's policies can be