solved First, read this article on job satisfaction in Harvard Business

First, read this article on job satisfaction in Harvard Business Review.  Does the article describe the way you feel about your work?  Explain your answer.  What defines career success to you?
PROFESSOR’S GUIDANCE FOR THIS WEEK’S LE:
In reading this particular article you will see why 9 out of 10 people are willing to get paid given a better condition. It is obvious that this is based on the landmark 1974 oral history of work so it would be interesting to see what else has been said about such work. Make sure you spend some time and look into scholarly/academic as well as other sources to find out what has transpired ever since the composition of this article.
by Jana Kmetova
“Employees with very meaningful work, we found, spend one additional hour per week working, and take two fewer days of paid leave per year” (Achor et al., 2018). I definitely agree; employees who do their job from their passion seldom miss the opportunity to work. Firstly, I think that employee with work passion is better understood by studying the influence of research on social knowledge, evaluation theory, organizational commitment, and involvement. Passion and effect go hand in hand, coinciding, again and again, as individuals make sense of a situation. The results employees know about what is happening, what it means to them, how it will affect them, how they feel about that, what they intend to do, what employees indeed do, are all filtered through the lens of who they are. According to Zigarmi & Conley, 2019, passion has an opposite side called engagement. An employee with work engagement with always connected just to his or her job assignments. An employee who works with a passion exceeds simple engagement in various work activities to incorporate self-defining activities that become a central feature in an employee’s identity. In addition, committed and engaged employees who trust their leaders with passion perform much better and are less likely to leave the company, leading to less employee turnover. There are 12 factors of employees with a passion divided into three categories. Organizational factors such as procedural and distribute fairness, growth, and performance expectation—secondly, job factors – autonomy, meaningful work, and task variety. The third factor is a relationship, feedback, collaboration, and connectedness to the leader.

Resources:

Achor S. , Reece A. , Kellerman G., Robichaux A. , (2018), 9 Out of 10 People Are Willing to Earn Less Money to Do More-Meaningful Work, Retrieved April 15, 202, from
https://hbr.org/2018/11/9-out-of-10-people-are-wil…

Zigarmi D., Conley R., (2019) Focus on Employee Work Passion, Not Employee Engagement, Retrieved April 13, 2021, from
https://www.workforce.com/news/focus-employee-work…
by Andrea MorelliI think that career success is all about self-growth and is with the constant learning process by achieving the experience from the work. It cannot be measured as big or small, if an individual satisfies with achievement gained in anyway then it can be called a success. But, to remain successful a few things should remain fixed is the learning process, sustaining in the process, and finding opportunities. Thus, it is recommended to utilize the opportunities for high-rising self-growth and that will definitely lead to success.
With regards to significant work, the assumption remains consistently higher to get more freedoms and alleviating work culture. It is a misinterpretation of each person that bringing in more cash implies it is the best work environment to support for eternity. It is nothing similar to that as the work culture and interaction of tending functionalities is a crucial viewpoint. The work openings and finding the opportunity to self-development is the measures to be dominated in the work-driven design.
It has been seen that a new business is simply pushing forward by procuring few incomes and paying less to the representatives dealing with that association.
Yet, work openings are the consistent for them and they are putting viable work conveyances. The work culture was likewise great as colleagues get the extension to grandstand innovativeness, no overemphasize work, and moral with deliberate work were for the most part determined in the association.
Like in other huge organizations, it is seen that the representatives were getting an irregularity in their pay rates yet neither work culture is acceptable nor the security of work driven interaction is available. Hence, for significant work, it is an unquestionable requirement to have maintainability, successful conveyance of undertakings to customers, straightforwardness managing, normalize the administrative cycle, and moral methodology towards anything. It will make the work significant and fortify to accomplish a superior construction.
Pontefract, D., Cederström, A., & Molinsky, A. (2018, November 06). 9 out of 10 people are willing to earn less money to DO More-Meaningful Work. Retrieved April 14, 2021, from https://hbr.org/2018/11/9-out-of-10-people-are-wil…

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