1. 1-Do you think only certain individuals are attracted to these types of jobs, or it is the
characteristics of the jobs themselves are satisfying?
It is a combination of both job typeand the type of individual that makes these jobs
successful. You have to have a dedicated person that fits the job description. You have to
find a right fit of a committed employee and a job that challenges them and takes
advantage of their skills and interests. This is the principle difficulty of recruiting. Just
having the right education and background doesn’t mean that one can be successful in a
particular job. There are many nuances such as the fit with colleagues and customers that
contribute to job satisfaction. The characteristic of the job makes life interesting and
challenging for the individual.
Robbins, S.A. & Judge, T.A. (2011). Organizational behavior. Saddle River, NJ: Prentice
Hall (14th ed.).
2-What characteristics of these jobs might contribute to increased levels of job
satisfaction?
Job satisfaction isassociatedwith increased productivity and organizational effectiveness
(Buitendach& de Witte, 2005). Job satisfaction hasalso been found to reducenegative
behaviors as tardiness, absenteeism and turnover (Yousef, 2000). Job satisfaction
increases retention and the ability to perform at higher levels.Some individuals though,
seem to be inclined to be positive or negative about many things regardless of job or
position. Strong organizational support and employee engagement are also key factors in
building job satisfaction.
The banking and marketing jobs have high salaries, which contribute to satisfaction
levels. A positive work environment would also be a great contributor. This would
include having great colleges to collaborate combined with supportive managers. Without
work conflict to contend with all jobs will have higher satisfaction rates. Jobs like
working at a non-profit, NGO, religious organization or charity bring with it the
satisfaction of doing good things to make the world a better place. This altruism is a
strong motivating factor. A final factor would be that each job is a senior level position.
From an investment banker to the head of international marketing to heading up an NGO,
these jobs are satisfying because they are positions of power.
Buitendach, J., & de Witte, H. (2005). Job insecurity, extrinsic and intrinsic job
satisfaction and effective organizational commitment of maintenance workers in a
parasternal. South African Journal of Business Management, 36(2), 27-37.
Robbins, S.A. & Judge, T.A. (2011). Organizational behavior. Saddle River, NJ: Prentice
Hall (14th ed.).
Yousef, D.A. (2000). Organizational Commitment: A mediator of the relationship
behavior with job satisfaction and performance in a non-western country.

2. 3- Given that the three individuals we just read about tend to be satisfied with their jobs,
how might this satisfaction relate to their job performance, citizenship behavior, and
turnover?
Perhaps the biggest reason for this level of satisfaction is the cultural aspect of their work
ethic. Being Indian they are raised with a different kind of work ethic. With the majority
of the country still living at extreme levels of poverty, the culture places an emphasis on
hard work and diligence. Many are in the first generation to have risen out of poverty or
dependence on farming.
Job performance would be the second most important factor. The better you are at your
job, the happier you will be. Satisfaction will reduce the turn over rate. However, other
stress factors like time away from family can become a problem for certain individuals
that are overworked. Satisfaction with your job is only one of the factors that reduce turn
over.
Robbins, S.A. & Judge, T.A. (2011). Organizational behavior. Saddle River, NJ: Prentice
Hall (14th ed.).