Work Is a Source of Satisfaction and Joy

Introduction

In this essay, I am going to argue that work can certainly be a source of satisfaction and joy for individuals. Indeed, as I demonstrate in Section One, by drawing on Rosen (1988) and Ackroyd and Crowdy (1990), managers of modern corporations are explicitly encouraged to design the workplace and motivate employees so that these employees find satisfaction and enjoyment at work. However, work is also a source of dissatisfaction and suffering too and I draw upon Knights and Roberts (1982) and Morgan G (2006) in Section Two to show the anxiety, subordination and domination that may also describe the experience of work for managerial and non-managerial employees alike. Rather than leave the question here, in Section Three I attempt to explore, conceptually, why work produces such experiences and emotions for individuals. Drawing upon Sennet (1998), Jackson and Carter (2000) and O'Doherty (2006) I consider the strong link between work and personal identity. Summarising my overall arguments in the Conclusion I illustrate, with the example of Ackroyd and Crowdy (1990) and Noon and Blyton (1997), to show just how complex the relationship between identity, work, and an individual's striving for satisfaction and personal meaning can be.

Section one

In order to achieve success in the workplace corporations must find a way to create a fair, optimistic and interactive work environment. Not only does this encourage employee satisfaction and joy, but also increases productivity of employees. The use of appropriate management allows a business to establish a working environment where staff members develop a sense of acceptance. This also alludes to an increase in work rate, which also can improve profitability for the business.

Keeping employees engaged and motivated is a key factor in building success. Ronsen (1998) indicates an encouraging work environment when he states 'left the office in small groups, walking the five or six city blocks to the club' signifying that work is a source of satisfaction through the employees choosing to be surrounded by their co-workers, after work hours, to enjoy a Friday night out. This highlights how competently fellow employees would work with one another as they hold similar interests in both the working and social environment. This is an example of an interactive and optimistic work environment where staff would gain satisfaction and joy through work as they obviously enjoy each other's company therefore would enjoy being surrounded by these people during the workweek. Another key contributor to job satisfaction is through providing employees with more responsibility as well as interesting and challenging tasks to ensure their job is rewarding and inspiring. This is evident within the writings of Ackroyd and Crowdy (1990) where its stated 'They took pride in being capable of doing all aspects of their physical demanding work... they would work through without a break until there was no more work to be done.' (p. 5) This Illustrates the attitude of engaged and motivated employees, which consequentially improves productivity. This ultimately confirms that employees with more responsibility feel of worth to the company, which results in motivated and productive employees who find satisfaction and joy at work.

This implementing of responsibility in organisations allows managers to generate a workforce for all staff to acquire this intrinsic worth, which is generally closely linked with productivity not only of the employee but also the company as whole. These two examples of positive work environments simply validates that work is a source of satisfaction and joy for individuals providing that the workplace around them is positive and the work they are engaging in is interesting, inspiring and rewarding.

Section two

The simplicities of working for the sole purpose of earning the dollar can often be a result of minimal or poor management as the employees lose sight of their sense of belonging within the workforce. This is when work becomes a source of dissatisfaction, stress, domination, anxiety and suffering. This exists when managers abuse power, fail to trust employees, don't respect employees or try to intimidate employees. This is expressed through the writings of Knights and Roberts (1982) 'managers ignore or attempt to deny their ultimate dependence on staff, and use their power coercively.' (p.1) The quote is an example of managers abusing their power amongst staff members, which would result in unhappy staff not as willing to contribute and participate within the business. Not only can this cause unhappiness at work for the employee, but it can also have an effect on the employee's mood away from work as the stress and strain of employee stays with them. As problems arise within a business, it is essential for reliable management. However as shown through the quote above, this is not always the case. If there is no reliable management for staff to turn to for help, this is when