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JOB EVALUATION FOR MANAGERIAL POSITIONS

In context, does job satisfaction affect job performance. That is an idea that revolves around variables and relates the two components. On that premise, job satisfaction and job performance are strongly related as one affects the other in the context of the attitude developed by employees in an organization. Noteworthy is the fact that an employee who is satisfied shows higher levels of productivity than when not satisfied. That makes job satisfaction and job performance to have interdependent relationships.

Studies show that job satisfaction is an attitude that has a direct impact on job performance. In that sense, job satisfaction is an attitude that is derived because it is an effective or emotional response toward one's job. Job satisfaction revolves around effort and compensation, which in turn is based on the application of skills to improve productivity and work outputs.

Effort is what one has input into work. The level of satisfaction is related to the kind of attitude a person has towards a job, and it correlates with the impact the attitude has toward influencing the performance of an individual. Here, employee's perceptions underlie job satisfaction which is critical in influencing performance. When an employee gets fulfilled because of the positive impact on their emotions, tendencies, and cognition, there is the likelihood of positively impacting employee performance. In this case, low job satisfaction leads to low performance while high job satisfaction leads to better performance. Job satisfaction can result from either intrinsic or extrinsic factors or rewards.

Intrinsic rewards for organizational employees including managers and other organizational professionals influence the level of satisfaction in an employee. At this point, it is possible to create  strong link between performance and job satisfaction, hence, job satisfaction is the direct cause of job performance, where performance correlates positively with satisfaction. Typically, the underlying rewards directly influence job satisfaction and job performance. On the other hand, once an employee gets satisfied in their workplace, performance is susceptible to be positive. That is because satisfaction causes an increase in efforts, which leads to commitments and positive intentions. In addition to that, job satisfaction is a direct cause of increased employee productivity, which affects an employee's effort in their work.

The underlying rationale for increased performance is the rewards provided to organizational employees. Core to improved and effective performance is job satisfaction. That shows that job satisfaction and performance are strongly interrelated. Performance has been identified as being crucial to satisfaction in the relationship. Here, a reward system used in an organization and the approach used to reward employees are critical in influencing job satisfaction and job performance.

Finally, a satisfied employee is a better performer, implying a strong relationship between job satisfaction and job performance. Job satisfaction has been shown to be driven by underlying elements of affect toward a job. That is influenced by the degree of pleasure and satisfaction derived from a job which an organization can initiate and put in place to influence job satisfaction. Indeed, job satisfaction positively impacts on performance because of improved productivity that is evident in an organization. That is in addition to the strength of the relationship that exists between job satisfaction and job performance in the context of employees meeting their expectations. Here, there is an emotional link between job satisfaction and job performance, where the motivation to work is self-fulfilling and innate, influencing attitude and the performance of an individual.