MT 302 Unit 4 Assignment
International Job Satisfaction
Kaplan University
International Job Satisfaction Being able to determine what satisfies employees from different cultures depends on a couple different factors. Motivation is a key element in assuring that employees are satisfied with their jobs. There are different factors that determine motivation and those are intrinsic and extrinsic factors. Intrinsic factors can be described as advancement opportunities, recognition, responsibility, and achievements related to their job. Extrinsic factors are pay, supervision, company policies, and working conditions (Robbins, 2013). In order for employees to be satisfied they have to feel like they enjoy going to work, have positive engagement with co-workers and feel like they are contributing something to the company that in turn gives them pleasure. I am going to discuss and evaluate the different levels of satisfaction between Germany, United Kingdom (U.K.), and Italy to see how they differ. The intrinsic and extrinsic factors that determine motivation are also based on the organizational behaviors of a culture. Comparing the three countries listed above all of them are actually very similar in all five organizational behaviors except for one category. All three believe are very individualistic countries that are very competitive and focus on heritage and the here and now not long-term views. Germany and England believe in equality for all people regardless of hierarchy and Italy respect hierarchy and accepts inequalities. When it comes to adapting to change the U.K. is the only one of the three that can adapt, the other two do not respond to change very well. The unfortunate side to Germany and Italy not adapting to change and are very competitive makes it a very stressful life (What about Italy?, 2013). Stress is a huge factor in job motivation and job satisfaction, because it affects a persons’ attitude. Now knowing how each culture is and how their behaviors
Kaplan University
International Job Satisfaction Being able to determine what satisfies employees from different cultures depends on a couple different factors. Motivation is a key element in assuring that employees are satisfied with their jobs. There are different factors that determine motivation and those are intrinsic and extrinsic factors. Intrinsic factors can be described as advancement opportunities, recognition, responsibility, and achievements related to their job. Extrinsic factors are pay, supervision, company policies, and working conditions (Robbins, 2013). In order for employees to be satisfied they have to feel like they enjoy going to work, have positive engagement with co-workers and feel like they are contributing something to the company that in turn gives them pleasure. I am going to discuss and evaluate the different levels of satisfaction between Germany, United Kingdom (U.K.), and Italy to see how they differ. The intrinsic and extrinsic factors that determine motivation are also based on the organizational behaviors of a culture. Comparing the three countries listed above all of them are actually very similar in all five organizational behaviors except for one category. All three believe are very individualistic countries that are very competitive and focus on heritage and the here and now not long-term views. Germany and England believe in equality for all people regardless of hierarchy and Italy respect hierarchy and accepts inequalities. When it comes to adapting to change the U.K. is the only one of the three that can adapt, the other two do not respond to change very well. The unfortunate side to Germany and Italy not adapting to change and are very competitive makes it a very stressful life (What about Italy?, 2013). Stress is a huge factor in job motivation and job satisfaction, because it affects a persons’ attitude. Now knowing how each culture is and how their behaviors
References: The Italian Work Ethic. (2010, July 23). Retrieved from parmalade: http://ladyparmalade.wordpress.com/2010/07/23/the-italian-work-ethic/ Employee Commitment. (2013, February 26). Retrieved from European Motivation-Index: http://www.motivation-index.com/hr-variables/employee-commitment/ What about Italy? (2013, March 5). Retrieved from The Hofstede Centre: http://geert-hofstede.com/italy.html Rafael Munoz de Bustillo Llorente, E. F. (2013, March 5). Job satisfaction as an indicator of the quality of work. Retrieved from The Journal of Socio-Economics: www.elsevier.com/locate/econbase Robbins, S. P. (2013). Organizational Behavior Fifteenth Editon. Prentice Hall. Westover, J. H. (2012). Comparative International Differences in Intrinsic and Extrinsic Job Quality Characteristics and Worker Satisfaction, 1989-2005. International Journal Of Business & Social Science, 3(7), 1-15.