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Q1. Till what level does career satisfaction affects job quits?
Research paper: Burke, R.J., 2001. Workaholism components, job satisfaction, and career progress. Journal of applied social psychology, 31(11), pp.2339-2356.
Synopsis: Career satisfaction is one of the main criteria’s for job retention. For many of the workforce, money is not a matter of consideration in the top 3 list of retention factor for a job. Respect, Integrity and quality of work are an important factors that affect the way a person works in an organisation. The development and learning techniques that are used, motivates the employees in learning new skills and creating value for oneself and the organisation. The development and training improves the efficiency and quality of work and the training certifications add up to the level of the person. Efficient human resources policy and good quality of job that utilises the skills and the knowledge of a person are few of the most prominent ways to make a person feel satisfied
Job satisfaction creates awareness and improves the rating of the organisation on the professional platforms such as LinkedIn and also on the Glass door. These professional sites rate the work culture of the organisation and make the people aware of the work culture and the differences between the organisations. The Pros and the Cons of the organisation are viewed by multiple people and are considered for the growth and job satisfaction level that one wants to achieve. The organisation has to provide added benefits except the basic pay package in order to make the employee feel satisfied about working in the organisation. If the project is stagnant, the employees would leave the organisation if career change and movement up the ladder opportunities are not provided to the employees. Growth in the organisation is one of the criteria’s for quitting job. Job satisfaction also includes multiple factors and these factors have cognitive effect on the behaviour on an individual. There are many theory models for the level of job satisfaction and these include Affect theory, Dispositional approach, Discrepancy theory two factor theory, the job characteristic model and Equity theory. These various models and methodologies define the ways in which the job satisfaction of an employee can be increased and what are the factors which affect the job satisfaction of the employees. The influencing factors for the job satisfaction level are the environmental factors which include the communication model between the junior and the senior, the strategic employee recognition and also the individual factors are taken into consideration such as emotions, genetics personality of the employee and is measured in the methods of Brief index of Affective job Satisfaction (BIAJS) and also in terms of Job description index (JDI).
Q2. How to maintain a balance between individual accomplishments and collaborative learning
Research paper: Cen, L., Ruta, D., Powell, L., Hirsch, B. and Ng, J., 2016. Quantitative approach to collaborative learning: performance prediction, individual assessment, and group composition. International Journal of Computer-Supported Collaborative Learning, 11(2), pp.187-225.
Collaborative learning is a situation where 2 or more people come together to...