Job Satisfaction Is Key To Business Success
All businesses understand the importance of employee retention. Each employee is an investment, both in terms of time and money. And the return on investment is very good, so long as that employee stays with the company. This means that employers also have to ensure their staff have good job satisfaction, meaning they are less likely to jump ship.
There are a number of well-documented methods of increasing job satisfaction, such as paying a good salary, allowing for sufficient time off and a range of bonuses and other incentives. However, measuring job satisfaction and the effectiveness of the various methods that are implemented can be somewhat more complicated.
Measuring Job Satisfaction
In most cases, job satisfaction is measured through the process of self-reporting. This is done through questionnaires that have various scales. A range of different measures have been developed recently, and there is quite a lot of variation between these. Some have a stronger focus on cognitive job satisfaction, for instance, whereas others look at effective job satisfaction. Furthermore, there are big differences between the psychometric validations of the various tests. Let’s take a look at some of the most popular tests used today.
DiSC Classic 2.0 Profile and the Myers-Briggs Type Indicator are popular in business settings for the purpose of employee development and team building. Each has its origin in theories developed during the early decades of the twentieth century.
DiSC Classic Profiles are based on the theories of Dr. William Marston while the Myers-Briggs Type Indicator is based on the theories of Dr. Carl Jung.
The DiSC Classic Profile describes behavioral tendencies based on how people view themselves in the various environments. The Myers-Briggs Type Indicator describes how people approach the environment intellectually and attitudinally and how they process information.
The DiSC Dimensions of Behavior Model stresses that no Dimension of Behavior or DiSC Classic Profile Pattern is better than any other and that all individuals use all four Dimensions of Behavior in varying degrees. DiSC Profiles offer a self-assessment of an individual’s own behavioral style in a specific environment called a response focus.
This means that an individual is assessing his or her behavioral style with a specific focus like work, a relationship, or social situation. The instrument is based on the respondent’s own perception of themselves without feedback from others. This self-report format has gained wide acceptance because of its face validity.
The instrument provides them with feedback that describes their behavioral style in their selected focus. It is more difficult to say, “This is not me,” when the individual is the only one who has responded to the 28 forced-choice items, it is easier to reject the results when they are based on input from others. DiSC Classic Profile is self-scoring and provides immediate feedback.
Many users say they find the Online DiSC Classic 2.0 Profile to be better packaged, more user-friendly, and more easily presented than other learning tools because of its self-scoring format, immediately usable interpretation, and Classical Profile Pattern interpretive information.