tisfaction? What kind of satisfaction are we looking for? More so, what is going to satisfy an employee? Most of the research in the study of OB (Organizational Behavior) are concerned with job satisfaction, job involvement and organizational commitment. (Robbins, 1997) The second two attitudes, job involvement and organizational commitment, are more or less the results of job satisfaction. An employee who has a high level of job satisfaction tends to bear attitudes, which are favorable to the organization. When a prospective employee goes to that interview, there are going to be friends of that prospect who will give the most simple advice of “Sell yourself! This is your chance to prove yourself to that important company!” Little do those simpleton friends know that this is also the chance for the company to lay a sales pitch on the prospect too! Managers are concerned with the efficient operation and profit margin of the company more so than an employees job satisfaction. (Robbins, 1997) To managers, an employee’s job satisfaction is just an insurance that the employee will be productive and not skip work, and of course, to get the best man for the job. So of course, when a manager giving the interview favors a prospect, only the job’s favorable side will tend to be revealed. The prospect is told of a wonderland where the corporate ladder is actually a stepping stool. There is no mention of the negative sides, to which the manager does a David Copperfield on. The applicant now has expectations about this job that has to be met by the job or there will be a lot of dissatisfied employees. Balancing the positives with the negatives is important so that the employee will not be disappointed and become a problem that could’ve been avoided from the beginning. (Robbins, 1997)Mirror, mirror on the wall….Successful leaders have vision, communicate well, make effective decisions, and motivate...
