Job satisfaction is vital for both employees and firms. When an employee feels satisfied with his job, he works harder, has higher morale, and things go better overall. Understanding the different work styles and preferences of individuals is necessary for creating a positive environment where employees can thrive. A person’s values, organizational culture, and working environment play meaningful roles in influencing one's satisfaction at work. In this article, we will look into different work styles, explore factors that contribute to work satisfaction, and discuss strategies for enhancing overall job fulfilment.

UNDERSTANDING WORK STYLE

Are you someone who prefers a more flexible approach to the job, or do you flourish in an environment that is structured with defined deadlines and guidelines? There is no "one size fits all" approach when it comes to how individuals work. Mihut (1989, p.73) defines work style as the "unity of professional, organizational, political and moral qualities that are revealed in the everyday potential activity of the individuals”. Taking the time to assess how you work best can potentially impact your overall job satisfaction.

As each individual has a unique work style, it is essential to identify the work style and seek out roles and environments that align with it which could help to work efficiently, to stay motivated, and to enjoy the job. Work style can be identified as follows:

Independent work style - Individual's ability to work autonomously and effectively without constant supervision or guidance.

Collaborative work style - Emphasizes the ability of individuals to effectively work together in a team or group setting to achieve common goals.

HOW WORKFLOW SHAPES WORK STYLE

While personal preferences play a role, an individual's work style is heavily influenced by the nature of their workflow. Workflow could be defined as the set of tasks, organized chronologically into processes, as well as the people or resources required to complete those tasks, to achieve a specific goal. We identified two workflows which could be as follows:

Context-driven - An individual needs to understand the full picture and framework of the task to be done before he/she can work through the problem.

Systems driven -An individual can focus better when the details of the steps and flow of the process are explained.

FINDING YOUR WORK STYLE

Here are some tips to discover if you have an independent or collaborative work style:

Assess your energy levels

• Do you feel drained after too much social interaction, or do you get energized by it? Independent workers often prefer more solo time.
• Do brainstorming sessions or group meetings leave you feeling motivated or exhausted? Collaborative workers tend to thrive off the energy of others.

Consider your Ideal Environment

• Do you prefer a quiet, distraction-free space to focus? This could indicate an independent style.
• Or do you work best surrounded by a buzz of activity and background chatter? This points towards a more collaborative style.

Reflect on Distractions

• Do disruptions from co-workers, notifications or noise easily break your concentration? Independent workers usually need minimal distractions.
• Or do you find yourself getting restless without any environmental stimulation? Collaborative workers may be energized by some productive interaction.

Evaluate Motivation

• Do you feel most motivated and productive when working through tasks alone at your own pace? A sign of an independent worker.
• Or do you get fired up by bouncing ideas off others and feeling supported by a team? This could mean a collaborative style suits you better.

Notice Working Preferences

• Do you gravitate towards work that allows you to make headway independently?
• Or do you tend to choose projects that involve coordination, communication, and group efforts?

Pay attention to when you feel most focused, energized, and motivated. Identifying your natural rhythms and needs can help determine if you lean towards an independent or collaborative work style.

CREATING IDEAL WORKING CONDITIONS

In addition to finding the right working style, creating ideal working conditions is key to achieving job satisfaction. Working conditions could be defined as “the employment relationship to the environment in which workers perform their tasks” (Carré, F., 2015). Although the perfect work environment varies from person to person, it frequently consists of elements like a cozy workstation, encouraging coworkers, chances for professional advancement, and a work-life balance. When these factors are met, employees are more likely to be motivated, engaged, and content with their jobs.

Factors for Achieving Ideal Work Conditions:

1. Comfortable Workspace: Ensure that your workspace is organized, well-lit, and conducive to productivity.
2. Supportive Colleagues: Surround yourself with colleagues who are respectful, collaborative, and supportive.
3. Growth Opportunities: Seek out opportunities for training, skill development, and career advancement.
4. Work-Life Balance: Set boundaries between work and personal life to avoid burnout and maintain well-being.

THE IMPACT ON JOB SATISFACTION

Work satisfaction can be greatly impacted when people discover their perfect working conditions and style. Employee engagement, productivity, and commitment to their work are all higher when they are happy with their work. They typically have better well-being, reduced turnover rates, and higher morale. Satisfied employees are more likely to fulfil organizational goals, contribute positively to the business culture, and advance a healthy work environment, which benefits employers.

REFERENCES

• Niculiţă, Z. (2015). The relationship between work style and organizational climate for Romanian employees. Procedia. Economics and Finance, 32, 1042–1049. https://doi.org/10.1016/s2212-5671(15)01566-x
• Cain, C., & Haque, S. (2008). Organizational Workflow and Its Impact on Work Quality. In R. G. Hughes (Ed.), Patient Safety and Quality: An Evidence-Based Handbook for Nurses. Agency for Healthcare Research and Quality (US).
• Carré, F. (2015). Working conditions. In Elsevier eBooks (pp. 698–702). https://doi.org/10.1016/b978-0-08-097086-8.75056-2
• Yasir, M. (2021). Impact of working environment on job satisfaction. Reviews of Management Sciences, 1(1). https://doi.org/10.53909/rms.01.01.064

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