A Public Administration Quandary : Health Care Costs Vs. Employee Satisfaction

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A Public Administration Quandary: Health Care Costs vs. Employee Satisfaction An unofficial duty of a public administrator may involve performing an extensive amount of damage control. The public sector can be a highly volatile environment in which unforeseen events such as budget cuts and the dismissal of a well-liked and respected employee can rapidly deteriorate the state of an organization. Moreover, public administrators are often placed in a compromising position. An organization cannot be effectively run by orders being disseminated from the top and workers being treated as lowly inferiors. Thus, public administrators are compelled to interact with their employees on a day-to-day basis in which more intimate manager-staff…show more content…
Overall, Herzberg’s satisfiers and dissatisfiers could be identified throughout the case study, the city should ensure that the anxieties of the workers are taken into account, it may be opportune for alternative job actions to be utilized, and organizational development would be the preferable method to promote organizational change. Herzberg’s Satisfiers and Dissatisfiers Discontent employees can be detrimental to the health of an organization. Essentially, displeasure amongst employees can result in a high turnover rate in which time and resources had been ineffectually invested in areas such as training. In addition, claims of an agency’s indifference towards the welfare of its employees can cause severe damage to its reputation. In regards to Herzberg’s theory, the city did succeed in achieving some level of worker satisfaction. Starling (2011) lists one of Herzberg’s satisfiers as the work performed by staff members being personally rewarding. The city workers are depicted as generally content with the nature of their work and the agency they serve. Denhardt and Miller (2000) “The sense of pride and loyalty among these employees is one of the things that attracted the current city manager to his position” (p. 195). Thus, a lack of worker tenacity does not constitute as a point of weakness for the city. The workers are motivated to advance their independent organizations because of their assigned credence to its
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