Job Dissatisfaction Among Nashua City Employees

Through Pearl, The Scarlet Letter by Nathaniel Hawthorne explores innocence as well as naivety in the mind of a young child. These qualities, along with the idea that all children are born free of sin, allow Pearl to escape the meaning of the Scarlet Letter that has turned her family upside down. The Scarlet Letter serves as a reminder of the sin that Hester commits by having a child out of wedlock. When Hester becomes pregnant and is forced to wear the Scarlet Letter, her community looks down upon her and wrongfully places the impurity of her actions onto her unborn child. Despite what people in the town think of Pearl, Hester views Pearl as a treasure, naming her ‘Pearl’ after something of opulence. In order to not taint this view, Hester tries as hard as she can to shield Pearl from the punishment of the letter telling her that she simply likes the gold trim on it and lying about its negative connotation. Instead of a curse, Pearl is a blessing in disguise and a gift from God, described as “a lovely and immortal flower, out of the rank luxuriance of a guilty passion” (74).

Companies will bully employees into following the demands of the industry, “[w]orkers who fail to work hard, who arrive late, or who are reluctant to stay extra hours are made to feel that they’re making life harder for everyone else, letting their friends and coworkers down” (Schlosser 74). Emotionally sabotaging employees gives companies control to get more work done with a minimal amount of people, resulting in financial gains. Guilting employees into doing everything they are told, no matter what the circumstances are, continues to give the industry the control and financial gains they need, thus resulting in expansion of the business and the manipulation of more and more

In the case study titled Walt Henderson, Walt Henderson works for a drafting company along side thirty other technicians that are supervised by two inspectors. Walt is demonstrating issues of a negative or unfavorable attitude at work. According to this class’s textbook “Attitudes are evaluative statements – either favorable or unfavorable – about objects, people, or events” (Robbins, and Judge 66). The study at hand, shows that Walt is a hard working individual that at times takes his work home to ensure projects are completed on time. In doing so, he finishes work quickly at the job and proceeds to work on personal matters in the office. Walt believes that because he completes his work early by using his personal off time that he has the right to work on personal matters in the work place. Doing personal work at the work place violates some of the rules of the work place and has been instructed to him by his supervision on the matter in the past. This paper will answer a few questions that are: What is Walt Henderson’s attitude toward work? What are the main components of Walt Henderson’s attitude toward work? If Walt Henderson becomes dissatisfied in his work, what is he likely to do about it: exit the organization, voice his dissatisfaction, remain loyal, or neglect his work? And lastly, what can Walt Henderson’s supervisor do to ensure Walt’s job satisfaction without endangering

Having a job that meets personal satisfaction can boost one’s self-esteem but when this job is taken away, feelings start to change. The article “The Consequence-Undoing Sanity” by Louis Uchitelle, describes a slump that many people in our country are currently in. It shows one individual’s struggle after being laid off from a job. Erin, Stacy’s husband, lost all feeling when he was laid off from his job that he started right out of college, his wife somehow thought he lost part of his identity. Stacy describes in the article, “I think the layoff destroyed his self-esteem” (Uchitelle 342). Having low esteem can truly impact one’s life just like it has with Erin. Erin is impacted by the depressed feelings of losing his job that his work ethics have changed, and he is not putting in his full effort. Uchitelle expressed how Erin’s wife feels about her husband’s change in demeanor, “She doubted

The effect of mismanaged LAYOFFs on the remaining workforce and the effects, lack of management preparation, the human condition, and lack of mitigation strategies. We think that the problem with this article is that not enough managers or HR personal, know how to let a person go from their employment effectively. They sometimes don't realize the impact that it has on the other employees morals. Also, that sometimes companies don't take a closer look to make sure downsizing will be the answer to cutting costs like they think that it will. Every HR or manager should be let go in their lifetime so

It is time to be ashamed” (Shipler 300). According to Shipler, many of these people are just a step away from catastrophe. A brief illness, trouble with their car, or disrupted child care can bring about the end of their employment.

Lester (2002) submitted that employees are likely to experience a diminished level of commitment, a decreased level of work performance, and they are likely to witness to the fact that their psychological contract had being breached. In addition, Conway & Briner (2002) stated that the psychological wellbeing of employees is likely to reduce when there is a breach in the psychological contract and as result, talent retention in an organisation will diminish (Tekleab & Taylor, 2003).

All over the globe retaining employees is a most critical factor for the organisations. High employee turnover is more common in private sector as compared to public. In construction industry, to reduce employee turnover and to improve the productivity of an organisation, organisations have to be aware of the reasons why an employees quit the organisation?. Employee turnover can be explained as the expenses, in term of money, time, and quality of work, that an organisation bear while replacing an employee. If an organisation fails to satisfy the needs of its employees then it is obvious that the employees will look forward to fulfill their necessities. This chapter discuss the reasons why employees quit their jobs.

The authors of this article give the misconceptions of employee turnover by systematically breaking down myths that organizations tend to believe cause employees to leave the workplace. The misconceptions are replaced with evidence based strategies that show the underlying factors beyond pay compensation that drive turnover in addition the employee morale. One of the meta-analytical relationships that

Downsizing, restructuring, rightsizing, even a term as obscure as census readjustment has been used to describe the plague that has been affecting corporate America for years and has left many of its hardest working employees without work. In the year 2001 we had nearly 1.8 million jub cuts, that’s almost three times as much as the year 2000(Matthew Benz). In the 1990's, one million managers of American corporations with salaries over $40,000 also lost their jobs. In total, Fortune 500 companies have eliminated 4.4 million positions since 1979 including the 65,000 positions cut in February of 2002 (Ellen Florian). Although this downsizing of companies can have many reasons behind it and cannot be

Bank of Bannockburn, incorporated in 2009, is a medium sized bank employing about 1500 people and has 25 branches throughout the country. Its primary business is consumer banking and it also provides loans to small businesses throughout the country. Due to the small number of branches, it requires its staff to travel extensively to meet potential clients especially for business loans. The bank maintains a robust security system in terms of facility and network access throughout its corporate offices. Employees and visitors are required to wear badges at all times, network access is strictly restricted to employees only and employees are well aware of the security risks associated with their customers’ personal and financial information through the trainings they have received. The bank prides itself on having one of the best security implementations and there has not been any major security incident throughout its existence.

All along the history of man, there has been that big question of who or what determines what is moral. Ethics started to take shape when man began to question his actions and the reasons surrounding those actions. Am I doing the right thing? How do I know if it is the right? In a bid to explain the different ways in which individuals view morality, ethical theories evolved. There are five main theories; Intuitionism, Consequentialism, Deontological theory, Virtue ethics and Natural law. For the sake of this discussion, I will be focusing on Virtue Ethics. According to Aristotle, a virtue is “a trait of mind and character that helps us achieve a good life”. (Routledge, ND) Aristotle, like his predecessors, Socrates and Plato,

Breakings through the chains of corporate slavery is in full affect. In other words, nobody wants to work for a heartless corporation that does not value their staff. Individuals are educated and ready to make a career change if necessary. The overwhelming feeling of being imprisoned by a job is dreadful. Even the most loyal captive will seek an opportunity to break free from a dreadful organization. The sensation of being confined within an organization with no room to grow or expand is a daunting feeling. When individuals are treated as if they do not matter, it raises the question; why stay here? If employers are naïve enough to think that there are no other options for hard working people, they are wrong. The information being

Many companies look to salaries and benefits as the first places to cut back when looking to make changes that involve cost-saving. When this happens, it is inevitable that some employees will leave the company to seek employment elsewhere. The employees that remain, whether they stay voluntarily or because they could not find employment elsewhere, are often resentful. Motivation decreases, taking job performance along with it. Employees lose their company loyalty and may even become angry enough to purposefully sabotage the company.

Dissatisfied and satisfied employees in the workplace can affect their productive and job performance. The work place, promotions, advancements, and supervisors are things that can cause an employee to be satisfied or dissatisfied at work. In my workplace some of my supervisors have driven my attitude. Robbins (2007) states, “attitudes are evaluative statements-either favorable or unfavorable-about objects, people or events.” (Robbins and Judge, 2007, p. 75) When I was first promoted to Sergeant and transferred to supervisor the Criminal Investigations Unit, I was excited about the new opportunity and the knowledge I would learn and give. My attitude towards the workplace and towards my employees was high and willing to help or produce a positive work environment. As a Christian in a non-Christian workplace, a great attitude towards job satisfaction can be found in the Bible. In Ecclesiastes 5:18 (New Living Translation), it says, “I have noticed one thing, at least, that is good. It is good for people to eat, drink, and enjoy their work under the sun and during the short life God has given them.” The workplace can be stressful but when you have good leadership they can effectively change the attitude of the people they serve.