Pros And Cons Of Employee Dissatisfaction

Organizations that are serious about making improvements are going to have to deal with the issue of job satisfaction. Job satisfaction can be best described as the positive feeling that an individual has about their job resulting from an evaluation of the job’s characteristics (Robbins & Judge, 2009, p.31). It would seem natural to think that job satisfaction would have a positive correlation with successful organizations. What impact does job satisfaction have on an organization? Research will show that there are not only internal effects from performance related issues, but also external effects that impact customer satisfaction.

Most every organization must deal with the issues of employee satisfaction in order to achieve their customer satisfaction targets and, consequently profitability. The paper considers the determinants of employee satisfaction using an empirical approach and premising arguments on extant literature. The focus on this paper is to explain the level of satisfaction among employees with an aim of providing dynamic recommendations to improve the worker satisfaction in firms. This will be achieved by examining published research and robust data obtained from interviews related to employee satisfaction, customer retention, and corporate profitability. The paper recognizes that employee satisfaction has fundamental implications for

5. Use at least two (2) quality academic resources in this assignment. Note: Wikipedia and other

In recent years, less Americans consider themselves satisfied at their workplace than in earlier decades (Mckeown, 2010). Organizations see employee satisfaction as one of the most important factors in an employee leaving voluntarily. There are many factors that can affect job satisfaction. Some of these include good structure in the organization and opportunity for advancement (Mitchell et al.,2001) Plateauing, a dead end feeling that happens when an employee cannot advance further in an organization, is a factor that can lead to job dissatisfaction (Allen et al., 1999). High Turnover rates can indicate dissatisfaction with a worker 's position or pay; there are little opportunities

The challenge is to balance the two scenarios and find a middle-of-the-road approach to that can give a hint or foretell when employees fall into one of the two extremes. However, Strand and Dore’s study pinpointed role stressors, supervision, performance recognition, and rewards as possible factors that contribute to job satisfaction, depending on the individual and level of responsibility, and employee’s number of years with the employer, the role in the organization, working conditions suitability, and lack of external client resources as a contribution to job dissatisfaction. With factor such as performance recognition, the role, and working conditions overlapping into both job satisfaction and job dissatisfaction, human resource personnel need to play a judicious balancing act. While Franek & Veera (2008) agreed with Strand & Dore on working condition as one factor that influence a level of job satisfaction or dissatisfaction, they also identified remuneration and benefits, promotion system, individual employee relationship with immediate supervisor, social relationship, organizational justice and the job itself. Overall, the authors identified situational factors which are associated with individuals and dispositional factors which are associated with an individual’s

1. Although it is clear employees are not especially satisfied with their work, do you think this is a reason for concern? Does research suggest satisfied workers are actually better at their jobs? Are any other behavioral outcomes associated with job satisfaction?

Job satisfaction of employees can be pointed out in terms of individual or groups of employee. For instance, an employees’ performance can be measured by individualistic means, by the management. Similarly, the job satisfaction that an entire department has over their responsibilities in an organization can be measured, as well. At this point, one has to also note that, although the terms, job satisfaction, employee attitude and morale has been utilized with almost similar meaning, it is not all similar in effect. As in, employee attitude that is favourable would ensure the presence of job satisfaction for employees, which in turn works on boosting employee

This report analyses the job dissatisfaction among the employees at Pacific Point Foods Ltd so that the upper management can take steps to rectify the situation. For the purpose of identifying there areas of contention, various employees of the company are interviewed. The report also includes information from well researched and peer reviewed journal articles and research papers that give credence to the issues highlighted in the report. These sources show the reasons behind job dissatisfaction and how it affects the company and employees. These sources also show how job satisfaction can increase the productivity of the employees and therefore increase the value of the company.

Employee satisfaction were based on some aspects which is supervision, ergonomics, the safety policies of the workplace, the condition of the workplace , the employee salary and interpersonal relation that exist in the workplace. These results have been helpful for anticipating representative turnover and hierarchical adequacy.

It is a relative term as no two people can have the same amount of satisfaction. Here, we talk about the basic satisfactory requirements of an employee so that he can allow himself to work and perform his duties ‘with a vengeance’ and diligence. Employee satisfaction is related to the job the employee does. Locke (1976) defines job satisfaction as “a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences.” Satisfaction is psychological. It involves the innate wants of an employee and emotional happiness as well. Thus, when a person evaluates the satisfactory level of a job, both thinking and feeling are involved.

Job satisfaction is important. Caused by employers who can’t make their employees feel satisfied with the job are at risk of losing their best qualified workers to the rivalry. Directors and managers who make best use of the potential, imaginative abilities and skills of the whole labor force have a more advantage than those who don’t. Laborers that are occupied in their work have an upper sense of job satisfaction. Encouraged employees supply with the health assurance to the companies badly needed in these disorganized

In today's business world, managers face lots of challenges in doing their jobs. One of their challenges is mostly about dealing with people that include how to manage human resources to increase performance and job satisfaction in the workplace. Job dissatisfaction affects a company negatively and could lead to high turnover rate. It is not different in my workplace where managers are dealing with high turnover rate (the rate at which employees leave a business). I joined the company in August 2016 as receptionist part-time, it seems one of the biggest problems is high employee turnover. Since I joined the company, there is no month without having a resigning from old and good employees.

Computer Programs and Systems, Inc. (CPSI) founded in 1979 is an Alabama based Software & Programming firm operating in the application of information technology in

In this essay, I will explore the relationship between the level of employee satisfaction and employee production. Firstly defining and explaining satisfaction and job performance as these variables are difficult to define, and a clear definition is critical for assessing the relationship between them. Secondly I will discuss some of the most significant studies in this area of research. I will then analyse various factors which determine the correlation between these two variables, focusing on the attitude-behaviour relationship as this gives an insight into how a higher level of satisfaction may link to greater production. Finally I will look into a set of different models which propose variations to the job satisfaction-performance

Job satisfaction is the very important factor in general quality of life because it is closely connected with working life (e.g. Argyle, 1989; Bang & Lee, 2006), with family life, everyday life, and mental health (Orpen, 1978; Schmitt and Bedeian, 1982; Faragher, Cass & Cooper, 2005). Level of job satisfaction is also highly related to turnover, absenteeism rate, work productivity or accomplishment (Muchinsky, 1977; Organ, 1977). Many researchers (e.g. Cherrington, 1994; Acorn, Ratner & Crawford, 1997; Ostroff, 1992; Spector, 1997) state that employees who experience high job satisfaction contribute to organisational commitment, job involvement, their physical, mental health and overall well-being are improved. Job dissatisfaction on the