Evaluation of Employees Job Dissatisfaction

Evaluation of Employee’s Job Dissatisfaction

Name

Course

Tutor

Date

Executive Summary

The culture of an organization highly affects the way employees handle their responsibilities and in turn their job satisfaction. The process of globalization has exposed the culture of organizations worldwide. The study explores the level of employee’s satisfaction with regard to ethical values of the organization. Managing human resource effectively is a major challenge in many organizations. Employee’s satisfaction and motivation require minimal stress, organization’s consistency with respect to people, system, culture and intervention strategies applied. The study samples a hundred employees from I&M organization in an attempt to asses the structural and cultural aspects of the organization that negatively affects the employees hence, determine the necessary intervention strategies to be implemented to improve the level of employee satisfaction. The findings show that the organization is facing a huge problem in the way it relates with its employees. Seventy percent of the employees are dissatisfied with leadership and the relationship with fellow workmates. The solutions to employees’ dissatisfaction involve psychological interventions such as assertiveness training and implementing corporate social responsibility.

Problem

Job satisfaction is related to feelings and attitudes and gives a clear reflection of the organization’s operations. It depends on individual employee since their needs are different from one another. Employees could be satisfied with some aspects of the organization and at the same time dissatisfied with others. Jobs satisfaction is dependent on education level, age, personal differences, and sex. These factors should be considered while designing intervention to these problems. Dissatisfied workers at times acts violently while others hold demonstration and strikes thus affecting the operations of the organization. A study of Personnel job satisfaction helps to evaluate the problem employees are facing in their operations. Various factors such as leadership, working environment, rewarding system, lack of promotion among others contribute to the problem. A survey of the organization was conducted to gain knowledge on the employees’ requirements and help find solutions tom the problems they are facing.

Scope

The study of the organization is essential to the employees and the organization itself. The organization could benefit from the study by gaining knowledge on employees with respect to their needs and thus able to evaluate their level of dissatisfaction. The employees benefits by being acknowledged of their expectation s with respect to safety, job security and the rewarding of their individual efforts. The study is essentially geared to improving the organization standards in relation to improving employees’ job satisfaction.

Objective

To identify employees’ level of job dissatisfaction, measure the level of employees’ dissatisfaction regarding their salaries, determine co-workers interrelationship, identify factors contributing to job dissatisfaction in the organization and offer solutions through psychological interventions to improve the organization’s employees’ level of satisfaction.

Methodology

Data is collected through an empirical field method by sampling a hundred employees in the organization. The convenient sampling technique was employed to gather information from them. The employees are personally interviewed and given questionnaires to fill regarding their grievances and view.

Limitations

The employees of I&M organization feared to reveal negative information regarding the organization. This study is limited to I &M organization alone and the data is not applicable to any other organization. Scarcity of resources limited the study to just a hundred employees sampled.

Findings and Interpretations

Out of the a hundred employees interviewed, seventy of them were dissatisfied with the organization and only thirty of them were satisfied with it due to different personal needs and aspects of the organization.70% of employees were dissatisfied while 30% of the employees were h satisfied. In The study, various aspects such as poor working conditions, low salaries, lack of appreciation, poor co-worker relationships, and sexual harassment of female employees and failure of the organization to pay overtime were the major aspects leading to dissatisfaction.

Intervention Strategies

Implementing Corporate Social Responsibility (CSR)

CSR is the concept in which organizations focus on society’s interest by being responsible of the activities they engage in and their impact to the environment and community, in this case, employees. Organization should improve the employee’s standards of living, their families and that of the entire community. This strategy is important since ethics are crucial for the success of any organization (Phillip & Nancy, 2005). The strategy can be implemented through promotion of non-economic social aspects such as ethic codes. Through human resource, the organization can develop the staff’s perceptions and motivate them by improving their working conditions and formulating a rewarding system. This can be achieved by engaging the staff in activities such as fund raising and community volunteering. CSR helps to improve the reputation of the organization towards the government and the public and thus, can increase its commercial engagements. It can be implemented within the first month after the study is conducted and followed up after every month up to a period of about six months. To avoid mistreatment of workers, the government’s laws and international regulation should be reinforced to make sure that the organization is socially responsible. Welfare of employees through ethics training within the organization is essential to change the culture and behavior of organizations. Ethical training helps employees to become aware of their rights and resist manipulation such as sexual harassment. Learning the necessary normative values guides them in the way they behave and interact with each other. This helps to build a good reputation for the organization hence building the employees satisfaction through development of pride and loyalty from the organization. If organization’s goals align with those of the employees, it follows that the employees effectively work inline with the organization’s mission and are more satisfied with their job (Surya & Indu, 2009).

Evaluation of whether the intervention has worked adequately is done after six months where the staff members from the initial sampling and a new sampling are personally interviewed. The results of the interview are compared with the initial data. This helps to determine if the strategy has assisted in improving the employee’s satisfaction.

Assertiveness training

Assertive communication is important since helps to build relationship provide social support and reduces stress. It helps create awareness of individual rights. It is the art of saying no to irresponsible actions and behaviors. Excessive requests from others can be rejected assertively to avoid engagement in unwanted practice and attain a balance in life. This form of training helps to improve co-workers relationship in an organization. Assertive training ensures that problems which seem small do not magnify with time. The art is essential in helping to acquire solutions to situations which seem difficult and changes the undesirable behaviors (Mary, 1995).

It is implemented by approaching an individual regarding change of a behavior while describing factually their actions that causes the upsets. In I&M organization, this can be done by approaching the human resource management and assertively communicate to them to ensure sexual harassment of female workers is stopped immediately, and working conditions are improved. The effect of the foul behavior should be handled directly stating that the employees’ job dissatisfaction is a result of poor working conditions, low salaries, lack of appreciation, poor co-worker relationships, and sexual harassment of female employees and failure of the organization to pay overtime. An organization with a culture of individuals pretending to be nice but eventually results to problems needs to handle the problem assertively in relation to colleagues. To create professionalism in the workplace, this should be done confidently, firmly, directly and with no anxiety to attain the desired change of behavior and set boundaries. The strategy needs not to be emphasized and is done immediately without need for repetition. Tailored assertiveness Training Program is essential for management to know what is best for them and their employees. In small groups, the experimental processes such as role-play help assess individuals to determine the best in them.

Evaluation strategy for this plan will focus on assessing the reaction of the staff to the intervention strategies provided. This will determine if the training was relevant, comfortable and followed. Evaluation of what the staff has learnt with regard to intervention strategies is conducted through questionnaires. The behavioral change is assessed by determining transformation and improvement after offering the assertiveness training (Susan & Teri, 2001). Finally, a result measuring the change of behavior in the entire organization follows and compared with initial situation.

Conclusion

The initial study revealed that the organization was facing a major problem in addressing the issue of employee’s job dissatisfaction. After the intervention strategies, a follow-up of the organization was made which revealed that they had a positive impact in improving the satisfaction level of the employees.

Reference

Mary Ballou. (1995). Psychological Interventions: A Guide to Strategies. USA: Greenwood Publishing Group, Inc.

Phillip Kotler, Nancy Lee. (2005). Corporate Social Responsibility: Doing the Most Good for Your Company and Your Cause. New Jersey: John Wiley & Sons, Inc.

Surya N. Yadav, Indu Baghel. (2009).Good Governance: Issues, Challenges and Prospects. New Delhi: Global Publishing House.

Susan Barksdale, Teri Lund. (2001). Rapid Evaluation. USA: American Society for Training & Development.