Essay On Causes of Job dissatisfaction
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Causes of Job dissatisfaction
Not each and every person can be satisfied with their job. A survey that was conducted by Right management showed that 63% of individuals that were surveyed were in some level or totally unsatisfied with their jobs. There are several causes that drive these high percentages and additionally one has to think about the different reactions as well as responses from different employees that do not have job satisfaction and how they act (Specter 63).
Many employees often feel dissatisfied with jobs at one point or the other. There are some brave employees that often decide to leave their jobs in a bid to get better opportunities while others decide to stay. It is of the essence to note that employees that have low job satisfaction can often negatively affect the company because in many cases they often lack motivation, perform poorly and they possess different and diverse negative attitudes.
These symptoms in many cases affect the bottom line of a company and there is a need for managers to understand the different reasons as to why their employees are unhappy at work. The understanding of these causes is important as they can help the different managers to find the right solutions for the problems that exist. This paper is going to examine the different reasons as to why people have job dissatisfaction.
The first reason for job dissatisfaction often results from companies underpaying their workers. Not being paid what one is worth is often referred to as being unpaid. The one major issue that is often most challenging to work with because if a person does not think that they are being paid enough in order to do their job, they might at times perceive themselves as not being valued in the company and consequently the reason as to why they are underpaid (Reece 36).
This is even when the wages are made in line with the position that one currently handles. There are several researchers that have argued that the worker's income is still lagging behind inflation and consequently, this means that employees must stretch their finances in order to buy the higher priced services and goods (Specter 49). The stress that often comes with paying bills with a limited income is the one that makes many workers to feel dissatisfied with their jobs.
The second major reason is limited career growth and advancement. There are persons that feel that indeed that a lack of career growth and advanced makes them not want their job that they are currently in. These employees in most cases feel stuck in their respective job positions and consequently, they are less motivated in the maintenance of high productivity as compared to those that believe they have a chance to climb up the corporate ladder.
It is of the essence to understand that in many cases most employees often feel valued when their employers include them in their long term plans and go ahead show them appreciation through several important promotions (Cranny 34). The employees that move up in the chain of the organization and they receive just compensations to reflect their responsibility and title tend to be satisfied and they are more likely to commit themselves to the company for a long term purpose. Therefore, it is of the importance for companies to make sure that the employees understand that with work hard and diligence they can be able to climb up the chain of the organization.
Another reason is lack of interest. Most employees when they are in the workplace often want to feel that they are performing job duties that are both engaging as well as challenging. The monotonous work in most cases causes an employee to experience boredom and this decreases their level of activity. The bored and unchallenged employees experience very little incentive when it comes to workplace productivity. Most persons argue that they want jobs that are interesting to them and which they will be extremely happy to wake up and go to. However, this is not the case with many people (men and women) as they feel that their jobs are monotonous and this is the reason as to why there has been an increase when it comes to job dissatisfaction.
Another factor is poor management. It is of the essence to understand that the management team often plays a very important role when it comes to an organization. The managers are often responsible when it comes to the motivation of the employees (Cranny 34). They are also tasked with controlling, planning, and organization of the employees and strategies in the organization.
An important reason as to why there are some persons that perform poorly in the workplace is a result of poor management. The managers that have poor leadership skills in most cases often have very little to offer when it comes to feedback on the different employees performances. The micromanaging as well as the dictation of the employees as compared to motivation in most cases causes a decrease in employee productivity. There are however some organization that have been able to possess a highly political culture that tends to discourage the workers from believing that the roles that they fill are extremely important to the organization.
Job insecurity has been described by many as an important reason for job dissatisfaction. It is quite obvious that when one is in a sinking ship, they start preparing for the jobs. This is the case with employees who work in what can be described as unstable companies and jobs. They often work the job but they are investing enough outside. Most of the energy of these employees is often used in them updating their resumes and slowly planning their next move.
It is important to note that it is extremely difficult for leaders to keep the best talent in the company during uncertain times (Cranny 34). However, the best one can do is to communicate the information frequently and give the persons a sense of trust as well as loyalty. This is not guaranteed to make the persons stay, however, one can encourage a transparency on both sides and this means that one will not surprised when it actually happens.
It is of the essence to understand that companies that often fail to recognize the need for their different employees to maintain a work and healthy life balance affect their own productivity levels. It is of the essence to understand that even when a company cannot be able to offer salary increments, one way to improve job satisfaction is often to create trade offs for life as well as work balance.
Instead of offering raises tot the employees, companies might decide to consider different incentives such as paid day off, rewards to tickets and movies and flexible scheduling. This system in many cases helps persons in the company to feel appreciated and they are able to have time to spend with their families (Cranny 34). This leads to greater job satisfaction, however, when it is absent, the persons feel that they are not able to relate with the company and consequently most of them are dissatisfied with their job.
In conclusion, many employees in the 21st century are increasingly feeling a negative energy towards their jobs. These employees with low job satisfaction are detrimental to an organization as they often lack motivation and they generally have negative attitudes towards their work. The major reasons for this job dissatisfaction include being underpaid; this is the primary reason for many job dissatisfaction as persons feel that they are not paid what they are worth. Secondly, there is limited career growth and advancement.
There are persons that feel that indeed they are stuck in their current job positions and they cannot be able to move up the chain of management in the company. These persons often experience low job satisfaction. Lacking interest in the job is another major factor that leads to job dissatisfaction, the persons often feel that their jobs are not challenging enough and consequently they are often bored with their jobs as they experience a monotonous routine.
Finally, there is poor management. Managers that have poor leadership skills offer very little when it comes to motivation and feedback and this can be a great source of job dissatisfaction. There are some managers that try to micromanage employees and they dictate to them what to instead of motivating them. This generally leads to low job satisfaction.
Reece, Barry L. Effective Human Relations: Interpersonal and Organizational Applications. Mason, OH: South-Western, 2014. Print.
Spector, Paul E. Job Satisfaction: Application, Assessment, Causes and Consequences. Thousand Oaks, Ca: Sage, 1997. Print.
Cranny, C J, Patricia C. Smith, and Eugene F. Stone. Job Satisfaction: How People Feel About Their Jobs and How It Affects Their Performance. New York: Lexington Books, 1992. Print.