This outcome could be a result of increase in responsibility of task on employees. According to Carpenter, some employee given extra responsibility may expect a pay increase or some form of benefits and compensation for putting extra time and energy. If this expectation is not met, frustration and dissatisfaction will result in work attitude. Another reason for the negative outcome experienced in HIS Department is that not all employee enjoys having to control how they work; if they are not pleased controlling how they work, they can become frustrated and dissatisfied with their job. With the negative outcome of job enrichment in HIS Department, it is a signal that employees are not motivated with the changes that was put in place.
Beckton 1. Employees of this organization are characterized by high reluctance and strong lack of job satisfaction. There is a general dissatisfaction among them, that can be seen poor communication between the management and workers, and Human Resource seems to not understand the benefits resulting from the motivation of employees. The diagnosis of these problems will allow the organizations on the exact analysis of the reasons cause dissatisfaction, if management board understands how important it is job satisfaction will allow them to create a motivation system, which should effect on improvement of job satisfaction and following on the job performance. The creation of such a motivation system through rewards and development will have a positive impact on the development of motivation level and job satisfaction and following on the job performance.
The nature and the different responsibilities we face in our daily life make flexibility at workplace today very important. However, flexibility needs not to be only from one side, it should come from two sides, the employer and the employee. It’s not enough for an employer to adopt flexible work arrangements (FWA) at workplace; employees must also be willing to make concessions. It depends on individuals working in the company to whether or not and FWA program is feasible. Therefore, the employers should study the pros and cons of adopting FWA, and how is it going to affect the productivity of the employees in the business.
It is a natural instinct to seek for more or to have more but somehow it can decrease the level of enjoyment in performing task because they might working so hard for the rewards and may cause them stress or fatigue. It would not be a problem when the rewards are certain but the problem is when the rewards are abruptly unavailable due to several reasons. An employee who has been working so hard for the rewards must be really disappointed and probably reluctant to perform their daily task because of the transformation of their motivation dependency from enjoyment to rewards. In addition, organization also should strategically plans on how to give compensation or rewards. Once organization starts giving out too many rewards, employees will always ask for more compared to the previous rewards and at some point employees’ intrinsic motivation may be shifted wholly to extrinsic
Low employee morale can adversely affect your ability to attract and retain the best employees and have a detrimental effect on productivity. Maybe you suspect that you may have a problem with low morale because employees are exhibiting signs of low morale or because a survey that you've done of your employees indicates it.If this is the case, you need to determine which aspects of your workplace are creating the dissatisfaction with the job and find ways to remedy them. Even if you don't have a low morale problem, you may want to jump-start your workforce into higher levels of productivity. Being proactive in this area makes good business sense.So whether your employees are disgruntled or not, you should check out these strategies to see
This is called building “Guanxi” with customers to achieve company goals. Salespersons provide special customer orientation according to each customer’s characteristic will improve their satisfaction. Although salespersons are important and effective in increase customers’ satisfaction, it brings disadvantages to company too. For example, company might lose their customers once the salesperson is leaving company. Company must aware to prevent this situation to
I will first see the situation and will check why the employee wants to leave the organization .Once I come to know about it.I will find the main reason and counter offer him. Because to leave any organization there will be many reasons for eg : Dissatisfy, got better opportunity, Salary ,work environment and so on. So it’s the HR who need to take care of it and to retain the employee by giving counter offer or Offer a competitive benefits package that fits your employees’ needs and so on . Job Satisfaction : Job Satisfaction can be influenced by a person's ability to complete required tasks, the level of communication in an organization, and the way management treats employees. It isn't always easy to measure job satisfaction as the definition of satisfaction can be different for different people.
Uncomfortable / unbalanced work life, people now a days believe in doing multi- tasking which results in not maintain the work life, now a days employees want convent job a job which they are able to do other work too and also able to maintain the balance between work and life. Employee retention is the process where the organization tries to motivate the employees to stay in the organization, organization tries the level best to retain the employees for a long period of time. Any organization does not have power to stop any of its employees until or unless they have some stratify or a plan to retain the employees in the organization. Different companies have different ways of retaining the employees, but what matter is what is the plan set in the mind of the company to retain the employees. Employees are the most important part for any organization.
The long-term instability of work would cause less accumulation of income and financial difficulty. In addition, it is difficult for workers with less job guarantee to pay for debts. Furthermore, the difficult financial situation would also affect the well-being of casual workers. On the other hand, some unscrupulous companies treat these workers badly. Sometimes they would face unfounded criticism and the income they gain is often disproportionate to their work which leads to bad job performance.
Next, neglect includes reducing work effort, paying less attention to quality and increasing absenteeism and lateness. Therefore, to avoid the consequences of job dissatisfaction, the employer must ensure that their employees are satisfied with their job. There are many factors that can affect job satisfaction such as work schedule flexibility (Carlson, Grzywacz & Kacmar, 2010). Another study done by Yu (2011), show that perceived supervisor support and internal locus of control are positively related to job satisfaction. Besides that, the employees job satisfaction can also be ensured through their quality of work life such as creativity of outside of work, payment for work and better working environment (Md,