Consequences of Employee Dissatisfaction
Each employee may be dissatisfied with the work and management system in the organization in one way or another. This has serious consequences that can affect the firm’s performance. First, work rejection may worsen employees’ mood and desire to perform tasks competently. Other negative aftermaths can be a deterioration in the individual’s performance and a desire to step back from the team.
Application of Job Satisfaction Theories
Applying theories of job satisfaction is crucial to improving the situation. Maslow’s theory suggests that recognition and respect are essential to a person; therefore, authorities can introduce reward systems in the form of letters that emphasize the importance of an employee’s performance. From the perspective of Herzberg’s motivator-hygiene theory, it is possible to introduce monetary rewards for successful work (Dhamija et al., 2019). The Job Characteristics Model assumes feedback, which can be expressed in weekly discussions of dissatisfaction with superiors.
Intrinsic and Extrinsic Motivation Factors of Job Satisfaction
According to the dispositional approach, a person should feel separate. Thus, when working in a team, it is necessary to distribute tasks so that each employee feels valued and has a sense of individuality and significance. In this case, the authorities can satisfy the external and internal motivation factors. They positively affect job satisfaction, as employees see their fulfillment and value to the company.
How Goals Help with Job Satisfaction
Setting broad objectives to enhance organizational performance and offering bonus incentives can increase employee satisfaction. Moreover, collaborative planning and adherence to the company’s culture and ethics foster mutual respect and a sense of belonging. This aligns with Human Relations theory, which emphasizes the importance of teamwork and positive interpersonal relationships.
Designing Jobs to Enhance Motivation
In conclusion, joint planning and compliance with the company’s culture and ethics, which emphasize respect for one another and a sense of belonging to a common group, are essential (Dhamija et al., 2019). This is supported by Human Relations theory, which emphasizes the importance of teamwork and good relationships. To achieve this, it is essential to plan work so that employees can work in a team and simultaneously stand out for their merit.
Reference
Dhamija, P., Gupta, S., & Bag, S. (2019). Measuring of job satisfaction: the use of quality of work life factors. Benchmarking: An International Journal, 26(3), 871-892. Web.