Home > Free Essays > Business > Case Study > Job Satisfaction in the Coffee Break Case

Job Satisfaction in the Coffee Break Case Essay

Exclusively available on IvyPanda Available only on IvyPanda
Updated: Apr 25th, 2021

Herzberg’s motivation-hygiene theory was first introduced in his book the Motivation to work, written in collaboration with Mausner and Snyderman in 1959. Through extensive research on job satisfaction and dissatisfaction among employees, Herzberg found that the factors that affect positive and negative attitudes of employees are almost always different (Mantie & Lichty, 2012). Therefore, practices that promote job satisfaction, such as recognition and awards, may not be effective in decreasing dissatisfaction with the company’s policy or supervision. The six primary factors that lead to job dissatisfaction are the company’s policy, supervision, relationship with management, working conditions, salary, and relationship with colleagues. On the other hand, the factors that promote job satisfaction are achievement, recognition, the nature of work itself, sense of responsibility, advancement, and growth (Mantie & Lichty, 2012).

In the Coffee Break case, it is clear that the workers are concerned about their working conditions, supervision, and relationship with colleagues. These are all the factors that cause job dissatisfaction, but will not necessarily lead to satisfaction if eliminated. This explains why the supervisor’s attempt to solve the issue was unsuccessful. Indeed, according to Herzberg’s theory, changes to company’s policy and supervision style will not cause the employees to feel more positive about their jobs. To raise job satisfaction among employees, I would address the factors that lead to higher rates of satisfaction. For instance, introducing awards and recognition for successful work could promote positive attitudes. Moreover, in order to make employees feel better about shorter coffee breaks, it would be useful to stress the importance of their job, thus calling to their sense of responsibility, which is also among the factors affecting employee satisfaction.

There are two management positions that were involved in the Coffee Break case: the supervisor and the director. The degree of the director’s involvement in the daily operations of the organization is unknown, and so is his or her relationship with the colleagues. Judging from the overview of the case, the director has very little interaction with regular employees and relies on the supervisor to communicate the policy changes and other issues to the employees. The supervisor, on the other hand, functions as a medium between the director and the workers and manages the daily operations of the unit. Both persons, however, use legitimate power to govern employees. Legitimate power relies on the position in the organization and not on the leadership quality or interpersonal relations. Such power structure, thus, may be among the reasons for the coffee break issue.

Whereas it is normal for the higher management, such as the director, to rely on legitimate power, the supervisors should have better connections with the group of employees to promote positive attitudes to work and raise the morale. The supervisor in the Coffee Break case used legitimate power in an attempt to solve the issue by setting the ground rules regarding breaks and communicating them to the employees during an official staff meeting. It comes to no surprise that the employees felt unappreciated and their relationship with the supervisor worsened as a result of the change. The use of referent power would be more efficient, as it is based on building authority through interpersonal relationships. Addressing employee concerns on a more personal level and providing opportunities for positive interactions – for instance, by issuing awards or recognition – would have allowed the supervisor to solve the coffee break issue more effectively.

References

Mantie, M. W., & Lichty, R. (2012). Managing the unmanageable: Rules, tools, and insights for managing software, people, and teams. Boston, MA: Addison-Wesley.

This essay on Job Satisfaction in the Coffee Break Case was written and submitted by your fellow student. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly.
Removal Request
If you are the copyright owner of this paper and no longer wish to have your work published on IvyPanda.
Request the removal

Need a custom Essay sample written from scratch by
professional specifically for you?

Writer online avatar
Writer online avatar
Writer online avatar
Writer online avatar
Writer online avatar
Writer online avatar
Writer online avatar
Writer online avatar
Writer online avatar
Writer online avatar
Writer online avatar
Writer online avatar

certified writers online

Cite This paper

Select a referencing style:

Reference

IvyPanda. (2021, April 25). Job Satisfaction in the Coffee Break Case. Retrieved from https://ivypanda.com/essays/job-satisfaction-in-the-coffee-break-case/

Work Cited

"Job Satisfaction in the Coffee Break Case." IvyPanda, 25 Apr. 2021, ivypanda.com/essays/job-satisfaction-in-the-coffee-break-case/.

1. IvyPanda. "Job Satisfaction in the Coffee Break Case." April 25, 2021. https://ivypanda.com/essays/job-satisfaction-in-the-coffee-break-case/.


Bibliography


IvyPanda. "Job Satisfaction in the Coffee Break Case." April 25, 2021. https://ivypanda.com/essays/job-satisfaction-in-the-coffee-break-case/.

References

IvyPanda. 2021. "Job Satisfaction in the Coffee Break Case." April 25, 2021. https://ivypanda.com/essays/job-satisfaction-in-the-coffee-break-case/.

References

IvyPanda. (2021) 'Job Satisfaction in the Coffee Break Case'. 25 April.

More related papers
Psst... Stuck with your
assignment? 😱
Hellen
Online
Psst... Stuck with your assignment? 😱
Do you need an essay to be done?
What type of assignment 📝 do you need?
How many pages (words) do you need? Let's see if we can help you!