Lack of Job Satisfaction And The Appropriate Organizational Development Strategy

Introduction

Organizations are frequently challenged with issues that affect their general performance, most of which root from the employees. Joan and Jane Pharmaceutical Company is an example of an organization that is challenged by similar issues which need to be addressed for the organization to develop. For many years, this company has been among the top performers in its industry. Unfortunately, after management changed six years ago, the performance has been on the decline. This has led to many stakeholders questioning the efficiency and effectiveness of the company. Quite a number of employees have handed in their resignation letters, stating that they are going in search of greener pastures. Many others have simply left their positions without warning immediately after they receive their payment. The workplace atmosphere is also surprising, as employees seem to set themselves aside from the management team. There is no good relationship between the two teams. Lastly, employees frequently find a reason to get day offs, thus most miss a lot of working days.

Problem Identification

Considering the state of the company, it is clear that the main issue facing it is lack of job satisfaction. Employee job satisfaction is described as the measure of whether employees are happy with their job and working environment. Ensuring that employees have a high morale is a proven factor that will have tremendous effects to any company. This is especially true because happy workers are more likely to result in a higher productivity, take only the necessary day offs, and even remain loyal to the company. Joan and Jane pharmaceutical Company reports indicate that the rate of absenteeism has increased over the past six years from 1.5% to 7% per month. This high increase has raised concern as it means that a lot of time that could have been used for productivity has been wasted. Thus, it is not good for the company. Similarly, the number of employee turnover has also increased by 20%, with the company having a lot of vacant positions. Lastly, when compared to what was previously the case, the present relationship between employees and the management team is not conducive for high productivity. In the past, employees used to interact freely with the management, thus they learnt a lot in the process. They shared their concerns and areas they thought needed changes. The present state does not allow for such an interaction. Therefore, the main problem affecting this company is job satisfaction of employees.

Literature Review

Stordeur et al. (2001) carried out a research on leadership, job satisfaction and the level of commitment of nurses in Europe. The findings of the study indicated that there was a positive relationship between leadership quality and affective commitment and between job satisfactions. This is because in organizations whereby the right leadership type was implemented, the employees were motivated effectively to perform their tasks as required, thus ensuring commitment to the organization. When the wrong form of leadership is applied, as was the case in some of the sampled organizations, the result was a poor relationship between the leader and employees. Thus, it was difficult to guarantee employee commitment as it was difficult for them to communicate any concerns to their leader.

Murrells et al (2008) conducted a study to assess job satisfaction trends during nurses’ early careers. This was all in an attempt to identify whether job satisfaction changes over a period of time. The results indicated that most employees are more likely to be satisfied with their jobs when they qualify compared to when they have gained more experience in the field. This is because there are many factors influencing job satisfaction, such as the salary, job description and many more. The salary that will be suitable for a newly graduated employee will not be as satisfying for another employee who has worked for years on the same job.

Another study conducted by Williams (2003) considered job stress, job satisfaction, and intent to leave employment among nurses working under maternal-child health. 30 nurses were sampled, of which 74% linked job stress with their intent of leaving employment due to job dissatisfaction.  This study shows that when employees leave their jobs, the main reason is usually because they no longer find it satisfying. This satisfaction is influenced by factors such as job stress that make it difficult for employees to be comfortable at their place of work. Hegney et al (2001) conducted a study on the extrinsic and intrinsic work values, analyzing their impact on job satisfaction in nursing. The results show that intrinsic and extrinsic work values indeed do have an impact upon job satisfaction.

Keith (2005) assessed the job satisfaction of nurses who work in private psychiatric hospitals. The survey conducted showed that the hospitals had high levels of pride for having a big number of registered nurses, but the nurses themselves were not satisfied with their jobs. This difference shows that there are other reasons behind the feelings of dissatisfaction, probably because they do not feel appreciated in the hospital where they work in. It could also be because of other factors that affect motivation.

Coomber and Barriball (2006) examined how job satisfaction can impact intent to leave and turnover for the nurses working in hospitals in the UK. The findings of this research pointed out that stress and issues with leadership are the main causes of job dissatisfaction among employees. This is because job stress makes employees to think of other alternatives that will be comfortable for them to work at peak. Similarly, leadership issues often affect the happiness of employees as they depend on them to ensure essential changes are made so they can feel appreciated and needed in the organization. Other factors that also played a role included the level of education an employee achieved and the level of pay offered. If an employee has attained a higher level of education, being paid a similar amount to that of another employee who hass just graduated will make one feel underpaid. This is because of the skills and experience gained while furthering their education.

Molinari and Monserud (2008) assessed the state of the rural nurse job satisfaction in the Northwestern part of the United States. The findings of the study showed that majority of nurses highly appreciated interactions with other hospital staff, as this made the level of job satisfaction to be high. This means that employees also appreciate support, encouragement, help, cheer and many other positive factors. These were some of the reasons which made employees to feel satisfied with their jobs as the working environment was good, and it promoted positive relationships amongst employees from different ranks.

The study conducted by AL-Hussami (2008) on the job satisfaction of nurses revealed a close relationship between job satisfaction and organizational commitment, support, level of education and transformational leadership. All these factors, when taken into consideration by an organization will lead to increased levels of job satisfaction among employees. The organization needs to be designed in such a way that employees feel like they can develop their skills and acquire new knowledge even as they work. They need to be able to relate and learn from their leaders as well.

Konstantinos and Christina (2008) researched on factors that trigger stress and job satisfaction in nurses who work in a psychiatric unit. Various factors were identified as possible triggers, but leadership and collaborations with other professionals proved particularly important. Basically, psychological stress and leadership quality were the main influences of job satisfaction. This is proof that the state of a job can be satisfying if employees are offered the support and understanding that they need.

Needs Assessments and Diagnosis

Data Collection

This section will feature the collection of data from other survey sources before analyzing them. Since the topic of job satisfaction is wide, and covers a wide range of subtopics, it is essential to consider surveys that touch on some of the dimensions of the issue. Factors such as amount of work that an employee should be assigned, job stress, job insecurity, and work family life relationships are all essential. To ensure reliable results are achieved, all surveys will be obtained from one region; Hungary. The table below features the characteristics of the surveys used.

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