Causes of Job Dissatisfaction
Job dissatisfaction is a widespread phenomenon as many studies have shown. My organization is not exception, though; some employees are indeed dissatisfied with their jobs because of a number of reasons.
Major causes of Job Dissatisfaction
Underpayment. The main reason people work is because they want to make an income and when what they are being paid is little, individuals not put their best energy to their work and will always feel dissatisfied with their work. Such individuals will be spending their time applying for jobs in other institutions.
Limited career growth is another reason employees get dissatisfied with their jobs. In the current world, every employee wants to start somewhere and with time he or she expects to be promoted to a senior level in line with experience gained. When this does not happen, the employees will feel that they are not being taken care of properly and they will be demotivated to work hard on their jobs (Herzberg et al., 19930 )
Misemployment is another crucial factor that causes employees dissatisfaction. In the current tough economic times, people will take jobs they do not have interest just to earn a living. Such employees often complain of their jobs and are dissatisfied because they doing what they did not want at all, only forced by circumstances (Herzberg et al., 19930)
Poor management is a major cause of employee dissatisfaction because while management is necessary, micromanaging and pushing employees around will make them feel inferior and untrustworthy. As a result they will start developing negative feelings about their jobs
To deal with employee dissatisfaction and improving organization turnover requires deliberate efforts to motivate and make employees feel important. The first way is to improve on payment packages because when employees feel they are being paid well for their work, they work even harder and turnover will of course increase. Taking care of employees needs such career growth is also necessary to improve satisfaction and turnover. Lastly is about applying the appropriate management approaches which does not make employees feel inferior (DENISI, 2017).
DENISI, A. N. G. E. L. O. (2017). HR PRINTED ACCESS CARD). Place of publication not identified: CENGAGE LEARNING CUSTOM P.
Herzberg, F., Mausner, B., Snyderman, B. B., & Herzberg, F. (1993). The motivation to work. New Brunswick [N.J.: Transaction Publishers.