Defining the Problem of Job Satisfaction - Essay Example

Over some time, they may do the job just for the sake of doing it and not because they love to perform their work. 2. Bad bosses: If the immediate superior does not give the employee enough space to perform his or her job then it may lead to dissatisfaction in performing a job. In most cases, employees may not be given the freedom of empowerment which may affect their job satisfaction adversely. (prweb.com, 2011). 3. Reward: Most organizations fail to recognize the potential of an employee and do not equally reward them thereby leading to dissatisfaction in the job.

Organizations must learn to reward the performance of employees. A mere pat on the back or a word of praise may help an employee to remain loyal to his work. Also, the human resource team must ensure that the employees are duly appraised for their work. This will lead them to job satisfaction which in turn will affect their performance level positively. 4. Providing opportunities to grow: Dissatisfaction to perform a particular job may result from the fact that there are no opportunities for the employee to grow in a current organization.

An employee needs to be promoted as per his or her skills and talents so that he or she can perform better. 5. Type of work: Sometimes the type of job may also be responsible for propelling dissatisfaction with the job. Some employees may try to improve conditions by remaining in the organizations, some may protest, some may neglect the job and in extreme cases, people may quit the job. (Zhou & George, 2001). A person who is dissatisfied with his job may resort to absenteeism. This is one of the most common signs which is displayed when one is not satisfied with the job.

People may also show a careless attitude wherein the person does not take responsibility for their actions while performing a job. There is a lack of dedication and skill in the job performed. In more severe cases, a person may cut himself or herself off from friends and colleagues and stay in alienation in the work environment. The Peter Principle maintains that often persons who have been recognized and have got frequently promoted may be dissatisfied after attaining a certain level in their job.

In this case, the person does not perform with the same aggressiveness and skill as he performed previously. This is due to dissatisfaction with the job. (Potter, 2005). Potential interventions: There are many techniques by which job satisfaction may be restored. First of all, the human resource must see to it that the employee is given respect and rewarded for the kind of performance. This will lead him to take an interest in his work. Secondly, the bosses must treat the subordinates with respect and they must use the tactics of participatory leadership.

If employees are involved in the decision-making process it makes them feel important and the person may be more interested in performing his or her job better. Third, the employees must be given proper compensation and benefits for the work performed.