Employee Dissatisfaction: First Day on the Job Name Instructor Name of Institution Date First Day on the Job Employee satisfaction is critical for the success of any organization and a high level of employee contentedness relates directly to a low turnover rate (Gregory, 2011)…
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Moreover, limited opportunity for growth leads to dissatisfaction at the workplace. Employees become bored with their work due to lack of motivation to succeed (Gregory, 2011). In addition, he explains that finding the daily job unexciting brings down an individual’s desire to report to work and to work well. When responsibilities prove too demanding and an employee is overwhelmed with work, he/she become dissatisfied and opt to search for another workplace. This paper is based on the case study of Malik during his first day at work. Malik’s first day as a manager at a new place proved to be more challenging than he had anticipated. In addition to the fact that he had to adjust to a new environment and new colleagues, Malik was consulted by an employee who looked frustrated and worn out (Stewart and Brown, 2008). Malik learns that this is a high-potential employee who can turn out to be a great asset for the company. The employee confided to him that she was planning to quit the job although without providing much details or history. The only information she provided to Malik is that she is frustrated and exhausted due to great variations in the amount of work; too much at times and too little in other times. The employee explains to Malik that she does not feel any excitement about her work nor does the job give her challenges to learn new skills to achieve the ultimate goal of owning a personal business (Stewart and Brown, 2008). Although Malik leaves without offering much more details, it is evident that the employee is dissatisfied with her present workplace. This brings up the question of the factors that cause employee dissatisfaction and how this can be addressed. Stress is the major cause of employee dissatisfaction (Gregory, 2011).
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