Premium Essay

Addressing Job Dissatisfaction and Turnover

In: Business and Management

Submitted By dbabydino
Words 1911
Pages 8
Addressing Job Dissatisfaction and Turnover by May Hall 12/2007 For More Information on This Paper, Please Visit When longstanding employees are faced with business restructuring and internal or operational change, job dissatisfaction and employee turnover can be high. When change initiatives are top-down and focus on directives given to employees, rather than change initiatives developed with employees, job satisfaction can plummet. Existing research suggests, though, that motivating employees after a change initiative has begun, rather than securing employee participation, complicity and motivation to support the period of transition, requires some understanding of the basic factors and common methods used for employee motivation. Evidence suggests that improvement in job satisfaction is directly correlated to improvements in employee performance. Employee satisfaction, though, is a complex issue. A number of different types of human resource management systems have been put into place in an effort to improve employee satisfaction, including shorter workdays, shorter workweeks, and improvements in compensation packages. Some theorists have argued, though, that of all of these efforts, compensation improvements have had the greatest impact on performance outcomes of all of the efforts put in place (Lawler and Worley, 2006). This review of literature assesses the impacts of motivational strategies, especially in the presence of workplace dissatisfaction, to provide support for compensation motivators in a transitioning workplace. Literature Summary
Since the late 1960s, theorists like Gary Becker have attempted to determine the best ways to retain and motivate a workforce population. Becker (1967) defended the use of the concept of human capital, a concept easily applied to the modernizing and…...

Similar Documents

Premium Essay

The Relationship Between Job Satisfaction and Employee Turnover Rate

...The Relationship Between Job Satisfaction and Employee Turnover Rate Introduction Adelphoi Village is a private, non- profit company that provide community based services to children and adolescents in the Pennsylvania, Delaware, Maryland and West Virginia area. Adelphoi Village provides programs and services that strive to guide each youth on a path that will provide meaning, purpose and value in his/her life. Founded in 1971, Adelphoi Village has expanded to serve over 800 youth in 60 different counties. Adelphoi Village conduct several different services which includes, group homes, foster/adoptive services, charter school, multisystemic therapy, education services, diagnostic, in-home services, specialized independent living, secure care, mental health programs and other services that overlap to form a complete continuum of care for children, youth, and families. One of the departments under Adelphoi Village’s umbrella is its Multisystemic Therapy (MST) program. The MST program provides intensive in- home family therapy to youth who are involved with Department of Juvenile Justice or Child Protective Services. The MST therapist strive to empower the parents with the skills and resources needed to become independent in addressing the difficulties that arise in raising adolescents, and to assist the youth in developing life-long coping skills. In the MST program families receive in home therapy 2 to 3 times a week for two hours each session. The therapist carries a...

Words: 2087 - Pages: 9

Premium Essay

Employee Dissatisfaction and Employee Burnout

...Employee dissatisfaction and Employee burnout Introduction Employee satisfaction is important to your company's overall success. The impact of dissatisfied employees can range from high turnover and low productivity to a loss in revenue and poor customer service. While a company's philosophy, mission and values are fundamental to success, human capital is an organization's most valuable asset. Your organization's human capital -- its employees -- must be fully engaged and satisfied to keep your business running. The most reasons for employee dissatisfaction and the solutions to solve the problem: 1-Boss: When you are unhappy at work, with your boss, it can be difficult to be a productive member of the team. Learning to communicate your unhappiness allows you to make changes within the workplace so that you can become more stable in your work environment. Communicating your unhappiness can be a daunting task, but the results often help to improve your working condition. 2-Job Responsibilities:  Job responsibilities emerges as the second reason for the employees dissatisfied at work as other than anything else, employees want to know whether they are producing meaningful work and it is one of the top motivator for employees staying at their current position. The employers should provide their staff with proper job responsibilities that keep them more motivated at work. 3-The Lack of Respect :One of the complaints employees have is that they are not recognized by......

Words: 907 - Pages: 4

Premium Essay

Employee Turnover

...Employee Turnover-a Study of its Causes and Effects to Different Industries Abstract Productivity is very important issue for an industry or organization. There are several factors on which productivity of an organization mostly depends upon. Employee’s turnover is one of them which is considered to be one of the challenging issues in business nowadays. The impact of turnover has received considerable attention by senior management, human resources professionals and industrial psychologists. It has proven to be one of the most costly and seemingly intractable human resource challenges confronting by several organizations globally. The purpose of this research is therefore, to find out the actual reasons behind turnover and its damaging affects on the productivity of different industries in Bangladesh. The authors of this paper were visited and studied several local industries both from government and non-government sectors in Bangladesh and observed the suffering for turnover problems. The objective of these case studies were to find out the actual reasons of turnover, its negative effects and possible recommendations that could be helpful to the local industries for their productivity and market share. Keywords: Turnover, Job satisfaction, Industrial regulation, Productivity. working environment in job place. To provide these things to the employees in an economic way is very difficult and cumbersome. But it is also crucial for any organization to retain its talented......

Words: 3182 - Pages: 13

Premium Essay

Employee Turnover and Motivation

...Background Hiring employees is only the first step to creating a strong work force. Next, you have to keep them. Employee turnover costs businesses owners both in time and productivity, and the impact is especially large at a small firm because of the relative connection to its size. But how can a small firm offer the right motivational factors to ensure that the staff remains within the organization? How can they compete with motivational employee benefits of larger corporations? This paper looks at one case company, a small accountancy firm located in Sweden that offers a wide range of financial services, mainly within four main categories: economic consultations, tax-returns, bookkeeping and auditing. The firm currently has 13 employees of different educational background, divided into two sections; bookkeeping and auditing. The firm has one manager who is also the sole owner of the company. This person is an authorized accountant who will remain anonymous in this paper but referred to as “Laura” in the remaining of this paper. The firm is currently expanding but is experiencing difficulties in motivating well-educated employees to stay long term. During the past year, two employees have quit their jobs and one of the replacers is currently on sick leave due to burnout. The concern is that if the firm does not improve its employee retention, they will spend an excessive amount of time trying to recruit and train new people, so retention of the current employees is......

Words: 7668 - Pages: 31

Premium Essay

Iemployee Turnover

...I. Overview: After a company-wide diagnosis led by a team of our consultants from JD consulting, we have identified the main issues Lima Tire Plant is currently facing: high turnover rate along with serious morale issues with the line-foreman segment. Almost 50% of the foreman positions had turned over in 2007, which significantly escalated the recruiting cost and inevitably led to lost productivity during the transition period. The survey collected from line foremen indicated their dissatisfaction with their jobs and the low morale issues have been affecting the entire plant based on our interview results with management and hourly workers. II. Analysis: The root causes that account for current high turnover/low morale issue lie in several areas: A. Tremendous Responsibilities yet no authority: Foremen at Lima plant are held solely responsible for meeting performance goals. This leads them to work under extremely high pressure to ensure no technical/human issues would stop production. Their crude management style driven by the need to meet production targets has created tension between them and the hourly workers. Apart from this, they are also tasked to manage various union and administrative procedures. While having all these responsibilities, they are not involved in any disciplinary decisions. As one of the interviewed foreman pointed out, “We just don’t have any authority anymore and yet still have all the responsibility. No one listens to us as foreman, no one...

Words: 515 - Pages: 3

Premium Essay

Case Study Unit 5: the Treadway Tire Company: Job Dissatisfaction and High Turnover at the Lima Tire Plant Job dissatisfaction and high turnover at the Lima tire plant Strategic Human Resources Management April 20, 2014 Case Study Unit 5: The Treadway tire company: Job dissatisfaction and high turnover at the Lima tire plant Case Study Unit 5: Prepare a case analysis on the topic of Traditional versus Strategic HRM and Its Effectiveness for Organizational Success. Case Analysis Criteria: Your Case Analysis should consist of: * A brief analysis of the situation and pending-decision problem, as presented in the case, and as relevant to your answer. This should be exceptionally brief and you should assume the person reading the Assignment is familiar with the details of the case. * Identification of the major issues surrounding the organization or individuals involved with the organization. * Identification of alternate courses of action to address the issues identified. * The decision or recommendation for action, with the appropriate supporting arguments. * The Case Question is designed to guide the direction of your analysis in the case. Your analysis should address and ultimately answer the question. Analysis: The tire plant in Lima is going through some rough time as its profits and margins are declining due because of the rising cost of raw materials and also due to intense global competition. Not much can be done with the increasing cost of raw materials but to reduce the overall company’s cost, Lima is using employee’s turnover......

Words: 1256 - Pages: 6

Premium Essay

Employee Turnover

...Relationship between Working Satisfaction and Employee Turnover Chen, Ying-Chang, Department of Hotel and Restaurant Management Ching Kuo Institute of Management and Health, Taiwan Wang ,Wen Cheng, Department of Business Management, Hwa Hsia Institute of Technology, Taiwan Chu, Ying Chien, Department of Tourism and Leisure, National Penghu University, Taiwan ABSTRACT In this paper, researchers evaluate a model of working satisfaction in employee turnover, survey data were collected from 100 hotel employees in XinHua hotel. The article proposes human resource management features based on the analysis of the reasons for the brain drain in the hotel, policies accordingly. There were several main findings from our empirical analyses. (1) Providing career advancement opportunities is critical for retention. (2) A mentoring program can help decrease the employee turnover of the small- and- medium –sized hotels. (3) High-quality communicating is valuable for hotel policy. (4) Pay and welfare also indicate significant position in Human Resource Management in the hospitality industry. The investigation of working satisfaction reflects the status of human resource in the hotels, through this, positive reactions can be made, and encouragement system can be adjusted, so that employees get more satisfaction, employee turnover is reduced and performance can be improved. Keywords: working satisfaction, hotel policy, employee turnover, XinHua hotel INTRODUCTION In face of an more and......

Words: 5374 - Pages: 22

Free Essay

My Job

...Improving Organizational Performance at AirDevils Linking job satisfaction and organization productivity directly to an employee’s psychological state within the workplace is possible using theory of motivation. Rectifying psychological causes such as dissatisfaction motivate employees to perform tasks well, thus leading to productive behavior. Rectifying psychological factors can remove workplace stressors and relieve issues employees face in the workplace. AirDevils is a company full of dissatisfied and stressed employees. Although they may seem linked, the cause for dissatisfaction is not the cause for stress or vice versa as two specific groups make up the company. The performers make up one group and the supporting crewmembers make up the other. Dissatisfied performers create a downward spiral in productivity, and stressed crewmembers are unavailable or missing from work. The job characteristics theory of motivation is applicable to both groups to create improved job satisfaction and organizational productive by lowering stress. Improving the performers behavior by incorporating new stunts in routines can create a better aerial performance. In turn, AirDevils may begin to win awards in competition with the new routine, leading to improved job satisfaction. Some crewmembers are also aspiring performers, but too many are not able to keep pace because of injury and job stress. To reduce dissatisfaction and stressors, AirDevils must alleviate problems between performers......

Words: 1208 - Pages: 5

Premium Essay

Explain and Discuss How the Evln Model Helps an Organisation to Understand an Employee's Response to Job Dissatisfaction?

...understand an employee's response to job dissatisfaction? Introduction The book of American economist Albert O. Hirschman "Exit, voice and loyalty" which was released in 1970 is a classic attempt to understand human behavior, faced with a deteriorating quality of services they consume, whether it is goods that they buy, the company in which they work or the policy of the state in which they live. The universal model built by Hirschman is a vivid example of an idea whose significance goes far beyond the scope of the author and whose influence continues to be felt for decades in the works of scientists of various fields of science. EVLN model Today, many companies are showing great attention to job dissatisfaction, because it primarily affects the human behavior. The useful and unique template that helps to understand the job dissatisfaction is the exit-voice-loyalty-neglect (EVLN) model. As suggests in the title of the model, it consists of four ways the worker can respond to dissatisfaction. As has been well documented elsewhere, the elements of job satisfaction include pay, feelings regarding supervision, and co-worker relations (Hulin & Smith, 1965). Low job satisfaction has been shown to be linked with strong tendencies toward exit behaviors such as transferring, quitting, and intending to quit and has also been linked with tendencies toward neglectful behaviors such as increased error rate, lateness, and absence. High job satisfaction appears to......

Words: 1846 - Pages: 8

Premium Essay

Turnover: the Good, the Bad, and the Ugly

...Turnover: the good, the bad, and the ugly Turnover trends are telling. Whether your organization has low voluntary turnover, high voluntary turnover, low involuntary turnover, high involuntary turnover, or some combination of the above that varies by department and according to the time of the year, turnover statistics tell a story about your company processes, procedures, leadership, and culture. The purpose of this paper is to explore why turnover matters and what it really means to manage turnover. Hint: It’s way more than a numbers game. This paper will also present tips and solutions to maintaining or creating the happy ending to your “turnover story.” Turnover Myths Let’s first address some common turnover myths that when taken at face value can impede organizational growth while contributing to employee disengagement and dissatisfaction. Myth: Measuring Turnover Isn’t That Important This myth gains traction from the truism that employees come and employees go, but life continues on. Since “no one is irreplaceable,” fretting about turnover is a waste of time. Besides, who needs fancy metrics? When there’s a problem it’ll be obvious, right? Reality What’s perceived as obvious may not be actual. Our perception is often clouded by our biases and preconceptions, as well as what we observe in the world immediately around us. Perception is important, but hard data is important, too. And while no one is irreplaceable, employees are not......

Words: 3189 - Pages: 13

Premium Essay

Job Specialisation and the Job Characteristic Model

...Essay 2b Topic - Job Specialisation uses standardised work procedures to have workers perform repetitive; precisely defined and simplified tasks. Explain why companies use this approach to job design. Using the Job Characteristics model, describe how specialised jobs can be modified to eliminate the boredom and low job satisfaction associated with them. (Chapter 9) According to the management text book Williams & McWilliams, 2010, job specialisation reflects the degree to which tasks get broken down and divided into smaller tasks. Benefits include worker proficiency, decreased time between task transfer and the ability to develop specialized equipment for a specific function. So why do organisations employ such a technique? It’s because they want to leverage these advantages and indeed some of the world’s biggest organisations employ their staff in such a way because it help workers become experts in their assigned job responsibilities. For example, Subway fast food restaurant have a systematic way to prepare food for customers by dividing into few segments that have workers in charge of it so that it is efficient and productive. Production cost can also be cut down by using job specialisation. Low wages and salaries are paid to employees due to the simple and easy nature of the work and employees can replaced easily too. The companies do not need to hire professionals who are higher experienced and educated so that they can maximise their profit. Job design is......

Words: 2569 - Pages: 11

Premium Essay

Measuring Impact of Career Stagnation on Job Satisfaction and Turnover Intention.

...Group A5- Psycho Engineers a.)Topic of the project: Measuring whether perceived career stagnation in early career may have impact on factors such as employee motivation, job satisfaction and turnover intention. b.)Scope of the project: In this project we plan to analyse whether professionals in the early stages of the career (work-experience less than 5 years) feel early career stagnation and how it impacts factors like their job motivation, turnover intention, etc. The group also identified following parameters which were possibly affected due to career stagnation: a. Motivation b. Job satisfaction c. Turnover Intention Some mediator factors identified by us which can affect the relationship between career stagnation and identified parameters are: 1. Gender 2. Educational Background 3. Age In the common pyramid-shaped organisations majority of the individuals face a point where hierarchical advancements seem unlikely. In such a situation we say that the employee has hit a career plateau or that his career has stagnated. In some situations although the employee has hit a plateau he/she still continues to do his/her job efficiently with no decrease in output. However , for some employees the career plateau may adversely impact job satisfaction, motivation, willingness to stay in the organisation ,etc. It is the latter case also known as the “deadwoods” who need extra attention from the management and our study focuses on analysing the effects of career......

Words: 3085 - Pages: 13

Premium Essay

Walgreens Turnover

...A Case Study of the Employee Turnover Problem in Walgreens Co. Jason Nguyen GM 591 Leadership and Organizational Behavior Professor Horst August 19, 2011 Introduction Walgreens Pharmacy is a drugstore chain that operates in the United States. This Company provides its customer with multichannel access to consumer goods and services, and pharmacy, health and wellness services in communities across America. Walgreens has become a fortune five hundred company and a popular landing spot for new college gradates. Instead of becoming a permanent home for new employees, it has become a stepping-stone for better job opportunities. This study provides literature reviews, problem analysis, and solution recommendations for the employee turnover tendency problem facing Walgreens Pharmacy. Walgreen offers its products and services through drugstores, as well as through mail, by telephone, and via the Internet. It sells prescription and non-prescription drugs, as well as general merchandise, including household products, convenience foods, personal care, beauty care, candy, photofinishing and seasonal items. Its pharmacy services include retail, specialty, infusion, medical facility, long-term care and mail service, along with pharmacy benefit solutions and respiratory services. Walgreens corporate, located in Deerfield Illinois, is in charge of overlooking all of the operation within the organization. My role in the organization is a Business Analysis. I......

Words: 3794 - Pages: 16

Premium Essay

Research Critique, Part 1: Hospital Nurse Staffing and Patient Mortality, Nurse Burnout, and Job Dissatisfaction

...Research Critique, Part 1: Hospital Nurse Staffing and Patient Mortality, Nurse Burnout, and Job Dissatisfaction Grand Canyon University: NRS-433V 06-04-2016 PROBLEM STATEMENT: The broad research problem leading to this study is the belief that nursing shortage in facilities leads to patient safety issues. The review of available literature on this topic shows strong evidence that lower nurse staffing levels in hospitals are associated with worse patient outcomes. Some of these outcomes include very high patient to nurse ratio, fatigue for nurses leading to costly medical mistakes, social environment, nursing staff attrition from the most affected facilities. The study specifically attempts to find a way to understand how nurse staffing levels has an impact on patient outcomes and nurse retention in hospital practice. Purpose d Research Questions: With one of the most critical steps being the determination of the problem that will be studied in the research process. (Nieswiadomy, 2008, p.45). Linda H. Aiken et al states the research question as 1. Determine the association between patient-to-nurse ratio and patient mortality 2. Determine the association between patient-to-nurse ratio and failure-to-rescue (deaths following complications) among surgical patients 3. Determine the association between patient-to-nurse ratio and nurse retention/attrition. 4. Determine the association between patient-to-nurse and the facts that contributed to the......

Words: 804 - Pages: 4

Premium Essay

The Treadway Tire Company: Job Dissatisfaction and High Turnover at the Lima Tire Plant

...Case Analysis The Treadway Tire Company: Job Dissatisfaction and High Turnover at the Lima Tire Plan April 10, 2012 Summary The case study is talk about job dissatisfaction and high turnover rate at the Lima Tire Plant, which is one of the 8 manufacturing units operated by the Treadway Tire Company. In 2007, more than half of the foremen at the Lima facility had turn over. The turnover rate is the highest one over the past 10 years at Treadway, and also the high foremen turnover rate is the major concern for Ashley Walls who is the Director of Human Resources in the Lima Plant. Her major objectives are cost cutting, increase productivity, and reducing turnover. The next I will directly show some problems which the Lima Tire Plant had from the case. And then I give the corresponding suggestions and solutions for them, Main Problems From the case we could know the exact job dissatisfaction and high turnover situation at Lima Tire Plant. In order to logical analyze these I would discuss from the individual (foremen) to the integration (company). The foremen: First of all, I think the daily production evaluations of the Lima Tire Plant were too strict. Some of the variations in the production quantity and quality were not under the foreman’s control, specifically as it relates to machines breaking down. But the executive leaders just focus on daily production. Such as the plant manager......

Words: 1042 - Pages: 5

Australian Sterling Silver Zygmunt Libucha Goanna Lizard Paper Knife | The Princess and the Matchmaker | Watch show