Employee Dissatisfaction: Causes, Consequences and Recommendations

Running head: REPORT 0
Employee dissatisfaction

REPORT 1
Table of Contents
Introduction:....................................................................................................................................1
Literature review:.............................................................................................................................1
Causes of employees dissatisfaction:...............................................................................................2
Possible consequences:....................................................................................................................4
Recommendations:..........................................................................................................................5
Conclusion:......................................................................................................................................7
References:......................................................................................................................................7
Introduction:
Employees are the very important part of the organisation. It has been analysed that satisfying
the employees at the workplace is very essential for the organisational success. This report
focuses on the causes that lead to employee’s dissatisfaction at the organisation and its negative
impact that may cause damage to the organisational success if the dissatisfaction level of the
employees remains the same (Parvin and Kabir, 2011). The organisation that has been selected to
understand the concepts is “The Home makers” (fictitious company). It is the company that deals
with production of plastic lunch boxes and other kinds of boxes that are sued at home for
keeping the stuffs. The report also focuses on some of the various recommendations that can be
used by the company to improve the satisfaction level of the employees.
Literature review:
The outstanding performance of the employees at the organisation is the reflection of their
satisfaction level from their job. Job satisfaction varies from person to person and job to job. In
contrast to this, there are factors that affect the satisfaction level of the employees in negative
way and thus develop job dissatisfaction amongst the employees. Job dissatisfaction matters and
it matters to each and every stakeholders of the organisation such as managers, customers,
employees etc. there can be many cause for job dissatisfaction or employee dissatisfaction
(Alshmemri, Shahwan-Akl and Maude, 2017). One of the most important they that can be related
with this concept is Herzberg two factor theory. This is the theory of motivation and motivation
is one of the biggest factors that affect the satisfaction level of the employees. As per this theory,

REPORT 2
there are set of factors that lead to satisfaction of the employees and set o other factors that
results in preventing satisfaction (Gill, Flaschner, Shah and Bhutani, 2010). As per him, the
opposite of satisfaction is not dissatisfaction but it is “no satisfaction” the first set of factors is
known as motivators. These factors develop motivation and satisfaction amongst the employees.
Motivators involve the presence of recognition policies, promotion of the employees, incentives,
rewards etc. The presence of these factors motivates and inspires the employees to work and
their satisfaction level increases. As far as the other set of factors is considered, it is called as
hygiene factors. These are the factors whose existence at the workplace is essential (Adeniji,
2011). Their absence can develop the sense of dissatisfaction but their presence may not lead to
motivation but their absence can create dissatisfaction. Some of the factors are pay, workplace
environment, etc.
Various authors suggest that employee dissatisfaction can be analysed from the behaviour of the
employees in the organisation. The employees who are dissatisfied with the company and its
processes reflect their dissatisfaction in their performance and their engagement in the
organisation (Aziri, 2011). The dissatisfied employees become passive towards the organisation
and do not take any initiatives voluntarily for the benefit of the company. They did not have the
sense of belongingness amongst them and thus always seems unhappy and depressed.
It has been analysed that there are many cause that can results in development of dissatisfaction
amongst the employees and these factors may be workplace environment, bad behaviour of the
employees of colleagues, strict behaviour of the managers, partiality and inequality etc. these
factors develop the dissatisfaction in the employees also affects their performance as a whole.
It has been realised that in order to make the things effective in the organisation, it is required to
concentrate on keeping the high performers in the company and getting rid of the low performers
in the company. For analysing who is the performer and who is low performer, it is required by
the company to provide and equal and fair environment to all for work and thus, the company
needs to take the decision that how it can retain the high performers.