Employee Dissatisfaction with Work-Life Balance in the UK

This report discusses the issue of employee dissatisfaction with work-life balance in the UK. It covers the nature and impact of the problem, causes and effects, and a PESTEL analysis of the macro environment. Alternative solutions are also presented. The report includes case studies and references to relevant literature.

EMPLOYEES ARE MORE
DISSATISFIED WITH
THEIR JOBS AND
WORKLIFE BALANCE IN
THE UK THAN IN MOST
OTHER EUROPEAN
COUNTRIES OUT OF 20

EUROPEAN COUNTRIES
RES
Table of Contents

INTRODUCTION.................................................................................................................................3
Task.......................................................................................................................................................3
Nature and impact of complex problem.............................................................................................3
Cause and effect analysis of complex problem..................................................................................4
PESTEL Analysis..............................................................................................................................5
Alternative solutions..........................................................................................................................7
CONCLUSION.....................................................................................................................................7
REFERENCES......................................................................................................................................8

INTRODUCTION
Work life balance is a concept that demonstrate a fact that keeping up a balance
between the professional life and personal life of the employees work at an organisation. This
report will discuss about the work life issues of the employees in United Kingdom. Case
study conducted about the job satisfaction in United Kingdom and other respective countries
will be discussed as a part of this project. Henceforth, report will emphasis over the
discussion about the nature and impact of the complex problem in the overall performance of
the business entity. Cause effect analysis over the complex problems will also done under this
project. Furthermore, PESTEL Analysis will be done to assess about the macro environment
of the business sector. All aspects about discussion in respect to the work place issues that
could cause to employee dissatisfaction would be addressed as a part of this project.
Task
Nature and impact of complex problem
Employee dissatisfaction is among the core issue corporate sector is facing in the
present time. The majority of companies in United Kingdom are facing the issue of high
employee turnover that can clearly depicted the fact that employees are highly dissatisfied
with the job they are dong and the work place. The case study clearly depicted certain reasons
behind the dissatisfaction of the employees in the companies to be associated with the high
level of employee dissatisfaction at a work place. The high level of employee dissatisfaction
is considered as a complex problem for the business entity. This could cause an effect like
high employment rate, lower growth rate, employee retention issues and such like issues. The
complex problem like employee dissatisfaction at a work place is very significantly affecting
the business performance in the competitive world. The employee dissatisfaction also become
a reason of organisation addressing low level of productivity against the business operations
channelizes (Alias and et.al., 2018). This is essential for the business to keep the workforce
satisfied so that best level of productivity and growth could be entertained by the business
ventures. The employee dissatisfaction becomes a crucial issue as this could also lead the
human resources to go against the companies and business owners. This issue could lead to
stop of company operations and many such issues that could lead the business venture to face
issues like less productivity and the operational effectiveness as a business venture.

When the employee in any organisation find themselves dissatisfied this could make
employee feel not interested in delivering the respective business operations. This is
important for the businesses to keep on engage the work force of the organisation. If the
employee find they interested in delivering respective functions with full interest this could
guide the work force to achieve the best level of work efficiency. In a situation where
employees find themselves disinterested due to any possible reaspn this would certainly
reduce the productivity and efficiency of the operations perform by the business entity.
Cause and effect analysis of complex problem
The dissatisfied employees of company become one of the key reason behind the
overall success of the business entity. The complex problem like dissatisfaction of the human
resource is certainly demonstrated the cause impact like salary issues. Majority of the
employees in United Kingdom are suffering from the lesser salary and such benefits that
could imposed the dissatisfaction in the employees of company. This is a significant aspect
that needed to consider in against delivering the business operations. The lesser salary of the
employees could lead to high level of employee dissatisfaction. Another cause of this issue is
such that negative work culture of the organisation (Kumar and Mathimaran, 2017). This is
also a key cause behind the high level of employee dissatisfaction against the employment
opportunity. This can be the possible reason behind the high level of employee
dissatisfaction. Negative work culture become a one of the major reason behind the
dissatisfaction human resources experiences at a work place. This is a huge problem or
challenge employee’s face. This becomes necessary and significant for the human resources
to experience the best level of work culture that can devote the best level of working
condition to the human resources.
Another cause of this is like long working hours. This is possible one of the major
reason behind the high level of employee dissatisfaction in United Kingdom. The role of the
human resources is significant in the organisation but this takes it equally more challenging
for the human resources to manage the log working hours. Many employees are suffering
with the issue of large or long working condition. This make human resource more
dissatisfied against the employment opportunity get (Low and McCraty, 2018). Along with
this employees in United Kingdom are facing the issue of getting inappropriate salaries that
could also lead to an effect of high level of employee dissatisfaction against the employment
opportunity get. All these are the possible reason why the human resources at a work place
feel like high level of dissatisfaction.

The effect of the employee dissatisfaction is such that employees do not feel like
constraining the job opportunity for longer duration. This could certainly affect over the
growth and development possibility of the organisations and industry in United Kingdom.
This can certainly become one of the key barriers behind the overall growth and development
possibility of the organizations in United Kingdom (Mahipalan, 2018). The effect of all the
causes that could lead to employee dissatisfaction is such tat economic downfall can also be
seen in the country. The human resources become the sole reason behind the overall success
of any industry and company. Along with the success of the companies human resources are
certainly influenced the overall growth and development possibilities of the economy as
whole. This make it more significant for the economies to understand the overall growth and
development possibilities in such manner that the company gain the high level of satisfaction
against the employment opportunity get by the human resources.
PESTEL Analysis
Macro economic aspect are a very crucial and significant areas that certainly influence
the business operations of the undertaking. The macro economic analysis comprises with the
models like PESTEL Analysis that is a sum of different external factors of business
environment such as political, economic, social, technological, environment and legal factors
that certainly influence the overall growth and development of the economy in country.
Political factor
Political factor is all about the policies of the government and the political situation of
the country. United Kingdom hold a very stable political situation that could certainly
influence and the boost of the overall growth of the country economy. In United Kingdom
government is very interested to enhance the rights and satisfaction evel of human resources
work at differ organisations and industries (Mardanov and Cherry, 2018). The approach of
the government could lead the government to impose many legislations and development the
structure that can ensure the minimum wage payment like facilities so that employees work in
industries and companies do not feel dissatisfied with the salary they are receiving against the
total efforts they put or the employment opportunity they get. This is an important political
direction that United Kingdom hold. Also the government position and situation is very stable
in nature that can also lead to the best level of growth and development possibilities to the
United Kingdom.
Economic factor

The economy of the United Kingdom is also very progressive in nature. This is a part
of the United Kingdom that its economic situation is well stable in nature that can favour the
government to entertain the right economic situation. The growth rate of the country gross
domestic product is approximately 2% that is very progressive in compare to the other
developed countries (Pass, 2017). Along with this inflation in the economy is also under well
controlled that could also allow the government top enhances the buying power or capacity of
potential customers in the market or the people based in United Kingdom. The economic
factor is very progressive in nature for the United Kingdom to provide the best level of
situation and economic environment to the people based in United Kingdom.
Social factor
The society in united Kingdoms very progressive in mindset, The employment related
satisfaction is very crucial in the United kingdom. This become essential and part of the
priority of the people based in United Kingdom to give emphasis over the employment
satisfaction when it comes to taking out some kind of employment opportunity at a United
Kingdom (Soomro, Breitenecker and Shah, 2018). The social factor of United Kingdom is
very progressive in nature that could certainly allow the government to drive a positive
culture and environment in United Kingdom to channelizes a right sense of culture and
environment in term of employment satisfaction. People prefer such jobs that can bring peace
and the high level of satisfaction interim of career growth opportunities and the salaries. All
this become a key reason behind the employee dissatisfaction human resources faces at a
United Kingdom.
Technological factor
This is another core factor of business environment. The professionals in United
Kingdom are very keen to utilise different technologies and the technical equipment to
entertain the best level of employment growth oriented opportunities. Also the professional In
United Kingdom carries the interest also to approach the technical areas of the United
Kingdom. All this become a reason of enhancing the expectations of the employees in United
Kingdom with the salary (Stone and et.al., 2019). The recent time could become very
progressive and in term of technical level advancement could be seen. All this become a
major reason why the employee in the United Kingdom feel like dissatisfied with the job. The
high expectations of the human resources become a key reason why this kind of feeling could
merge rapidly in United Kingdom.

Environment factor
Environment factor also become a massive area that could influence the employee
situation area at the United Kingdom. This is significant for the people in United Kingdom to
give emphasis over the environment related values (Wainwright, 2019). This could also
become a reason why the human resources in United Kingdom stared feeling dissatisfied with
the employment opportunities and the jobs. All such jobs that could suffer the environment
related areas could cause to high level of employee dissatisfaction from the employment
opportunity.
Legal factor
Government in United Kingdom has implemented different laws like minimum wage
payment act, average working hours, leave with pay and many such laws that could allow the
employees to gain equal rights against the employment opportunities entertained at any of the
organisation in United Kingdom. All this could support the employees and professionals to
take a step against right violations in the work place.
The above stated factors are the core areas of the business environment that could
influence the employee satisfactions and the expectations of the human resources in United
Kingdom.
Alternative solutions
Companies in United Kingdom could follow the policy where the salaries would also
include the incentives against the performance of the human resources. Along with this
companies should adopt the constant level of employee development practice (Sunarsih,
2017). This would allow the human resources to gain new knowledge and the skill that would
make the employment opportunity more interesting in favour of the human resources. Along
with enhancing the hierarchy would possible allow the human resources to grow internally at
the organisation.
CONCLUSION
Employee dissatisfaction is a reason of the low salary, long working hours, ineffective
working condition, low incentives and other such causes. In against to deal with all the issue
this is important that companies provide effective salary, working condition and all such
practices

REFERENCES
Books and Journals
Alias, N. E. and et.al., 2018. Factors influencing turnover intention in a Malaysian
manufacturing company. KnE Social Sciences, pp.771-787.
Kumar, A. A. and Mathimaran, K. B., 2017. Employee Retention Strategies –An Empirical
Research. Global Journal of Management and Business Research.
Low, A. and McCraty, R., 2018. Heart rate variability: New perspectives on assessment of
stress and health risk at the workplace. Heart and Mind. 2(1). p.16.
Mahipalan, M., 2018. Role of workplace spirituality and employee engagement in
determining job satisfaction among secondary school teachers. Journal of
Management Research. 18(4). pp.211-225.
Mardanov, I. and Cherry, J., 2018, August. Linkages among workplace negative behavioral
incidents. In Evidence-based HRM: a Global Forum for Empirical Scholarship.
Emerald Publishing Limited.
Pass, S., 2017. Life on the line: exploring high‐performance practices from an employee
perspective. Industrial Relations Journal, 48(5-6), pp.500-517.
Soomro, A. A., Breitenecker, R. J. and Shah, S. A. M., 2018. Relation of work-life balance,
work-family conflict, and family-work conflict with the employee performance-
moderating role of job satisfaction. South Asian Journal of Business Studies.
Stone, R. P., Leuty, M. E., Rayburn, R. and Wu, B. H., 2019. Person–environment fit at
work: Relationships with workplace behaviours. Australian Journal of Career
Development. 28(3). pp.234-244.
Sunarsih, N., 2017. Influence of Organizational Climate, Motivation, and Job Satisfaction on
Employee Performance. Review of Integrative Business and Economics Research. 6.
p.262.
Wainwright, B., 2019. What is employee commitment. Effectory. com.