Fundamentals of Human Resource Management Assignment

Running head: FUNDAMENTALS OF HUMAN
RESOURCE MANAGEMENT
Fundamentals of Human Resource Management
Name of the Student:
Name of the University:
Author Note:

1FUNDAMENTALS OF HUMAN RESOURCE MANAGEMENT
Introduction
The effect of job dissatisfaction and poor job
design can have far-reaching impact on the
employees in the organization. It can be said that
when the employees are not happy with the job, it
can affect several areas of their work and behavior.
The workers who are not satisfied with the job are
likely to be stressed, the chances of dissatisfaction
increases, and thus they remain unhappy.The nature
of work has considerably changed in many sectors
over the passage of time. According to a study, it has
been found that occupational stress has accounted
for more than 50% of the lost working
days(Blustein
et al.2016). Research indicates that
there is a strong correlation between the various
dimensions of stress, workplace and job satisfaction.
High level of work stress is related with low level of
job satisfaction. Moreover, it can be said that the

2FUNDAMENTALS OF HUMAN RESOURCE MANAGEMENT
stressors are predictive for job dissatisfaction and
there is high chance for the employees to leave the
organization. Job satisfaction is regarded as an
affective orientation of the employees towards
his/her job. When functioning is regarded as a
motivator, the work related stress results in
satisfaction and creativity and thus it removes
mundanity and boredom(Hennekam
et al. 2017).
The dissatisfied employees will spend less time
on their job because they will not be happy with their
job role. The companies whose employee
productivity is low will experience loss with the
passage of time. The satisfied employees will utilize
most of their time in producing quality services and
products. When the employees in an organization
resign or are terminated, it will cause dissatisfaction
and thus their performance will decline over the
passage of time (Warr and Inceoglu 2017) . As the

3FUNDAMENTALS OF HUMAN RESOURCE MANAGEMENT
turnover rate of the employees increases,
dissatisfaction will spread in the organization and the
employees will be encouraged to find job in other
organization. As employees are regarded as the face
of the organization, the business reputation depends
on the behavior and thus employees satisfaction
plays an important role in the organization. Business
failure can be associated to different variables such
as economic hardship or financial distress in the
organization. There are several consequences of job
dissatisfaction that can be measured with the help of
exit-voice-loyalty-neglect framework in the
organization. Exit is regarded as an active and
destructive response of the employees. On the other
hand, it can be said that the employees neglect the
organization and they will not be willing to work in
the company (Clarke 2015). They will put less effort
in their work and this will deteriorate the conditions

4FUNDAMENTALS OF HUMAN RESOURCE MANAGEMENT
of the employees. This paper will discuss the
literature that is associated with poor job design and
job insecurity of the employees in Australia. The
findings and the implications of human resource
management associated with job dissatisfaction are
also highlighted in the paper.
Definitions
Job insecurity is defined as a condition where
the employees lack assurance that their jobs are
secured and stable. There are variations between the
definitions given by different researchers and they all
have a common ground of perception that job
insecurity is regarded as a subjective perception. It
can be said that the same event of the company
such as poor financial performance, corporate
changes will affect the employees of the organization
in a different way. However, it can be said that the

5FUNDAMENTALS OF HUMAN RESOURCE MANAGEMENT
subjectivity starts from insecurity that is associated
with the insecurity of the employees because they do
not know whether they will remain in that position or
they will lose the job. They might also have to
struggle to keep their job or to seek employment in
other organization(Vander Elst
et al. 2016).
Job insecurity is also regarded as a subjectivity
of threat that is perceived by the employees. The
transactional model of stress postulates that the
perception of threat has become an important source
of stress for the employees in the organization.
These stress occurs when the perceived capability of
the employees finds difficulty in coping up with the
demands and needs of the employees in the
organization. Moreover, losing a job might also have
serious economic consequences on an individual. The
employees who fails to understand the prospect of
job may face uncertainty and ambiguity in losing