Employee Satisfaction and Dissatisfaction in Globoforce and Google

The report highlights the reasons behind employee satisfaction and dissatisfaction in Globoforce and Google. It discusses the factors contributing to job satisfaction in Google, such as company culture, interesting work, rewards and incentives, and low stress. It also explores the reasons for employee dissatisfaction in Globoforce, including being underpaid, limited career growth, poor management, and lack of interest. The report concludes with recommendations for improving job satisfaction in Globoforce.

Running head: HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT
Name of the Student
Name of the University
Author Note:

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Executive Summary
The report mainly highlights two organizations that are Globoforce and Google. In the former,
the employees are dissatisfied with job while in the later on the employees are satisfied. A list of
reason has been discussed with respect to employee satisfaction in Google. Along with this, a list
of reason has been provided with respect to employee dissatisfaction in Globoforce. In the last
section of the report, a list of recommendation has been provided by which Globoforce can
improve their working environment.

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Table of Contents
Introduction..........................................................................................................................3
Discussion............................................................................................................................3
Employee Dissatisfaction at Globoforce.........................................................................3
Employee Satisfaction at Google.....................................................................................6
Conclusion...........................................................................................................................8
Recommendation.................................................................................................................8
References............................................................................................................................9

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Introduction
An employee overall satisfaction with his job can be stated as the result of various
combining factors (Alshmemri, Shahwan-Akl, and Maude, 2017). Financial compensation is just
one of the factor which is included in it. The role of the management of any organization is all
about improving job satisfaction. It is mainly done so that the working environment is positive in
the given organization (Raziq and Maulabakhsh 2015). It mainly ensures the fact that employee
has high morale and they have the necessary resources. It is mainly done so that proper task is
assigned to them. Work satisfaction helps the organization in getting best performance from their
employees.
In the coming pages of the report, two organization that is Globoforce and Google has
been discussed in details. It is found that in the organization Globoforce the employees are
dissatisfied with their job while in the organization Google the employees are satisfied. In the
year 1999, Globoforce was started with notion of changing power of positivity. The idea has
been provided with respect to social recognition for empowering various employees. The
organization aims to recognize the team members and rewarding them. In the year 1998, Google
which an American search engine was founded by Sergey Brin and Larry Page. It known to be a
part of subsidiary organization Alphabet Inc.
Discussion
Employee Dissatisfaction at Globoforce
In the year 1999, Globoforce was started with the notion of transforming power into
required positivity (Audrezet, Olsen and Tudoran 2016). It focuses on social recognition

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category for empowering employees along with teams for recognizing and rewarding each other.
The organization emphasizes celebrating moments which big and small in nature. The
organization aims to gathered crowd stories which can shape the culture that is connected and
energized for building human workplace. There is large number of employees who are
dissatisfied with their job at the given point (Georgellis and Yusuf 2016). There is large number
of employees who can leave their job at Globoforce for getting some better opportunities. While
there are some employees who intend to stay in the organization and remain unhappy for the
moment. Dissatisfied employees can easily affect the organization in native way as they tend to
lack motivation, poor performance and lastly negative attitudes. This particular symptom is being
spread to various employees which will ultimately affect the whole department and the
organization (Iranmanesh et al. 2017). Manager at Globoforce requires time for having an
understanding the reason behind job dissatisfaction. The organization focuses on implementing
right solution which is needed for motivating the employee’s performance.
Fig 1: Dissatisfied Employee at Globoforce
(Source: Mathieu and Babiak 2016)

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Being Underpaid: The main reason behind the job dissatisfaction is all about various
kind of result from different kind of organization who are underpaying various workers. There is
large number of underpaid employees who need to stretch dollars for getting the basic kind of
necessities (Douglas et al. 2015). Employee should not only deal with stagnant wages due to
high cost of health insurance. It is mainly ensured due to increase in cost for housing, food and
lastly utilities. The stress of pay bills with limited amount of money can easily result in job
dissatisfaction among the workers of Globoforce. In some situation, the employee may feel
underpaid instead of the fact they are even fairly paid (Zhao et al. 2016). There is a large number
of researchers who highlight the fact that same organization kind of organization is paying more
for the same given job. Globoforce should emphasize an idea of raising their salary in the
upcoming budget.
Limited Career Growth and Development: Any kind of lack of career growth and
development is considered to be second reason for dissatisfaction among the employees with
their job. Employee at Globoforce tends to feel stuck in their job position and very less
motivated for maintaining high production in comparison than who does not (Goh, Ilies and
Wilson 2015). In many times, workers feel the fact that they are valued when the employers
included them in the long-term plan. It will ultimately result in appreciation by the help of
promotion. There is large number of employees who can easily move up in Globoforce and can
receive compensation for reflecting in their title. It also emphasizes responsibility changes
which can easily commit themselves in the organization for long-term (Mathieu and Babiak
2016). It focuses on promoting employees which is even possible for improving titles from level
one to level two followed by raise in it. It emphasizes giving more number of responsibilities
along with preparing them in advancement.

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Poor Management: The main reason behind the poor employee performance in
Globoforce can be poor management of the organization. This particular leadership skill tends to
affect the feedback of the overall employee performance (Belias et al. 2015). Micromanage and
giving orders to employees can damage the morale of the employee at Globoforce. The
management at Globoforce should focus on motivating them otherwise it will lead to decrease in
the overall productivity of employees. The organization should focus on implementing
micromanaging style which is mainly due to factor they can see the work to be done in given
time (Oppel, Winter and Schreyögg 2017). It is important that the workers should come up with
idea of carrying out the job in most effective way. Management should not interfere in all the
matters of the employees.
Dissatisfied employee tends to lack interest: Any kind of lack of interest in the moral in
the job can result in unhappiness. There is large number of employees who want to perform their
job duties that are engaged and motivated in the present work (Afshar and Doosti 2016). Around
30 percent of the workers in Globoforce are feeling engaged and motivated in their work. While
around 18 percent are in the body are not disengaged with respect to their work. It can be
monotonous in nature which can easily result in boredom and little amount of incentive for
understanding themselves and productivity at the given workplace (Dutta and Singh 2015). In
some of the cases, the employees are unsatisfied with their job.
Employee Satisfaction at Google
Google highlights the fact that money is not always the main reason for Job satisfaction.
In some of the cases, employee tends to a majority of their working hour in Google. Employees
need to address more on the paycheck for satisfying them. By the help of talents and engaging

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individual in challenging projects (Saner and Eyupoglu 2015). Google aims to pay incentives
along with creating a friendly atmosphere and respectful environment. The working environment
of Google is very much friendly in nature along with low stress. It focuses on certain number of
factors which ultimately results in contributing to the ultimate success of the organization.
Company culture: There are many situations when the employees of Google like co-
workers and tends to find some common number factors among peers and supervisors. Employee
at Google tends to be satisfied at work (Zeffane and Bani Melhem 2017). When employees at
Google tend to establish connection with the co-workers and along with developing personal
relationship. Then in this particular situation they tend to be happier with the work culture. Job
satisfaction at Google helps in correlating with the employees along with getting direct
supervisors. With the help of proper managers and owner small business employee tend to come
up with similar kind of background and taste. It is mainly done for the staff members who can
easily fit into the present working culture of Google.
Fig 2: Satisfied Employee at Google
(Source: Goh, Ilies and Wilson 2015)

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Interesting work: Employees all around the globe are most satisfied when they find their
work very much interesting (Zyphur, Zammuto and Zhang 2016). By the help of certain value of
amount for autonomy, workers can easily develop their challenges along with overcoming large
number of obstacles. It will ultimately lead to more satisfying amount of work environment for
the employees. Both challenges and diversity are considered to be an important factor for grid for
keeping the whole work interesting (Alshmemri, Shahwan-Akl, and Maude, 2017). The overall
nature of specifying jobs may lead to diverse in workday. Successful manager at Google focuses
on finding new ways which can increase the overall challenges for workers. It can easily vary in
the everyday routines for providing a range of responsibilities for the employees.
Rewards and Incentives: In some of the cases, the pay might not be considered to be
main reason for job satisfaction. Incentives which is inclusive of bonus can easily result in pay
raise. It will ultimately help the employees in overcoming the poor attitudes towards each other
(Raziq and Maulabakhsh 2015). In many cases, it is less enjoyable for their given work. In some
cases, when workers tend to receive rewards for their job done in better way. In these cases,
employee can feel that they are very much satisfied with their job. Incentives are considered to
be much better option for building much better office space along fee space for vacation. Apart
from these, some other kinds of perks are also included in the increasing the overall job
satisfaction (Audrezet, Olsen and Tudoran 2016). Option for stock and sharing of profit can
easily provide employees with the given feeling of ownership in this organization.
Low Stress: Employee at Google does not feel any kind of stress and pressure with
respect to their job. Employee tends to develop, fatigue and headaches which will ultimately
result in problems like high blood pressure (Georgellis and Yusuf 2016). If employees at Google
are satisfied with their job, then the employees can easily work in stress-free environment. It

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mainly ensures the fact employees are appreciated and they are not even any kind of issue of
losing their job if certain number of mistakes are there. Worker at Google tends to implement
certain number of tools and techniques which is needed for understanding the employees. It
focuses on certain number of factors like elimination of any kind of negative thinking and
overcoming kind of conflict (Iranmanesh et al. 2017). At the same instances, boss can easily
maintain open and clear communication with employees. It will ultimately give the employees
with some kind of control over production and passive workers.
Conclusion
From the above pages of the report, it can be easily stated that this report is all about list
of reasons behind job satisfaction and dissatisfaction. There is large number of factors which can
contribute to Job satisfaction in Google. It is totally depended on organizational trust. It is very
important for employees to have an understanding with respect to organizational trust. It is
considered to be an important factor for both employees and managers for having proper kind of
understanding. It is considered to be important for peak production in some of the small business
organization. The last section of the report mainly deals with list of recommendation for
improving employee performance at Globoforce. The overall productivity of Globoforce is low
so it highlights the factor that the organization has some issue. It is mainly caused by few
numbers of employees focusing on weight. If the issues of the employee are not overcome, then
the issue can easily get worse with each passing day. The issues can easily range from personal
issues to job dissatisfaction. As soon as the issues in Globoforce are overcome then all the issues
can be overcome and soon it will become a much better place for working.

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Recommendation
Globoforce should implement a list of strategies for improving the job satisfaction of
their employee’s like
Rewards: Employees at Globoforce will be more satisfied with their work when they are
rewarded for their work. Reward does not only mean compensation but it also comes up with
health insurance, vacation timing, retirement plans also come up in this particular category.
Opportunities: Workers at Globoforce who wants to make use of their skills and
abilities can easily contribute to this particular organization. Workers can be also challenged by
their job. National business research institute emphasizes employers to improve their level of
leadership and responsibility.
Supervision: Job satisfaction can be improved when the employees come up good
relationship among the employees along with immediate supervisor. Proper communication
between the workers can easily play a better role in overall job satisfaction. Managers can easily
share information with employee on regular basis. It will ultimately result in two-way
communication.
Job Security: Employee can easily enjoy their work when they are not tensed about
losing their job. Job security can be considered to be an important factor for job satisfaction of
employees.

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References
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