Organisational Content Changes and Its Effect on Job Satisfaction

This essay discusses the effect of organisational content changes on job satisfaction and provides preventive measures for reducing job stress. Theoretical implications are also discussed.

ORGANISATIONAL CONTENT CHANGES AND ITS EFFECT
ON JOB SATISFACTION
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Table of Contents
Introduction......................................................................................................................................2
Discussion........................................................................................................................................2
Organisational content changes (issue findings).............................................................................2
Effect of organizational content changes on job satisfaction (Theoretical implications)................4
Preventive measures for the reduction of job stress and enhancing job satisfaction.......................6
Conclusion.......................................................................................................................................8
Reference list...................................................................................................................................9
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Introduction
At present, due to introduction of innovation, organisational content and working procedure are
changed. As a result, if organisational authority does not provide training to their employees, it
can be the reason of their stress. For such, there are present various implications such as cost
cutting or managerial changes, it not only brings improvement in internal aspects of venture but
also caters to promote external business improvements. Most of the time, it is noticed that due to
decrease expenditure of cost, organisational authority increases work pressure of employees. It
can be considered as hectic for workers. In order to conduct study, for example, Myers has been
selected. In light of such, the following essay would be dealing with the organisational change
factors and its effect over the job stress and satisfaction. Apart from that, appropriate
recommendation would be provided at the end of entire content.
Discussion
Organisational content changes (issue findings)
Management changes
The managerial changes are subjected to be one of the major aspects that certify developmental
progress of an organisation, for example organization of Myers considered in this case. Within
the organization, many a times, it is observed that due to re-organisation of work process, new
and old employees are not able to complete their task within time. For such, the factor arises for
the employees to cater the new ways of management designed by the new managerial authorities,
as faced by Myers. As stated by Cummings and Worley (2014), consulting to such case, there are
viewpoints regarding the changes within corporate culture. Apart from such, the change in
administration also caters to triggering job stress for the new modules maintenance.
Increment in competition
Competition is yet another organisational change, which facilitates job stress among the present
employees. In cases where there are increments of competition from the opposition market, there
stays a requirement for altering the structure of organisation for accommodating similar services
in order to stay competitive. As mentioned by Schein (2017), if organisational authority re-
frames the working process, employees take time for completing their task. In the competitive
market, it can be considered as major issue. In context of Myer, it has been found that due to
change of working procedure, customer service of this venture is very poor (news.com.au, 2018).
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As opined by Cullen et al. (2014), therefore, it is quite difficult for employees to provide
products within time along with best quality.
Cost cuttings
Cost cutting is also taken to be one of the major prospects consulting to the organisational
change related to working procedure. Through cost cutting, duplicity is subjective of being
reduced within department entailing similar outlets within various sections. In opinion of Grama
and Todericiu (2016), apart from that, cost cutting also enhances the expense management
through utilising the similar work with same productivity and enhanced profits. With ends over
duplicity, the work pressure is taken to be increased over the managing team and other
employees. Apart from that, cost cutting is beneficial for the organisation to decrease financial
stress. However, it gives pressure to employees as they need to work more for maintain the profit
margin in merchandise market.
Processes
The aspects of organisational changes are subordinate to make changes within the company
procedures that trigger the rescheduling of company policies along with other prospects and
working structure. As for example the implementation of system of Lean manufacturing procures
elimination of unnecessary organisational procedures and that of material or resources usage. In
words of Karanika-Murray et al. (2015), these minute changes are effective to produce the
relevant job dissatisfaction among the existing workers.
Effect of organizational content changes on job satisfaction (Theoretical
implications)
Management changes
Complying to the theory of Motivator-Hygiene, the factor sustains in form satisfaction and
dissatisfaction stays competitive against each other stating the dissatisfaction to be triggered in
case of lower organisational hygiene. According to Lam et al. (2015), through the managerial
changes come new management prospects that are with possibilities of having work pressures
and mis-communication aspects. Such factors are effective to increase the distance between
management and the employees that triggers work uncertainties and stress. Further extension
triggers turnover of employees under dissatisfaction factor. As for evidence, Airbnb is with
reports of showing higher stress levels up to 71% through having exacerbating shortages of
housing facilities (Cbsnews.com, 2018).
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Increment in competition
Competition increment sustains major changes within the organisation work procedures that
triggers job stress and in account sustains job dissatisfaction within the employees. Through
increment of competition come stretching deadlines with higher work pressures. As stated by
Ouyang et al. (2015), under the theory of hierarchical needs, work approvals along with
acceptance and recognition factor also comes into play. For such, the concept goes over the
employee management issues that sustain the higher job stresses and thus entailing more
dissatisfaction towards the job. Apart from such, the factor also sustains unfavourable working
conditions under the change management in organization also trigger job pressures and thus
producing higher stress.
Cost cuttings
To describe the cost cutting change aspect, relevance can be taken from the theory of Motivator-
Hygiene. The cost cutting implementation within organisation sustains the elimination of
working departments where duplicity of similar jobs are procured. As mentioned by Sharif and
Scandura (2014), for such, the factor sustains to have the transfer of workload within the existing
primary departments and hence increasing job stress. Through such, in relevance of theory, the
concept triggers job dissatisfaction resulting to employee turnovers, as experienced by Myers.
For evidence, Tesla and that of SpaceX showed 31% and 41% of stress levels for having higher
working schedules and that of cost cutting aspects (Cbsnews.com, 2018).
Processes
For the company procedures as an organisational change, theoretical implications of
“Hierarchical need” can be taken into consideration. If the organisational authority is able to
reduce the resources for saving their cost, it can leave effect on the existing employees as they
are familiar with previous resources. Through presence of work pressures along with lower asset
availability for use, stress is like to increase and as a result might trigger dissatisfaction for the
job.
Preventive measures for the reduction of job stress and enhancing job
satisfaction
Preventive measures for reduction of job stress
Clear goal setting for employees
There must be maintained transparency regarding the business goals of organisation. Apart from
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such, it can be entailed the formation of strategic approaches to cater the organisational goals
with active participation of employees within the event. Also employee participation is to be
entertained in case of decision making along with development of business goals.
Profit sharing
Fair sharing of capital profits by the company towards their employees can cater to reduce the
stress from employee to a favourable extent. For such, there could be practised profit sharing
plans with engagement of employee aspects and requirements. Apart from such, celebrative
moods can be created within the employees to get hold from the regular work pressures.
Discouragement of multitasking
There should be maintained discouragement for catering any sort of multitasking activity within
the company work module. In addition to this, there can be procurement of breaks on a specified
interval so as to get rid of working stresses.
Introduction of schemes relating to workplace wellness
Wellness schemes such as making payment by a portion in gym memberships for the employees
can be effective. Apart from such, running health challenges within the employee circle can cater
the employees to get rid of unnecessary stresses and engage themselves in mind refreshing
activities.
Employee communication
Employee communication establishment is one of the major factors for helping the employee to
share their thoughts and aspect sustaining any improvisation or suggestion. Through such strong
working relationships can be managed throughout the organisational premises with lower level
of stress and dissatisfaction (Yogamalar and Samuel, 2016).
Conclusion
From the above content, various conclusions can be derived. Job stress is seen as an integral
factor to trigger the job dissatisfaction. Higher the stress level, more the aspects are prone to
create dissatisfaction from the job. Among the job stressing factors mentioned above, there were
seen the management changes along with competition factor to be the primary cause of stress
increment among the employees. Apart from such, there were seen evidences of theoretical
approaches that were suggestive of the deployment of stress management within the employees.
For such, the procurement of employee communication along with multitasking discouragement
is some of the steps to reduce the stress factor among the employees. Through sharing of profit
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along with clear goal setting are also considered to be stress relieving prospects within
organisational context.
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Reference list
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most-stressful-companies/ [Accesssed on: 28 September 2018]
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perceptions of change-related uncertainty: Implications for perceived organizational support, job
satisfaction, and performance. Journal of Business and Psychology, 29(2), pp.269-280.
Cummings, T.G. and Worley, C.G., 2014. Organization development and change. Boston:
Cengage learning.
Grama, B. and Todericiu, R., 2016. Change, resistance to change and organizational
cynicism. Studies in Business and Economics, 11(3), pp.47-54.
Karanika-Murray, M., Duncan, N., Pontes, H.M. and Griffiths, M.D., 2015. Organizational
identification, work engagement, and job satisfaction. Journal of Managerial Psychology, 30(8),
pp.1019-1033.
Lam, C.F., Liang, J., Ashford, S.J. and Lee, C., 2015. Job insecurity and organizational
citizenship behavior: Exploring curvilinear and moderated relationships. Journal of Applied
Psychology, 100(2), p.499.
news.com.au (2018), Myer executive admits poor customer service is rife at department store,
Available at: https://www.news.com.au/finance/business/retail/myer-executive-admits-poor-
customer-service-is-rife-at-department-store/news-story/3184f77d51bfeb300fa5d14b3ba4f4e5
[Accessed on: 12 August, 2018]
Ouyang, Z., Sang, J., Li, P. and Peng, J., 2015. Organizational justice and job insecurity as
mediators of the effect of emotional intelligence on job satisfaction: A study from
China. Personality and Individual Differences, 76, pp.147-152.
Schein, E.H., 2017. Organization development: A Jossey-Bass reader. New Jersy: John Wiley &
Sons.
Sharif, M.M. and Scandura, T.A., 2014. Do perceptions of ethical conduct matter during
organizational change? Ethical leadership and employee involvement. Journal of Business
Ethics, 124(2), pp.185-196.
Yogamalar, I. and Samuel, A.A., 2016. Shared values and organizational citizenship behavior of
generational cohorts: A review and future directions. Management: journal of contemporary
management issues, 21(2), pp.249-271.
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