Unhappy Employees: Constructive or Destructive Response to Job Dissatisfaction

Running head: Business Communication

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Unhappy employees respond either constructively or destructively to their job
dissatisfaction
In this essay the light is thrown on the unhappy employees, how they deal with job
dissatisfaction. Job dissatisfaction can be treated in a constructive way or destructive manner
that varies upon person to person. Satisfaction with the job defines the nature of a person; if
a person is satisfied with the job they hold positive feeling whereas the person with job
dissatisfaction hold negative feeling towards work. It is necessary to maintain job satisfaction
as happy workers are productive workers. Job satisfaction depends upon number of elements
thus it is necessary to evaluate the behavioural pattern of a person to see that job is
responding in a constructive manner or not.
Job satisfaction solely lies upon the personal behaviour and beliefs. It affects the
attitude of a person, if a person is not satisfied by his/her job this may lead to dissatisfaction
in personal life also. Job satisfaction depends upon the performance of an individual. If a
person is performing up to the mark they will get apperception and rewards with time, this
would future enhance an individual to work harder (Michalak, Kiffin‐Petersen & Ashkanasy,
2018). On the other hand in some cases due to poor performance they lose the confidence to
work. If an employee is not performing good then they are asked to resign the job, which in
turn leads to search of new job but with low satisfaction. Job satisfaction also depends on the
factor where an employee is working, if he/she is working at a position he don’t want to will
cause job dissatisfaction (Darrat, Amyx & Bennett, 2017). In general, the people who are
satisfied with their job attend the workplace on regular basis and unhappy employees find
reasons to take leaves. It is important to link the correlation of various variables that cause
job dissatisfaction.
Satisfaction towards job can either lead to constructive or destructive outcome. It
totally depends upon how a person analyses the situation. If an individual takes the failure in
a positive manner it may help them to grow (Skogstad, Nielsen & Einarsen, 2017). Low job
satisfaction can motivate a person to perform well and be satisfied. Thus it is true that an
unhappy employee can see dissatisfaction in a constructive way by working hard or on the
other hand may lead to depression or lack of confidence. In every organisation several
policies are designed to improve job satisfaction, as satisfaction towards work grasps more
productivity. To increase job satisfaction numerous actions are taken; friendly policies are
applied for every employee to decrease dissatisfaction (Mishra, 2015). For improving the

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employee’s attitude towards work clarity and fairness go hand and hand. On the other hand
providing extra salary benefits could help in motivating an employee to work well. If
employees are satisfied with the wages they would manage to work longer. Jon satisfaction
could be increased by allowing employees to build social relation among them (Fatimah,
Moelyati & Syailendra, 2016). If unhappy employees work in a team they could enhance
their productivity and success by learning from their co-workers.
(Featurepicture, 2018)
Job satisfaction depends upon the way a person look at the situation. Dissatisfaction
can either help a person to grow in a better way or can demotivate the person to get
unemployed. Working environment is one of the contributing factors in getting satisfaction.
The workplace environment should be positive to keep employees happy. On the other hand,
supervisors should make sure that the employees are assigned the role according to their
talent to enhance their satisfaction (Muzanenhamo, 2016).
Job dissatisfaction can be taken by an individual in different ways they can be either
be constructive or destructive. Some destructive responses of a person after job
dissatisfaction are either they exit the job or they neglect their performance by showing
absenteeism. The dissatisfaction can be treated in a constructive manner by raising the voice
in an organisation. This can be done when an employee take an initiative to improve the
conditions at the organisation (Pradhan & Manju, 2016). Loyalty can also be a constructive
way to see dissatisfaction as an employee can keep an optimistic hope for improvement.