HRMT 1: Human Resources in Organizations Report Analysis

This report, titled "HRMT 1: Human Resources in Organizations," provides an in-depth analysis of human resource issues highlighted in a news story concerning employee dissatisfaction. The report identifies key concerns such as lack of job interest, inadequate promotional opportunities, and poor leadership, aligning these issues with established theories of employee motivation, including Goal Setting Theory, Maslow's Hierarchy of Needs, and Herzberg's Two-Factor Theory. Furthermore, the report offers practical recommendations to HR managers in a manufacturing company, focusing on strategies to improve employee mental health. These suggestions include implementing job rotation programs to combat monotony, providing clear promotional pathways, fostering supportive leadership styles, promoting work-life balance, and ensuring competitive compensation and rewards. The report aims to provide actionable insights to enhance employee satisfaction and organizational effectiveness.

Running head: HRMT
Human Resources in Organizations
Name of the Student:
Name of the University:
Author’s Note:

1HRMT
Executive Summary
Human resources are the employees, who make the workforce in an organization and are directly
responsible for organizational success. This business report has identified the issues mentioned
in the news story, where one in five employees hates their current job roles. Most of the
employees are willing to change their current jobs because they dislike their bosses. Apart from
that, the report has also aligned the human resources issues of the new story with the relevant
theories of employee motivation. Furthermore, this report has also provided suitable
recommendations to the HR mangers of a manufacturing company towards improving the mental
health of the employees. Moreover, the HR manager has been provided with the suggestions like
supportive leadership, job rotation and many others.

2HRMT
Table of Contents
1.0 Introduction................................................................................................................................3
2.0 Description of News Story.........................................................................................................3
3.0 Identification of Human Resource Issues..................................................................................4
4.0 Recommendation for Future......................................................................................................8
4.1 Job Rotation...........................................................................................................................8
4.2 Promotional Opportunities.....................................................................................................9
4.3 Supportive Leadership Style..................................................................................................9
4.4 Work Life balance...............................................................................................................10
4.5 Competent Salary and Reward............................................................................................10
5.0 Conclusion...............................................................................................................................10
Reference List................................................................................................................................12

3HRMT
1.0 Introduction
Human resource management (HRM) is a formal system, which is devised for managing
the human resources of an organization. Human resources (HR) are the employees, who are
considered to be the most significant organizational assets in terms of skills and abilities
(Albrecht et al., 2015). This report will describe the issues of human resources published in the
new story. As per this news story, one in five employees hates their current jobs. After
identification of the human resource issues, this report will also align these issues with the
relevant theories. Apart from that, the report will also provide suitable recommendations to the
human resource manger of a medium scale manufacturing organization for improving the mental
health of the employees.
2.0 Description of News Story
The news report has emphasized on the unhappiness of the employees with their career.
25% of the organizational staffs are thinking of their job changes for improving their job
changes. The news has been published on the basis of the study conducted by the UK power on
the mental health of the employees. As per this study, the job area of the people is the most
significant reason of their unhappiness. Furthermore, the new story has also alleged that men are
more likely to be unhappy from their career woes than those of women employees. Such
employees are generally dissatisfied from their day-to-day roles (HR Online, 2017). Moreover,
monotonous day-to-day job roles have been cited as the prime reason their upset mind.
Surprisingly, this news story has revealed that career is the prime thing among the employees
that they want to switch in their life. One in five employees has agreed that it is their level of
seniority rather than their actual career, which is making them unhappy in their career life.

4HRMT
Moreover, the employees are not getting right promotional opportunities as per their seniority
level (HR Online, 2017). It is actually hampering their mental health and making them unhappy
in their career life.
As per the news report, 13% employees want to change their jobs because they dislike
their bosses. Moreover, the bosses are mostly rude in their behavior, while interacting with the
employees. The bosses are not at all concerned about the mental wellbeing and happiness of the
employees. Hence, the employees feel helpless and frustrated with the authoritative behavior and
instructions of their bosses. Such bosses are directly being responsible for the unhappiness of the
employees at their workplace. Furthermore, the lives outside of work of the employees are also
affected by their careers (HR Online, 2017). Moreover, single workers are more dissatisfied at
their workplace than those of their coupled counterparts. The mental health of the employees is
an important issue, which is at high risk due to their unhappy career lives. 26% employees have
admitted that moving or changing jobs would have positive impact on their mental state.
Moreover, some employees are still bound to stay at their disliked roles because of their feeling
that they are failure.
3.0 Identification of Human Resource Issues
The news story has indicated some important issues of human resource management in
organizations. One of the most important human resource issues is lack of interest of the
employees in their day-to-day job roles. Moreover, most of the employees dislike performing
their day-day-day job roles, which is hampering their motivation to work. According to Goal
setting theory of motivation, unambiguous and measurable job roles motivate the employees
towards fulfilling their job roles properly. Jackson et al. (2014) pointed out that realistic
challenging goals give the employees a feeling of pride and triumph on attaining them.

5HRMT
Moreover, the more realistic the goals are, the more the employees are passionate to attain them.
As per the new story, the employees are highly de-motivated with their day-to-day job
roles. Moreover, these day-to-day job roles are ambiguous to the employees and they are not
getting any realistic aspects for their job roles. Hence, such employees have started to hate their
monotonous jobs and are seeking for job change. On the other hand, Paillé et al. (2014) opined
that participation of the employees in goal setting enhances their involvement in achieving
organizational goals. However, the employees described in the news story are highly dissatisfied
with their day-to-day job roles, as they do not feel involved with outcome of these job roles (HR
Online, 2017).
Figure 1: Goal Setting Theory of Motivation
(Source: Lazaroiu, 2015)
According to Bakker and Demerouti (2017), as per Goal Setting theory of employee
motivation, challenging roles often encourage the employees towards better performance. In this
news story, the employees are not getting their promotion and responsibility for performing

6HRMT
challenging roles as per their seniority. Hence, lack of challenging tasks in the day-to-day job
roles is making the employees highly dissatisfied at their workplaces.
As per Maslow’s theory of employee motivation, the employees have five hierarchies
of needs, which are to be fulfilled for their motivation (Alegre et al., 2016). According to this
theory, the higher levels of needs of the employees are created after fulfilling their lower level
needs. D'Souza and Gurin (2016) stated that the psychological needs of the employees are
fulfilled through fair wage, rest breaks and lunch breaks at work. However, the outside lives of
the employees are affected with the work pressure of their organizations. It signifies that the
employees are not getting adequate rest and free time for their outside work due to huge work
pressure (HR Online, 2017). Hence, the employees are highly dissatisfied with their current job
roles, as those jobs are hampering their work-life-balance. In this way the current job roles are
hampering the mental health of the employees by increasing mental stress.
According to Baumeister (2016), the security needs of the employees are fulfilled
through adequate job security, workplace security, health security and others in their
organizations. However, the employees of the new story are not getting any mental security at
their workplaces, as their bosses are highly uncooperative with them. Hence, being dissatisfied,
most of the employees want to change their job because of their dislikes of the bosses. On the
other hand, Kanfer et al. (2017) opined that fulfillment of social needs through love,
belongingness and friendship motivates the employees towards greater productivity. However, as
per news story, the authoritative nature of the bosses is creating an unfriendly working
environment in the organizations. Furthermore, Winston (2016) opined that the esteem needs of
the employees are fulfilled through achievement of power, admiration and status at the
workplace. However, in the news story, the employees are highly dissatisfied with their level of

7HRMT
seniority, as they are not getting any promotional opportunity as per their seniority (HR
Online, 2017). Furthermore, the employees are not also getting any opportunity towards
fulfilling their ultimate potentials. In this way, they are also incapable of fulfilling their self-
actualization needs.
Figure 2: Maslow’s Motivation Theory
(Source: Rasskazova et al., 2016)
According to Herzberg Two Factor theory, hygiene factors like pay, fringe benefits, job
security, interpersonal relation and working condition are extreme beneficial for the existence of
employee motivation at work (Sanjeev & Surya, 2016). On the other hand, motivators like
recognition, promotional opportunity, responsibility and sense of achievement are highly
important for yielding positive satisfaction for the employees ( Vijayakumar & Saxena, 2015). In
the news story, UK Power has revealed that many employees are still staying at their disliked
roles because of their lack of finances towards supporting their job changes. It signifies that

8HRMT
those employees do not get adequate and competent salary for their work, which is creating
financial crisis for them. Hence, most of the employees hate their careers with lack of
motivational existence. On the other hand, the employees in the new story also dislike their
current jobs because of lack of promotional opportunities as per their seniority level. Hence,
the employees are not getting any motivator factors for staying their current jobs and being
encouraged to change their jobs (HR Online, 2017).
Figure 3: Hertzberg Motivation Theory
(Source: Men, 2014)
4.0 Recommendation for Future
4.1 Job Rotation
From the news story, it is evident that the most of the employees are highly dissatisfied
with their day-to-day job roles at their workplaces. The day-to-day jobs are being monotonous
for the employees. Hence, the human resource manager of the medium scale manufacturing
organization should concentrate on job rotation of the employees. In such job rotation, the

9HRMT
employees will get the opportunity of moving around various jobs in the organization. It will
help the employees to explore their interest area of job roles. Furthermore, such job rotation will
also facilitate the employees towards dealing with new challenges of new jobs. In this way, the
employees will be motivated towards exploring their new talents, which will improve their
mental wellbeing.
4.2 Promotional Opportunities
As per the news story, most of the employees have started to hate their career because of
their level of seniority rather than their actual career. Moreover, the employees are not getting
proper opportunities of growth as per their seniority level. Hence, the human resource manager
of the manufacturing organization should be highly concentrated on the promotional
opportunities of the employees towards improving their mental health. Moreover, the human
resource manager should provide proper promotional opportunities to the employees as per their
seniority level and talent level. In this way, the employees will get a hope to develop their career
in the organization, which will improve their mental health.
4.3 Supportive Leadership Style
In the news story, it has been found that most of the employees are willing to change their
current jobs because they dislike their boss. Moreover, the bosses of the organizations are not
cooperative and supportive to their employees. Such uncooperative and unsupportive workplace
are being quite challenging to the employees to work. Hence, the human resource manager of the
manufacturing organization should marinating supportive leadership style for the employees. In
such leadership style, the employees will get adequate support from the leaders towards
completing challenging work. In this way, such leadership style will definitely improve the metal
health of the employees.

10HRMT
4.4 Work Life balance
The news story is indicating that the employees are unhappy about their current jobs, as
these jobs are affecting their outside life. Moreover, such kinds of jobs are hampering the work-
life-balance of the employees, which is hampering their mental health. Hence, the human
resource manager of the manufacturing organization should arrange the jobs of the employees
properly so that the jobs do not hamper work-life-balance. Moreover, the HR manager should
reduce the workloads of the employees so that they can keep a balance between the work life and
personal life. Such balanced work life situation will improve their mental health of the
employees in the organization.
4.5 Competent Salary and Reward
As per the findings of the news story, employees are still staying in their disliked role
because of their lack of finance to support their career change. It is signifying the employees are
facing financial crisis, as they are not getting competent salary package. Hence, the human
resource manager of the manufacturing company should offer competent salary package to the
employees. Apart from that, the HR manager should also offer attractive rewards to the
employees as per their contribution in the organizational success.
5.0 Conclusion
While conclusion the study, it can be said that one in five employees described in the
news story are hate their current job roles. These employees are basically dissatisfied with their
day-to-day job roles. Career is the prime thing, which they want to change in their life.
Furthermore, the employees are also unhappy with their promotional opportunities, as per their
seniority level. Apart from that, most of the employees are highly dissatisfied with their bosses

11HRMT
and such dissatisfaction is leading them towards leaving their current job role. Hence, the human
resource manager of the manufacturing company should adopt job rotation policy, which will
move the employees around various jobs. Such changing and new job roles will improve their
mental health. Furthermore, the manager should also adopt supportive leadership style and
support the employees in each of their challenging jobs. Such support from the leaders will
definitely improve the mental health of the employees.

12HRMT
Reference List
Albrecht, S. L., Bakker, A. B., Gruman, J. A., Macey, W. H., & Saks, A. M. (2015). Employee
engagement, human resource management practices and competitive advantage: An
integrated approach. Journal of Organizational Effectiveness: People and
Performance, 2(1), 7-35.
Alegre, I., Mas-Machuca, M., & Berbegal-Mirabent, J. (2016). Antecedents of employee job
satisfaction: Do they matter?. Journal of Business Research, 69(4), 1390-1395.
Bakker, A. B., & Demerouti, E. (2017). Job demands–resources theory: Taking stock and
looking forward. Journal of Occupational Health Psychology, 22(3), 273.
Baumeister, R. F. (2016). Toward a general theory of motivation: Problems, challenges,
opportunities, and the big picture. Motivation and Emotion, 40(1), 1-10.
D'Souza, J., & Gurin, M. (2016). The universal significance of Maslow’s concept of self-
actualization. The Humanistic Psychologist, 44(2), 210.
HR Online. (2017). HR Online. Retrieved 3 February 2018, from https://www.hcamag.com/hr-
news/one-in-five-employees-hate-their-careers-245178.aspx
Jackson, S. E., Schuler, R. S., & Jiang, K. (2014). An aspirational framework for strategic human
resource management. The Academy of Management Annals, 8(1), 1-56.
Kanfer, R., Frese, M., & Johnson, R. E. (2017). Motivation related to work: A century of
progress. Journal of Applied Psychology, 102(3), 338.

13HRMT
Lazaroiu, G. (2015). Work motivation and organizational behavior. Contemporary Readings in
Law and Social Justice, 7(2), 66.
Men, L. R. (2014). Strategic internal communication: Transformational leadership,
communication channels, and employee satisfaction. Management Communication
Quarterly, 28(2), 264-284.
Paillé, P., Chen, Y., Boiral, O., & Jin, J. (2014). The impact of human resource management on
environmental performance: An employee-level study. Journal of Business
Ethics, 121(3), 451-466.
Rasskazova, E., Ivanova, T., & Sheldon, K. (2016). Comparing the effects of low-level and high-
level worker need-satisfaction: A synthesis of the self-determination and Maslow need
theories. Motivation and Emotion, 40(4), 541-555.
Sanjeev, M. A., & Surya, A. V. (2016). Two factor theory of motivation and satisfaction: An
empirical verification. Annals of Data Science, 3(2), 155-173.
Vijayakumar, V. S. R., & Saxena, U. (2015). Herzberg revisited: Dimensionality and structural
invariance of Herzberg's two factor model. Journal of the Indian Academy of Applied
Psychology, 41(2), 291.
Winston, C. N. (2016). An existential-humanistic-positive theory of human motivation. The
Humanistic Psychologist, 44(2), 142.