Job Satisfaction and Repairing Jobs at the Drainflow Company

This case study examines the challenges faced by Drainflow Company regarding job satisfaction. The analysis utilizes behavioral theories, including Herzberg's theory of motivation, to explain the issues. The company's lack of job design, inadequate training, and poor leadership are identified as contributing factors to employee dissatisfaction and, consequently, customer dissatisfaction. The study also applies a systems approach to understand the lack of coordination between departments. The solution proposed involves redesigning jobs, implementing employee training, job rotation, and establishing a new rewarding system. Furthermore, strategies for employee motivation, development of line management, and improved productivity are recommended to enhance overall organizational performance and customer satisfaction.

Running Head: REPAIRING JOBS THAT FAIL TO SATISFY 1
Repairing Jobs That Fail To Satisfy
Student’s Name
Affiliation Institution

REPAIRING JOBS THAT FAIL TO SATISFY 2
Repairing Jobs that Fail to Satisfy: The Case of Drainflow Company
Organizational behavior is the study of individuals, groups and people working together
in an organization. Two people are not likely to behave the same in any situation of the work.
Organizational behavior helps the organization to attain the growth of human behavior towards
attaining the organization efficiency. There are various attitudes and actions that people exhibit
to the behavior of the organization.
The critical analysis on this case study of repairing the jobs that fail to satisfy is that the
drain flow company is that it has failed to meet customer needs and satisfaction.
Behavioral theory of motivation by Hertzberg explains the problem of the drain flow
company how the employees are not satisfied with the incentives and that is the main cause for
lack of job satisfaction. The company has does not a well-defined job design which causes lack
of coordination and proper knowledge thus causing dissatisfaction of employees (Miner, 2015).
The behavioral theory of leadership can also explain the problem of how the drain flown
company lack of good leadership is determined by objectives set in the organization. Drainflow
does not have a system of identifying the job requirement neither does it train the employees.
System approach theory identifies that drain Flow Company does not have a sub system that
drives the work in the company systems like department such as human resource, finance and
management.
The Solution for Drainflow Company can be grounded on the fact that, the company
should redesign each job, train employees, job rotation; have a new rewarding system in order to
improve customer satisfaction. There should be strategies for employee motivation and

REPAIRING JOBS THAT FAIL TO SATISFY 3
development of line management so that every stakeholder can feel satisfied, to improve the
productivity of the company (Lazaroiu, 2015).

REPAIRING JOBS THAT FAIL TO SATISFY 4
References
Lazaroiu, G. (2015). Employee motivation and job performance. Linguistic and Philosophical
Investigations, 14, 97.
Miner, J. B. (2015). Organizational behavior 4: From theory to practice. Routledge.