Job Satisfaction and Employee Retention Analysis Report

This report analyzes the critical issue of employee retention, focusing on the key factor of job satisfaction. It examines the negative impact of a senior employee's behavior on a new employee's job satisfaction, highlighting the importance of motivation, appreciation, and effective management. The report references theories such as McGregor's Theory X and Y and Herzberg's Two-Factor Theory to explain the dynamics of employee satisfaction and dissatisfaction within the work environment. It emphasizes the significance of positive work culture, including relationships with colleagues, and how these factors contribute to overall job satisfaction. The report concludes by positioning the new employee's situation within Herzberg's framework, focusing on the hygiene factors that initially prevented dissatisfaction before the negative work environment impacted the employee's job satisfaction.

Running head: ACADEMIC WRITING
Academic Writing
Name of the Student
Name of the University
Author’s note

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Introduction
Employee retention is one of the most important and most frequent issues faced by a
company. Job satisfaction is imperative for the employees to continue working for an
organisation. There are several factors that affect the satisfaction level of an employee: work
culture, work environment, motivation, appreciation etc. The problem that has been identified in
the case study is related to job satisfaction of a new employee which is negatively impacted due
to the behavior of a senior employee. Motivation and appreciation along with management
skills of the superiors are the ways the issue of work environment negatively impacting the
job satisfaction of the new employee can be combated (Andersen & Kjeldsen, 2013).
According to Belias and Koustelios (2014), relations with colleagues are one of the most
important factors in the work culture which affects the level of job satisfaction among the
employees. If employees have good co-workers who are helpful and maintain a healthy relation
then the job satisfaction of the employees will be high.
In the study conducted by Jain and Surinder (2014), attitude and behavior of supervisor’s
colleagues are categorized as mental environment which affects the job satisfaction of an
employee.
According to Douglas McGregor, there are two aspects of the behavioral pattern of a
human being at work. In the theory X he explains that employees are not self motivated and they
are resistant towards change, hence they always require formal direction or a path. This theory
encourages an organization to use monitoring measures to deal with the situation. In theory Y is
a contrasting concept where the employees are self motivated and the employees are committed
towards the company without external encouragement (Gürbüz et al., 2014). This theory fits

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Tony’s situation as we see both the instances in Tony. For the early six months he is a self
motivated employee, but as soon as an external negative instance is induced he started feeling
de-motivated and the job satisfaction level decreased.
Another theory that supports the idea of the situation that Tony is in is the Herzberg’s
Two-Factor Theory of Motivation. This concept has been segregated in two section based on the
idea of the satisfaction and dissatisfaction (Yusoff et al., 2013). The hygiene factors are the ones
that explain dissatisfaction and no dissatisfaction level of the employees. This stage does not
have a long term impact as the person is in a state where he or she is unsure. On the other hand,
the motivational factors are aspect that decides the person is satisfied or unsatisfied with the job.
This is a much long term process than the previous factor discussed (Hur, 2017). In this case
study Tony is in the organisation for just six months hence the process cannot be described as a
situation leading to the motivational factors which lead to satisfaction rather it is a stage where
Tony was not dissatisfied with the job until there was a change in the work environment and he
changed his status to being dissatisfied.

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Reference list:
Andersen, L. B., & Kjeldsen, A. M. (2013). Public service motivation, user orientation, and job
satisfaction: A question of employment sector?. International Public Management
Journal, 16(2), 252-274.
Belias, D., & Koustelios, A. (2014). Organizational culture and job satisfaction: A
review. International Review of Management and Marketing, 4(2), 132.
Gürbüz, S., Şahin, F., & Köksal, O. (2014). Revisiting of Theory X and Y: A multilevel analysis
of the effects of leaders’ managerial assumptions on followers’ attitudes. Management
Decision, 52(10), 1888-1906.
Hur, Y. (2017). Testing Herzberg’s Two-Factor Theory of Motivation in the Public Sector: Is it
Applicable to Public Managers?. Public Organization Review, 1-15.
Jain, R., & Kaur, S. (2014). Impact of work environment on job satisfaction. International
Journal of Scientific and Research Publications, 4(1), 1-8.
Yusoff, W. F. W., Kian, T. S., & Idris, M. T. M. (2013). Herzberg’s Two Factors Theory On
Work Motivation: Does Its Work For Todays Environment. Global journal of commerce
and Management, 2(5), 18-22.