BMSW4004: Problem Solving and Decision Making Workplace Report

This report delves into the complex issue of job dissatisfaction in the workplace, examining its scope and impact on employee relations and organizational performance. It identifies various factors contributing to dissatisfaction, such as poor communication, personality clashes, and lack of transparency. The report analyzes the problem and proposes alternative solutions, including communicating with empathy, being professional, active listening, and identifying the root causes of dissatisfaction. It introduces the PMI (Plus, Minus, Interesting) decision-making tool to evaluate solutions and presents an implementation plan with action items, responsible parties, and timelines. Additionally, the report outlines a communication plan for stakeholders and discusses monitoring and review techniques to ensure the successful implementation of the proposed solutions. The report provides a comprehensive framework for addressing and mitigating job dissatisfaction, ultimately aiming to improve workplace dynamics and overall organizational effectiveness.

Problem Solving and Decision Making
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Contents
TASK-1............................................................................................................................................3
TASK-2............................................................................................................................................3
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TASK-1
Covered in PPT
TASK-2
Discuss about the complex problem in the workplace including its scope and impact
The workplace is typically an environment in which involvement of individual’s with
different personalities, communication styles and worldview interacts. As per analysis, it has
been identified that Job dissatisfaction refers to any type of complex involving employee and
employers. Job dissatisfaction is one of the complex problem in the workplace which become
consider as serious matters that every employer and employee will eventually encounter. In order
to effort in mitigate the actual presence of any kind of Job dissatisfaction in the workplace.
For Example- if an employee receives a raise while another doesn’t, some other could feel as
animosity towards supervisor. At that time, it should be increased the Job dissatisfaction among
people (Al-Ali and et.al., 2019). Therefore, it is also affected the employee’s. Sometimes, it is
possible to determine jealousy and feeling of animosity examine among employees in the
workplace.
Work-related Job dissatisfaction can be developed a complicated situation because
multiple kind of personalities interact with each other. At that time, people does not involved in
the particular matter’s because they can feel unhappy, not satisfied. So as it will increase the
issue of Job dissatisfaction and always be something that must needs to be continues, learn to
resolve in the organisation.
The Scope and impact of Job dissatisfaction issue in the workplace, which means that state
the limitation of different business operations. It may occur in the organisation when it is directly
minimised the overall performance in goals achievements. Sometimes, dissatisfaction can be
expressed in term of insults, non-corporation, bullying, anger etc. It causes the personality
clashes and develop mis-understood communication to management system.
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Analyse information on identified Job dissatisfaction problem and help in decision making
process
In the workplace, each and every leaders need to agree, lead on the right conversation about the
current discussion. It would be required to engage with individual people in order to identify
their own opinion or view point. Whenever, it is increasing empathy, psychological safety and
time taken to address. Therefore, it will arise the disconnection between employers and
employees. In most of cases, HR professionals are becoming consider appropriate tool and
technique for handling inequality in the workplace. It is always supports for eliminating any kind
of Job dissatisfaction as complex problem.
On the other hand, Job dissatisfaction as complex problem has been examined in different
ways: - A poor communication between employees and employers, disagreement with same
project discussion etc (Altin, Kurtoglu and Kartal, 2017). these are becoming consider as
important aspects in order to identify the behind the reason of issues and then implement suitable
strategies or policies.
As a manager in the organisation, once start to see all kind of hidden costs, price of
workplace Job dissatisfaction . It is mainly focused on the resolving to prevent dissatisfaction
issues and also helping in decision making process.
Lack of dissatisfaction strategies- Dissatisfaction management skills in the workplace are
not consider as common as they needs to be make an important decision. Employees often do not
share some information so that It is important for manager to prevent dissatisfaction when
arises. An effective dissatisfaction strategies decision will support for resolving dissatisfaction
issues and get resolve more quickly.
Limited resources- when trying to handle the dissatisfaction in the workplace, one needs
to be analysed the stress level because employees are feel so low on the resources and difficult to
complete their tasks. It tends to lead that increase the stress due to dissatisfaction and directly
affected on the overall business performance.
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Lack of transparency- having a manager that does not helping the entire team. At that
time, it has been increased low engagement and communication between employees. Therefore,
it would create stress, gossiping, ambiguity which turn into nothing to smoothing.
Propose alternative solutions to the (Job dissatisfaction ) problem
Workplace dissatisfaction arise whenever two or more people express different opinion or
view point of particular tasks. It can happen between co-workers, manager, client and customers.
Usually, it may occur from various reason such as personality clashes, difference in values, poor
communication. In context of poor communication, Job dissatisfaction can arise when manager
assigning tasks to new staff member without informing.
Dealing with the Job dissatisfaction issue in the workplace so that it can be proposed the
alternative solution. Here are consider some approaches in order to deal with dissatisfaction
problem in the organisation.
Communicate with empathy- Resolving dissatisfaction in the workplace is not just about
identify the preferences of every staff members. However, it must also needed to practice active
listening. In most of cases, staff members in the workplace do not simply express their
frustration, but they can feel as mis-understood. At that time, it has arises a dissatisfaction among
staff member and management (Bhargava, Bester and Bolton, 2021). Therefore, it should
applicable as communicate with empathy as appropriate strategies, helping to remain
coordination between staff members. Moreover, manager of enterprise is encouraging the
employee with proper communication whereas they can resolve any problem and queries related
work or other personal issue with someone else.
Be Polite, professional and respectful- It is not always easy when individual people can
feel so much disrespected as leader or employee. But it is important aspect to identify the actual
need or requirement for employees in the workplace. In this way, it help for establishing a
collaboration between workforces and resolve any kind of dissatisfaction among people. To get
others in cooperate, it need to reassurance them for intention to find a better solution and re-build
any lost trust.
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Listen carefully and acknowledge how other feels- this kind of approach will help for
manager in organisation to identify the behaviour, attitude of employees in the workplace. It is
helpful to think about active listening as curiosity about other one. If employee do not discuss
with their people, reassure than that it appreciate in awkward situation. In order to build a good
coordination with employee to summarise what they say. In this way, it can easily handle the
dissatisfaction issues among employees in the workplace.
Identify the real source of dissatisfaction - for instance, employee dissatisfaction
resolution is basically depends upon the identification of accurate source in term of
disagreement. It may involve an actual work process issue in the organisation. A leader, it must
be able to distinguish dissatisfaction s between that has develop because of structural or
workplace process issues (Sarker and Ashrafi, 2018). For Example- when two employees are
always fighting because they does not follow the workplace protocols in particular situation. In
this way, it has been developed as disagreement between employees and arise as dissatisfaction
issue.
Evaluate decision-making technique to evaluate range of solution and identify the option.
PMI stands for plus, minus and Interesting, which become consider as brainstorming,
decision making or critical thinking tool. It is basically used in the dissatisfaction resolution in
order encourage manager in organisation to encourage staff members towards ideas, concept and
experience from more than other perspectives. PMI is based on the strategy that help for
employer to create brain storm idea in term of appropriate solution. Afterwards, it become easier
for making important decision quickly by analysing weighing pros and cons.
This type of PMI decision-making tool is the best choice in order to find the solution of
Job dissatisfaction problem in the workplace. Whenever, PMI tool is used by company in their
workplace. it can utilise to evaluate pro, cons and interesting facts.
++ PRO++ --CON-- ?INTERESTING?
it will be easier for potential
consumer to explore their
Interpersonal- dissatisfaction
issue in the workplace is
PMI decision-making tool
help to save time and invest in
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preferences, demand, need or
requirements.
directly affecting the overall
performance of organisation.
This is because the
involvement of individual
people has become less.
other kind of productive
activities. Therefore, it can
easily applied low level
dissatisfaction s and give
enough time to eliminate or
remove in the workplace.
each and every staff
members are sharing their
opinion at the time of
project meeting. therefore,
organisation will examine
the dis-agreement between
employees. afterwards,
manager will establish a
better interaction with other
individual to respect their
opinion.
Usually, dissatisfaction is
becoming consider as complex
problem which may not only
affected the working
environment but it is also
developing a negative attitude,
behaviour among staff
members for each other
(Valentine and Fleischman,
2018). That’s why, it is an
essential aspect to understand
the current relationship
between staff members in the
workplace.
It deals with finding areas of
disagreement on particular
discussion, identify the
dissatisfaction arises after
what situation.
It is consideration of one party
and try to handle serious
situation or condition.
in the workplace, manager
will force the staff member
to update and streamline
the assigned tasks.
Identifying the problem
because of Dissatisfaction
challenge such as poor
communication or
coordination between staff
members in the workplace.
It does not require much
efforts in dissatisfaction
resolution but it bring
harmony, creating goodwill
and implementing solution.
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Table: 1
On the basis of PMI, it has been identified the positive, negative and interesting aspect in regards
of Job dissatisfaction issue. Afterwards, it will be implementing suitable strategies in order to
handle dissatisfaction problem in the workplace. On the basis of positive and negative
evaluation of dissatisfaction issue while taking important decision in the workplace.
Implementation plan for solution
Implementation plan is basically carried out, execution of practice of plan, method or any
kind of design, specification and other policy applied in the resolution of Job dissatisfaction in
the workplace. Another way, it is defined that implementation plan that must follows a certain
kind of preliminary thinking in order to remove dissatisfaction as complex issue within
organisation.
Action Responsible Priority Status Start date End date
Action-1:-
Clarify the
disagreement
between
employees
and
employers
Strategic
planning
Manager
Involve getting
to heart of
dissatisfaction
situation in the
workplace. it is
needed to
listen the
opinion for
both sides
Achieved 1/4/2021 5/4/2021
Action-2:-
Establish a
common goal
for both
parties
Strategic
planning
Manager
In this step, it
would require
to create
agreement on
the desired
Proceed 5/4/2021 10/4/2021
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outcome of
dissatisfaction .
Action-3:-
Conduct a
discussion
meeting for
common
goals
Strategic
planning
Manager
Involves
listening,
communicating
and
brainstorming
together.
Continuous
with working
both sides and
meet the goals
in term of
agreement.
Evaluation 10/4/2021 15/4/2021
Action-4:-
Determine the
barriers
Strategic
planning
Manager
In this step,
both parties
acknowledge
what has
brought them
into
dissatisfaction
and talk about
the problem to
find a solution.
Identify 15/4/2021 20/4/2021
Action-5:-
Agree on the
best way to
Team leader Reach to the
conclusion and
make an
Achieved 20/4/2021 30/4/2021
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resolve
dissatisfaction
important
decision to
implement
better solution
against
dissatisfaction
s and resolve
it.
Table: - 1
Communication plan for stakeholders
A Communication plan is all about the road map for getting message delivered the
different stakeholders. For purpose of dissatisfaction resolution, it is very important for
developing a communication plan and ensure that enterprise establish a proper coordination with
employees in the workplace. In order to identify their specific need or requirement. In case, if
any kind of disagreement situation occurs, it can be resolved through communication plan in
proper manner.
Stakeholder Power or
Interest
Key interest &
issues
Communication
vehicle
Frequency
Project
manager
Reviews
current
business project
and discuss
about potential
issue or delay
in project
Handle any kind
of dissatisfaction
in the workplace
Face-to-face Weekly
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Executives Share the daily
process which
made on the
project tasks
Interest towards
various kind of
business
approaches
Email Daily
Table: 2
Monitoring and review techniques to ensure successful implementation of the solution.
In the workplace, business manager should be consider Monitoring or evaluation technique
in order to assess the overall performance of current business project. Somewhere, it has been
conducted a proper discussion session, identify the opinion of every staff members. In case, if
any kind of dissatisfaction issue arise when implementing a better solution plan to eliminate or
remove in the workplace (ZHANG, 2018). Usually, organization will be used the logical
framework as Monitoring or review technique. In order to support for implementing successful
solution in the workplace and handling dissatisfaction resolution.
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REFERENCES
Book and Journals
Al-Ali, W. and et.al., 2019. The mediating effect of job happiness on the relationship between
job satisfaction and employee performance and turnover intentions: A case study on the
oil and gas industry in the United Arab Emirates. Journal of Business and Retail
Management Research. 13(4).
Altin, Ş., Kurtoglu, R. and Kartal, C., 2017. Analysis of the Relationship between Job
Satisfaction, Burnout, Occupational Ethics Perceptions and Organizational Commitment
of Salespersons in the Retail Sector by Structural Equation Model. International Journal.
5(3). pp.65-84.
Bhargava, A., Bester, M. and Bolton, L., 2021. Employees’ perceptions of the implementation of
robotics, artificial intelligence, and automation (RAIA) on job satisfaction, job security,
and employability. Journal of Technology in Behavioral Science. 6(1). pp.106-113.
Sarker, M.A.R. and Ashrafi, D.M., 2018. The relationship between internal marketing and
employee job satisfaction: A study from retail shops in Bangladesh. Journal of Business
and Retail Management Research. 12(3).
Valentine, S. and Fleischman, G., 2018. From schoolyard to workplace: The impact of bullying
on sales and business employees' machiavellianism, job satisfaction, and perceived
importance of an ethical issue. Human Resource Management. 57(1). pp.293-305.
ZHANG, C., 2018. Relationship between leadership styles and job satisfaction in luxury retail
project.
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