Addressing Job Dissatisfaction: Problem Solving Report for UK Orgs

This report provides a comprehensive analysis of job dissatisfaction among employees in UK organizations. It begins by outlining the nature and impact of this complex problem, highlighting factors such as long working hours, lack of work-life balance, salary issues, and management shortcomings. The report then employs various analytical tools, including Fishbone diagrams, SWOT analysis, and PESTLE analysis, to identify the root causes and external influences contributing to employee dissatisfaction. Furthermore, it utilizes the PMI decision-making tool to evaluate potential solutions, such as addressing issues with HR, internal employee shifting, and implementing training and development programs. The report also includes an implementation plan and defines key success indicators, such as decreased absenteeism, increased innovation, fair rewards, and enhanced productivity, to measure the effectiveness of the proposed solutions. The conclusion emphasizes the importance of employee satisfaction for organizational success and growth.

Problem Solving and
Decision Making

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Nature and impact-of complex problem..........................................................................................1
Fishbone diagram.............................................................................................................................1
Swot analysis...................................................................................................................................2
Pestle analysis..................................................................................................................................2
PMI decision making tools..............................................................................................................3
Implementation plan........................................................................................................................3
Success indicators............................................................................................................................4
CONCLUSION................................................................................................................................5
References:.......................................................................................................................................6
Books and Journals.................................................................................................................6

INTRODUCTION
Problem solving is a step by step process that requires decision making at each stage which
means problem solving and decision making go hand in hand. In organisations the employees
and employers both are expected to have these cognitive skills in order to solve the internal
disputes and to provide the employees with the job satisfaction (Irhamna, Amry, and Syahputra,
2020). In organisations of UK the employees are facing the complex problem of job
dissatisfaction. There are several reasons of job dissatisfaction among the employees which is
required to be solved and decision must be taken in the favour of both employees and employers.
The present report is broad overview of the complex problem faced by employees and also what
are solutions of the problem. The report will also discuss about the success indicator to measure
effectiveness of the decision.
MAIN BODY
Nature and impact-of complex problem
In UK it is analysed to loved job satisfaction is growing and becoming a big problem among
employees which is directly impacting the performance and Prosperity of organisation. There
are several reasons behind the job dissatisfaction among the employees such as long working
hour’s culture due to which Employees are facing the health and mental issues which is
impacting the performance and productivity of an employee towards the organisation and also
increasing the absenteeism rate in the organizations of UK (Akhmad, Suryadi and Rajiani, 2020).
The reduction in the quality of work is also one of the problems of the dissatisfaction of
employees due to which employee does not fell encouraged and motivated for the work and
reduces the performance. Lack of payment is the big issue that employees are facing due to the
economic recession and financial difficulties caused after Covid-19 among the organisation.
Employees are getting demotivated because of the reduction in their payment also losing the trust
over the organisation which is bad for the organisation reputation and also decreasing the
retention rate.
Fishbone diagram
The fishbone diagram is visualisation to that help in representing the potential causes of a
problem in the different categories (Coccia, 2020). Basically football diagram is a brainstorming
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method used for problem and cause analysis which is also known as cost and effect diagram
developed by Kaoru Ishikawa. For the complex problem of employee dissatisfaction the major
causes for work environment, salary, management, training and development and external
environment. In the work environment long working hour culture, extra workload, low work life
balance are the major elements that are leading to hectic work environment. Employees are
facing the salary issue such as lack of payment financial disabilities of organisation which is the
cause for employees dissatisfaction within the organisation and also the management of the
organisations are getting weak as there providing low job security there is imbalance in the
rewards in efforts provided by an employee also the management is an organised which is
leading to the problem of employee dissatisfaction.
Swot analysis
With the help of SWOT analysis of UK analysed that organisations have some weaknesses that a
resulting in the complex problems like job dissatisfaction among the employees. This can be
mitigated using distance and opportunity organisations have in UK in terms of employment. For
example in UK there are strong employment law such as minimum wages act equality at that
provides benefit to the Employees which is the reason for employees to be satisfied with the
legal benefits. Also in UK financial position are quite stable therefore the employees have a
better job security (Inoue and et. al., 2020). Due to the workload in the UK organisation the
employees are required to work for the long us which is making the employees feel burden and
mentally stressed physically in which reason for the employee’s dissatisfaction is thereby
reducing the organisation's productivity and profitability. But organisations like Unilever have an
opportunity to increase their employee’s satisfaction by complying with good HR strategies like
reward and appraisals for the betterment of the flies and also true increase the employees to work
with their full potential by utilising their capabilities optimally. otherwise organisations can face
the threat of losing their talent employees and also the low performance of employees due to
dissatisfaction can lead to low turnover in the organisations.
Pestle analysis
Pestle analysis is a strong tool to analyse external environment of the organisation that are
impacting the employees satisfaction level also leading to the complex problem faced by the
employees in UK has a political stability and the good relationship between the organisation is
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can become a problem to the Employees as due to this organisations have a union with fixed
employment laws and also problems like brexit has restricted the employees to work in EU
countries. Also the economic decline which is risk in the job security of an employee and there is
the increase in the layoff and pay cut of the employees the long working a culture of the
organisations in UK is a major cause for the dissatisfaction among the employees are also
technology is getting highly advanced in UK which is declining the requirement of human labour
due to which there is decrement in employment rate also the legal factors are highly stressed due
to which employees unable to fight for their rights (Thu Suong, 2020). The external
environmental factors are the cause for the complex problem faced by employees.
PMI decision making tools
In order to evaluate the alternative solution to the above problems PMI decision making tool is
utilised as this will provide best possible solution for the complex problem by categorising the
problems into three categories plus, minus and interesting.
Solutions like addressing the issue by employees to the HR department of organisations, internal
shifting of employees between the different departments conducting the stress management and
training and development sessions are the solutions in the plus category this will provide an
employee a good healthy and positive and continuous learning environment (Loan, 2020). The
contractual agreement to provide the employee job security is considered in the category of
minus because this binds an employee with Bond and reduces the chances of seeking other job
opportunities.
Implementation plan
Solution to the problem Implementation plan
Employee should address the problem to HR To implement these solution employees
should address the problem to HR by either
going collectively to the HR or by writing
the mail.
Internal shifting of employees between
departments
Firstly internal recruitment and hiring
should be added into the HR practice then
HR should evaluate the recruitment
requirements in each department and look at
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the resume and profile of the existing
candidates that can be shifted to the other
department as per the capability.
Training and development The organisation should conduct a training
and development session by experts of the
organisation or by hiring from the outside of
the organisation for increasing skills (Silic
and et. al., 2020).
sensor to record working hours firstly the organisation should install a
machine sensor that records the working
hours for which e- cards of the employees
should be generated and all the information
of employee should be recorded in database
so that machine can sense the employee
through id.
Success indicators
The success indicators will indicate whether the solutions were useful to organisation or not.
Basically it will measure the overall outcome of the solutions related to the complex problem.
The different success indicators for the above problem will be measured using the key
performance indicators. The various success indicators are:
Decrease in absenteeism rate: When there will low absent rate in the organisation and more
people will happily join the office regularly will indicate that employees are healthy and fit and
also satisfied with job.
Innovation: when there will more innovation in the organisation by the employees and
employees will more open to give ideas and also organisation will foster the innovation in
employees will indicate the employees are been praised for their learning and innovative ideas
and also this will increase their satisfaction level (Pfister and et. al., 2020).
Rewards and appraisals: when employees will get equally rewarded for their efforts and
employees will work with more potential thereby increasing the productivity and profitability of
organisation will indicate that employees are rewarded and are satisfied for working hard.
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Increase in productivity and performance of employee: When the employees will utilize their
capabilities effectively and efficiently to increase their performance and productivity beyond
their potential which will increase the profitability of the organisation.
CONCLUSION
It is concluded from the above report for business to run effectively it is very important to have
talent employees and also the talent must be retained for which the job satisfaction is essential
for the employees. Employees must be provided with work life balance which the priority of
person to be satisfied in the job. The employees must be rewarded and appraised for their extra
efforts and so there fix working hours. Hence for organisation to gain success, growth and
development employees must be satisfied.
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References:
Books and Journals
Akhmad, B.A., Suryadi, B. and Rajiani, I., 2020. Communicating the dissatisfaction in
workplace among public sector employees: loyalty and neglect as an alternative model of
responses. Polish Journal of Management Studies. 21.
Coccia, M., 2020. Fishbone diagram for technological analysis and foresight. International
Journal of Foresight and Innovation Policy. 14(2-4). pp.225-247.
Inoue, A and et. al., 2020. Combined effect of high stress and job dissatisfaction on long-term
sickness absence: a 1-year prospective study of Japanese employees. Environmental and
Occupational Health Practice.
Irhamna, I., Amry, Z. and Syahputra, H., 2020. Contribution of Mathematical Anxiety, Learning
Motivation and Self-Confidence to Student’s Mathematical Problem Solving. Budapest
International Research and Critics in Linguistics and Education (BirLE) Journal. 3(4).
pp.1759-1772.
Loan, L., 2020. The influence of organizational commitment on employees’ job performance:
The mediating role of job satisfaction. Management Science Letters. 10(14). pp.3307-
3312.
Pfister, I.B and et. al., 2020. How does appreciation lead to higher job satisfaction?. Journal of
managerial psychology.
Silic, M and et. al., 2020. The effects of a gamified human resource management system on job
satisfaction and engagement. Human Resource Management Journal. 30(2). pp.260-277.
Thu Suong, H.T., 2020. Impacts of job stress and dissatisfaction on turnover intention. A critical
analasys of logistics industry–evidence from Vietnam.
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