Workplace Problem: Analysis, Solutions, and Implementation Plan

This report addresses the critical issue of employee dissatisfaction and its impact on workplace productivity. It begins by defining the problem, its scope, and the negative consequences it poses to an organization's performance, including reduced productivity, low morale, and increased turnover. The ...Read More

Recognize problem
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Contents
INTRODUCTION.....................................................................................................................................3
MAIN BODY.............................................................................................................................................3
Define the problem in the workplace, its scope and impact.....................................................................3
Analyze information on the identified problem.......................................................................................3
Alternative solutions to the problem........................................................................................................4
Decision making technique to evaluate a range of solutions to identify the most appropriate option......5
Plan for implementing the solution..........................................................................................................5
Communicate the plan to stakeholders....................................................................................................6
Assess appropriate monitoring and review techniques to ensure successful implementation of the
solution....................................................................................................................................................6
CONCLUSION..........................................................................................................................................7
REFERENCES..........................................................................................................................................8

INTRODUCTION
Having employees who are happy at their workplace is very important for the overall
performance as well as survival of an organization. This is because such employees work harder
and productively, thereby helping the company to attain its goals as well as objectives. Happier
employees not only raise the productivity of the company, but also help it in attracting the best
talent in the market (Biswas and Mazumder, 2017). But there can be certain factors that can lead
the employees to not be happy at the workplace. Therefore, it is important for the organization to
adopt various measures in order to overcome the issue of unhappy employees at the workplace.
This will not only help in enhancing the overall performance but also improve overall
productivity. The report describes a complex problem in the workplace and an analysis on the
same. There is also a description of alternative solutions to the problem along with a plan to
implement the same.
MAIN BODY
Define the problem in the workplace, its scope and impact
The problem identified in the workplace is that the employees are not happy and hence
their productivity is low. Employees who are unhappy in the workplace, are not able to give their
best in the job. Unhappy employees are not productive and the level of satisfaction among them
is also very low. The level of motivation and confidence among unhappy employees is also very
low. Due to this, they haven a negative attitude towards their job and this affects the overall
productivity of other at the workplace as well. In order to be successful and gain a competitive
advantage in the market, it is important for an organization to promote a positive as well as
healthy workplace environment (Cansoy, 2019). The scope of unhappy employees within an
organization is that they can affect its productivity as well as position in the market. Therefore, it
can be said that the impact of this problem on the company can be negative. This is because there
can be a decline in the morale of other employees and the turnover of the company will also
increase. Also, when employees are not happy at their workplace, they affect the bottom line of
the business. Thus, it is important to adopt appropriate measures in order to overcome the same.

Analyze information on the identified problem
It is important to ensure that employees are happy at the workplace because unhappy
employees can affect the overall performance as well as productivity of the company. The staff
members who are not happy with their jobs or the workplace environment, can have a negative
impact on the company. As per the viewpoint of Rose Johnson, there can be various reasons for
job dissatisfaction as well as productivity among employees such as feeling underpaid, limited
advancement and career growth, an unhealthy workplace environment and so on (Key Reasons
for Job Dissatisfaction and Poor Employee Performance, 2021). By promoting a healthy and
positive environment at the workplace, an organization can not only gain a competitive
advantage against other players, but also improve its overall productivity as well. It can be said
that happy employees work harder and are also more productive. As a result, the decision-
making process is more informed and also, there is an increase in the company’s performance.
Thus, it can be said that it is important for a company to adopt effective measures in order to
overcome the issue. A positive workplace environment can help in enhancing the overall morale
of the employees and also improve their level of job satisfaction.
Alternative solutions to the problem
There can be various measures that can be adopted by the organization in order to
overcome the problem. Alternative solutions that can be mentioned for organizations so that they
can eliminate the problem of employees being unhappy at the workplace, can include providing
them with various training as well as development opportunities (Choi, Bae and Hyun, 2020).
Also, the team leaders as well as managers within the companies should promote effective
communication among the team members in order to make sure that they are comfortable in
interacting as well as working with each other. Another alternative solution that can be proposed
for overcoming the problem of unhappy employees at the workplace is to speak to the employees
so that the problem can be identified and addressed in an effective manner. Weekly meetings can
be conducted to track the performance of the employees and provide them with constructive
feedback. This will give them an idea of their strengths as well as weaknesses. As a result, they
will become aware at the workplace and thus, improve their overall performance at the
workplace. Therefore, these are some of the alternative solutions that can be adopted in order to
overcome the problem of unhappy or dissatisfied employees at the workplace (Garg, Dar and

Mishra, 2018). These alternative solutions can provide effective means to overcome the problem
and therefore, increase overall performance as well as gain a competitive advantage.
Decision making technique to evaluate a range of solutions to identify the most appropriate
option
Different decision-making techniques can be used in order to evaluate a range of different
solutions to identify the most appropriate solution option. For example, a cost benefit analysis
can be conducted in order to identify if providing training and development opportunities to the
employees will be effective or not (Holman, 2018). Apart from this, multiple criteria decision
analysis is another decision-making technique that can allow the management of the organization
to assess as well as evaluate the different options against a set of defined criteria. The different
criteria can include quality, customer satisfaction, cost/price etc. This will allow the company to
make effective decisions and also enhance their overall performance in the market. This analysis
method is rather like a price/benefit analysis; besides it’s now not confined to price. We make
thousands of decisions every day - frequently intuitively, but a few parts of the company are
weighing up the numerous standards. When we purchase a car, we weigh up value, comfort,
safety, gas financial system, characteristic, shape and aesthetics. When we purchase a latte, we
do not forget everything from cost and great to the environmental friendliness of the packaging.
Therefore, it can be said that positive and healthy workplace relationships should be promoted
among the employees.
Plan for implementing the solution
In order to implement the solution, a company can implement effective plan. In order to
provide effective training to the employees, the managers should reach out to the experts in the
industry. Also, there are many organizations that offer training sessions to the employees of
different companies. Therefore, the training can include different sessions comprising of
different activities that can help the employees in communicating as well as interacting with each
other effectively. The main objective of implementing the plan will be to enhance the job
satisfaction of the employees so that they are happy at the workplace. If any of the employees is
not happy at the workplace, the managers or team leaders should speak to them and identify the
same. Apart from this, the training needs of the employees will be assessed (Miao, Humphrey
and Qian, 2017). This will help the managers in providing the appropriate training to the

employees based on their needs. As a result, the employees will get an opportunity to interact
with each other and therefore, this will help in creating a positive environment at the workplace.
Then the training sessions are complete, the outcomes should be evaluated in order to analyze
overall effectiveness. If there are any issues found, they can be rectified to attain the intended
results.
Communicate the plan to stakeholders
Stakeholders play an important role in the overall success of an organization and can
impact as well as get affect by the decisions that are made by the firm. This is because different
stakeholders have different levels of power as well as interests in the different activities that are
undertaken by the company. In the given scenario, the training and development plan that will be
implemented, will be communicated to the stakeholders (Shen and Tang, 2018). The key
stakeholders of the organization include employees, customers, board of directors as well as
managers. In order to do so, different mediums such as email, newsletters, company’s website
etc. The stakeholders will be communicated about how training will be conducted as well as the
need for training. The stakeholders will also be informed about the reason why employees are
not happy at the workplace and the factors behind the same. Firstly, the key stakeholders will be
identified and then the frequency of the messages will also be identified.
Sharing the plan with your crew will tell them of your communique cadence—which
affects their paintings and shipping dates—however additionally gives them extra context around
the way the organization be communicating and with whom. Sharing this information manner,
the team can help the company as you perform the communication plan. Therefore, it can be said
that communicating the plan to the stakeholders is important and can help in improving the
overall implementation of the plan. As a result, the stakeholders can direct the employees and
help them in increasing their overall productivity as well as level of job satisfaction.
Assess appropriate monitoring and review techniques to ensure successful implementation of the
solution
Monitoring and review techniques are important in order to ensure successful
implementation of the solution. The solution that has been decided to improve the job
satisfaction level of the employees is to provide adequate training as well as development
opportunities so that they get a chance to develop new skills as well as enhance their knowledge

about the latest trends in the industry. In order to monitor and review the plan, the goals as well
as objectives of the plan will be identified (Tang, Huang and Wang, 2017). Next, the
implementation as well as overall progress of the plan will be measured against intended
outcomes. This will help in identifying any potential risks or issues that can impact the plan to a
great extent. The monitoring as well as review process should be conducted from time to time to
ensure that the training is conducted smoothly as well as effectively. Trigger points can be
diagnosed and monitored and, while reached, can stimulate the implementation of the following
movement in a series (Whelan and et.al., 2018). In figuring out trigger ranges for response, it's
miles crucial to remember the time required for the decision to be made and implemented. This
need to encompass acknowledging the time that could require for effective stakeholder
engagement, or for any unique research, design and improvement of movements that can be
required. Monitoring must encompass outputs, immediately and brief-time period effects, and
long-term results.
Stakeholder feedback is important. People or groups who have an interest inside the plan,
or who are chargeable for delivering various actions, ought to be made aware about any
adjustments that have an effect on them (Tepayakul and Rinthaisong, 2018). Importantly,
attention must receive to how the plan is being amended in order that the making plans cycle can
be persisted. Therefore, these are some of the monitoring as well as review techniques that can
help in ensuring that the solution is implemented in an effective manner. Also, this can help in
achieving the intended goals as well as objectives in an effective manner.
CONCLUSION
From the above report, it can be concluded that happy employees are more productive
and put in hard work as compared to the ones who are not happy at the workplace. This is
because happy employees have a high level of job satisfaction. The level of job satisfaction
among the employees of a company can have a significant impact on its overall performance as
well as productivity. The impact can either be positive or negative and thus, it is important for
the company to adopt various measures to ensure that its employees are happy at the workplace.
In order to do so, the company can conduct training and development sessions or promote a
positive workplace environment. Therefore, this will help the company not only in enhancing its
performance but also increasing the job level satisfaction among the employees.

REFERENCES
Books & Journals
Biswas, N. and Mazumder, Z., 2017. Exploring organizational citizenship behavior as an
outcome of job satisfaction: A critical review. IUP Journal of Organizational Behavior,
16(2).
Cansoy, R., 2019. The Relationship between School Principals' Leadership Behaviours and
Teachers' Job Satisfaction: A Systematic Review. International Education Studies, 12(1),
pp.37-52.
Choi, J.H., Bae, B.Y. and Hyun, B.H., 2020. The Influence of Small Enterprise Workplace
Learning on Management Performance: The Mediating Effect of Job Satisfaction.
Journal of Digital Convergence, 18(10), pp.81-93.
Garg, K., Dar, I.A. and Mishra, M., 2018. Job satisfaction and work engagement: A study using
private sector bank managers. Advances in Developing Human Resources, 20(1), pp.58-
71.
Holman, E.G., 2018. Theoretical extensions of minority stress theory for sexual minority
individuals in the workplace: A cross‐contextual understanding of minority stress
processes. Journal of family theory & review, 10(1), pp.165-180.
Miao, C., Humphrey, R.H. and Qian, S., 2017. A meta-analysis of emotional intelligence effects
on job satisfaction mediated by job resources, and a test of moderators. Personality and
Individual Differences, 116, pp.281-288.
Shen, J. and Tang, C., 2018. How does training improve customer service quality? The roles of
transfer of training and job satisfaction. European management journal, 36(6), pp.708-
716.
Tang, Y., Huang, X. and Wang, Y., 2017. Good marriage at home, creativity at work: Family–
work enrichment effect on workplace creativity. Journal of Organizational Behavior,
38(5), pp.749-766.
Tepayakul, R. and Rinthaisong, I., 2018. Job satisfaction and employee engagement among
human resources staff of Thai private higher education institutions. The Journal of
Behavioral Science, 13(2), pp.68-81.
Whelan, E. and et.al., 2018. How emotion-sensing technology can reshape the workplace. MIT
Sloan Management Review, 59(3), pp.7-10.
Online
Key Reasons for Job Dissatisfaction and Poor Employee Performance. 2021. [Online]. Available
through:< https://smallbusiness.chron.com/key-reasons-job-dissatisfaction-poor-
employee-performance-25846.html>.