12. Conclusion

 

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There are many things a company can do from an HR perspective to increase employee job satisfaction such as providing fair pay and benefits, offering opportunities for promotion, training and developing workers, and communicating work expectations with regular performance appraisals. In its most basic sense, job satisfaction involves the positive feelings and evaluations derived from an individual’s employment in a job.

 Alternatively, job dissatisfaction occurs when work experiences are negative and expectations are not met. An employee who expects clean and safe working conditions will likely be dissatisfied if the workplace is dirty and dangerous.

 Many organizations and researchers study job dissatisfaction. At any one time, from 15% to 40% of working people across the nation are dissatisfied with their jobs. Higher unemployment rates usually mean more dissatisfied workers in the workforce because it is more difficult to change jobs, and people stay longer with jobs they do not like. Managers directly impact job satisfaction, and younger employees tend to have lower job satisfaction than older employees.

 Managers and HR professionals must therefore create employment situations that prompt positive work attitudes and get employees engaged in the workplace. 

Article #1

Beginning of my blog, I have elaborated on the reasons why employees get dissatisfied with their job in the hospitality Industry. In this article, I will explain the solutions that what we can do to overcome from this issue under main theory of HRM. 

#2. Solution for Job dissatisfaction through Talent Management

Today we consider skilled workforce as human capital which is a combination of knowledge, skills, life experiences, motivation, and capability of the employees. And this helps an organization to achieve goals and drive success and talent management helps in getting skilled and knowledgeable employees or can you could say talent management considers the fuel for the engine of human capital management. A famous Chinese proverb -“If you wish to grow something for a season, grow mangoes; if you wish to grow something for a year, grow rice, but if you wish to grow something for a lifetime, develop manpower.”- Says the essence of human resource management. Every person possesses some unique and qualitative talent (Iqbal, 2011). In organizations, through talent management practices, human resources professionals assist their employees to enhance their efficiency for work to gain sustainable and competitive growth to attain incredible performance of employees. The high potential of employees leads to higher services, quality, and productivity, which leads to the greater level of customer satisfaction, which leads to higher level of sales, profitability, and shareholders' returns. And then Employees get rewards and appriciation of it, it will helps to increase their job satisfaction. Thus, talent management is crucial for survival and performance of an organization in the highly competitive business environment.

#3. Solution for Job dissatisfaction through learning & Development

 If any company/ Organization can conduct learning & Development programmes to their employee it will help to improve their employees Job skills, ethics, and improve sales as well as their career. Training and development plan will reduce mistakes on day to day operation. Increased efficiencies in processes, resulting in financial gain, Increased capacity to adopt new technologies and methods, Increased innovation in strategies and product, Reduced employee turnover, Enhanced company image, e.g., conducting ethics training (not a good reason for ethics training!), Risk management, e.g., training about sexual harassment, diversity training. Therefore, employee who working under this nature that employee's Job satisfaction level is very high and he/she will give best contribution to their work place.

 

#4. Solution for Job dissatisfaction through Employee Relation

 "Employees don’t leave their jobs. They leave their bosses."

 Most employees don’t think twice about changing their jobs if they feel the work culture is not feasible. This mainly happens when employers overlook their stand for bettering ties with the workforce. Ignoring the chances to improve employee relations not only costs the employers financially. But it also tarnished their brand image, thereby obstructing the flow of new talents. Thus, employers must always check how their employees feel and if their career is advancing.

 

#5. Solution for Job dissatisfaction through Design of work

 A good job design enables a good job feedback. Employees have the option to vary tasks as per their personal and social needs, habits and circumstances in the workplace. Job design offers good work and rest schedule by clearly defining the number of hours an individual has to spend in his/her job.A good job designs allows for adjustments for physically demanding jobs by minimising the energy spent doing the job and by aligning the manpower requirements for the same.Job design is a continuous and ever evolving process that is aimed at helping employees make adjustments with the changes in the workplace. The end goal is reducing dissatisfaction, enhancing motivation and employee engagement at the workplace.

#6. Solution for Job dissatisfaction through Job Performance & Personal Development Plan

Job satisfaction is considered as the amount or degree of gratification and contentment that an employee fosters towards his/her overall job, factoring into that equation his/her satisfaction with the job itself, the peers at the job, the supervisors, and the policies at work. Various research studies have highlighted the importance of focusing on the issue of employee job satisfaction, as it plays a critical role in overall firm success or demise. Additionally, the importance of employee job satisfaction has been largely emphasized in the literature because of its positive affect on employee job performance. Employees and job seekers always desire to work for organizations with thriving work culture. Good work culture may be defined in various ways like trusting your employees, recognizing employees for their efforts, or coming out to support the employees in distress. Like all the other points, a strong employee relationship also helps in building a better work culture. When employees enjoy a good relationship with their employers, they are much inclined to adhere to the company's guidelines and principles. This is turn, reflects back in the form of a positive employee experience.

#7. Solution for Job dissatisfaction through Employee Engagement

Engaged employees as those who are involved in, enthusiastic about and committed to their work and workplace. To create an environment where people flourish, employers need to understand what it means to be an engaged employee and how manage people for engagement in their workforce. Although the concepts of employee engagement and job satisfaction are interrelated, they are not synonymous. Satisfaction is about the employee being happy with their job or organization. Satisfaction is an attitude, like organizational loyalty or pride. Engagement is about the employee being actively invested in their work and the value they add to the organization. Engagement predicts satisfaction, as well as many other concrete organizational results. Creating a culture of engagement requires more than completing an annual employee survey and then leaving managers on their own, hoping they will learn something from the results that will change the way they manage. It requires an organization to take a close look at how critical engagement elements align with how managers understand and manage employee needs.

#8. Solution for Job dissatisfaction through Globalization of HRM

Globalization means to increase their base of operations, expand their workforce with minimal investments, and provide new services to a broad range consumers. there are few main impact of globalization. Multinational corporations world wide and companies developed joint ventures with foreign partners, employees increasingly chased job opportunities across national borders, changes in the operational environment - because of these, employees can get chance to work with different nationality with good modern technology and it will help to increase their job satisfaction and also due to the glbalization they have access to move to another property in another country in order to achieve their perosonal goal. 

#9. Solution for Job dissatisfaction through Organizational Culture

The culture influence the way employees act and interact with each other. An organization culture can make employer feel included empowered and supported or it can have an opposite effect.  Because culture can be powerful it's important for managers to pay attention to it. Beacause it's the way the people do things around here. Its base on the values, symbols, ritual, myths and practices that people are doing when they are working together. Thus all of these things shapeup Organizational culture it's actually  the personality of an organization. Every associate, managers, employees should respect each and everyones' thoughts, ideas, emotion etc. Company rules and regulation must cover all ethical and unethical area. As long as employee can work in a safety and polite environment means that employees satisfy with their job. 

#10. Solution for Job dissatisfaction through Change Management

Managing a successful organizational change can increase morale among workers and drive positive team building and job enrichment. These factors can directly and positively affect productivity and quality of work while shortening production cycles and reducing costs. It allows employees to understand and commit to the shift and work effectively during it. These changes, no matter whether they seem good or bad at the time, will teach you something new. External change makes you more flexible, more understanding and prepares you for the future. Just as internal change will encourage you to progress, external change will give you the experience and drive to push forward.

 

 Now we will see that what are the disadvantages of Job Satisfaction

 1. Employee never want to leave their comfort zone:    Though having job satisfaction is vital in order to help you have a happy professional life, one of the chief limitations of job satisfaction is that you are so content with what you do, that you will eventually refuse to leave your comfort zone.You will begin to accept only those tasks which you have been doing since you joined the company and you will not be willing to try your hand at something new. As opposed to this, people who have low job satisfaction constantly want to try their hand at something new; in the event of trying to find something they like doing.

 2. Refuse to challenge yourself :    People who have immense job satisfaction will never be willing to challenge themselves with a daunting task. This is because they are afraid that if they challenge themselves then the job will not remain as satisfying as it was. This having been stated, job satisfaction does not mean that you only take on tasks which are easy for you and which you are used to doing, on the contrary, job satisfaction means that you do your job irrespective of the challenges which are thrown your way, as you know these challenges will only help you better yourself.

 After going through the points it is clear that those who are satisfied with their jobs not only give up a better quality of work, but are also more content and happy. What many people do not realize is that when choosing your career path or job, you need not make your decision based on what others tell you to do.On the contrary, you must follow your own heart and think about your own wants and dreams. If you wish to be successful in your professional life it is vital that you take decisions keeping your own interests in mind.

Employee Job Dissatisfaction in the Banking sector

In order to achieve economic excellence and organizational effectiveness in commercial banks, an efficient crop of officers is indispensable. An efficient and effective banker can deliver service to the customer in an efficient manner. Therefore, an effective training and development program should be integrated in human resource management practices for organizational effectiveness in commercial banks. The work brings out that training and job satisfaction are positively linked to organizational effectiveness. Job dissatisfaction among employees hinders organizational effectiveness of commercial bank. Competent employees don’t remain competent forever. Skills deteriorate and become obsolete and new skills need to be learned. A training and development program can foster learning new techniques and methods to perform jobs with the fullest efficiency and effectiveness. A successful training and development program assists the strategic requirements of the organization and also satisfies the individual needs of the people working on it. Effective training programs also help employees to concentrate on their individual career development, which ultimately assists in achieving both organizational short- and long-term objectives.

Employee Job Dissatisfaction in Aircrew

Many airline pilots feel stressed and undervalued by management, and – despite record demand for flight crew globally – worried about job security and automation making their role redundant. For instance, four in 10 pilots say they become “most stressed” when dealing with company management, with rotations – the number of airport turn arounds they must carry out in a day – the second-biggest contributor to stress, ahead of their daily commute to work, safety concerns, and passengers.

the appeal of a career as an airline pilot and demand for their services being higher than ever, airlines have significant challenges to address when it comes to the job satisfaction and wellbeing of their most important employees

When job stress is high due to heavy demands and pressures or in response to a traumatic event, their body and mind can experience the “flight or fight” response. Their job performance and health may decline if their job stress is very high or lasts a long time.

Times of stress can be overwhelming, and may lead to pleasure-seeking in the form of unhealthy choices that may worsen the effects of stress. Employer/Management can be proactive by taking steps to reduce the effects of job stress by finding support and making healthy choices. Supportive relationships can reduce stress levels, along with taking better care of yourself. Here are some things you can do:

• Find support. Seek help from a trusted partner, family member, friend, counselor, doctor, or clergyperson. Consider using programs offered by your employer if available.
•  Connect socially with others.
• Talk with your supervisor, a union steward, or a trusted senior member of your organization about work conditions that may be causing or aggravating your stress.  When discussing issues, it may help to seek clarification about roles and priorities, available resources, and options for doing things differently that may not be apparent.
• Start or resume routines that are comforting or soothing to you especially if you’ve been stressed or your schedule has been disrupted. For example, practice yoga or find other activities that may help you relax, such as taking a warm bath.
•  Make time to do things that make employees happy – even if for brief periods of time.

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 Hospitality industry or any other company management also needs to be creative to create situations and conditions that encourage employees to feel employee engagement so that in turn, employees have a sense of belonging to the company, always care about the problems that occur in the company, employees and have an emotional attachment to the company. Thus, can overcome from the employee dissatisfaction issue and satisfaction become positive and ultimately able to improve employee performance becomes more productive and contributive.

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Reference:

Arrawatia, A (2018) The impact of talent management on job satisfaction and employee performance. Employee Satisfaction. pp 426-429 [Online]. Available at https://www.ijcrt.org/. Accessed on 31^st June 2021.

 Caitlin, C. (2020) Employee Training and Development: Reasons and Benefits. Free Management Library [Online]. Available at https://managementhelp.org/training/basics/reasons-for-training.htm. Accessed on 1^st June 2021.

 Kaur, R (2013) Empirical study of talent management program and its impact on the employee’s retainment and performance in indian supermarket big bazaar. Human Resource Management Research pp68-69 [Online]. Available at https://citeseerx.ist.psu.edu/. Accessed on 30^th June 2021.