job satisfaction

Synthesis 5: Work based problem: Dissatisfaction of Employee in a Workplace


Job dissatisfaction is a situation where an employee is not satisfied with his or her position in the workplace. There are problems, which occur when employees are not happy with their jobs. In this session, we will look at causes of job dissatisfaction as well as other problems, which associate with job dissatisfaction.

How has your workplace-based problem been redefined as a result of the problematising process

Several causes lead to job dissatisfaction. They include; poor management, lack of interest, being underpaid and limited career growth. To start with poor management, not having management sector also leads to employee dissatisfaction. People want leaders. They want real leaders who can inspire and motivate them without favoring any employee. Perhaps a leader with a vision. Without such people in a company, the employee feels that the company is not their place hence the lack of satisfaction. Secondly, employees are unhappy in their workplaces because of underpayment (Raelin, 2010). Not receiving what you are worth is called underpaid. Underpaid is the most challenging one to work with because it can be driven by an individual interpretation and perspectives. If an employee does not think is paid the proper amount to do the job, then they consider themselves as underpaid- even though the amount received is in line with their position. If they research on this and find truly are underpaid, then their dissatisfaction is allowed.

Also, lack of interest is another cause of job dissatisfaction. Lack of interest is being in a position that does not interest you. You might be wondering why an employee takes a position which is not his or her interest. There are reasons one being typically money. Every individual needs money to pay their bills. Also, at times, the person is not told about the job during interview hence after working in a company they realize that is not their place. Lastly, when an employee lacks an opportunity to advance and grow their career into another area, they feel unhappy.

How has your Critical Literature Review and other resources from the module supported your approach to solving your identified problem?

Job dissatisfaction is global problem and measures to curb the high rate of job turnover should be established. Not only high turnover rate but also the poor performance resulting from dissatisfaction. In the previous paragraphs, the causes are outlined clearly. The manager or employee should solve these problems to ensure quality work. For instance, an employee should receive an amount which is worth for the service provided. Also, the company or an organization should offer opportunities to employees for advance their career.

However not all employees are interested in changing their career, but some are interested. Besides, the issue of interest should be checked critically by the interviewer. If the interviewee is interested in a position because of the money offered, then he or she should not be assigned that job. In solving job dissatisfaction, the manager or employee is responsible and plays the significant role in facilitating high and quality performance.

How have your desired outcomes, both organizationally and personally, evolved as a result of learning and Learning Set discussions in this module thus far?

In discussions, both employee and employer attain knowledge either by observing their fellow workers or through the ideas raised. I wanted to ensure that there is a good relationship among all the employees in the workplace. In this lesson, it is clear that this evolved when the employee is granted authority to make decisions which may even affect the whole company.

How have the ideas and practices covered so far in this module influenced how you would go about understanding, resolving and implementing solutions to your work-based problem?

In this module, we have learned on how we can solve employee dissatisfaction in a workplace. We have based our argument on the causes of the dissatisfaction. First, we know the cause then we gather solution. The practices covered in this lesson help to us to generate solutions to problems accordingly. Also, it is advised to understand the problem, internalize it and then start researching on the causes of the problem. The manager can resolve that problem by coming up with a solution. However, these solutions have to be implemented to be effective in the workplace. According to Raelin, 2010 both employee and employer are responsible for carrying out the solutions. For instance, the employee has to play a role in developing a positive attitude towards his or her position. This aspect helps in increasing the employee’s interest. On the other hand, the employer is responsible for making proper payment to the workers to maintain them as well as ensure good performance.

How will you move forward in the problem-solving process for your final CAL report?

Raelin recommended the use of combined effort to both employee and employer to facilitate solution implementation. That is both employee and employer feel being involved and wish to take part in it. Although it is hard for the employee to have a feeling of owning a company which belongs to them neither their relatives, it is good if they are proud of their workplace. I recommend openness among the employees and between employer and employee. Perhaps, every person in the company can raise their grievances without any fear.

As I conclude, it is true that most of the employees are unhappy in their job places. As a result, poor performance is obtained. The employer has to come up with techniques to solve this problematizing issue.


Raelin, J. (2010). The End of Managerial Control?. Group & Organization Management, 36(2),    pp.135-160.


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