The Causes if Job Dissatisfaction among Employees in a Particular Industry

The Causes of Job Dissatisfaction among Employees in a Particular Industry

Job satisfaction is a concept that refers to the level of an employee’s content in their job. Naturally, not every employee is always satisfied with their job. One might argue that at one point or another, most employees are not happy with their current jobs. This state of affairs may make them seek other jobs or opportunities. At the same time, others may remain at their present workplaces even though they lack the feeling of job satisfaction. There are different factors that affect an individual’s level of job satisfaction. These factors include perceived fairness of compensation, system of promotion in place, working conditions, as well as leadership among others. Employees who lack job satisfaction have the capability of significantly affecting the company they work at, as they normally lack motivation and have negative attitudes. Thus, they may not perform optimally in their tasks. These characteristics can have a direct effect on the company hence managers should ensure that they understand the reasons their employees might not be satisfied with their jobs. Understanding the causes of job dissatisfaction may help a company’s managers come up with adequate and effective solutions and also prevent the effects of employees’ job dissatisfaction, such as poor performance and high rates of employee turnover.

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One of the most prevalent causes for low levels of job satisfaction is underpayment. The additional difficulty with underpayment is that it is a very personal matter hence this reason of dissatisfaction may in fact be very challenging to overcome. If one thinks that they are not being sufficiently compensated for the work they are performing, they may then have the perception of being underpaid. A person might feel this way even when the salary that he or she is being paid  corresponds to the type of work this person performs or the position that this person holds. A person might develop the feeling of being underpaid as a result from talking to other people or from researching this topic on the internet. Additionally, employees may see a person who performs a similar job as them living a better life, such as driving a more expensive car or living in a better house. This situation might make them think that such a person is making more money (Saari & Judge, 2004). Such a perception may make a person feel demoralized with the job that he or she has, leading to the feeling of job dissatisfaction. It is important for the employees to have an adequate perspective on their jobs and the level of their salaries in order to prevent them from feeling demotivated, as they are very likely to look for a new job which would meet their financial expectations.

Another cause of job dissatisfaction is a limit to career growth. If an employee does not have the opportunity of climbing the career ladder, they may also develop the feeling of job dissatisfaction. Most employees want to move up in their career path, but in those cases when the company they work for fails to provide them with the chance to grow, they may get disenchanted and lose satisfaction with their jobs. This may lead to a situation when such employees will search for other jobs which could guarantee them better prospects of career growth. Organizations that fail to offer fair promotion chances may also contribute to lack of job satisfaction. Promotion is considered to be a significant career milestone and is a promise of more accountabilities, power, and status.  Therefore, the chance of promotion may be a determination of the level of satisfaction to the employee. Organizations should also offer opportunities such as training programs to their employees to aid in their career development (Susanne, 2011). Discriminatory practices during promotions should be avoided to ensure that all employees are given equal opportunities to advance themselves and their careers.

Lack of interest in one’s job is yet another cause of an employee’s job dissatisfaction. Lack of interest may entail holding a position or being mandated with those responsibilities that are of no interest to an individual. People may be forced by circumstances to take up a job that poses no interest in order to meet their financial needs. Naturally, such employees will have little to no motivation to perform their expected roles as they do not enjoy their jobs. Job satisfaction cannot be derived solely from one’s need for money. It has to have other motivational factors connecting one to their jobs. The employees may be merely working in those positions while waiting for an opening in another place of their interest and leave as soon as such an opportunity arises. There are employees who have stayed in certain jobs for a long time not because they receive too much compensation but because they have interest in such jobs (Adriaenssen, Prins, & Vloeberghs, 2006). Therefore, it is  important for an employee to work in a job that interests them in order to prevent the feeling of job dissatisfaction.

Poor management, which entails lack of the required leadership, may be another important factor contributing to job dissatisfaction of the employees. Employees want to be led by and work with those people who are visionary and those who can provide them with inspiration for completing the set tasks. Poor management decisions may send a negative message to the employees by making them feel that the company is not serious about their jobs. This may make them feel dissatisfied with the company and also the position hey may be holding.  It is important for the company’s management to provide good leadership to assure the employees of that the company is not drifting apart as it is a major part of the employee’s lives (Ukandu & Ukpere, 2014).  

Lack of job security is another prevalent cause of job dissatisfaction. Technological advancements have shown themselves to be a real threat to numerous jobs, as modern technologies have made mundane work to be relatively easy. There are people who are scared that machines will replace them in the near future. There are also an increasing number of young graduates whom older employees see as a threat to their job security. This may lead them to have job dissatisfaction as they may feel that they may be replaced anytime. They do not see the need of being committed to their jobs as they are not sure of their fate in those companies tomorrow. Companies ought to assure their employees of their job security. Employees should also be educated about the advantages of embracing new technologies as this may help to reduce the levels of job dissatisfaction of the employees. The assurance of job satisfaction necessitates careful planning by both the employees and the management. Managers are encouraged to create a blend of factors that would lead to an environment that would stimulate, challenge, support, and reward their employees (Gale, et al. 2016).

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Lack of commitment of an organization towards their employees may also lead to a decreased level of job dissatisfaction among its employees. On the other hand, an effective policy of commitment may lead to a psychological attachment of the employees to their jobs or the companies that they work for. A company might demonstrate its commitment to its employees through various means, such as including the employees in the decision making processes, especially in those matters that might have a direct effect on the employees. The employees of a company that dictates its policies will not see it as being mindful of the workers’ welfare and thus they will not be appreciative of the role that they play in such an organization. Not consulting with the opinions of the employees regarding certain matters that might directly affect the employees, leads to a resistance of the policy’s implementation and a feeling of not being valued on the part of the employees and thus a decreased level of job satisfaction. Employees are major stakeholders in every organization and they should be allowed to have a say in these decisions that affect them. This will prevent them from feeling used by the company. Therefore, it would be helpful in achieving the goals of the organization and the personal goals of people within those organizations (Straus, 1974).

Unconducive working environments also contribute to job dissatisfaction. Lack of a sufficient amount of resources such as time, funds and equipment which are necessary to ensure an effective implementation of their roles may be frustrating to a company’s employees. The provision of sufficient resources for carrying out their duties is a strong motivating factor for many employees. However, some organizations fail to provide enough resources or fail to ensure a fair distribution of the scarce resources among the company’s employees and yet expect a successful and timely completion of the delegated tasks. This may lead to a decreased level of job satisfaction of the employees, as they will not be in a position of delivering their best performance within the required time. Unsafe working conditions may also lead to the feeling of job dissatisfaction, as in such a case the employees would rightly fear for their well-being and think that the company has little regard to them. Lack of provision of protective gears in jobs requiring some may be an example of an unconducive working environment. Employees should be able to work in places here they feel that their physical and emotional well-being is well catered for. Provision of good health coverage may also be a motivation enough to these employees. Another important aspect is that the employers should treat their employees with respect and dignity. Lack of this kind of treatment may also lead to a decreased level of job satisfaction or its absence as well as the need to look for other jobs and as a result the high rates of turnover (Spector, 1997). 

Age has also been cited as an important factor in the determination of an employee’s level of job satisfaction. It has been argued that young people possess more energy and there is a higher likelihood of them showing a higher level of job satisfaction as compared to their coworkers of older age. Young employees are said to embrace new technologies better than old employees who mainly show resistance towards new technologies. Technological advancement as explained earlier leads to fear of job security by the employees. Young employees do not feel as threatened by technology as the old employees do leading to increase of lack of job satisfaction on the part of the older employees (Gale, et al. 2016).

Lack of education also contributes to a low level of job satisfaction. Education is an important determinant of employee satisfaction as it offers an opportunity for the development of a person’s personality. Education also helps in the development and the improvising of a person’s wisdom and the process of evaluation. People who are well educated are capable of understanding the situation and assessing it with a positive mind, because they are trained to think rational and have thinking powers. They are less threatened by substitution by the new employees as well as by introduction of new technology. Education offers platforms for promotions hence career developments. People with less education as compared to their workmates may feel inadequate. Intimidated and, therefore, lack job satisfaction (Parvin, 2011). 

In conclusion, the level of job satisfaction is dependent on the nature of the job itself as well as on the expectations of what a job will offer to the employee. Job satisfaction leads to the increment of the level of performance in any institution. It helps in the stimulation of the commitment of the employees in their places of work. To ensure employee satisfaction a company has to provide them with proper remuneration good working conditions, job security assurance, and good management among others. Employees on their part may also ensure that they have good education to expose them to good jobs and promotion opportunities. Employees have the tendency of producing good quality work when they are motivated and have job satisfaction. In short, if the work of an employee is interesting their pay is fair their promotional opportunities are good and they have supportive supervisors or management then it may be said that such employee is satisfied with their job. In order to ensure that a certain amount of job satisfaction, the pleasure that is associated with an employee’s job should outweigh the hardships that an employee goes through and compromises that he or she has to make.

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