Problem experienced
Employees at one point in their career feel dissatisfied at what they do. This is mainly referred to as Job dissatisfaction. This though should not be a consistent trend in any organization. The cause of employee job dissatisfaction may be internal meaning that they are caused by internal factors in the organization and they can be external causes meaning that they are caused by factors from the outside parts where the employee comes from. Employees with low job satisfaction can have a greater impact on the company negatively, their performance will be generally affected and that they can affect the motivation and the overall performance of employees. The company is experiencing some internal factors that have led its employees to feel that the organizational rules and organizations are confusing and that they feel they cannot be promoted and most of them find their work boring ( Adair, 2009 ). The company obviously has some issues that have compounded and resulted in employee dissatisfaction.
There is employee dissatisfaction in the company because employees are mostly underpaid. This is one of the major reasons that employees are show discontent with the company. There are no salary increments for employees who have worked in the company for long and the majority of the employees are paid less, than what others are paid in other competing firms. The company also has limited career growth and advancement that is why employees are complaining that they are not getting promotions and career progression. Employees feel stuck in their job group and the limited opportunities that exist in the company are given out to the company’s favorite employees. Employees feel valued when they are included in the long-term plans of the company. Showing appreciation to employees by promotions and incentive pay will make employees feel satisfied in what they do and that will lower employee dissatisfaction (Vidaver-Cohen, 2016).
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Poor management and lack of interest was also the cause of employee dissatisfaction. The management plays an important role in shaping the morale of employees. Managers have the responsibility of motivating their employees, planning, organizing and controlling. Poor management will weaken the unity that workers have within the organization and some employees will feel devalued. Poor management is also a major contributor to workplaces conflicts. Poor management skills will offer little feedback to employees and they will end up thinking that the management team has favorite employees who are given feedback and are chosen for some tasks.
Lack of interest is another problem that was reported in the company. Employees have limited interest to perform their duties. This can be explained by the monotonous routine and work in the organization that made employees feel bored and lacked interest.
Theory of motivation that explains job dissatisfaction
The job satisfaction is low because the management has not yet considered the theory of motivation that is referred to as the Hierarchy of needs. The theory by Abraham Maslow places the needs of people into five levels that range from the basic survival needs to the top-level category that is the need for self-actualization. The theory explains that human beings need to climb up the hierarchy of needs. Once a certain need is satisfied individual desires to achieve the next level of need and so does the employees of the company. Employees need to fulfill their needs once they have satisfied a certain need. A new employee, an entry level needs to satisfy the basic survival need that is down the hierarchy of needs, while the employee who has been in the firm for quite some time needs career advancement and that the employee might be seeking the self-actualization need.
The Hierarchy of needs in a business setting entails the physiological needs; they include the basic issues in the workplace. This can be best experienced by a new employee who has just gotten his first employment, the basic issues include getting a salary and stable employment. The second hierarchy of needs is to satisfy the security needs, this includes a stable working environment and benefits and conducive working environment. The third need is the belongingness, social acceptance like friendship or cooperation in the workplace. The next need is to esteem needs creating a positive self-image and creating respect among your colleagues. The last in the hierarchy of needs is the self-actualization needs, which include achievement issues. The achievement issues in the workplace include employees getting higher titles and rising up to the expert status in their career. Employees, therefore, need to prioritize first to satisfy the lowest level of need then rise to satisfy the other needs.
`The motivational theory will work best for employees because it focuses more on rising at the top of the hierarchy of needs. Now the company’s employee is stuck in one level and this is why employees are complaining. Low level of motivation can be witnessed because the management does promote their employees. Employees need to rise high in the hierarchy of needs, once an employee is satisfied with a certain need. Employees who have an extended period in the organization need to fulfill the self-actualization need. The theory is needed in any workplace. The motivational theory because humans are designed and are motivated to satisfy the five basic needs. Maslow suggests that people must seek the lowest level of needs, the physiological needs that entails basic survival issues. Survival issues include salary and stable employment (Sholihah, 2017).
Three concrete ways that the company and CEO can motivate employees and increase job satisfaction
In the workplace, the management should focus on investing in the employee. By investing in employees, the company should ensure that those workers have a conducive working environment and a flexible time schedule. This will, in turn, ensure better performances by employees and thus the employees will feel motivated to rise the hierarchy of needs. Employees should be motivated by placing them on mentoring programs that will enable career advancement. The company should also engage their employees in tuition reimbursement. This kind of things from the company will ensure that the employees are motivated and have that urge to rise the hierarchy needs (Gagné & Deci, 2005).
The company should also include employees in decision-making. These way employees will feel a sense of belonging and feel valued. This is crucial because the belongingness needs are the fourth in the hierarchy of needs and it is crucial for the company to include the employees in decision-making. Including employees in major decisions will go hand in hand with employee investment. Including employees in big decisions will also ensure a low turnover rate for employees, maximum, and the retention rate of employees. This is important because the top performances of the company are retained ( Mayfield & Mayfield, 2018 ).
The company should also offer opportunities for advancement. This is one of the best strategies for ensuring that employees rise the hierarchy of needs. Career advancement is crucial for any employee and they are motivated if they have opportunities for advancement. The company should promote its employees and offer them training that will encourage career development. This is important as employees are not stuck in one level, the promotions should also come with better pay and better incentives. Grooming young employees is therefore crucial for any company to succeed and move on better opportunities ( Adair, 2009 ).
References
Adair, J. (2009). Leadership and Motivation: The Fifty-Fifty Rule and the Eight Key Principles of Motivating Others . London: Kogan Page.
Gagné, M., & Deci, E. L. (2005). Self-determination theory and work motivation. Journal of Organizational Behavior , 26 (4), 331-362. doi:10.1002/job.322
Mayfield, J., & Mayfield, M. (2018). Motivating language theory: Effective leader talk in the workplace . Cham, Switzerland Palgrave Macmillan
Sholihah, H. (2017). Motivating English teachers based on the basic needs theory and an expectancy theory. EduLite: Journal of English Education, Literature and Culture , 2 (2), 405. doi:10.30659/e.2.2.405-414
Vidaver-Cohen, D. (2016). Motivational appeal in normative theories of enterprise. Research in Ethical Issues in Organizations , 3-26. doi:10.1016/s1529-2096(01)03004-8
