...satisfaction and performance. Methods include job rotation, enlargement, enrichment and re-engineering. Other influences on satisfaction include the management style and culture, employee involvement, empowerment and autonomous work position. Discuss the factors causing the employee’s dissatisfaction. Assignment 4: Read the “First Day on the Job” case found in Chapter 10. 1. Discuss the factors causing the employee’s dissatisfaction. 2. Identify which of these factors could be addressed with improvements in the way the organization handles development as described in the chapter. 3. Discuss what Malik should do tomorrow with regard to his employee. 4. Identify long-term changes Malik should suggest for this organization, if it appears that his employee is not the only one with these complaints? 5. Discuss the human resource policies and programs that would support development programs within the organization. The specific course learning outcomes associated with this assignment are: • Design training and development systems to improve employee performance. • Use technology and information resources to research issues in strategic human resource management. Write clearly and concisely about strategic human resource management using proper writing mechanics. EMPLOYEE SITUATION: Malik first day on the job he was face with a management challenge • She is exhausted and frustrated • The work seems to be at once too much and too little ...
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... Human Resource Management – HRM 530 April 22, 2016 1. Discuss the factors causing the employees dissatisfaction. It appears the employee has a variety of factors that are leading to their dissatisfaction. One has an enormous amount of work that is not challenging enough for him or her. The employee has a lot of busy work. Busywork is work that usually appears productive or of intrinsic value but actually only keeps one occupied. It can get aggravating doing a variety of little tiresome, tedious work. It has lead to making her feel bored on the job. Secondly, the employee lacks education, instructions and excitement. There appears to be no career advancement or development. Therefore, she has not been encouraged or guided toward steps for promotion. Inasmuch as she has been performing the same duties without promotional training she does not feel she is achieving her career goals. Thirdly, she is experiencing burnout. According to Careerplanning (2011) burnout is a combination of exhaustion of physical or emotional strength or motivation that is a result of prolonged stress or frustration. Burnout is related to the job duties, tension, stress and interoffice issues. Burnout is draining and can to someone looking for a new job. Sometimes, there is just so much you can take. There are a lot of employees who suffer this sort of burnout and it takes a toll on you. Lastly, she is contemplating quitting her job and finding employment elsewhere. She...
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...factors causing the employee’s dissatisfaction. The main factors causing the employee’s dissatisfaction are burnout and the lack of career development. The employee expressed to Malik that she is exhausted, losing interest in her job, and does not feel like she learning or experiencing the skills that will help her reach her goal of owning her own business. These feelings are directly related to burnout and the lack of career development at her job. Stewart and Brown (2009) define burnout as a “psychological phenomenon involving emotional exhaustion, cynicism, and a decline in feelings of competence about work” (p.386). Symptoms include feelings of being overworked, having a distant attitude toward work, and reduced expectations of success at work. Burnout is related to workload, pressure, stress, and interoffice discord. Stewart and Brown (2009) describe the career development process as a series of steps that helps employees determine and develop in career paths and goals. She does not feel she is being challenged in areas that would help her reach her long term goals of business ownership. It is apparent this employee has formulated a career goal, but without gaining experience in her current position, she feels her time there is being wasted. Identify which of these factors could be addressed with improvements in the way the organization handles development as described in the chapter. The factors, burnout and career development, can be...
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...Discuss the factors causing the employee’s dissatisfaction. The employee felt that she was over worked without the rewards that can fulfill her inner ambitious in return. She obviously has earned her reputation for being an employee with high potential and one of the best. But the lack of excitement about her job in addition to the exhaustion and frustration is pushing her to quit her job. The lack of her being challenged to learn new skills that could help her reach her ultimate goal of owning her own business was a major concern to her. The work seems to be cyclical and boring to her without the provoking thoughts to experience new tasks with which she can grow in the knowledge about the job. * Identify which of these factors could be addressed with improvements in the way the organization handles development as described in the chapter. The employee was describing burnout, and the manager, Malik, needs to realize and understand that. Some of the causes for burnout that she described to Malik were the load of work that was heavy at times. In addition, the routine that was boring and unexciting to her anymore. To fix this problem, Malik has an opportunity to make changes to her job that would minimize the burnout. This would suit her best if the organization made changes in her tasks that she does on a daily basis and make them more challenging to her. Another factor that contributed to her burnout was the fact of work being too little...
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...The Relationship Between Job Satisfaction and Employee Turnover Rate Introduction Adelphoi Village is a private, non- profit company that provide community based services to children and adolescents in the Pennsylvania, Delaware, Maryland and West Virginia area. Adelphoi Village provides programs and services that strive to guide each youth on a path that will provide meaning, purpose and value in his/her life. Founded in 1971, Adelphoi Village has expanded to serve over 800 youth in 60 different counties. Adelphoi Village conduct several different services which includes, group homes, foster/adoptive services, charter school, multisystemic therapy, education services, diagnostic, in-home services, specialized independent living, secure care, mental health programs and other services that overlap to form a complete continuum of care for children, youth, and families. One of the departments under Adelphoi Village’s umbrella is its Multisystemic Therapy (MST) program. The MST program provides intensive in- home family therapy to youth who are involved with Department of Juvenile Justice or Child Protective Services. The MST therapist strive to empower the parents with the skills and resources needed to become independent in addressing the difficulties that arise in raising adolescents, and to assist the youth in developing life-long coping skills. In the MST program families receive in home therapy 2 to 3 times a week for two hours each session. The therapist carries a...
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...Introduction Factors causing the employee’s dissatisfaction Malik’s employee approached him with an appearance of being frustrated and exhausted. She expressed her dissatisfaction with the job, relating it to a feeling of being overworked, undervalued, with no challenge to learn new skills and no vision on improvement to her personal goals. The factors that cause her job dissatisfaction are directly related to stress, lack of challenge, motivation, opportunities to growth, development of skills and leadership. There is little difference between “job stress” and “challenge”. When an employee has a feeling of being overworked and exhausted with job demands, that doesn’t challenge and fulfill their motivations can provoke job stress, exhaustion and dissatisfaction and a future burnout. The feelings of excitement and anticipation, and occasional nervousness about starting something new, that usually employees have when they start a new job, can be recaptured with challenges that energize and motivate workers to learn new skills, if the company doesn’t provide them to its employees it is possible to create boring job routine with no satisfaction and excitement. The form of leadership and management employees can prevent or contribute to dissatisfaction on the job. Employees that are recognized for their achievements, supported, appreciated, valued are more likely to keep the satisfaction and motivation with work, on the other hand the ones that are unappreciated, not...
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...an organization. The success or failure of the organization depends on employee performance. Therefore, organizations must invest money on employee development (Hameed & Waheed, 2011, p. 224). This paper will discuss the issues a new manger faces with trying to attain and retain good employees. It is very important that organizations make an investment in their employees through career development, preventing burnout, and helping them achieve a work-life balance. The paper will discuss the importance of employee development (employee learning, skill growth, and career assessment). In these days of hard economic times people are looking for jobs that pay well and are tempted to move from job to job looking for more money. In order for employers to keep their best employees from leaving they must develop programs and policies to help them grow in their careers. Discuss the factors causing the employee’s dissatisfaction. First and foremost, the employee appears to be suffering from burnout. She tells Malik that she is exhausted and frustrated because the work either comes all at once or there is little work to do. Burnout is defined as a psychological phenomenon involving emotional exhaustion, cynicism, and a decline in feelings of competence about work (Stewart & Brown, 2009). Job burnout can drain your creative nature, damage your health, and sap your productive energies. Job burnout is a state of physical, emotional, or mental exhaustion combined with doubts...
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...First Day on the Job Prepared by: Ana Milori Submitted to: Professor Catherine Klinger Strategic Human Resource Managament Strayer University February 26, 2012 Abstract Job satisfaction describes how content an individual is with his or her job. The happier people are within their job, the more satisfied they are said to be. Job satisfaction is not the same as motivation or aptitude, although it is clearly linked. Job design aims to enhance job satisfaction and performance. Methods include job rotation, enlargement, enrichment and re-engineering. Other influences on satisfaction include the management style and culture, employee involvement, empowerment and autonomous work position. Job satisfaction is a very important attribute which is frequently measured by organizations. The most common way of measurement is the use of rating scales where employees report their reactions to their jobs. Questions relate to rate of pay, work responsibilities, variety of tasks, promotional opportunities, the work itself and co-workers. Some questioners ask yes or no questions while others ask to rate satisfaction on 1-5 scale (where 1 represents "not at all satisfied" and 5 represents "extremely satisfied”). Some argue that Maslow’s hierarchy of needs theory, a motivation theory, laid the foundation for job satisfaction theory. This theory explains that people seek to satisfy five specific needs in...
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...Causes and Prevention of Burnout in Human Services Staff Paper Deniece C. Robins University of Phoenix BSHS/462 May 2, 2011 Causes and Prevention of Burnout in Human Services Staff Human service professionals work under many conditions that make them susceptible to experiencing burnout. This paper will define burnout and discuss some of the individual, organizational, and cultural support factors that cause human service professionals to experience burnout (Lewis, 2007). Various individual, job role, and organizational methods employed to prevent burnout will also be addressed (Lewis, 2007). Deniece will discuss how she reacts and respond to personal and work-related stress and give insight into how she works to reduce the effects of burnout (Lewis, 2007). Last, Deniece will identify how she prepares to assist staff who she believes may be experiencing burnout. Human Service Professional Burnout Many human service professionals fall victim to employee burnout, mainly because of heavy caseloads, minimal resources, and tremendously cut budgets. These individuals may start to experience a sense of increasing emotional and physical exhaustion, hopelessness, and loss of motivation. Employees experiencing these feeling are experiencing employee burnout. Many times the employee is not aware of what is happening to him or her at the time. Burnout has three defined dimensions; emotional exhaustion that is the feeling of being psychologically detached...
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...Running head: FIRST DAY ON THE JOB FIRST DAY ON THE JOB CASSNADRA ROSS STRAYER UNIVERSITY HUMAN RESOURCE MANAGEMENT HRM 530 KENNETH LEWIS 25 NOVERMBER 2011 Discuss the factors causing the employee‘s dissatisfaction “Burnout is a psychological phenomenon, which involves emotional exhaustion, cynicism, and a decline of feeling of competence about work” (Stewart, G. & Brown, K. P. 386). It is obvious that the employee is suffering from burnout. The employee’s were dissatisfaction by the lack of stimulation through education and training. The employee is not gaining the experience she desires to help her achieve her ultimate goal of having her own business. In addition, it seems as though the employee’s career path has not been encouraged or nurtured for progression within the company. The employee seems to be loaded up with busy work and work that is not challenging to her. She is looking for work that is thought provoking and to experience new tasks with which she can grow in knowledge about the job. The work now seems to be cyclical, boring, and she feels overworked with mundane tasks. There is no advancing forward toward her ultimate goal of owning her own business. She is at a point of quitting and seeking a job elsewhere, where she can absorb new knowledge and gain experience Identify which of these factors could be addressed with improvements in the way the organization handles development as described in the chapter Job enrichment would address...
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...stress may last for months or years 9-5 Moderators Stress is influenced by individual differences (moderators) Even in the presence of moderators, intervention may be needed Age and gender Social support mechanism Personality Heredity 9-6 Work Overload Qualitative • Occurs when people lack the ability needed to complete their jobs or when performance standards are set too high Quantitative • Results from having too many things to do or insufficient time to complete a job • Can cause biochemical changes in the body Work underload also creates problems 9-7 Recognizing Stress in Employees New pattern of tardiness or absences Gregarious employee becomes withdrawn Normally neat, accurate work becomes messy, incomplete, or sloppy Good decision maker starts making bad decisions or seems unable to make them Easygoing employee who gets along well with others becomes irritable and...
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...of the Study Job satisfaction in registered nurses should be of great concern to any organization. Nurses hold the majority of positions in most health care settings, and replacement of licensed personnel is costly and time consuming. As newly graduated nurses, we have limited time but ample exposure to varying degrees of job satisfaction. What makes some so happy with their chosen profession, and others so unhappy? Aside from a change of career, is there a solution? With the current nursing shortage, and the anticipation of worsening conditions, we set out to investigate the sources of dissatisfaction in the health care setting. We reviewed several scholarly sources and withdrew pertinent information. Following the discussion of literature findings is a summary including suggestions for further research. In the article written by Fletcher, job satisfactions as well as dissatisfactions were investigated. Questionnaires were mailed to 5,192 registered nurses (RNs), 1,780 of which were returned and scored using several evaluation methods (Fletcher, 2001). Researchers looked at job satisfaction, patient satisfaction and safety, extrinsic work values, role of the immediate supervisor, and intent to stay in nursing. Job satisfaction was evaluated on several levels: Profits, Job performance, Intrinsic work values, and, Patient care issues. Profits referred not to personal financial gain, but to the organization’s profits. Many nurses responded feeling "devalued in their job" (Fletcher...
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...Completion of HCX XXX California State University XXXX XXXX Dr. XXXXX 1. The Situation/Challenge: Organizational leadership challenges occur at various levels within health care settings. The model and behavior of a leader is detrimental to the overall team effort and that of one’s ability as a manager to effectively motivate, inspire, and empower staff. Employee motivation and empowerment is a critical asset to one’s dedication and commitment to an organization and it is necessary that leaders act upon critical factors of contemporary leadership theories and approaches to enhance the working experience in conjunction to management of health care personnel. a. Who, What, Where, When Why: Within UCLA health system’s ambulatory specialties, there are various leaders and appointed managers who work with different teams of diverse personnel who are under a lot of stress as a result of high work load and departmental demand. Working in health care is a stressor in its own. There are various responsibilities and duties placed upon staff and the possibility of job dissatisfaction and burnout are very high. Unfortunately, not always is the best leadership approach enforced when addressing departmental concerns or issues with staff. It is important that health care managers consider and enforce the most effective leadership approach based on situational occurrences and factors such as one’s emotional intelligence. “Emotional intelligence involves the ability to monitor...
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...Chosen Article: Bank intern who died after 'working for 72 hours' felt pressure to excel. Written by Victoria Ward & Anna Hill, (2013). An intern who died after allegedly working for 72 hours straight at a leading Citybank had admitted that he felt “pressurised” to succeed. Moritz Erhardt, 21, was found dead as he neared the end of a gruelling seven-week placement with the Bank of America Merrill Lynch's (BAML) investment bank division. He collapsed in the shower in his student flat in East London amid claims that he had worked throughout the night eight times in two weeks in a bid to impress company bosses, returning home at 6am on three consecutive days. It has been claimed he suffered an epileptic fit. In an online profile, Mr Erhardt, from Germany, revealed that he had developed a tendency to be “over ambitious” at an early age. He said: “I have grown up in a family that expected me, in whatever respect, to excel in life. By implication, I felt somehow pressurised. However, I did not intend to belie my parents’ expectations. “Therefore, I have become a highly competitive and ambitious nature from early on.” Members of internet message boards used by City staff claimed that other interns had been ordered not to discuss Mr Erhardt’s death. One poster wrote: “One of the best interns in IBD BAML — 3 all nighters — didn’t turn up, colleagues went to find him.” Another claimed that someone who worked on the same floor as Mr Erhardt had told him: “He was...
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...Background Hiring employees is only the first step to creating a strong work force. Next, you have to keep them. Employee turnover costs businesses owners both in time and productivity, and the impact is especially large at a small firm because of the relative connection to its size. But how can a small firm offer the right motivational factors to ensure that the staff remains within the organization? How can they compete with motivational employee benefits of larger corporations? This paper looks at one case company, a small accountancy firm located in Sweden that offers a wide range of financial services, mainly within four main categories: economic consultations, tax-returns, bookkeeping and auditing. The firm currently has 13 employees of different educational background, divided into two sections; bookkeeping and auditing. The firm has one manager who is also the sole owner of the company. This person is an authorized accountant who will remain anonymous in this paper but referred to as “Laura” in the remaining of this paper. The firm is currently expanding but is experiencing difficulties in motivating well-educated employees to stay long term. During the past year, two employees have quit their jobs and one of the replacers is currently on sick leave due to burnout. The concern is that if the firm does not improve its employee retention, they will spend an excessive amount of time trying to recruit and train new people, so retention of the current employees is important...
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