Addressing Job Dissatisfaction in UK

Introduction

The study is all about the job dissatisfaction being faced by the people in the UK. Those people in the UK are facing it hard to balance their work life as compared to any other countries. The paper is all about bringing a good solution for such complex problems and for the people available working in the UK. The long hour culture wdn working aspect can be a biggest threat for those working people in the UK. The job quality can be seen declining due to these issues of dissatisfaction in employees mind and thus the problem of this dissatisfaction needs a solution for the benefit of people available. The productivity and behavioral market is being analysed in this case easily for the business aspect here. The proper impact for this job dissatisfaction is being discussed here in this case and also the alternative solution with the plannings are also described here so that the business can be grown easily.

Nature and impact

Ultimate goal of human resource development is to engage the employee in the workings or in the employment. Three of main concepts are being discussed here in this case of employment is participation in employment, organizational commitment and job dissatisfaction. The impact of job satisfaction and dissatisfaction can be understood here easily for understanding the better performance of a job and the employees in an organization. According to the case study the job dissatisfaction generally causes low morale in the employers and also causes the job to be meaning less to those employers. The 6 of the european countries were highly dissatisfied by the employees and working of the UK. This job dissatisfaction leads to the downgrading of the job quality in past few downturns (Lu, 2016). The nature of work has changed from good to worse and the less interesting works are said to be preceded by them in this condition. The impact was so high that few of the employees remained that said the job was satisfying one. The employers do fear about their job security for future aspects. A great decline in productivity can be seen here in this case of job dissatisfaction in the UK. People working do face a great propbelke and also the job security are also available in this case of job dissatisfaction in the UK. Most of the employees can be seen to be dissatisfied by the work pressure that they do get from the working condition available. The work practices and the timings are seen to be declining in this case of job dissatisfaction due to those cases of job dissatisfaction in the UK. A variety of consequences can be seen to be available by this case of job dissatisfaction here. The psychological withdrawal or the act of regression is seen to be proceeded in this case of job dissatisfaction in the UK.

The decline in staff turnover, absenteeism or the burnout is easily seen in this case of job dissatisfaction in the UK (Darabi, 2017). Many times the outcomes are seen to be degrading in this case of job dissatisfaction in the UK. Generally the low performance is seen to be the great impact of this job dissatisfaction. Many of the times the low rewarding or the job dissatisfaction can be easily evaluated by this case study of employment cases in the UK. The persisting employees do lack the confidence and their participation in the job present in this case. Employees' belief and performance are being impacted here by this case of dissatisfaction in the UK. Varios of the environmental factor are impacted by this case of job dissatisfaction such as the social, cultural, legal or political one. The best output in the organization is seen to be declining and the best performances also lose their capability to be working or persisting in the same job in the UK. Generally the impact is that the form gets loose in their name and the perfume in the market. The business or the organization do face a lack of effectiveness in their work environment. An increased psychological problem is easy to see in the organization in this case. A sense of loyalty and good performance do lose inn the people development in employment in the UK (Bessa, 2020). Many of the employment issues are seen to be present in this case. The total productivity in the organization work has declined in this case of job dissatisfaction in the UK. A high effect on the productivity model of the servo system can be easily seen in this case of job dissatisfaction in the UK. The work related behavior is seen to be effecting here to those employees existing. The group productivity and degrading time management can be seen due to employees having the job pressure and those facing problems with their work and life performance. A frustration can be easily seen in employees further the impact of job pressure on people's life and also on their working criteria. A negative circumstance and working environment is being created in this case of employment in the UK. Various surveys are available that suggest that employment in the UK is under a kind of pressure in this era. Income or other health problems are also an existing one in the case of job dissatisfaction in the UK (Kinman, G., 2016). Job security is highly required in this case that can be seen as being losing in this case of employees working in irresistible pressure in the UK.

Cause and effect

According to the cases study provided there are great csue and effect that can be seen in the job dissatisfaction case in the UK. The first effect that can be evaluated is of misbalance in the work and life of those employees available. The decline of the job quality can be easily seen in the case of this job dissatisfaction in UK. The variety of work was less and the employee to face a great problem in the working, The employee those worked hard also seen to be with a less interest in the companies. The work were said to become worse n in last few years and the employs also lost the productivity in their jobs. Employees also experienced a great threat in working and this became a great issue in the working environment in UK (Courses.lumenlearning, 2019). The employees in the UK organization from past few years are facing few problems. The employees are not satisfied with their jobs in the UK and there are many reasons for this dissatisfaction. The dissatisfaction in jobs also has its own effects. Here are some of the causes for job dissatisfaction and they are as follows: Underpaid: The first most important thing that matters to the employees is their salary. If the employees are not paid well according to their expectations then they will gradually lose their interest in working with that organization (Arnold, 2016). The employees must be pampered with good promotions and incentives according to their work. If one employee is working very hard and giving more time to organisation and at the same time another employee is giving less time and less contribution to the organization but are getting paid equally then the employees will not be productive and will get dissatisfied with their jobs. Limited Career growth: When it comes to the career the youth of the UK are fiercely working. It is obvious that all the employees are working for a good pay but ultimately their needs and demands are increased and the employees need their pay scale to increase as well. When the employee initially starts working in any organization they need to work without experience and also may be with less skills and this makes them work with low salary (Kangas, 2018) . While working in an organization the employees grow their own skills with their experience. The employees need to expand and grow. If the organization fails to provide such opportunities to the employees then they will be dissatisfied with the job. Poor management: The organization must have a good and fair management system. The employees work under management and are also controlled by the management, so the management must make better decisions related to any department or matter. If the employees started feeling that management is not being transparent or is having some issues related to any professional work they might not feel safe working with that management or for that management. The management must make sure that the employees are feeling safe and are interested in maintaining a healthy relation with the organization so that they can attract employees interest.

There are few effects that can be noticed if employee face job dissatisfaction and they are as follows:

Productivity: Job satisfaction and productivity both have deep connections. There is a positive relation between job satisfaction and productivity (De Clercq, 2020). If the employees are more satisfied they will be more productive or in other case if the employees are less satisfied or dissatisfied they will be not productive rather they can become a liability to the organization. However the productivity does not completely depend on the job satisfaction of an employee, there are many factors as well but job satisfaction is one the the most important factors that affect the productivity of the organization.

Employee Turnover: The UK organisation is facing an immense problem of high rates of labour turnover. The labor turnover can be due to many reasons but the main reason for employee turnover is job dissatisfaction. The jobs that are given to the employees may be not of their field or low paid salary can make an employee dissatisfied with their job. This dissatisfaction or even low satisfaction can result in labor turnover. If the employee is not willing to work or loses the interest then they will ultimately leave the job and will walk out of the organisation.

Absenteeism: When the employees are not willing to work then they become absent minded as they lose interest in their work (Bajpai, 2019). The rules and regulations are not followed by the employees and also they become less motivated. The employee who is absent minded at the workplace can invite many unsafe activities and that is dangerous. The safety of the employee is composed of their work unwillingly. Also the employee will not give their 100% and that will be again a loss for the organisation.

PESTLE analysis of macro environmental factors

The employees in the UK are a bit dissatisfied with their jobs and there are many factors responsible for this dissatisfaction among the employees. To understand the needs and factors impacting the satisfaction of the employees in organisation with their job in the UK a PESTLE analysis is done.

Political factor: The employees are dissatisfied with the organization and their job for many reasons one of the reasons is political factors. The organization needs to comply with many rules and regulations according to the country. The organization also has their own rules and regulations that need to be followed. There are situations where the organization imposes political pressure on the employees by applying many rules and regulations. The employee feels pressured when they have to follow many rules which can be sometimes unnecessary and uncomfortable (Phadermrod, 2019). This uncomforted in the workplace makes the employees hate their job and workplace.

Economical factor: When it comes to the economical factor the gdp of the UK in 2019 was $2.744 trillion. The overall growth of the country is at good steak but when it comes to individual industry or organization the performance is not up to the mark and if the organization is not economically strong this will affect the employees at the end. The organization is working with mixed capitals and the company always aims to achieve best in every possible way. The budgetary position of the organization is not providing enough for the employees and the HR department is not paying attention to the employee’s development. When the employees lack economic support they feel dissatisfied. The workers work mainly for the money or salary they earn. If the company fails to pay the expected amount of money to the employees or according to their skills and position they are not willing to work.

Sociological factor: The workers work in the organization and give most of the time out of their day in the company. The workers need to be treated well and respected. Their m,ust not be any kind of discrimination among the workers of the organization. The employees must be treated well and their work must be appreciated (Velásquez, 2020). Other departments of the organization must have coordination with each other so that there is no problem faced by the employees. The work must not be allocated with references rather they must be allocated with talent and skills. Education must be given to the employees about their surroundings and organization. The friendly environment will help the employees to settle quickly and engage in work but many organizations in the UK fail to make social contact with the employees.

Technological factor: The UK is an advanced country and the technologies in Uk are worldwide and famous. In Fact the students from UK universities are also more focused towards the technological field. The changes in technology bring changes to the organization. The changes in organization that are faced must be capable to accept the impacts. The main issue regarding changes in technologies in UK organizations is that they do not give enough time to accept the changes and work accordingly. The system changes require time and thus it should be granted to the employees but due to organization pressure the employees do not have enough time to understand the changes and show their efficiency. The employees feel pressured when they don't get enough time to learn new technology and also they cannot perform well in the operational department and thus they are dissatisfied with their job (Doideposit.com 2020 ).

Legal factor: The organization has a bunch of rules and regulations that need to be followed. The organization in the UK needs to follow financial regulations and accounting standards to continue with legal proceedings. The company must follow the legal regulations and on behalf of the company their employees and managers must follow. The responsibility is increased and work pressure for the employees is also increased. The personal interest in the work is destroyed between following and understanding the legal formalities of the organisation. The legal proceedings in the organization sometimes may take longer time to result and this is a bit irritating to the employees and thus the legal factor becomes a reason for dissatisfaction for the job.

Environmental factor: The staff moral among the workers of the organization is an important issue. If the employees are feeling safe while working in the organization they will be more motivated otherwise their interest level will be dropped. The organizational culture also impacts the employee’s interest and thus all these factors must be taken into consideration by the organization. In the UK the employees have a good stake over the workplace as organizations try to protect their employees and keep them safe. This increases the work interest as well as the employees are more satisfied with working in the organization.

Evaluation of alternative solution

Job dissatisfaction can be seen as a demoralising factor in this case of employment in the UK. It can be affecting the whole organization in various of the ways and can be decreasing the productivity in the organization. Most of the causes of dissatisfaction can be corrected so that the employees or the working can proceed in an ethical way in the organization. Job dissatisfaction can be seen to be a negative factor in the case of employment for the people in the UK. Thus a solution is required to be formed for combating this case of job dissatisfaction and resolving this issue so that can be helpful for the people available. This job dissatisfaction leads to the loss of productivity and effectiveness in employment so that the business can be growing easily. There are following ways through which job dissatisfaction can be overcome in UK:

A clear goal setting is required so that the employees can be focused on their work and productive output can be easily provided here in this case (De Jong, 2017). They are required to be confident and secure regarding their duty and working in the UK. The queries or instructions are required to be followed in this case so that the employee can be following their jobs properly. The goal setting is an essential task that can be helpful for the employee working. The deadline or the limited dates are also available that can be helpful for the completion of tasks by the employees.

Employers are to be given the work life balance so that they can be working in an ethical manner in this case of employment in the UK. A less pressure is to be given to those employees so that the work can be processed easily in the organizations. A proper mindset is to be formed for the employees so that the business or organization can proceed with their work in an ethical manner. Policies are required to be formed in this case properly so that it can be supportive to the employees existing here in the organization (De Clercq, 2020). If equal treatment is provided to each individual then it can be a helpful one of their jobs available.

The sensors and the subordinates are required to be communicated with properly so that the business and the employment can be processed in an ethical manner here. The open communication with those employees is highly required so that their pressurized employment and work can be easily formulated in this case. The skills or the talens are to be followed up easily in this case so that their value can be considered in the organization. Therefore in case of any miscommunication this plays an effective role in better preceding their employment.

Then comes the recognition and rewarding system that can be helpful for the employees in the organization. The appraisal for the good working can be one of the helpful methods for the people working in this case of employment (Chinomona, 2016). The good performance is required to be praised by the managers and the higher authority so that the employee feels motivated. This can be helpful for the employees so that they can be inspired to do productive work in the organization. The training and the skill employment can be easily provided to those employees so that the organization can be getting a good work phase in the UK.

Job security must be provided to the employee so that their fear of loss of jobs can be incorporated easily. A higher significance and job satisfaction is considered in this case where the job security is provided to the employees. Membership and the team work is to be provided with the managers and the leader so that the work can be completed in an ethical manner here in this case. Connecting with other employees and understanding their problems are required here in this case so that the employee can be helped by them. The income and hours of working are required to be followed up easily in this case because the

These alternative solutions can be helpful for the business and the organization to be growing easily in an ethical manner. These solutions can be helpful for the employee so that they can be growing and exhaling in their work (Miron-Spektor, 2018). Providing job satisfaction and security to those employees can be helpful for their future and for working in the Uk organizations. The recognition system is one of the alternative solutions to be chosen in the organization.

The chosen solution is providing reward and training and skills to the employee so that they can be working in an ethical way in the organization. These rewarding systems can be helpful in inspiring the candidates so that they can be working in a productive manner. A proper management is required so that the business can be processed easily in this case of employment. The strategic objectives can be easily gained by the help of this implementation of a rewarding system. The finance and marketing are all seen to be observing the business in an ethical manner. The most effective way can be the appraisal system and pricing the incentives to the employees so that they will feel happy and motivated for their work. Employees may get depressed but after getting these appraisals they can be motivated in this case (Coyne, 2017). Thus the retention, engagement and productivity all can be gained by the help of this rewarding system in organization. A decent reward and strategy is required to be followed easily so that the organization can be proceeding in an ethical manner. Human resource management is required to strictly follow their employees so that their problems and issues can be solved for better working. All employees require the perception of being felt equal in the organization and their efforts are to be followed up properly so that their work can be initiated here easily. The clear role and functions are to be introduced in the organization so that they can be followed up easily. Organizational culture and environment also does play a great role in the working of employees so that they can get appraisal. Total reward systems such as basic pay, bonus and additional financial benefits can be proceeded here in this case for the employees. In this way the reward system can flourish the organization to a successful phase. A Senior manager can be playing a great role in bringing the global market in an ethical manner. The company can have various client groups so that they can be enhancing their work in an ethical manner (Woźniak, J., 2017). Great communication is required so that they can get a good connection to those clients as well as with the employees available. The domestic and overseas are to be looked properly for their better business aspect. The reward system is required to be supported by the company and with the higher authorities so that the organization can be working in an ethical manner. HR people are to be focused on recruiting and training the employees properly so that they can be getting a good aspect of business here in this case. The reward and the appraisal are to be provided by the leaders and the managers so that the employees can be feeling happy and motivated. In order to doing do the employee are to be provide with proper reward and the appraisal. Their efforts are to be praised always and must be motivated for their hard working. The reward, comparative and career management are to be looked out by the organization properly in this case of a rewarding system (Walk, 2018). The rewarding system must be initiated nby the help of the members of origination also by their appreciations and praisings.

Conclusion

Thus it can be concluded that the job satisfaction is very less in the organization and needs to be seen properly in the UK so that the organization and their business can be processed in an ethical manner. The nature and impact of this issue is required to be evaluated and being discussed in this study. Cause and effects for the job dissatisfaction in the UK is also defined here properly so that the organization can be getting a good profit in this case. Therefore a PESTEL analysis is produced here in this case so that the organization can be getting a good phase in this case.The solution to these problems in UK employees is being solved here easily. The alternative solutions are proposed so that the better one can be introduced here . Moreover the one suitable for the case study is benign provided that is reward and the appraisal system that can be beneficial for those available in the organization.

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