'Job dissatisfaction Essay\r'

'1.What symptom(s) in this case suggest that something has departed wrong?\r\nIn this case, there atomic number 18 a hardly a(prenominal)(prenominal) symptoms clearly stated that something has g wholeness wrong for this tack together. These symptoms flock be classified into two main areas; one is the forbid feedback from the clients and a nonher one if from its own employee’s railway line dissatisfaction.\r\nAs stated in this case, the node services business has grown doubled in the past five years as the break downment of applied science anyowed employees to investigate most software and computer hardware strategy faults from the center through remote monitoring. However, as the business grows, there are possibility of increase exit load and pressure that causes the rise of those negative feedbacks from both customers and employees.\r\nFirst of all, the symptoms that suggested something had gone wrong includes the comp any was unable to live up through their customer’s expectation. This is shown by the increasing complaints regarding poor woodland service by customers. Customers have gossiped that employees seem impersonal to the client’s chore, non enthusiastic in assisting and serveing them. Besides, they excessively commented that they are receiving slow retort to their problem where solving their moment requires the involvement of more(prenominal) than one department. This might payable to poor number ply. Moreover, their customer also commented that employees are pretermiting of knowledge regarding client’s unique information technology ashes infra coordinate.\r\nThere are more symptoms universe detected in employee side which include increase in employee resignations above industry average and employee referrals travel rare. Employees are complaining about monotonous work where the work is insufficiencying in diversity and interest. Employees also commented that they are precipitous from the consequences of their work, where the out abide by of their service is not made known to them. Conflicts that frequently occur among employees with various departments also a symptom that showing book action must be taken by the concern. Employees also complaining about the stress train are increasing when serving dissatisfied clients.\r\nIt is clearly that the company is experiencing some growth; however, the focusing necessarily to find a solution to solve the arising issue where their employees are lacking of motivation in their job. However, the executive team’s decision to raise net profit crops for its customer service staff and the vested profit-sharing propose does not improve the employees’ work performance or customers’ satisfaction. 2.What are the main causes of these symptoms?\r\nThe main cause of these symptoms is the lack of motivation among customer service employees. As consort to the results of employee observe and informal commen ts abandoned by employees, we basis conclude that most of the employees do not endure their job satisfaction. This is the main factor for the lack of plight in doing their task, ended with poor performance in their customer service. The work effectiveness is strongly affect by employees’ work motivation and job satisfaction.\r\nThe lack of motivation among customer service staff is caused by several factors which include the boredom from monotonous work, feels disconnected from the consequences of their work, conflicts with some other departments and the stress serving unhappy clients. totally of the above causes are leading to job dissatisfaction among employees which thence driving poor quality service to their customers. They are lacking of common object in their task.\r\nThe analogy surrounded by those factors and motivation level among employees rouse be explained by the theorise Characteristic Model. According to Job Characteristic Model, five core job dime nsions, accomplishment variety, task identity, task significance, autonomy and feedback from job, produce lead psychological states among employees and lead to higher level of intrinsic work motivation, job satisfaction and work effectiveness. From the employee survey and informal comments, it is clear that the job is lack of variety and lacking of feedback from job.\r\nIn addition, problem within the structure of the company make conflicts between departments. This might due to lack of proper channel of chat from the beat of query have been made by customer and the ticket is issued until the problem has been resolved. Besides, high quit rate and lower productivity among refreshful employees is another source causing poor quality service to customers.\r\nThe general scenario does not improve but turned score instead when the oversight takes the wrong approach in solving the problem by rising employees pay. The problem and causes of the poor quality service is not been canv ass and identified, thus there is no positive sham by just rising pay rate to customer service staff. This can be save discussed as ineffectiveness of reward. The reward given is not linked to the work performance; as the results, employees do not experience the positive emotions even when they absorb higher pay or incentive from the vested profit-sharing plan. 3.What actions should Yakka technical school executives take to correct these problems?\r\nYakka tech executives should take few actions in order to correct these problems. These actions mainly rivet on three parts, first is on boosting up employees job satisfaction to increase their job motivation. Secondly, the management should implement a infract and more drum system for the flow of query between departments. Thirdly, the Yakka Tech executives should reconstruct the reward system in order to improve reward effectiveness. These problems must be properly addressed and analyzed before the company implements new solut ions. Management shall gather more information regarding the factors causing employees job dissatisfaction which results in poor quality service.\r\nproductiveness among employees is strongly related to their job engagement and job motivation. As in this case, the executives should establish a goal setting plan in order to help employees have a clear goal on their job which help in motivating the employees. By setting a precise goal can also help to motivate employees to stay in track. In addition, the executives can establish a feedback system to promote communication between management and staff. decorate a regular employee survey, group meetings or other feedback system to enable employees to share their thoughts to the management. This is to allow the management to detect those areas that need improvement to have better employee engagement.\r\nAn organized system is vital in any organization in order to promote debonnaire work flow. Yakka Tech should implement a better and mor e organize system to solve the communication problem between departments and the flow of query between departments. A clear procedure of work flow should be set and made known to all departments that involve in addressing customer’s problem. Moreover, adapted training for new employees and ongoing training for employee is important. This is to come on employees skills up-to-date and increase productivity.\r\nReconstruct the reward system to promote reward effectiveness. The rates of pay do not increase productivity, but employee engagement does. The executives should come out a better incentive organization to motivate their employees. For example, reward is given to employee who receives good comment from their customer or annual bonus is given to the team when the complaints rate is lower than the benchmark. The reward given should be always linked to the employee performance and the management should provide relevant reward the valued by their employee.\r\n'