Job dissatisfaction refers to unhappy or negative feelings about work or the work environment. There exist many factors which may result in job dissatisfaction.
Some of them are poor working conditions, overwork, low levels of pay, no scope of promotion or career advancement and lack of recognition.
But what is worst are the consequences of job dissatisfaction which obviously affect both the employees and the organization. It may result in loss of motivation, lack of interest, frustration, poor productivity, absenteeism and even high turnover rates.
There are a number of specific causes for job dissatisfaction, but it is understood there are four main areas that reside in this issue.
Causes of Job Dissatisfaction are;
- Limited Career Growth.
- Lack of Interest.
- Poor Management.
- Unsupportive Boss.
- Lack of Meaningful Work.
- Opportunities for growth or incentives for meaningful work.
- Work and Life Balance.
Not being paid what one is worth is called being underpaid.
If a person does not think they are being paid enough to do their job, then they perceive themselves to be underpaid. If they research the wages for that job and find they are indeed being underpaid, then their dissatisfaction is warranted.
From a company’s perspective, it is a valuable and important issue because individuals who are dissatisfied with the money they are making, for the job they do, will most likely leave the organization.
Limited Career Growth
Not having the opportunity to climb the ladder and grow the career is another area that can foster dissatisfaction with a position.
For this aspect, it is important to understand that not everyone wants to move up the ladder. This could mean that the employee will potentially leave for another organization that might have better career growth opportunities.
Lack of Interest
This is a very straightforward concept; that one should not start his career with a job which is not an interested area of that person.
A lack of interest in the work is another reason why employees are unhappy. Most employees want to perform job duties that are engaging and challenging.
Monotonous work causes an employee to experience boredom. Bored-and unchallenged employees experience little incentive to concern themselves with workplace productivity.
The management team plays an important role within an organization. Managers are responsible for motivating employees, planning, organizing and controlling within the organization.
A key reason employees perform poorly in the workplace is poor management.
Managers with poor leadership skills tend to offer little feedback on employees’ performances. Not having the leadership required is another reason for dissatisfaction.
People want to be led. They want to work with people who inspire them and have a vision. Without those people, an employee can feel as if the company is just drifting through space, waiting to run into something.
With companies downsizing and keeping resources at a minimum, managers become more concerned about the bottom line rather than the very people who can have a direct effect on the bottom line.
Managers who disengage from their employees and focus only on results without providing inspiration, motivation or support are often unaware that they may be a major cause of job dissatisfaction.
Lack of Meaningful Work
The lack of meaningful work plays a big part in job dissatisfaction. Employees lose interest in work that offers no challenge.
Opportunities for growth or incentives for meaningful work
It’s easy to disengage from a job and organization that doesn’t value its employees or offer incentives for job growth. When employees feel their contributions are significant, they feel happy at their work and work harder.
Work and Life Balance
Companies that fail to recognize the need for employees to maintain a healthy life and work balance are ultimately affecting their own productivity levels.
Even if a company can’t offer salary increases, one way to improve job satisfaction is to create trade-offs for life and work balance. Instead of offering raises, companies might consider incentives such as paid days off, flexible scheduling, and rewards such as tickets to movies, plays, or sporting events.