CASE STUDY for Task 1 - Role Play
Top 6 Factors that Cause Employee Job Dissatisfaction

Job dissatisfaction refers to when an employee is unhappy or holds negative feelings toward their job and the company they work for. There are many factors that could cause job dissatisfaction in an employee, including: long hours, underpaid, no work/life balance, and so much more. When an employee is dissatisfied in their work environment or the overall company they work for, managers and CEOs can start to see the effects in company productivity. So why should employers care about their employee’s satisfaction? The worst consequences of employee dissatisfaction affect both the company and the organization. It can result in lack of motivation, lack of interest, poor productivity, absenteeism, frustration, and if bad enough, high turnover rates. There are several specific reasons that an employee may be feeling job dissatisfaction, but we’ve narrowed it down to a few of the bigger main reasons.

1. Underpaid One of the primary reasons for job dissatisfaction is when an employee feels as though they are being underpaid. One way they could come to this conclusion is by researching what others are being paid doing the same job in the same area. Underpaid employees often have to stretch their money further than others, and often have to choose necessities over doing anything nice or fun for themselves. The stress of having to pay bills with limited income can cause employees to feel dissatisfied with their jobs.

2. Work/Life Balance When companies fail to recognize the need for their employees to maintain a healthy work-life balance, they are ultimately affecting their productivity levels. Too much emphasis on work frequently results in feelings of loneliness and frustration for employees. Acknowledging each employee’s efforts to strike a balance between work and personal life allows CEOs to be part of the solution. Job satisfaction typically increases with improved work-life balance, which increases employee loyalty, creativity, productivity and overall satisfaction.

3. Little to No Vacation Time Employees need time to recharge and come back to work with fresh eyes and a fresh mind. Research has shown that not taking a healthy break from work can lead to a wide range of unwelcome mental and physical effects on the average worker. When an employee does not have the time to take vacation, they increase the risk of job burnout and decreased efficiency in their work. These employees ultimately become less productive and valuable employees. Allowing employees to take time off to recharge and have some fun allows them to return to work refreshed and ready to tackle the day. Giving employees generous amounts of vacation is ultimately a benefit for the company overall.

4. Bad Management / Unsupportive Boss Managers are responsible for motivating employees and controlling the organization. Bad management plays a huge role in employee dissatisfaction. When a manager has poor leadership skills, they tend to offer little to no feedback on their employees’ work, which ultimately causes dissatisfaction in the workplace. Employees want to be led in the right direction, they just need a good manager to lead them, along with good leadership. They need a manager who will tell them they are doing a great job.

5. Company Culture Employee engagement is a direct outcome of a high-performance company culture. This is because high-performance cultures outline behaviors that are healthy and supportive. In these cultures, employees clearly understand their roles and what is expected of them. These employees are highly motivated, creative and overall happy. Employees in high-performance cultures feel connected, heard, supported, and involved. When you take this company culture away from an employee, they can start to feel dissatisfied with their job. Employees start to not feel listened to or involved in their job, and this causes employees to not want to participate. 6. No Room for Growth It is easy for an employee to disengage from their work when they feel that the company does not value these or they do not have incentives for job growth. If an employee feels as though they can never grow within the company and work toward a different role than what they are in now, there is no motivation for them to excel at their jobs. When an employee feels as though they are working toward something better, they tend to work harder and enjoy their jobs.

Read the case study above carefully that follows the task description to gain an understanding of the complex problem of ‘Job dissatisfaction’ faced by UK employees. Then prepare to participate in a 10-15 minute role play (face-to-face in the classroom, or on MS Teams for students attending online) where you will play the role of a management consultant tasked to solve a complex problem. You will be paired with another student acting as an unsatisfied employee (who will not be assessed at that time).

During the role play, expect the dialogue to cover:
• A discussion on the nature and impact (actual and potential) of the complex problem on the overall performance of organisations.
• A research-informed cause-and-effect analysis of the complex problem.
• A PESTLE analysis of the macro-environmental factors contributing to the complex problem.
• An evaluation of alternative solutions to the complex problem with an aim of choosing the most appropriate solution among these alternatives.
• A demonstration of how organisations may plan implementation of chosen solution and evaluate outcome.

Note: If you are unable to find a partner for your role play, your lecturer can act as your role play partner.

(This is the task) Write a report of 2,000 words, in which you apply recognised problem-solving tools and techniques to identify and propose solutions to a work-based problem, to include an evaluation of possible solutions. Discuss and agree with your lecturer on a suitable problem to be solved which may be drawn from your current or past work experiences or an agreed situation.
Consider the following aspects:
• define a complex problem in the workplace including its scope and impact;
• analyse information on the identified problem, to help inform the decision-making process;
• propose a range of alternative solutions to the problem;
• use a decision-making technique to evaluate a range of solutions to identify the most appropriate option;
• develop a plan for implementing the solution;
• communicate the plan to stakeholders;
• assess appropriate monitoring and review techniques to ensure successful implementation of the solution.