Job Dissatisfaction

Definition

Job dissatisfaction refers to an employee's negative emotional state towards their job, stemming from a perceived discrepancy between their expectations and the actual work experience. It is a crucial factor in Herzberg's Motivator-Hygiene Theory, which explores the factors that influence job satisfaction and motivation.

5 Must Know Facts For Your Next Test

1. Job dissatisfaction can lead to decreased productivity, increased absenteeism, and higher employee turnover.
2. Herzberg's Motivator-Hygiene Theory suggests that job dissatisfaction is primarily caused by the absence of hygiene factors, rather than the presence of motivators.
3. Improving hygiene factors, such as working conditions and interpersonal relationships, can help reduce job dissatisfaction, but may not necessarily increase job satisfaction.
4. Addressing motivators, such as providing opportunities for growth and recognition, can lead to increased job satisfaction and motivation.
5. Employees with high job dissatisfaction are more likely to engage in counterproductive work behaviors, such as tardiness, theft, or sabotage.

Review Questions

• Explain how job dissatisfaction is related to Herzberg's Motivator-Hygiene Theory.
  • According to Herzberg's Motivator-Hygiene Theory, job dissatisfaction is primarily caused by the absence or inadequacy of hygiene factors, such as company policies, supervision, interpersonal relationships, working conditions, and salary. These factors, when not met, can lead to a negative emotional state towards the job. In contrast, the presence of motivators, such as achievement, recognition, the work itself, responsibility, and advancement opportunities, can contribute to job satisfaction, but their absence may not necessarily lead to job dissatisfaction.
• Analyze the potential consequences of high job dissatisfaction in the workplace.
  • High job dissatisfaction can have several detrimental effects on both the individual and the organization. Employees with high job dissatisfaction are more likely to experience decreased productivity, increased absenteeism, and higher turnover rates. This can lead to a loss of valuable talent and expertise, as well as increased costs for the organization in terms of recruitment, training, and lost productivity. Additionally, job dissatisfied employees may engage in counterproductive work behaviors, such as tardiness, theft, or sabotage, further exacerbating the negative impact on the organization.
• Evaluate the strategies an organization can implement to address job dissatisfaction based on Herzberg's Motivator-Hygiene Theory.
  • To address job dissatisfaction, organizations should first focus on improving the hygiene factors identified in Herzberg's Motivator-Hygiene Theory. This may include ensuring fair and transparent company policies, providing effective supervision, fostering positive interpersonal relationships, improving working conditions, and offering competitive compensation. However, addressing hygiene factors alone may not be sufficient to increase job satisfaction. Organizations should also focus on enhancing motivators, such as providing opportunities for achievement, recognition, responsibility, and personal growth. By addressing both hygiene factors and motivators, organizations can create an environment that not only reduces job dissatisfaction but also fosters greater job satisfaction and employee motivation.

Related terms

Motivators: Factors that contribute to job satisfaction, such as achievement, recognition, the work itself, responsibility, and advancement opportunities.

Hygiene Factors: Factors that, when absent, can lead to job dissatisfaction, such as company policies, supervision, interpersonal relationships, working conditions, and salary.

Job Satisfaction: A positive emotional state resulting from the appraisal of one's job or job experiences.