Job Firstday Discuss the Factors Causing the

¶ … Job FirstDay Discuss the factors causing the employee's dissatisfaction. There are several reasons the employee could be dissatisfied; Malik will need to speak with her first thing in the morning to find out why she is unhappy. Only when he knows the reasons for her dissatisfaction can he begin to address the problem. He may find out that factors are completely out of his control. The employee stated she feels she has both too much and too little to do.

It is possible she feels that much of her work has little relevance with respect to her training, education and experience. She may feel overwhelmed with tasks that are beyond her expertise, with too few tasks requiring the kind of work she is comfortable doing. She may feel bored by work much of the time because it is not sufficiently challenging. It is also possible that the employee does not get along well with her colleagues.

She may feel that too much responsibility falls on her and that her colleagues are not doing their share. She may feel they get credit for things she has done. Perhaps they do the most interesting and challenging tasks, leaving her with what she considers the drudgery. Finally, it is also possible the employee is having personal issues. They may have nothing to do with the job and yet are manifest in the workplace.

The employee could be taking college classes, working a second job, or taking care of a family, elderly parent, or sick person. One of more of these situations could seriously impact an employee's ability to do a job well. She may be feeling distracted and overwhelmed for any of these reasons, feelings which could carry over into her regular job. 2. Identify which of these factors could be addressed with improvements in the way the organization handles development as described in the chapter.

Per customer -- did not complete this question because I did not have access to the chapter. 3. Discuss what Malik should do tomorrow with regard to his employee. Malik cannot make assumptions about what the employee is thinking or feeling. He must speak with her directly in a way that respects her privacy and does not make the employee feel threatened. Malik must be friendly but professional. He must assure his employee that he wants to work with her to rectify the situation.

If she is a good employee whom Malik wants to keep in the organization, he should ask her what he can do and what the company can do to make her working life more satisfying. The employee must trust that Malik can make this happen. Malik should not promise anything that is outside his scope of influence, or he will lose credibility forever with the employee. He must ask questions and let the employee do most of the talking.

He should allow her to come up with solutions that he can help put into place. Malik must act as a facilitator, but it is ultimately the employee's responsibility to fix her work situation. Malik will do what he can to help. 4. Identify long-term changes should Malik suggest for this organization, if it appears that his employee is not the only one with these complaints? Malik should meet with individuals first to determine the specific nature of their complaints. He needs to find out the specific reasons for their dissatisfaction.

He should ask the same questions he asked of the first employee, again maintaining a demeanor that is both friendly and professional. If Malik has a good relationship with employees, he should get truthful answers. After meeting with individuals, Malik should call teams together so that people can brainstorm solutions. Malik would do well to enlist the assistance with professionals from the human resources department who, hopefully, have training and experience with these matters.

If possible, it would probably be helpful to hire consultants who can look at the workplace from a fresh and objective viewpoint. These individuals are in a good position to see "the big picture" and help Malik and his employees work out some solutions. It is important that the employees feel they are stakeholders in the change process. They should not feel as though they are at the mercy of unreasonable policies or unsatisfactory work conditions.

If these are employees the company wants to keep, it is important that Malik, as a member of management, listen to their concerns and do what is necessary to make needed changes. 5. Discuss the human resource policies and programs that would support development programs within the organization. The human resources department should meet with employees on a regularly scheduled basis so that dissatisfaction and concerns can be noted and addressed before small problems become large ones. The.