Exploring job dissatisfaction, this content delves into its causes, from personal expectations to organizational factors, and its effects on mental health and workplace dynamics. Strategies to mitigate dissatisfaction and the importance of addressing it in business education are also discussed, highlighting its impact on employee engagement and organizational performance.
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Job dissatisfaction that reflects an overall negative attitude towards the job
Job dissatisfaction that targets specific job elements such as pay, benefits, or work hours
Theories that distinguish between 'hygiene' factors and 'motivators' in understanding job dissatisfaction
Individual expectations, personality-job compatibility, and external life stresses can contribute to job dissatisfaction
Excessive work demands, perceived inequities, strained relationships, and inadequate compensation can lead to job dissatisfaction
Job dissatisfaction can lead to stress, diminished interest in work, and mental health conditions such as anxiety and depression
Job dissatisfaction can result in stress, health complications, and reduced work performance for employees
Job dissatisfaction can lead to lower morale, increased absenteeism, and reduced productivity for organizations
Job dissatisfaction can contribute to economic inefficiencies, higher unemployment rates, and increased public health expenditures
Employees can address job dissatisfaction by identifying sources, seeking changes, and maintaining a positive mindset
Organizations can address job dissatisfaction by improving work conditions, policies, and relationships
Employees can address job dissatisfaction by pursuing career growth, exploring new opportunities, and maintaining work-life balance
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In the ______, job dissatisfaction can lead to reduced ______, ______, and employee ______.
modern workplaces
engagement
productivity
well-being
01
Herzberg's 'Hygiene' Factors
Extrinsic elements like salary, company policies, and working conditions that can prevent dissatisfaction but don't create satisfaction.
02
Herzberg's 'Motivators'
Intrinsic elements such as achievement, recognition, and work itself that increase job satisfaction but their lack may not cause dissatisfaction.
