Introduction

Job Satisfaction or representative fulfilment is a proportion of labourers’ happiness with their job, regardless of whether they like the activity or individual perspectives or features of employments, for example, nature of work or supervision. The main aim and objective of this report is to discuss and analyse this issue of the company, Forrest Brown, and provide solutions to this problem so that it can perform better in the future. Forrest Brown was established in 2013 as a firm of Chartered Tax advisor that helps in innovative business growth by using research and development on the Tax credit. The organization advises over 100 companies every month. It is the fastest growing company and has employed more than 50 employees. The company is an expert in the Research and development of Tax credit. Forrest Brown helps the firms to claim the tax credit from the government through proper research and development. The investigation rate of the organization is below 2% which is way lower the national average. The organization claims that the services provided by them is outstanding and clients approach them continuously due their ability to deliver excellent results. 

Question –

Defining the problem

Satisfaction is a mental factor. It is noted that its appearance in the human personality is reasonable. As per Michael, Kwao and Gyamfi (2015) at the point when an employee is happy with his given tasks and can release his obligation satisfactorily, it is called Job Satisfaction. The inspirational frame of mind towards employment are proportionate to job satisfaction whereas negative demeanour towards occupation has been characterized differently every once in a while. In short, job satisfaction is a man’s disposition towards employment.

Job Satisfaction is an essential pointer of how representatives feel about their jobs and an indicator of work conduct, for example, hierarchical citizenship, Absenteeism, Turnover. The benefits of Job Satisfaction are: 

• Lower rate of Complaints and Grievances
• A lesser rate of Absenteeism
• Lower rate of Attrition
• Increase in productivity
• Better Working environment
• Increase in the morale of the employee
• Longevity with the organization

Job dissatisfaction alludes to despondent or negative emotions about work or the workplace in Forrest Brown. There exist numerous elements, which may result in Job dissatisfaction. According to Giorgi, Shossand Leon-Perez, (2015) some of them are poor working conditions, overextend, low dimensions of pay, no extent of promotion or professional success and lack of acknowledgement. Various causes of Low level of job satisfaction of job dissatisfaction are:

• Lower payment- Not getting enough remuneration as compared to the job done leads to job dissatisfaction in Forrest Brown
• Limited growth in career – Not having proper career growth or career opportunities in an organization will lead to lower satisfaction in Job.
• Lack of Interest- Lack of interest or not interest in the area of the work that is being done will make the employee disinterested in his job.
• Problem with Management or Poor management- Poor management or Leadership skills, hierarchy not well-defined which lead to confusion which result in Job dissatisfaction in Forrest Brown
• Unsupportive higher-up- Not getting proper support from the managers or bosses will create conflict in the employees and lead to dissatisfaction
• Lack of Meaningful work- Monotonous or routine work without any variations for a longer time will create boredom and will affect the satisfaction factor of the employee
• Work-life balance- There should be a proper balance between the work and personal life of the employee. If this balance is disturbed, it leads to job dissatisfaction in Forrest Brown.

Scope and Impact

Dissatisfied employees, who are persuaded by anxiety of loss of employment, will not give 100 percent of their energy for long. In spite of the fact that fear is an incredible helper, it is additionally a transitory one, and furthermore when the danger is lifted execution will decay. As per Boamahet al. (2017), having seen the causes of job dissatisfaction, if not treated may lead to greater consequences, which may affect both the employees and the organization. It is far more distressful for Forrest Brown. The effects of job dissatisfactions are:

• Increase in Job Stress: The stress level of the employee will increase if they are not happy with their jobs. 
• Poor Morale: The overall morale of the employees will decrease if any of the employees is not satisfied as he may spread his concern with other. 
• Decrease in productivity: The productivity of the employee will decrease due to his negative attitude towards the job. This will lead to lower productivity of the team as well as the organization.
• High attrition rate: The turnover rate or the rate at which the employees switch over their jobs will be increased. It will be difficult for the organization to retain skilled workers. 
• Lower consumer satisfaction: If the employee of an organization is not satisfied then productivity will be affected which will result in the delivery of the quality product to the consumers. This will result in dissatisfaction among the consumers.
• Poor Working environment: The employee when dissatisfied with his or her job brings negativity, and this will affect the work environment of the organization.

The impacts of Job dissatisfaction are far-reaching. It not only affects the employees but the managers, the organization and those related to the organization. An unhappy employee when comes in contact with his peers will spread his negativity or distress and make the environment unhealthy.  It will plant a seed of doubt in other employees and lead to dissatisfaction of other employees in Forrest Brown. As per Huang et al. (2016), the productivity of the employees will be reduced to a greater extent and the will affect the overall productivity of the organization. This will hamper the growth of the employee as well as the organization. 

Theories of Job Satisfaction

There are various theories of Job satisfaction, which are based on the needs of the person and are applicable for the problem of dissatisfaction among the employees. 

Maslow’s Need Hierarchy theory 

This theory suggests that there should be proper hierarchy of the needs, which begins with physiological need to the needs of self-actualization. As per Piyasena and Kottawatta (2015), base needs should be realized first, and then other demands come into picture.

Herzberg’s motivator-hygiene theory

In this theory, there are factor such as Motivation factors and Hygiene factors that that should be met to keep the employees satisfied. According to Piyasena and Kottawatta (2015), absence of any of these leads to dissatisfaction. 

Discrepancy Theory

Locke in 1976 and is viewed as the most well-known activity fulfilment demonstrate. Numerous scholars have endeavoured to concoct a clarification for why individuals feel the manner in which they do with respect to their activity. Locke built up the thought known as the disparity hypothesis. This hypothesis recommends that a man’s activity fulfilment originates from what they feel is critical instead of the satisfaction or non-fulfilment of their needs in Forrest Brown.

Analysis of the Problem

SWOT Analysis

SWOT analysis refers to the Strength, Weaknesses, Opportunities and Threats to be analysed to find their standing in the industry. As per Piyasena and Kottawatta, (2015) SWOT analysis related to Forrest Brown in reference to Job Satisfaction is as follows:

Strength

• Quick decision making
• Comfortable and friendly working environment
• Adaptable to the ongoing changes
• Proper recruitment process
• Good path developed for career development
• Faster Growth
• Lower investigation rate

Weakness

• Relatively new in this field (started in 2013)
• The small scale of operation

Opportunities

• Higher opportunities to expand in the field of R&D on Tax credit
• Increase the employee strength due to its respectable standing in the industry.
• Reliable service delivery to the clients by experienced staff

Threats

• Every changing government policy
• Challenges from the competitors in a similar field

Fishbone Diagram

This diagram represents the fishbone diagram about the dissatisfied employees. The root cause of employee dissatisfaction is hidden in various reasons such as poor management, Poor remuneration or salary, unhealthy work environment, no career growth in Forrest Brown. According to Wirtz (2017), it also mentions the effecting areas for the dissatisfaction. Further, it can be analysed from the diagram that proper training, increment in salary, proper definition of job roles, Job rotations, and a Healthy work environment will help to decrease the dissatisfaction of the employees.

Alternative Solutions for Problem Solving

Job dissatisfaction should be addressed on a priority level to eliminate any negativity among the employees. As per De Jong, Grundmeyer and Yankey (2017) if only the employee of an organization is satisfied only then there will be growth.   For doing so following measures can be undertaken:

• • Job Enlargement- It is basically the sorting out of the work in order to relate the substance of the activity to the limit, real and potential, of labourers.
  • Proper remuneration- Proper remuneration should be paid to the employees to eliminate the factors of dissatisfaction from Forrest Brown.
  • Job rotation- To avoid the monotony in the job structure, there should be proper job rotations.
  • Scheduled rest period- to maintain proper work life balance there should be scheduled rest period.
  • Healthy work environment- Management should take the necessary step to maintain a healthy work environment and avoid any conflicts.
  • Change of Pace – According to Wirtz (2017), there will be a variety of work if there is a change in the pace. It will also give the employees sense of accomplishment.
  • Promotion and Career development- Development of a Program for career development will help the employees to have a positive effect on the morale and will help in their overall growth.
  • Appraisal Program- There should be proper appraisal programs for the employees. The programs should be unbiased, which will help in their promotions and increment in Forrest Brown.
  • Define Job role and expectations- There should be a proper definition of the job role and expectations to avoid any conflicts situations. 

• Regular Interviews of the employees- Regular Interviews should be conducted of the employees to provide a sense of belonging among the employees and resolve any doubts in their minds (Piyasena and Kottawatta, 2015).

Conclusion

From the above research, job satisfaction is one of the vital parameters, which helps in the overall growth of the employees as well as in Forrest Brown. There are various definitions for job satisfaction, however, in simple words, it means the sentiment of happiness or a feeling of achievement, which an employee gets from his/her respective job. Employee is the crux of the organization so Job Satisfaction is of utmost importance for the growth of the organization. The performance of the organization is directly depended on the performance of the employees. If the employees are not satisfied with their jobs they tend to be distressed which will affect their overall performance. This will also affect the performance of the organization.  There are various reasons for the dissatisfaction in the job and its devastating effects are also been seen. Various theories based on Job satisfaction are Maslow’s Hierarchy Theory, Discrepancy Theory and Herzberg’s motivator-hygiene theory are discussed here. To overcome Job Dissatisfaction the company should undertake various initiatives discussed in the study. It may include increasing the remuneration, a healthy work environment, programs for career growth. 

References

Boamah, S.A., Read, E.A. and Spence Laschinger, H.K., 2017. Factors influencing new graduate nurse burnout development, job satisfaction and patient care quality: a time‐lagged study. Journal of advanced nursing, 73(5), pp.1182-1195.

De Jong, D., Grundmeyer, T. and Yankey, J., 2017. Identifying and addressing themes of job dissatisfaction for secondary principals. School Leadership & Management, 37(4), pp.354-371.

Giorgi, G., Shoss, M.K. and Leon-Perez, J.M., 2015. Going beyond workplace stressors: Economic crisis and perceived employability in relation to psychological distress and job dissatisfaction. International Journal of Stress Management, 22(2), p.137.

Huang, Y.H., Lee, J., McFadden, A.C., Murphy, L.A., Robertson, M.M., Cheung, J.H. and Zohar, D., 2016. Beyond safety outcomes: An investigation of the impact of safety climate on job satisfaction, employee engagement and turnover using social exchange theory as the theoretical framework. Applied Ergonomics, 55, pp.248-257.

Michael, K., Kwao, F.D. And Gyamfi, H., 2015. Job Satisfaction, A Motivation Factor For Improving Work Output, A Case Study Of Koforidua Polytechnic.

Piyasena, K.G.C.C. and Kottawatta, H., 2015. The HRM Practices on Job Satisfaction of Operational Workers in the Apparel Industry in Colombo District, Sri Lanka.

Wirtz, J., 2017. Service Quality and Productivity Management. World Scientific.