Employee Dissatisfaction in the Company Essay Example | Topics and Well Written Essays - 2250 words

Employee Dissatisfaction in the Company - Essay ExampleAn organization is also in need of the workers. They too realize that the employee who is working for them has a set of reasons to work. These reasons will defer from people to people. Each reason will determine the employee morale, motivation, and quality of life. Therefore, to create a positive impact and enhance expectations of their possible employees, organizations practice various exercises which include university drives, seminars, and creating assessment centers for the shortlisted students. Most organizations will achieve their objectives by the aforementioned exercises but that creates problems in the near future. Those expectations will be thrashed as the employee gets acquainted with the organizations real culture. This is known as a br distributively of psychological contract. The term psychological contract was initially used in the 1960s however it gained popularity after the economic downturn in the early 1990s ( Cranwell-Ward & Abbey, 2005). It has been defined as perception of the two parties, the employee, and employer, of what their mutual responsibilities and obligations are towards each other. It encapsulates the expectations of both sides as to what each expects the employment contract to deliver. This contract is non formally written or signed but, they are formed by the dumb act which has happened in the past, as well as from statements made by the employer (Petersitzke, 2009). They may be seen as promises by some and expectations by others. This is a mettlesome involvement mindset precisely for an employee. If these expectations are met, it will lead to an increased sense of happiness as well as the deliverance of real results. However, entrancement of the expectations will lead to feelings of betrayal, anger and wrongful harm arising from this realization. (Usman, Gary, & Filotheos, 2004) In our case, there has been a huge chunk of unmet expectations for the fresh graduates em ployed at the advertising office staff. They went through a rigorous induction process which encompassed a 2-day assessment center along with a series of interviews and occasional visits to the client sites. Moreover, they met up with various aged(a) staff members and interacted with them to gain knowledge about the organizations culture. The lot of 225 about-to-be-qualified marketing and media graduates is reduced to 20 successful recruits. Sadly, the blooming picture of the advertising agency in the eyes of the employees was broken into pieces when the initial 6-months passed. They were engaged in trivial work which involved filling, answering telephone calls and doing emails. They were not given the opportunity to value creatively which was previously promised by the senior staff. There were no signs of training or development programs. On the whole, a breach of psychological contract took place. Employees were not motivated to work and a few of them started having days off. They felt that they have been cheated and deceived about the organizations culture and values. This will eventually lead to senior high employee turnover.