Yes, the fact that employees are not satisfied with their work is a reason for concern.
Job satisfaction describes a positive feeling about a job, resulting from an evaluation of its characteristics. A high level of job satisfaction equals positive attitudes toward the job and vice versa. Most research has shown that with a strong sense of satisfaction in their work, their job performance is comparatively more significant than those with a weak sense of satisfaction in their work. Employees of DrainFlow are dissatisfied and that is the root cause of their present situation. The employee aren’t motivated and lack of customer service compare to Lightning Plumber.
The Lightning Plumber also have more vital and energetic environment. Workers in DrainFlow see their work mostly in technical, or mechanical terms and they also find it stressful to deal with negative feedback from customers and co-workers. With repetitive and familiar task workers do not find a way to improve performance, they lose motivation which affects the performance. Job satisfaction and job performance have been linked together long time ago. At the organization level, there is renewed support for the original satisfaction-performance relationship. It seems organizations with more satisfied workers as a whole are more productive organization.
In addition to job performance, there are many more behavioral outcomes associated with job satisfaction. These associations can be either positive or negative in regards to performance. Exit and neglect behaviors encompass performance variable which is productivity, absenteeism and turnover. Voice and loyalty are constructive behaviors that allow individuals to tolerate unpleasant situations or to revive satisfactory working conditions. Other outcomes that are associated with job satisfaction are organizational citizenship behavior (OCB).
Satisfied employees would seem more likely to talk positively about the organization, help others and go beyond the normal expectations in their job, perhaps because they want to reciprocate their positive experiences. Satisfied employees have the ability to increase customer satisfaction and loyalty. DrainFlow did several survey about customer dissatisfaction. 40% felt their experience was not good, and 30% said they would use a competitor the next time they had a plumbing problem. On the contrary, some associations with job satisfaction can result in negative behavioral outcomes.
Absenteeism, turnover, and workplace deviance all have a negative relationship with job satisfaction. It makes sense that dissatisfied employees are more likely to miss work, it’s like the more satisfied you are, the less likely you are to miss work. The satisfaction-turnover relationship also is affected by alternative job prospects.
Employees are influenced by the “pull-push” mechanism and high human capital can even influence employees to consider other available alternatives. Finally, workplace deviance when employees don’t like work environment, they will respond somehow unionization attempts, stealing, undue socializing, and tardiness.