FOR BLOOD SWEAT & TEARS

THE SEVERING OF SUBCONSCIOUS CONNECTIONS WITH THE COMPANY AND BUSINESS MODEL

Employee Job Satisfaction

• Job satisfaction is created when the one or more of the motivational triggers are fulfilled.

• Job satisfaction is either positive/negative depending on an employee’s circumstances and desires.

• Negative job satisfaction can lead to a variety of stress related disorders

• TSI belief scale

Employee Job Satisfaction

The F.R.E.S.H Framework

• Presents the theory that an employee will either trust or mistrust based on environmental influences and use this to inform their perception of themselves.

• The Maslowian Core model outlines that job satisfaction can be achieved through satisfaction of desires.

The main characteristics of Job Characteristics Model• Skill Variety: The degree to which an employee is able to use a

variety of skills to complete a task

• Task Identify: Ability of an employee to complete a job and identify with the work

• Task Significance: The degree to which the assigned task impacts the lives/work of the employee and their colleagues

• Autonomy: The degree to which an employee has individual freedom and discretion to complete the task.

• Feedback: The presence/absence of feedback resulting in constructive criticism so that the employee can grow

Employee Job Attachment

Researchers have persistently and gradually refined the definition of organisational attachment into a complex concept that can both:

1. Summarize work related experiences

2. Predict work behaviours and behavioural intentions

Employee sub-conscious breakdown effects

Failure to satisfy personal motivational triggers will lead to a host of negative health consequences ranging from anxiety to severe depression.

This will translate into organizational effects such as increased costing, impaired employee performance and absenteeism.

Other effects are included in the following slides.

Examples

Work-Family Conflict

Incompatibility of role pressures between work and family thus leading to an exclusive choice between them being made.

Depression

A psychiatric disorder characterized by an inability to concentrate, insomnia, loss of appetite, anhedonia, feelings of extreme sadness, guilt, helplessness and hopelessness, and thoughts of death.

Burnout

A psychological linked factor attributed to work overload, role conflict, role ambiguity, workplace environment and even supervisory support.

Long lasting flow on effects

The effects of low job attachment and employment stress can have long term flow on effects. An employee can carry on negative experiences to other employers which are:

1) Trust Issues with new employers

2) A feeling of betrayal and an unhealthy obsession of negative emotions once employment is terminated.

3) Health issues both mental and physical such as weight gain/loss and family breakdown

Common Options to reduce stress

Employee stress can be detrimental to organizational productivity and work quality. This link places a financial and moral obligation on organizations to foster a healthy environment. Options include:

• staff information packs containing instructions on self-assessment

• contact numbers for help

• fact sheets

• Restructuring of organizational processes

A New Paradigm of reducing stress

Research identifies that stress reduction interventions focus solely on an individual rather than eliminating its root cause. This has been identified to be due to:

• Senior management scapegoating and blaming which creates mistrust between employees and management

• Commitment to intervention implementation in a dynamic environment

• Lack of empirical evidence on costs and benefits of such interventions

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