Question

Employee #1: Marketing product manager: She experiences cognitive dissonance every time her boss tells her she should not worry about the lower end of the market as “those people don’t have much buying power” when the company’s values statement says that the company values the welfare of everyone everywhere. She is frequently late to work and her boss has given her a warning as result.

Employee #2: Chemist: He is in a highly visible job creating new products that creates a lot of stress and works 12-hour days. He is loyal but feels depressed by the constant work. He is starting to look at job openings online in his off-hours.

Employee #3: Loading dock manager: This representative works the 12am –7am shift. She does what is required but complains in the employee breakroom about the offices and work conditions when she is on break. The other employees tend to agree with her when she complains. Lately the Distribution Supervisor has noted employees’ reduced effort on the shift.

Employee #4: Quality control administrator: He is the sole Asian in the organization and feels isolated as though he is just a placeholder versus really making a recognized difference in the organization. The company promotes itself as a diverse organization, which he knows is not true. He feels as if everyone expects him to fail since not many people engage with him, including his boss, on any regular basis.

The four employees have different attitudes and levels of job satisfaction.

• Describe the attitudes and job satisfaction of each of the four employees.
• Categorize and explain the responses the employees have to dissatisfaction based on the Reading.
• Explain how the above attitudes and job satisfaction for each employee impacts the organization in terms of profit, employee turnover, and affecting other employee attitudes.

Answer 1

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Explain how the above attitudes and job satisfaction for each employee impacts the organization in terms of profit, employee turnover, and affecting other employee attitudes.

For employee 1-

The first employee's attitude is inconsistent when the boss assigns him work in the business. His job is to publish in various websites for social media to promote the services the company does for other companies, but his boss ordered extra research during his real job, much like his boss. It causes cognitive dissonance, such as cognitive dissonance, which refers to a condition with contrasting perceptions, values or behaviour. A person who has two or more conflicting beliefs, thoughts, or values concurrently experiences this mental discomfort.

This conduct may affect company profits because workers are often late at work and this affects their actual job process and in future businesses will face high staff turnover if the situation stays the same as workers may threaten to leave the workplace with this form of action of the manager.

For employee 2-

Second, due to her busy working times and to her time off from the side of the business, she experiences frustration and disappointment. It doesn't affect your job but your personal life because it brings you and your family under more danger. This constant stresses can impact on second employee efficiency and can affect income because inactive workers can contribute to faulty engineering designs and mal design tests in other manufacturing plants. She feels loyal and neglected by constant work.And the employer will give the employee a break, a bonus, often a half of leaves to inspire, please the employee.

For employee 3-

The third employee in the organization works as a CSR to address customer requests and concerns in the near future. His time at work is pleasant, but maybe at night it may lead to sleep loss, exhaustion, anxiety, etc. The main cause of the third employee problem is the job environment of the workplace, such as bad facilities, lack of cafeteria, lack of CSR team leader address etc.

This frustration of third-party workers can have an effect on the company, as other staff who are affected by third-Person workers take sick leave more frequently and hamper their employment and raise employee turnover so that they meet the requirements of absentee employees.

For employee 4-

Four is the only Asian employee of the company and also the Quality Assurance Manager of the organization. Because of its Asian history, Four faces the problem of lack of help from management, assistants, colleagues etc. In the service, she feels out. This condition affects your conduct because you are candemotivated, left unpopulated and separated from the intolerable actions of other people. It can have an effect on your productivity, because you are a professional administrator and with intolerable behaviour of others, it can have an effect on the values of the instruments business.

The organization will then follow its own policies on diversity and comply with it as well as other nations. It would improve its integrity and trust in the fact that it is not discriminated against on the basis of its Asian heritage and can operate efficiently.

Describe the attitudes and job satisfaction of each of the four employees and Categorize and explain the responses the employees have to dissatisfaction based on the Reading.

Employee 1 is a case of high interest, the marketing company manager. While she was a late participant who ensures her supervisors 'disciplinary decisions, she is a high-value employee. Her recent attitude and delay are the product of her negative values in her role with her company. As a product marketing manager, she supports the value principle of the company, which states that "values all people everywhere" does not mean how the company views its lower employees.

The condition of cognitive dissonance indicates her frustration with the declarations of written convictions, which contradict the spoken evidence of their attitude. If an employee feels this to the boss, the good attitude and job results are even more challenging. The organization would inevitably be influenced by its opposition and lack of interest in its work, both short-term and longer-term. In public opinion, marketing is an significant factor.

Lastly, their product manager's work ethics and efficiency would slowly deteriorate, potentially impacting its quality. In the longer term she has also lost her job absence. Her depressive attitude is also prevalent. Her employers are finally going to have to stop her. It is a disgraceful chain of happenings which represents not its work ethic, but the poor values of its employers.

The chemist is a prime example of an overworked employee. There is very little space to decompress from its 12-hour long days, to the high demands of his work. There is often a lack of general productivity, when workers are stressed, when overworked employees succumb to physical as well as mental tiredness. His attitude is therefore the product of the lack of time available to him by his employers. The workers and companies work at an optimum point.

All is less and productivity is not maximized, but more so, and workers may not be able to support themselves. Employees overworked, expected to work more than they should, would produce a less quality job over time, thereby impacting the efficiency of the company. Excessively workers at work and at home will suffer. According to Ellen Galinsky, president of the Family and Jobs Center, highly overworked workers are 21% clinically distressed, compared to just 8% in the unworked. Mental stress, depression, and fruits all affect the mood of this employee while he is at work.

For what little time he has been searching for a new job to find an employer that cares about his emotional beginning. This again negatively effects the company, losing an employee because of its negative values to its employees. The other workers would also suffer. Increased workloads and overtime demanded my workplace caused others to suffer from the same mental stress, which ultimately had a much greater effect on the highly visible goods created by the company.

The third employee with his experience is influenced by the bad working conditions of the company. Your mood may already be sounded by the shift schedule, but it doesn't help you spend your full shift under circumstances that are unfit for your workers. This employee also directly impacts her colleagues. An employee who expresses his unhappiness to other workers can then contribute to the unionization of employees. This influence on the organization is clear and can be seen by the diminished efforts of the workers.

The consequences of bad working conditions and dissatisfied workers will lead to more serious business problems. In all working conditions other than the source units, many workers should anticipate productivity declines. The longer the strike lasts, the longer this productivity break is triggered. As employees share their frustration publicly, company stocks will decline sharply. In B.C, 44.3 per cent of households were surveyed from the 2011 Census and the 2011 National Household Survey. Just got kids.

A quarter (10 percent of households) of these families are single-parent families, most of which operate in part-time or full-time. With the number of double-income households rising and 89 per cent of household incomes coming from unemployment, a lack of agreement would lead to a substantial loss for parents who stay at home or pay for childcare of the large share of household revenue (approx. forty per cent of household income over a busy month of the year).

With the influence of neglect on one's own work atmosphere and the adverse consequences, it is critical for employers to make every effort to create a healthy environment for their workers and for the society around them.

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