Question

Job Withdrawal

People often go through as dissatisfaction sours their commitment to the organization or their job.

Draw from your own work experience. Think about a job dissatisfaction experience you went through. It can be in your current job or a job you recently held.

1. Overall, were you or the individual satisfied or dissatisfied with the job or volunteer work?
2. Which category was, or is most likely to, foster the dissatisfaction? Categories could include personal dispositions, tasks and roles, supervisors and co-workers, or pay and benefits.
3. Describe how your level or the individual's level of satisfaction or dissatisfaction was manifest. For example, did your behavior or the individual's behavior change? Did your or the individual's dissatisfaction cause you or the individual to avoid work by being late or absent, or quit? Perhaps you or the individual withdrew psychologically but remained at work physically.
4. How could the organization have prevented job withdrawal?

Answer 1

Following is the experience from my last held job.

1. I was in the lower management position for a pharmaceutical company. There was a change of administration halfway through the preclinical trial of the new drug that was being developed. The administration experienced a change due to a union disagreement. The new administration that was instituted in the place of the new one did not have the experience necessary to handle the position of such importance this early in their careers. The processes they choose to run with were mediocre and did not take into account the larger issues that the company was facing. It then fell upon the lower management to take the blame for the inefficiency of the administration and that made almost all the managers in at my level to become dissatisfied with their jobs. There was a lack of influence, interest and a sense of direction by the administration and that reflected in the performance of the others as well.

2. The category of influence, as well as reliability, is what caused the dissatisfaction in this case.

3. The change was gradual but subtle. The fact that the different departments blamed each other for the inefficiency of the entire system made it more difficult for the conflicts to be resolved and therefore, caused dissatisfaction in the minds of the management at my position as well as the team's we were leading.

4. The organization needed to create contingency plans in place in order to combat any such problems, usually we see that companies that have a strategic vision and a well-laid plan of action, can make do with any situational changes that need to be made and therefore, it was up to the board to oversee the working of the administration. It was, therefore, a change in the way the company created their policies as well as strategies that needed to be changed in order to combat this problem.