CASE 1
JOB SATISFACTION IN THE UNITED ARAB EMIRATES
The United Arab Emirates (UAE) is a federation of seven emirates in the Arabian Peninsula. The UAE has a population of six million, of which approximately 80 percent are non-nationals (expatriates) from more than 200 countries.
In a survey conducted by job site www.Bayt.com and research company YouGovSiraj.com, 27 percent of the 9,760 respondents expressed high satisfaction with their work. Those who expressed the most satisfaction with their job were Lebanese and Moroccan nationals. Overall, the rating of job satisfaction in the UAE was low for the Gulf region as a whole. Dissatisfaction was shown to be due to poor work organization and low motivation levels (65 percent). If employees feel undervalued, they could become dissatisfied and leave. Such behavior results in a financial loss for the employer as it costs more to recruit new than to retain existing staff.
As a follow-up, readers of the Gulf news (a local paper) were asked “How satisfied are you with your job?” In readers’ comments, posted online, job dissatisfaction was most often about salary, either late salary payments, low salaries, or failure to increase salaries. For one UAE receptionist, promises by her employer of an increase in pay did not materialize, and that led to her dissatisfaction with the job. It was also determined that the UAE government needed to legislate on salaries and that apartment rents were to high for the salaries offered.
Readers also gave suggestions about how to become satisfied with jobs and suggested working for an employer who promotes equal opportunity and finding a job that matches one’s qualifications and skills. A proposal was made that experience in other departments would enable employees to be more committed and would improve job competencies. Gulf News readers also said that staff needed training to improve their attitude about their jobs, to increase interest, and to offer a career path. In the on-line postings, concern was expressed that the system of three-year work visas caused employees and employers to only have short-term working relationships. As some multinational companies may also contribute negatively to commitment and job satisfaction. Some managers consider that commitment to an organization is influenced by a “fit” between the person, the job, and the organization.
QUESTION 1
What are three things that employers could do to increase the job satisfaction of their staff?
[8 marks]
Even the was some factors which directly link to the employee job satisfaction, but these three factors are considered most important factor to maintain the job satisfaction at high level. The employer should consider and improve the management to provide best deal to these factors.
The most employers are now looking at a long term of employment. Due to unsteady global economical status, job security always is at the top of all other factors. The employees more satisfy with a permanent status other than a temporary or contract status. The employees are keener to look for their job which more secure in term of employment.
At older age groups, they normally settle down at the job where has a benefit with a important given to the retirement benefit. The benefits with heath cares will satisfy the middle class employees.
Never and ever forgotten the compensation or pay also contributes to the job satisfaction. The pay should be equally justified with their qualification and the experiences. Under evaluated pay normally give the employee fall into feeling of dissatisfaction.
QUESTION 2
How can employers increase employee commitment?
[8 marks]
Employee commitment can be increased if the employer drives the major keys factors. These are:-
1. Employee’s confidence in the future with the organization.
2. Employee’s confidence in achieving career objectives.
3. Employee’s confidence in the future success of their organizations.
4. Degree of team work and cooperation.
5. Employee’s satisfaction with the type of work they do.
6. The chance to do challenging and interesting work.
7. The company commitment to the quality.
8. Opportunities for continues learning to improve skills.
QUESTION 3
Explain "workforce diversity." Explain what key managerial skill you think is most important when dealing with workforce diversity.
[6 marks]
Workforce diversity defines as the similarities and differences among employees in term of age, cultural background, physical abilities and disabilities, race, religion, sex and sexual orientation. These can be recognizing into two groups. A surface level diversity is normally to the characteristic base on which can be easily observed such as age, gender and race. Values, personally and work preferences which hardly see at 1st place will categorized into the deep level diversity.
There three major key managerial skill to deal with above workforce diversity. Attracting, selecting, developing and retaining the diverse employees; working with the diversity group; and lastly effective the diversity programs.
Diversity Management Strategies are as below:-
1. Segregation
2. Assimilation
a. Overt
b. Disguised as
i. Transitory Pluralism
ii. Residual Pluralism
3. Federative Pluralism (mosaic)
4. Interactive Multiculturalism (chulnt)
QUESTION 4
CASE 2
Sheila is a clerk at a retail outlet. She earns RM35,000 a year. She is allowed to work her schedule around her daughter's school athletic events, and because she has seniority over the other clerks, rarely has to work holidays.
Azman is a new designer for an engineering firm. He earns RM75,000 a year. He must be at the office Monday through Friday from 8:00 to 5:00. His wife attends all their children's school events. His job is stressful, and if a project is due, he often works weekends and sometimes holidays, although from home.
How would you compare Sheila and Azman’s levels of job satisfaction? Describe how you would measure their satisfaction and name at least three major job attitudes that play a part in each of their satisfaction levels.
[8 marks]
Sheila job satisfaction is base on the flexibility to balance life and work issues, autonomy and independence, and the management recognition of the employee seniority. But Azman job satisfaction could be the compensation/pay. Sheila will be more satisfy than Azman. Their job satisfaction measured by the summation of job facet. Even this method is sophisticated, it identify the key elements such as job nature, supervision, present pay, promotion opportunities and co-workers relationship.
Sheila and Azman satisfaction could be compare by their attitudes toward the job. Both are satisfied with job even their job satisfaction are base on difference factors. But Azman only having the job involvement toward the job by sacrifice his personnel times to job completion. Azman also having organizational commitment by committed to project completion even it stressful.
Organizational commitment has three dimension, affective, continuance and normative commitments. Azman has the 2nd dimension.
Sheia having perceived organizational support attitude. She believes her employer should accumulate her personnel life requirement.
Employment engagement is clearly visible from Azman job contribution on extra hours.
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