job satisfaction ,as it was explained, is the work force that

is motivated and committed to high quality performance

and it does describe how happy an individual is with his
job. and the development of any organization is mainly
depending on the satisfaction level of the employees.
so why employees can be dissatisfied with their job?
job dissatisfaction refers to unhappy or negative feelings
about work or the work environment.
There exist many factors which may result in job
dissatisfaction. Some of them are poor working
conditions, overwork, low levels of pay, no career
advancement and lack of recognition...
and that may cause:
Attendance
Regular tardiness, high absenteeism and long lunch
breaks are common among dissatisfied employees and
often accompany low productivity. When other
employees have to fill in for absent co-workers,
resentment builds and low morale spreads. Attendance
problems are sometimes an indication that the employee
is dealing with pressing personal issues rather than work
issues.

Quality of Work
Productivity is a good indicator of employee satisfaction.
If an employee's quality of work falls off dramatically, it
may be an indication of dissatisfaction. It could also be
caused by personal issues or problems with co-workers,
so it's important to find out the underlying cause. Regular
errors, sloppy work and low productivity are not only
signs of an unsatisfied employee, they can affect a
company's bottom line.

Complaints
Inattention to detail and inaccurate work affects
customers, clients and co-workers. An increase in
customer complaints can point to a problem with a
specific employee or groups of employees. Co-workers
may complain about having to deal with the results of
poor work done by others. An employee may be facing
unrealistic expectations or a high workload, or may need
more training. The reasons for complaints should be
addressed before the company starts to lose clients.

Attitude
A bad attitude can manifest in frequent complaints,
arguments and poor customer service. Everyone has an
off day now and then, but continual sullenness and
outbreaks of temper can affect the whole office. An
employee who fails to follow instructions or refuses
requests from supervisors is not a happy employee.
Sudden changes in appearance and hygiene are
symptoms of a negative attitude.

Turnover
People regularly leave jobs to advance their careers or for
personal reasons, but employees leaving in droves may
point to a high level of dissatisfaction. An employee with
some seniority in the company suddenly turning in a
resignation is often a signal that something is wrong
within your organization. Exit interviews are an
opportunity to discover why employees are leaving the
company and may identify areas in which to improve.
Warning
Most unsatisfied employees are unhappy with their jobs
for specific reasons, many of which can be addressed.
However, in some cases, the signs an unsatisfied
employee exhibits may be a precursor to workplace
violence. Train management and staff to recognize some
of the warning signs that can lead to violence, such as
threats, property destruction, overt hostility and talk of
suicide. Make it clear to employees that such behavior
should immediately be reported to management.

and how can we solve this problem ?

obviously we have to find solutions for the causes of job
dissatisfaction.
to attend job satisfaction, employees have to be
motivated and the first word that comes to our minds
when we say motivation is money. yes that's true but
money isn't always the main cause to job satisfaction.
when employees spend a majority of their waking hours
in the work place, they need more than a paycheck to
satisfy them.
let's start with communication: every manager has to be
be open to communication because it's the key to any
successful relationship. If low morale is becoming a
problem in your office, it is possible that there has been a
breakdown in communication somewhere along the way.
Good communication will make them feel that their ideas
and suggestions are welcomed with no fear. Workers like
feeling as though they are part of a community, and that
their contribution means something to the company.
When you actively listen to what the employees have to
say--and even better, implement the ideas that sound
promising--your workers will feel more valued.

workplace: The workplace can provide an enjoyable

atmosphere where employees actually like coming to
work. Many employees lose their morale because they
are unhappy with their working conditions. Jobs are
demanding, and most full-time working adults spend
more time at the office than they do at home with their
families. This can take an emotional toll on employees
and impact their attitude toward work. So employers
have to assess working conditions and find a way to help
employees feel happier about the nature of their jobs.
Employees are happiest when they are comfortable in
the spaces where they spend so much time. Improved
lighting, fresh paint, well-stocked supply rooms,
equipment that is kept in working order and a warm and
inviting lunch area help improve morale and
organizational behavior. Paying attention to small details
improves performance and helps employees know they
are a valued part of the organizational team.

to recogonize eployees or to recogonize their

achievements: pay may not always be a worker's prime
reason for job satisfaction, employees like to be
recognized and rewarded for their hard work because it
makes them feel appreciated and valued by their
employers. when a few employees are rewarded for their
accomplishments they will feel that they're recognized in
front of their peers and more satisfied with their jobs so
they'll be motivated to work more. And equally for other
employees because they'll want to be rewarded too so
they'll work hard. Employers have to thank employees for
the work they do and they also have to think of clever
rewards that employees will appreciate, such as a better
office space, a few extra paid vacation days... Actually,
simple rewards, such as buying those employees lunch or
giving them a few hours off, can show that you recognize
hard work.

Encouragement: Respectfully address employees and

look them in the eye when speaking with them.
Employees who feel threatened, punished or
unappreciated are likely to move to a workplace that is
more positive, uplifting and appreciative of their skills.
Encouraging active participation in the success of the
team represents one of the main objectives of
empowering each employee. Empowered employees
take responsibility for their job duties and seek to
contribute to the team in a positive manner. Team
building should take place on a regular basis and should
seek to encourage communication and trust within the
team. Building a cohesive team requires aligning
individual goals with team goals.
team building :A workplace celebration brings the staff
members together for one purpose: The celebration
helps create a sense of team unity for the staff members,
particularly if you are celebrating a team
accomplishment. For example, a celebration after the
completion of a major work project gives the team a
chance to bond and reminisce on the project's successes.
The celebrations often have a relaxed atmosphere, where
colleagues are able to get to know one another beyond
the work they do together. The personal connections may
help the employees work together better on future
projects.

low stress enviroment:Employees who feel continuous

stress and pressure to perform at work may develop
apathy, fatigue, muscle tension, headaches, substance
abuse problems and high blood pressure. Job satisfaction
increases when employees can enjoy a stress-free
environment in which they know they're appreciated and
they're not in fear of losing their jobs if they make a
mistake. Workers can employ techniques to take care of
themselves, such as eating a healthy diet, eliminating
negative thinking. At the same time, as a boss you can
maintain open and clear communication, give employees
some control over their production and praise effective
workers regularly.

creativity: Encouragement and support from a supervisor

can influence and even enhance employees' creativity.
Creativity on the job can generally be defined as the
generation or suggestion of novel or useful products and
ideas from employees. In a 1996 article in the "Academy
of Management Journal", Oldham and Cummings
examined this issue across several different industries,
including scientific research and healthcare work settings.
In each case, individuals who had a supportive supervisor
were more likely to exhibit creative behaviors, or be rated
as more likely to generate creative ideas by supervisors
and managers. Supervisors, in these studies, supported
employees by offering high levels of social support,
attempted to understand employees' feelings, provided
substantial freedom at work and developed high-quality,
professional relationships with employees.

responsability: While some employees try to get away

with the least amount of work possible, many people
appreciate responsibility and challenging work at the
office. If an employee feels he is challenged and given
significant responsibilities in the company, he is more
likely to feel satisfied and to stay. Assign employees
responsibilities based on their skills and abilities. Touch
base with employees to see if they feel their job duties
are adequate and challenging enough. When you assign
duties to an employee, trust him to perform them
without constantly looking over his shoulder.