Why the surge of job dissatisfaction especially in Nigeria

In the midst of unbearable rate of unemployment and decreasing  job opportunities in Nigeria, there is a disturbing surge of job dissatisfaction among employees. I mean, the number of workers that are not really excited or happy with their job is continually on the increase. Analysing this issue has revealed underlying causes and effects of job dissatisfaction and why human resource management of organisations are to blame for most cases of job dissatisfaction.

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Talking about human resource management, it is that arm of an organisation that takes charge of staffing ( Recruitment), compensation (salary, wages, pension, gratuity, allowances etc.),  discipline (performance, monitoring), responsibility (job assignment and description), training and staff development, health and safety. All to ensure that the organisation’s competitive advantage is maintained and ofcourse improved. However,  while pushing for the organisations Politics, most employees often get dissatisfied over their job for reasons we shall discuss down below:-

Lack of interest in the job

It is different to not have interest in the job you do at all ; it means another to lose interest in the job you do. For lack of interest, could be not being able to get hands on the career of your dreams, not getting your dream job etc. Perhaps being broke is not an option so, one just had to hook up with the available jobs irrespective of the available condition of service. Lose of interest in a job  means that perhaps initially, it was all ‘bed of roses’ and all a sudden, things wouldn’t play out as it should due to compensation issues, stress, work load, communication issues and the likes.

Poor Remuneration

One major causes of job dissatisfaction is poor remuneration. An average Nigerian employee gets underpaid with unimaginable work load. No health insurance, no leave allowance,  no transportation allowance. After tax, the balance is most likely to leave less than 20% after other monthly expenditures are made. Poor remuneration has led to continued job search even while employed, poor standard of living and employee turnover in organisations limits continuity in organisational settings.

Environmental factors

In a city like Lagos Nigeria for instance, commuting to work on a daily and back is enough stress and needing a psychotherapy after a work season. The crowd you have to walk into and across on a daily is not helpful to the mind. The traffic jam you will have to meet commuting to work will force you to get on the way earlier than necessary  yet, getting back home takes the same and even worse cases scenario.  In the end, majority remain over stressed, over worked, underpaid and sick with unchecked high blood pressure.

Lack of job flexibility

Having to repeat one specific job routine continually from day to months to years is usually not motivating to some employees. If feels draggy, not really letting employees research on new approaches to do the same thing and ofcourse develop upper skills to upgrade their career odds.

Nothing interests employees more than letting them have their ways around their job responsibilities. I mean giving them a chance to apply skillfully their knowledge in their assigned task. So doing, they are sure of a job satisfaction and if the compensation is favourable it stands a plus to their career success.

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