Application Six-Step Problem-Solving Process Promoting Job Satisfaction

Problem-Solving Essay: Part 2
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Problem-Solving Essay: Part 2
The increasing competition across the different sectors of the economy demands the development and implementation of effective management strategies towards achieving sustainable growth and development in an organization. Sustainable growth and development in an organization often reflect its ability to maximize profits and revenue generation in the long term. Effective human resource management practices are essential in achieving the said objectives in a given organization as it functions to promote the motivation of employees and enhance performance management. Strategic interventions for motivation and performance management in an organization function to increase the employees' job satisfaction, leading to increased productivity for sustainable growth and development (Gangai, 2015). Provided herein is the application six-step problem-solving process towards promoting job satisfaction in the organization for enhanced motivation and performance management.
Identification and Definition of the Problem
According to the scenario, the organization has an effective structural organization that promotes the entity's goals. However, the organization's failure to appreciate and recognize individual efforts in favor of team effort may lead to a negative attitude towards the work or tasks given, resulting in low job satisfaction among employees. Though a culture of teamwork is integral to achieving the organization's set objectives, it is important to recognize individual effort to motivate them to uphold their positive behaviors or habits through which they exact their unique inputs towards achieving the set objectives. The firm operates through cross-functional groups, which leads to unclear roles, which may also lead to negative attitudes towards the job and lower job satisfaction among employees. Such a system of operation may also lead to a feeling of under-appreciation or exploitation of their areas of specialty. The organization tends to recognize teamwork functions to create that feeling of exploitation as one may feel as if their ideas only benefit the other teams with which they share ideas and not their department's specialty.
Possible Solutions
Among the proposed solutions for addressing the identified problem of lack of appreciation or recognition of individual effort in the organization includes training supervisors to recognize their teams’ input. The organization can also institute administrative policy reforms towards more appreciation and recognition of the individual input of employees towards attaining the set objectives. Emphasizing the importance of the individual’s input or work in the organization, creating a conducive working environment for optimum use of talents without setting up employees for failure, and recognizing their individual contributions are also ways to increase job satisfaction. Promoting employees' autonomy in the organization will also increase their sense of belonging and responsibility to the company, thus leading to positive emotions and attitudes towards the job (Spytak, 1999). The organization can also provide career and personal advancement opportunities as reimbursement for excellent performance and even commitment or loyalty to the organization.
Evaluation of Alternatives
The training of supervisors would serve to enhance their knowledge and skills in employee motivation and performance management initiatives. The training would entail familiarizing the supervisors with ...