Employers feel frustrated due to various reasons. Also employees’ frustration is a result of continuous monotonous type of work. We are pointing out some of the most possible and important reasons in the paragraphs below.

Over Specialization in the Work

Employees are required to do only a small portion of total work time and again due to over specialization. His full range of resources and talents required for that small portion of the total work, causes frustration.

Lack of Challenging Work

Many organizations are not providing challenging work and consequently they are unable to utilize the skill, and knowledge of the employees. For example most of the commercial banks attracted highly talented candidates even for clerical positions. These banks are unable to utilize the talents and resources available with these employees and consequently the employees get frustrated.

Lack of interest

Most of the employees don’t get job of their interest and due to which they get disinterested and get frustrated. Such people are only interested in salary and career but not in job.

Routine Nature of Work

The nature of work of many jobs is routine. Some of the employees have to do the same work repeatedly which results in frustration.

Some firms use Job-rotation and committee management as techniques of training and management development. These techniques during the training programs are useful to make the employees understand the background and adequate knowledge of the work. But these employees are not satisfied with these techniques seeing their limitations.

Employees at present need more freedom and autonomy in doing work. They take up work which is more suitable to human resources.

Flexi work is a program that allows flexibility in handling the type of work in various departments of the organization in a systematic way by the employee during his tenure of employment in an organization.

Some employees may not like flexibility in horizontal movement from job to another. They prefer to move towards the higher ladders in the organization hierarchy. The management in future, in order to satisfy the need for freedom of such employees will have to allow them to move verticular now and then for shorter durations. The employees themselves will not be prepared to take up the responsibility to higher level jobs for a long time. These employees will be prepared to take up higher level jobs and perform those jobs effectively if nominal benefits or increase in the salary are conceded to them. This provision helps the employee to satisfy his need for freedom, unchallenging and interesting work and at the same time it helps the organization in its effective functioning minimizing frustrations and enriching its Human Resources.

We suggest that some of the problems can be sorted out to a large extent by Job rotation, elevating to higher responsibility, special assignments of importance like new projects or expansion or increasing productivity etc., These can make the employees feel important and with the change of assignments they may work with renewed interest. Thus the frustration levels may come down but it depends on the top management how best they plan and utilize the workforce by this method.

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