Job dissatisfaction: triggers

Job dissatisfaction: triggers

We are about to learn about three factors that, according to a professional in the world of finance, favor job dissatisfaction. Patrick Leoncini tells us about it.

Job dissatisfaction: triggers

Last update: February 07, 2020

Unfortunately the conditions that favor job dissatisfaction are concrete, they are right there and we don't always know how to react in time. On the other hand, it is a topical issue, as many people claim to feel really dissatisfied from a work point of view. This dissatisfaction does not belong to a specific sector, nor is it determined by working conditions that might come to mind at first (such as salary or holidays).



According to several studies, job dissatisfaction is not even characteristic of a particular sector. Today we can find people who feel "unfortunate" in the service sector, in the manufacturing sector and even at the highest levels of management.

Why do symptoms of job dissatisfaction occur?

There are many reasons why there are signs of job dissatisfaction. The main problem depends on the not feeling fulfilled on a personal and professional level, which leads to lower productivity and lower happiness levels.

Based on the text The Three Signs of a Miserable Job, by writer and speaker Patrick Leoncini, the question is not having a good job or a bad job; in many cases the individual believes he has a miserable job which turns him into an equally miserable person.

But then it is not the work itself that is the problem, but the way it is perceived by the person who does it. For this reason, job dissatisfaction it is not determined by salary, the amount of hours they devote to such work or other factors that at first sight could be the main culprits. In many cases, the backbone of this disillusionment can be identified with the fact that work does not contribute to satisfying a universal need: self-fulfillment.



Moreover, Leoncini adds that this feeling is not rational. It is a feeling of misery that knows no bounds. This is why, despite a considerable income, a job can make us feel "buried alive".

The three signs of job dissatisfaction according to Patrick Leoncini

For Patrick Leoncini they are three alarm bells of job dissatisfaction. In their presence, the physical and moral deterioration can worsen, which causes the investment of energy that results in an emotional state of disenchantment to become more complicated. On the other hand, although from the outside the measures to be taken may seem clear and simple, remember that from the inside the sky is covered with clouds.

Anonymity

These are people who feel ignored, that is, they are not known or recognized in the workplace. If there isn't an executive or someone in an authoritative role who can appreciate and support them for their specific qualities and efforts, employees can feel invisible. They turn into a number, they become anonymous, "any number", unable to love what they do.

Irrelevance

Leoncini highlights another sign of job dissatisfaction that he associates with irrelevance. Occurs when, as the name indicates, a person does not know the true relevance of their work. 

According to this author, we all need to know that our work matters to someone. If an employee is unable to perceive the importance of their work, whether large-scale or not, job dissatisfaction could likely arise.

One of the most perverse strategies through which bullying (bullying in the workplace) is practiced on a worker is to fill his working day with totally useless tasks.


Impossibility of comparison

Let's see the third symptom of dissatisfaction cited by Leoncini in his text, closely connected to the previous one. This factor occurs when an employee fails to make an objective assessment their contribution to the common project.



That is to say, it is important that an employee is able to measure with his own merits not only the contribution made with his role, but also the progress made in the context of its performance. In other words, when the worker perceives an evolution in their role, it is more unlikely that disappointment will arise.

So when success in one's work ends up depending on subjective opinions or the whims of third parties - whether or not they are benevolent and respectful towards the employee - it is difficult for the latter to feel fulfilled in their role.

Leoncini argues that it is important to implement concrete measures, which make it possible to evaluate the success or failure of the actions taken. Otherwise, the motivation may fail and the feeling of not having everything under control can grow.


Have you noticed some signs of job dissatisfaction? If so, maybe there are details you should review about your role.

Enjoy the pleasure of doing the little things right.

-H. Jackson Brown, Jr.-

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