Title: Employees feel unappreciated at their workplace/job.
Authors:
- Zeeshan Shaikh – Roll No 52 (MMS BATCH A)
- Nikhita Shelke – Roll no 53 (MMS BATCH A)
- Prerna Waghmare – Roll No 62 (MMS BATCH A)
Introduction : Understanding that the feeling of unappreciated at the workplace can have detrimental effects on an individual’s job satisfaction, motivation, and overall well-being. In this research we aim to explore the possible reasons of feeling unappreciated at work.
Objective: To learn the reasons why employees feel unappreciated at workplace.
Literature Review:
Dynamic change in workforce motivation:
Theiss Stephen (2007) states that organizations must recognize the evolving needs and desires of their employees, as they adapt to meet the changing demands of consumers. Understanding and addressing the motivators of the new workforce, such as skill development, work-life balance, and alignment with organizational mission, is crucial for retaining top talent and fostering productivity. By prioritizing actively seeking employee input, and continually adjusting compensation packages accordingly, companies can position themselves to not only retain valuable talent but also attract new skilled professionals in today’s dynamic work environment.
Undervalued for job well done:
Lisa Rein (2010) states that, employees value their work and the sense of teamwork within the agency, but also express concerns about recognition and career growth opportunities. The corporate action plan and emphasis on professional development demonstrate a commitment to addressing these concerns and enhancing the employee experience. By continuing to listen to feedback and taking proactive steps, the organization can create a more fulfilling and rewarding work environment for its employees.
Data Collection:
For the above problem, following are the 5 questions, which were framed to be answered on “Likert scale”, with 1 to 5 points. 100 people were surveyed and for each Question, which was coded as 1 to 5 – Mean, Standard deviation, Standard Error and T-stat was calculated on the basis of the following questions.
- My contributions are undervalued at workplace
- My skills and talents are not fully appreciated
- Lack of appreciation at work affects my motivation
- There are limited opportunities for recognition
- Disconnect between the effort I put in and the recognition I receive
Data Analysis:
|
|
Question 1 |
Question 2 |
Question 3 |
Question 4 |
Question 5 |
|
Mean |
3.12
|
2.92
|
3.5 |
3.42 |
3.3 |
|
Standard Deviation |
1.32 |
1.20 |
1.29 |
1.13 |
1.26 |
|
Standard Error |
0.13 |
0.12 |
0.13 |
0.11 |
0.13 |
|
T-stat |
0.91 |
-0.66 |
3.87 |
3.72 |
2.38 |
|
Results |
Neutral |
Negative |
Positive |
Positive |
Positive |
We calculated our results at 95% confidence level, where:
-If T-stat value is more than +1.96 then accept positively.
-If T-stat value is between +1.96 & -1.96, accept neutral.
-If T-stat value is less than -1.96 then accept negatively.
Conclusions:
- Employees are neutral about their contributions are undervalued.
- Employees talents and skills are appreciated.
- Lack of appreciation of employees affect their motivation.
- Employees get limited opportunities for recognition
- Employees experience disconnect between the effort they put in and recognition they receive.
References:
Theiss. S. (2007). The Dynamic Change In The Workforce Motivation: How did we get here?
Employee benefit plan review, 61(8), 14-15.
Rein Lisa. (2010). Survey finds OPM employees feel unappreciated for job well done. Washington Post.
