1. FOR BLOOD SWEAT & TEARS
THE SEVERING OF SUBCONSCIOUS CONNECTIONS WITH THE COMPANY AND BUSINESS MODEL

5. Employee Job Satisfaction
• Job satisfaction is created when the one or more of the motivational
triggers are fulfilled.
• Job satisfaction is either positive/negative depending on an
employee’s circumstances and desires.
• Negative job satisfaction can lead to a variety of stress related
disorders
• TSI belief scale

6. Employee Job Satisfaction
The F.R.E.S.H Framework
• Presents the theory that an employee will either trust or mistrust
based on environmental influences and use this to inform their
perception of themselves.
• The Maslowian Core model outlines that job satisfaction can be
achieved through satisfaction of desires.

7. The main characteristics of Job Characteristics
Model
• Skill Variety: The degree to which an employee is able to use a
variety of skills to complete a task
• Task Identify: Ability of an employee to complete a job and
identify with the work
• Task Significance: The degree to which the assigned task impacts
the lives/work of the employee and their colleagues
• Autonomy: The degree to which an employee has individual
freedom and discretion to complete the task.
• Feedback: The presence/absence of feedback resulting in
constructive criticism so that the employee can grow

8. Employee Job Attachment
Researchers have persistently and gradually refined the definition of
organisational attachment into a complex concept that can both:
1. Summarize work related experiences
2. Predict work behaviours and behavioural intentions

9. Employee sub-conscious breakdown effects
Failure to satisfy personal motivational triggers will lead to a host of
negative health consequences ranging from anxiety to severe
depression.
This will translate into organizational effects such as increased costing,
impaired employee performance and absenteeism.
Other effects are included in the following slides.

10. Examples
Work-Family Conflict
Incompatibility of role pressures between work and family thus leading
to an exclusive choice between them being made.
Depression
A psychiatric disorder characterized by an inability to concentrate,
insomnia, loss of appetite, anhedonia, feelings of extreme sadness,
guilt, helplessness and hopelessness, and thoughts of death.
Burnout
A psychological linked factor attributed to work overload, role conflict,
role ambiguity, workplace environment and even supervisory support.

11. Long lasting flow on effects
The effects of low job attachment and employment stress can have
long term flow on effects. An employee can carry on negative
experiences to other employers which are:
1) Trust Issues with new employers
2) A feeling of betrayal and an unhealthy obsession of negative
emotions once employment is terminated.
3) Health issues both mental and physical such as weight gain/loss and
family breakdown

12. Common Options to reduce stress
Employee stress can be detrimental to organizational productivity and
work quality. This link places a financial and moral obligation on
organizations to foster a healthy environment. Options include:
• staff information packs containing instructions on self-assessment
• contact numbers for help
• fact sheets
• Restructuring of organizational processes

13. A New Paradigm of reducing stress
Research identifies that stress reduction interventions focus solely on
an individual rather than eliminating its root cause. This has been
identified to be due to:
• Senior management scapegoating and blaming which creates mistrust
between employees and management
• Commitment to intervention implementation in a dynamic
environment
• Lack of empirical evidence on costs and benefits of such interventions

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