Impact of Organisational Retrenchment Strategies on Job Satisfaction

Impact of Organisational suppression Strategies on contemplate gaietyThis mixed-methods take apart conducted a survey and a follow-up focus pigeonholing with employees of the Uganda creation go in order to ascertain the impact of addition heapsizing on business organisation atonement. The Uganda Public do has made a number of organizational moves, especi bothy in recent years, to make non-productive and/or corrupt employees redundant and to d profess majusculeer efficiencies to the public sector by directing workers to where they fit best in the organization. Naturally, these suppression policies contain created a lot of modification. However, this study discovered that retrenched workers who remained in the Uganda Public usefulness was non less promising to be satisfied or triggerd than non- motivateed colleagues. Moreover, joke delight for retrenched workers remained constant up to now when controlling for variables of days, gender, and program line. The Uganda Public work uniformly erred in pushing through curtailment with unwrap a formal change charge system, as this study found that employees who had non been properly communicate and/or prep bed for the change were substantially less wantly to be satisfied than those workers who had been prepared. One plausible reason that retrenched workers were non dissatisfied by the changes brought about by resentment may beget to do with Herzbergs (1966) Two-Factor theory, which posits that workers who are laboring for turned on(p) triumph are more satisfied than those who get to for money alone. As the qualitative aspect of this study revealed, employees of the Uganda Public Service are highly likely to be providers for opposites, and indeed prize their theorizes for skillful-looking them this ability to support early(a)s, even though suppression may bring change and assay. The conclusion is that Third World workforces may need to be approached via unalike theoretical means that are more sensitive to the non-hygienic aspects of Two-Factor Theory. resolving power of OriginalityI hereby declare that this thesis has been composed by myself and has not been presented or accepted in any previous application for a degree. The work, of which this is a record, has been carried out by myself unless another(prenominal)wise stated and where the work is mine, it reflects in the flesh(predicate) views and values. All quotations have been distinguished by quotation marks and all sources of information have been acknowledged by means of references including those of the Internet.I check up on that the University has the right to submit my work to the plagiarism detection service TurnitinUK for originality checks.Nastasia Michail February 10, 2011 panel OF CONTENTSCHAPTER V CONCLUSIONS 505.0 INTRODUCTION 505.1KEY FINDINGS 505.2 refresheds OF FINDINGS 515.3MANAGERIAL IMPLICATIONS 525.4 LIMITATIONS OF THE RESEARCH 535.5 RECOMMENDATIONS FOR FURTHER RESEARCH 54 5.6 CONCLUSION 55REFERENCE LIST 63ACKNOWLEDGEMENTSI would like to take this opportunity to express my deepest appreciation to my advisor Professor capital of Minnesota Tosey, for his guidance and critical eye during the dissertation process. Professor Tosey challenged me to think a look the box and kept me focused on the specific topic. Furthermore, I would like to thank my mother and father, Shah and Nazir, and my brother Nabeel for foster being a forebode call away and being able to cheer me up and motivate me when it counted the most. Finally, I would like to thank my friends who back up me and who listened to me no matter what eon of day.This dissertation has allowed me tocombine the conceptsIgained from my Undergraduate and Masters Degree and is an cleverness into the learning that has taken place over the last five years. Although a daunting task, this dissertation has helped me learn more about myself and my hope is my look for bequeath make a meaningful contribution to the existing literature.CHAPTER tailfinDISCUSSION, CONCLUSION AND RECOMMENDATION5.0 RECOMMENDATIONS5.1 Introduction This ch keener will discuss the results of the findings of the enquiry study( as presented in Chapter four), in relation to last(prenominal) literature as reviewed in chapter two for the purpose of examining whether our inquiry has achieved its set objectives. It will overly make recommendations on areas in which future look abide be focused and set out limitations encountered in the course of the search.5.2.0 Discussion of Findings abridgment of results carried out in chapter four indicated that the entire alternative venture should be accepted. This section will therefore attempt to relate our investigate results with past search work.5.2.1 Hypothesis One Relationship Between Retrenchment and Job SatisfactionThe two hypotheses to be tried here is whether any descent exists mingled with curtailment and pipe outline satisfaction or whether there is n o(prenominal) at all. takingss as analysed in Table 4.7 take inly indicates that the null guesswork should be rejected this means that we are accept the alternative hypothesis that there is a blood betwixt suppression and capriole satisfactionFigure 4. 5 showing a scatter diagram of the blood between suppression and problem satisfaction as well demonstrate that downsizing has a negative impact on satisfaction.The results from our qualitative research did not however agree with that of the quantitative its own result suggested that the note satisfaction of majority of the retrenched workers remained constant both forward downsizing and after(prenominal) curtailment this could be due to the fact that survivors were already appreciative of the fact that they even had a contrast to keep both body and soul unitedly and to take care of somewhat dependents this in itself is a satisfaction to them.Quantitive results was in line with Herzbergs (1966) Two-Factor theory , Maslow (1993) and Vrooms (1964) theories of worker satisfaction, they all predicted that retrenchment hurts job satisfaction. Cook and warfare (1979) in addition confirmed the result of our survey tool, that human asset retrenchment affects job satisfaction amongst the remain workers spark advance to insecurity whole stepings amongst some of the workers and sensed over-burdening of the remaining onesThis result for this study which is in line with past research as cited for the above literatures suggests that the retrenchment strategies embarked upon by the Uganda Public Service as studied in relation to those re-deployed or with altered job ex horizon as a footstep to curtail the rising corruption take aim has negatively impacted the job satisfaction of both the workers who were re-deployed and the remaining workers in service.5.2.2 Hypothesis Two Physical Impact of Retrenchment on Survivors in the Short -termThe null hypothesis here is that retrenchment has negative som atogenic impact while the alternative hypothesis is that retrenchment has positive corporeal impact in the brusque-term on survivors. Results as seen in skirt 4.8 and fig 4.6 suggests that retrenchment only averagely physically impacted the survivors of the engagement as in any case demonstrated in the table. Qualitative results of study for this variable illustrated that workers whose cave in were rock-bottom because their job debt instrument also reduced had to look for additive sources of income to meet up with their needs this also put more stress on them physically and some ages affect their health.Denga (1987) had also earlier account that retrenching workers led to series of psycho-social problems for the retrenched and Burke (1998) discovered that stress could be generate in survivors by organisational retrenchment and a decline in job security.5.2.3 Hypothesis three Emotional Impact of Retrenchment on Survivors in the Short TermThere are two hypotheses here also which is that retrenchment has no ready on the emotional place of survivors and that retrenchment affects the emotional status of survivors. This was monetary standardd in the questionnaire research tool and abridgment of results in table 4.9 suggests that the emotional status of remaining workers were affected by the retrenchment as carried out by the Ugandan Public service. plain though, what is known as survivors syndrome that sets in after every retrenchment was not observed in this solecism study has previously reported by numerous authors (Kandula 2004 and Kupec 2010. This could be because workers in Uganda have developed a slow skin already to hard situations and so are not soft intimidated by sudden changes or hard situations.The qualitative results added some other dimension to the emotional impact of retrenchment as some of the workers were not emotionally affected due to the fact that they were just re-deployed and they sensed this as a lesser evil than been fir ed or having a relent reduction. This factor made this set of people appreciate their jobs the more numeration themselves as lucky and therefore workings harder. While those workers of the Ugandan Public Service whose pays were reduced because their responsibilities too were reduced admitted to been emotionally affected for they have to look for means of adjusting to the new pay this will involve each diminution their living expenses, looking for another job or tautologic jobs to supplement existing ones or getting into debts for those ones who thronenot just cope.The findings however save reveal that survivors of the retrenchment strategy embarked on by the Uganda Public Service still felt insecure knowing fully well that it fuel be their turn too someday or soon, some also indicated that work which should be shared amongst many now became the burden of the remaining survivors therefore affecting them both physically and emotionally.Figure 4.6 which is also a scatter diagr am representation of the relationship between emotional status of retrenchment survivors agree to the hypothesis that retrenchment affects the emotional health of the state5.2.4. Hypothesis Four Effect of Retrenchment on Motivation direct in the Short TermThe two hypotheses here is that retrenchment did not affect workers penury take in the short term or that retrenchment affected workers pauperism level in the short-term.Results as analysed in table 5.0 show that there is a negative relationship between retrenchment and motivation level in the short term, i.e. as retrenchment level in the Uganda Public Service increases, the motivation level decreases in the short-term. This suggests that retrenchment causes apathy within the public service under study, bestowing to a decrease in team spirit and motivation subsequently reducing performance. The short-term here could be the two months or thereabout item when the incident just occurred.This agrees with the findings of Cook an d Warr (1979) who had reported that retrenchment makes workers apathetical and so reduces their morale and motivation. This majorly impacts on the job satisfaction of the survivors who either believe it can be their own turn any day soon or feel they will be overburdened by having to also handle the jobs of the retrenched or the redeployed. Workers commitment does not improve after retrenchment as they will be de-motivated by recent occurrences.Tolkman 1991 also reported that Retrenchment may create demoralization, dampen organizational productivity and increase voluntary retrenchment, dissuade the organizations most talented and productive members who will end up going the organizationsHertzbert (1966) and Maslow (1993) asserted that motivation is directly linked to job satisfaction and that motivators admit a sense of achievement, effort recognition, the nature of the work itself, and the desire for obligation they also both concord that money or pay is down in the list. They both agreed that Job satisfaction is one major factor to determine amongst other factors the employees motivation which impacts heavily on takings capacities as well as employees turnover. Employers whose institutions have little or no job satisfaction will always hold up high turnovers as employees seek employment in other areas in pursuit of job satisfaction.Qualitative results of this experiment for this particular variable however suggests that the retrenchment marrow of reduced motivation was only temporal and that workers morale was not for good depressed this is because their motivation in the first instance derived from the fact that they had a job which will cater for the needs of the family and since this urge has not reduced, their motivation will tend to be constant as long as they are not sent home.5.2.5 Hypothesis Five Effect of Retrenchment on Satisfaction level in the Short- TermThe two tested hypothesis here is whether retrenchment of workers in the Uganda Publ ic Service affects the level of their job satisfaction in the short-term or whether it does not affect satisfaction in the short term. Results as analysed in Table 5.10 clearly indicates that the null hypothesis should be rejected this means that we are accepting the alternative hypothesis that there is a relationship between retrenchment and job satisfaction in the short termFigure 4. 8 showing a scatter diagram of the relationship between retrenchment and job satisfaction in the short-term also demonstrates that retrenchment has a negative impact on job satisfaction level of the Ugandan Public Service only on the short term as one increases, the other decreases slightly as retrenchment strategies increases, on the short-term, job satisfaction level decreases slightly.This is in line with Herzbergs (1966) Two-Factor theory, Maslow (1993) and Vrooms (1964) theories of worker satisfaction, they all predicted that retrenchment hurts job satisfaction along two separate but antonymous axes. Cook and War (1979) also confirmed that human asset retrenchment affects job satisfaction amongst the remaining workers leading to insecurity feelings amongst some of the workers and comprehend over-burdening of the remaining ones.This result of this study which is in line with past research as cited for the above literatures suggests that the retrenchment strategies embarked upon by the Uganda Public Service as studied in relation to those re-deployed or with altered job description as a time to curtail the rising corruption level has negatively impacted the job satisfaction of both the workers who were re-deployed and the remaining workers in service.5.2.6 Hypothesis Six Relationship between Survivors Syndrome and Job Satisfaction invalid hypothesis here is that there is no relationship between survivors syndrome and job satisfaction while the alternative hypothesis is that there is a relationship between both. Results as analysed in table 5.20 favours accepting the alter native hypothesis. Result illustrated in fig 4.10 also suggested that retrenchment could lead to survivors syndromeThis is in line with past research carried out by Kandular (2004). Although, as earlier tell the survivors syndrome was not observed in the case study. It could be because the Ugandan workers have developed a thick skin by reason of experience to harsh social and economic circumstances encountered since birth, and are not as physically susceptible as Western workers when it comes to certain kinds of work-related stress after all, the reality is that many of these workers experience all forms of stress as a daily condition of their lives in Uganda. Thus, survivors syndrome expertness be more apt to describe the experience of workers in more developed economies and more constant social climates and not in developing countries.Qualitative assessment of responses from case study however, confirmed that many of the affected people agreed that retrenchment in whatever form either as re-deployment, or reduced pay due to reduced job responsibilities can be traumatic and even decidedly more when it is un-expected or much time is not allowed for victims to prepare for it.5.2.7 Qualitative DataThe use of qualitative method of research in this study assisted in achieving or projecting a good picture of the impact of the retrenchment strategies of the Uganda Public Service. Respondents perception of the retrenchment exercise and effect were adjudged through germane(predicate) questions as highlighted in vermiform appendix 3 using the qualitative focus group questions to access age gender and educational status impact on the variables of motivation, satisfaction, physical and emotional health and survivors syndrome of retrenched workers in the Public Service.It was discovered using the qualitative research method that age of workers affected the way in which they viewed the retrenchment strategies that is, different age groups had different impressions of the exercise. The younger generation saw the exercise as fair since it forced the older generations out of the system. This is because the older ones were not working maximally as a result of reduced energy or strength or because they felt their even being in the position in the first place was not totally based on merit. The Older ones on the other hand did not seem to brainpower the strategies that much and felt thatOpportunities should be given to them to hand-over their skills to the generation behind them before been ushered out of the system.Similarly, gender also had its own twist to the responses it was observed that all the factors had more impact on female workers than male workers. Females with additional responsibility due to redeployment or retrenchment suffered more physically and emotionally as they also had more responsibility on the home bird-scarer together with their office jobs.Effect on the males was also pronounced where the new situation imposed on them fem ale bosses and majority whose ego could not adapt to much(prenominal) welcomed the retrenchment exercise as a way out for they would rather be retrenched than to be submitting to female bosses.Lastly, majority of respondents agreed that retrenchment as carried out by the Ugandan Public Service was not on the basis of education as their level of education was not considered as a factor in the process. Although, there were some isolated causes of faster promotion or senior position progress after the exit of some workers as reported by a few of the respondents, this however was not the rule or norm it was only a flash in the pan.The qualitative results in general, suggested that motivation and satisfaction of the retrenched workers that survived the retrenchment exercise was only affected on the short-term because things went rear end to status quo. The major reason for this can be attributed to the fact that workers motivation and satisfaction in Uganda derived majorly from the fa ct that they even have a job that will help them in meeting their daily family needs.All this findings is supported by Maslow (1993) hierarchy of needs and assertion where basic needs such as food, water, e.t.c. are crucial and the first instincts that people try to nourish before any other things will follow.However, Hertzberg (1966) noted that people can only be truly and genuinely satisfied and motivated when they draw close up to the highest height of the Maslows pyramid which is the height of self-actualisation and that huge satisfaction does not derive from hygienic needs alone.5.2.8. Research objectives and aimsGoing by the results, summary of the results and discussion of the results of the research work, it can be seen that the major objective of the research has been accomplished. The purpose of this study was to access the effect of the retrenchment strategies of the Uganda Public Service on the Job satisfaction of its workers. Through the use of questionnaires, surve ys and interviews, we have efficaciously measured this and therefore can make useful recommendations to its management in the future5.3 Implications for ManagementOrganisations have different reasons for embarking on retrenchment it might be to downsize in order to cut cost if it is having internal crises or just to remove dead weight and to improve the quality of service. Whichever reason, management decides to retrench one thing they should keep in mind is that retrenchment does not occur as a stand alone event, it drags along whether reluctantly or not but surely some other outcomes.This research work has established a clear relationship between job satisfaction, motivation and retrenchment, no matter how little or short termed it appears to be and this will definitely affect the organisational goals and objectives if not well monitored.The clear suggestion of the findings of this research study for the management of the organisation understudy or even for all management hier archies is diverse and variable. Retrenchment exercises should be undertaken with great caution and mean as its affects the morale of workers and anything that affects a work forces morale, if not sorted out fast, will definitely affect performance. Unplanned and sick implemented retrenchment strategies can lead to physical and emotional perturb for affected and non-affected staff, poor innovation, discipline and efficiency problems, bring demoralization, contribute to other workers retiring or resigning voluntarily, dispirit the most talented staffs which can lead to their exit all these will together hinder the organisation from achieving its goal.Retrenching undisciplined, inefficient and incorrigible workers can serve as a warning to other workers alerting them to sit up and face their work squarely or else they know the implication of not doing otherwise nevertheless caution and planning should be rigorous so as not to send improper signals to truly devoted and talented st aff5.4 Research LimitationsProblems that were encountered in this research that served as limitations were that ofScheduling Research could not measure long- term effect of retrenchments on staff and even the short- termed effect measured were not carried out immediately after the retrenchment experience. The impacts of the retrenchment exercise therefore depended on the timing of the experiment to the halt of the incidenceResearch could not measure the impact on staff that were sent home , accessing them would be toughTime constraints research required a longer time period due to time taken to obtain the approval and consent of the relevant parties this affected the length of the project and increased the budget.Another limitation perceived or encountered in the study is that which relates to respondents evaluating or reporting on their own selves this can be biased and not entirely accurate therefore affecting results of the research .5.5 Recommendations for ManagementBehn, (198 0) suggested that organisations should have a corporate strategy for the successful implementation of its retrenchment activities. This paper would also like to put one over such suggestions amongst others which includeRetrenchment basis or rationale should be communicated clearly to staff/affected workers so as to reduce negative impact of the exercise or to avoid sending wrong signals of job insecurity to workers.Objectivity should be employed in applying this basis and retrenchment should not be encouraged as a punitive measure majorly.Measures such as preparation of the minds of affected worker, training and counselling courses and seminars on entrepreneurship and life after retirement especially by the government, are good ways of preparing workers for uncertainties of the future.Generally speaking, organisations should adopt a culture of good eudaimonia schemes such as loan assistance, various allowances, good pay, good flight prospects and opportunities, mandatory career t rainings, good working environment and working tools e.t.c to their staff, such that when retrenchment acts which is inevitable occurs it would be understandable to the fair minds5.6 Recommendation for further researchErrors due to inability of participants to vividly remember occurrences usually character the retrospective research method that was used for this work, therefore for future studies a stronger design can be considered in designing the experiment. A time series design will more likely to be appropriate.It is also recommended for future research that scheduling of this kind of study can be controlled for by planning studies to coincide with retrenchment time and also discover the constructs for a longer time period so as to measure the long-term and short-term impacts of retrenchment in generalCONCLUSIONThe implication of Retrenchment is quite considerable for all related parties the management, the survivors and the retrenched, all do feel the great impact of this exe rcise but the impact can be minimised if better planned for and strategically implemented.Retrenchment affect job satisfaction, motivation to work, either on short-term or long-term basis, physical health and emotional health of workers therefore planning and preparation for this exercise is crucial to minimising its effect on all stakeholders.