Who is Making You Unhappy at Office?

Bangalore: Getting frustrated at workplace is one of the major challenges employees often come across. When you are unhappy at work, it will be very difficult to bring out an efficient output. Today’s employers give more importance to qualified works than quantified and to compete with opponents, organizations have to give priority to excellence in their products or services whatever they offer.  How can an often scolded client dealer make a great smile? For better performances, every manager should identify those factors making his team unhappy at work. 

According to a new study led by Dr. Nicolas Gillet from the Université François Rabelais in Tours in France, your boss’ management style can make you unhappy at work. The over-ruling manager will be frustrating your basic needs for independence, competency and relatedness while he usually tends to threaten employees to meet the deadline. The study also said, the managers who do not value individuals’ contributions also putting them in frustration. Springer's Journal of Business and Psychology has published the research results.

Employees’ work place well-being is important for organizations as it may have economic inference. The perceived organizational support and manager’s interpersonal style have major impact on employees’ happiness at workplace, the research results shows.

Most of the employees have more psychological need for autonomy, competence and relatedness and the employees who supported by their managers and organizations are happier and satisfied at work place.

"Our study shows that both organizational and managerial factors have an influence on satisfying or frustrating the basic psychological needs for autonomy, competence, and how we relate to others. We have shown, for the first time, that the fulfillment and frustration of these needs plays a central role in the improvement or reduction of well-being at work. Therefore, to satisfy employees' needs, supervisors should provide subordinates with options rather than use threats and deadlines, a strategy which could improve their workforce's well-being," the authors said in the research conclusion.