In this paper, both secondary and primary research approaches have been considered for collecting the information and answering the research questions. Secondary methods include literature reviews while primary research approaches include the implementation of tools such as SWOT and Fishbone analysis. The fishbone diagram will be utilized for analyzing the organization and determining the root causes of the issue faced by the firm. In addition to the use of fishbone analysis, SWOT analysis will also be utilized. This analysis will help in determining the strengths, threats, opportunities, and weaknesses which might be faced by the institute (Gray, 2014).

3.1 Research Philosophy of Oman College of Health Sciences and Job Dissatisfaction

In this paper, interpretivism philosophy has been considered because it helps in analyzing an issue in the light of existing information and concepts. In addition to it, interpretivism is considered the most suitable approach for secondary research. Although primary research is also considered, it doesn’t include statistics which means that positivism wouldn’t be appropriate for this research (Davoudi, 2012).

3.2 Research Approach of Oman College of Health Sciences and Job Dissatisfaction

In this paper, inductive research approach has been considered because it is the most appropriate research approach for supporting qualitative research. Considering the fact that deductive research approach wouldn’t have been more suitable for this research because it is used for qualitative researches, this approach has been utilized (Soiferman, 2010).

3.3 SWOT Analysis of Oman College of Health Sciences and Job Dissatisfaction

SWOT analysis is considered one of the most important and simple techniques which can help in analyzing the environment of an organization. It can help in determining the internal issues which are faced by the organization. Even though there are many other tools which can be considered in conducting the research, most of the tools can only help in identifying the external issues while other tools are excessively time-consuming. SWOT is one of the simplest and less time-consuming tools or methods for identifying the issues and opportunities which might be faced by a firm. One of the most important reasons for choosing this tool is that it is quite simple and consumes only a little time to determine the issues which are being experienced by an organization (Phadermrod, Crowder, & Wills, 2016).

3.4 Fishbone Analysis of Oman College of Health Sciences and Job Dissatisfaction

Fishbone analysis is concerned with drawing the fishbone diagram while analyzing different aspects of the business for identifying the underlying reasons of a specific problem. For instance, at the moment, the Oman College of Health Sciences has been determined to face the issue of employee dissatisfaction and this is influencing the performance of the institute. Fishbone diagram or Ishikawa diagram is one of the most simples and time-efficient methods of identifying the reasons due to which issues are being encountered by organizations. In the fishbone analysis, there are different sections for different organizational aspects. Generally, there are six sections in the fishbone analysis and these sections include machines, methods, environment, personnel, materials, and measurements. (Venkateswaran, 2018)

These categories have different processes and functions which are classified under these sections and it helps in not only analyzing different organizational aspects but also classifying them in such a way that it becomes easier for the management to identify the issues and categorizing it. As explained above, simplicity is one of the most important reasons due to which this tool has been considered in this research. (Ali Suba'a Al-sadi, 2018)

For instance, if there is an issue with the evaluation of different processes. If it has been determined that employees have been underperforming, there are two possibilities which stem from this situation. It is possible that employees are not satisfied with their job, similar to the situation which is being faced by the Oman College of Health Sciences. In such a situation, the issue will be classified under the category of personnel because the problem is associated with employees. There is also a significant possibility that maybe employees are performing properly and it is the measurement method which is not efficient enough. In such a case, the issue will be classified under the category of methods because the issue exists with how a process is being carried out.

If there is an issue with how different machines are operating in the organization, the issue will be categorized under machines because it is a technical issue and involves machines. In most of the organizations which produce different products, there is always a possibility that an issue might occur in the part of machinery because one cannot predict when an issue or fault might occur. In such a case, the identified issue will be classified under the heading of machines. It will help in differentiating the issue from other issues in the organization. It will also help in customizing the approach in such a manner that t addresses only this issue and not the other issue which is not considered important.

If there is an issue with the raw materials of a product then the issue will be classified under materials. (Alhatmi, 2010)Let’s consider a situation when a company is unable to meet the quality standards What because of faulty raw materials. In such a situation, the issue lies in the raw materials and it will be categorized under the materials. This is one of the most important issues for all those organizations which specialize in producing different types of products, especially bakery items.

There are two types of environments to which an organization is exposed including internal environment and external environment. Both of these environments are capable of influencing the organization and its operations. If there is an issue in the working environment of the firm then it will be considered a problem with the internal environment. However, if there is an issue with the legal policies then it will be considered a problem with the external environment of the organization. (Cheng, 2011)

Once the issues have been classified, it allows the management to take effective measures against the issues and resolve them. Thus, it wouldn’t be wrong to say that the most important reason why this tool has been chosen for problem analysis is its time-efficiency and simplicity (Coccia, 2018).

4.0 Discussions of Oman College of Health Sciences and Job Dissatisfaction

Fishbone diagram of Oman College of Health Sciences and Job Dissatisfaction

 

 Figure.1

Strength	Weaknesses
Oman College of Health Sciences works understand the Ministry of Health. It provides the institute with a clear vision, objectives, and legal protection. Some other benefits are also offered to it.	There is a lack of motivation of employees. In addition to it, training is insufficient and some policies need to be improved. The last weakness of the institute is that it doesn’t involve employees in making decisions.
Opportunity	Threats
There is a plan for expanding the structure of the institute which can help in providing a better working environment to employees and the staff. It can serve to create new employment opportunities and financial incentives. Ultimately, it can positively influence the satisfaction of employees.	Sultan Qaboos University which operates under the Ministry of Higher Education poses a threat to the Oman College of Health Sciences. Some other private health colleges also pose a threat to the institution. Therefore, effective measures have to be taken to ensure that the institute is profitable and feasible in the market.

Table 1

From the analyses and literature, following causes of job dissatisfaction have been identified in the Oman College of Health Sciences:

Bad Working condition of Oman College of Health Sciences and Job Dissatisfaction

One of the most important things which cause employees to be dissatisfied is the inadequate working space for employees. If employees are not comfortable while working, it means that they are certainly not satisfied with the job. For instance, in a single office, if eight or more than eight employees are present, it will cause them discomfort. It is also possible that they might lose their motivation to work. It has been determined inconvenient working conditions can cause an employee to be dissatisfied with his job because he wouldn’t be able to work in an efficient manner (Shrm.org, 2015).

Inadequate Space Utilization

It has been determined that when each and every employee has sufficient enough space to work efficiently, employees not only feed satisfied but they are able to work effectively. If an organization wants to utilize the talents of employee in the most optimum manner, it is important for the firm to ensure that sufficient enough space is provided to employees in which they can perform their tasks without experiencing inconvenience (Kansaigaidai.ac.jp, 2018).

 Poor Lighting of Oman College of Health Sciences and Job Dissatisfaction

When it comes to working conditions, an important aspect is lighting. For instance, lighting in workplace can both increase the efficiency of employees and decrease it as well. The right intensity of lighting is capable of making employees perform their tasks in an optimum manner. For instance, it is possible that if there is insufficient lighting or excessive lighting in the workplace, employees might not be able to work efficiently. Thus, it is important for the organization to choose the most comfortable and suitable lighting intensity. If Oman College of Health Sciences is considered, the electrical infrastructure was developed approximately twenty-five years ago. It means that it should be replaced and lighting intensity should be made suitable for the staff (Garrick, 2012).

 Inefficient Workplace Processes

Another important issue that causes the employees to be dissatisfied with their job is because of the constant workplace processes. With time, there is a significant need of change or evolution in the processes and procedures of how a specific work is performed. There has to be innovation in a workplace with time as it helps in keeping employees interested in performing their tasks. However, there has been no innovation in Oman College of Health Sciences due to which the staff is not satisfied (Jeon & Choi, 2012).

A Lack of Workplace Flexibility and Balance

Another important reason why employees might not be satisfied with the job is because of lack of flexible within the workplace. For instance, employees have to perform their tasks within the time limit of 7am to 2pm on a daily basis. In addition to following the same routine on a daily basis, employees don’t get the opportunity to spend some time to themselves. They are not offered holidays and due to it, their motivation is low. It has been determined that when employee motivation is low, it adversely influences their job satisfaction (Kabungaidze, Mahlatshana, & Ngirande, 2013).

Discrimination of Oman College of Health Sciences and Job Dissatisfaction

Another important and one of the common causes of job dissatisfaction is discrimination at the workplace. It has a significant negative effect on the job satisfaction of an employee. In some severe cases, it can even cause the employee to leave the job permanently. In general, workplace discrimination is the process of treating an employee in a different manner from others. It can be based on the race of the employee and it can adversely influence the job satisfaction of a person. Although it is a common reason of job dissatisfaction, it hasn’t been identified to exist in Oman College of Health Sciences. (Fevre, Grainger and Brewer, 2010).

Age Discrimination of Oman College of Health Sciences and Job Dissatisfaction

In age, discrimination restriction would be made when an employee croos the age above from 45 years; at this stage, a person has to lose his right to apply for scholarships that were guranted by government or any institution (Kansaigaidai.ac.jp, 2018).

Gender Discrimination of Oman College of Health Sciences and Job Dissatisfaction

Gender Discrimination can be made for females instead of males because this would meet the demands of females more than males.

National Origin of Oman College of Health Sciences and Job Dissatisfaction

National Origin has also existed, but in a weak situation, the owners of the homeland had the precedence in the progress of higher studies (Kazmi & Ahmad, 2001).

2Nepotism of Oman College of Health Sciences and Job Dissatisfaction

The problem can also be occur and compounded by the institutions where the office workers of the institute favor an employee because the reason is they were friends.

Low Motivation of Oman College of Health Sciences and Job Dissatisfaction

Low motivation would have occurred when employees lose the hope and desire to do work or to complete the given task, and then they felt that they no more belonged to any institution where they were working, and they show a lack of interest in their work. It can be determined as awful for institute, and this would result in negative aspects and negative behaviors, low performances with lower productivity, contempt comments and warnings (Lee, Lee, & Kang, 2012).

Public criticism of employees of Oman College of Health Sciences and Job Dissatisfaction

The condemnation of the one employee in front of other workers would be counterproductive, and this has antagonistic behavior to some of the managers’ trust that identification of errors averts the reappearance of the previous mistake, but frequently given in the state of disinclination and defeat to work (Mello, 2014).

Non-Hounring Creative thinking of Oman College of Health Sciences and Job Dissatisfaction

When an employee provides his idea related to any project in the company and organization refuses or rejected by the institution or ignored by official of the organization, this will damage the thinking of the employee, and the employee may feel frustrated, and this will help lad to the employee toward lowest-productivity.

Not granting powers of Oman College of Health Sciences and Job Dissatisfaction

Non-grating powers can restrict the employee, to limit their abilities, intrusive with all tasks which were assigned to him, without giving any space to handle these mistakes, and limited the possibility of creative thinking to the employees (Mukherjee, 2012).

Lack of financial incentives of Oman College of Health Sciences and Job Dissatisfaction

Financial inducements were the most important motivation which encourages the system, absence of incentives harmed employees And lack of financial resources can lead an institution toward failure. And non-reward of employees for clean effort done and stay ay rewarded to solve their problem. All these problems can lead to an unwilling initiative for the future (Naseem, Sheikh, & Malik, 2011).

Lack of training of Oman College of Health Sciences and Job Dissatisfaction

The deficiency of staff’s training can cause lower production, disappointment, defficency of creative thinking, and absence of self-development can lead an institution toward lower productivity of the organization, to enhance the productivity employees need training in specific to improve their abilities (Sageer, Rafat, & Agarwal, 2012).

 Lack of awareness of the importance of staff training of Oman College of Health Sciences and Job Dissatisfaction

Deficiency of management awareness is quite an essential part of the training, and this could weaken the progress of human resource development strategy in the average to long term strategy, and this will lead to a lack of preparation.

Employees not insured by training of Oman College of Health Sciences and Job Dissatisfaction

Another important factor due to which employees experience job dissatisfaction is concerned with their disinterest in training. The staff doesn’t want to be trained because they are not aware of the benefits which they might obtain by undergoing the programs which are aimed at enhancing their skills and capabilities.

Lack of parallel training for staff of Oman College of Health Sciences and Job Dissatisfaction

Parallel training is not provided to employees and that is another important factor due to which employees are not satisfied with their job. This policy has to be improved for ensuring that employees develop an interest in training and become active in participating in such programs.

Lack of specialized training programs in some areas

There are some specific areas which require some specific skills. For instance, there might be a task which can be performed only by some specific employees. In order to make employees acquire the required skills for performing such tasks, specialized training has to be provided to employees. However, they are not being provided such training programs due to which they are not learning significantly (Sheehan, Garavan, & Carbery, 2014).

Lack of Appreciation of Oman College of Health Sciences and Job Dissatisfaction

In the workplace or organization, performance appraisal and its appreciation play an important role in not only motivating employees but enhancing their efficiency. After all, motivation are job satisfaction are associated directly with each other. It means that if employees are appraised for their work, they will not only feel motivated but they will be satisfied with their job as well. However, at the moment, employees are not being appraised in the Oman College of Health Sciences (Chapman and White, 2012).

Overload of Work of Oman College of Health Sciences and Job Dissatisfaction

Even though employees are expected to fulfill their responsibilities, managers shouldn’t make them work overtime because it not only demotivates them but also tires them. When employees work beyond their limits, they are both tired and demotivated. Gradually, it serves to decrease their job satisfaction as well because employees believe that they are taken advantage of and not compensated in return.

Lack of Employee Appraisal of Oman College of Health Sciences and Job Dissatisfaction

It is quite important for the managers to ensure that they appreciate the efforts of employees on a regular basis. If they believe it is not feasible to appraise employees on a daily basis, they should choose a routine according to which they should appraise the employees. It will help in not only satisfying the employees but will also let them know that their efforts are considered important in the organization or institute.

Inefficient Relationship with the Manager of Oman College of Health Sciences and Job Dissatisfaction

Inefficient relationship with the manager is another important factor due to which employee demotivation and job dissatisfaction are caused. When employees cannot communicate with the managers in an efficient manner and convey their expectations, it becomes difficult for the employees to cope up with the work processes. With time, it becomes to the reason of job dissatisfaction because their requirements are not fulfilled and expectations are not met.

Promotion of Non-Eligible employees of Oman College of Health Sciences and Job Dissatisfaction

When those employees are promoted within the organization who don’t deserve the promotion, it causes other eligible employees to be frustrated because they deserve it but are not promoted. In addition to frustration, it also causes them to be dissatisfied with their job (Shriar, 2017).

Lack of Employee Engagement of Oman College of Health Sciences and Job Dissatisfaction

Employee engagement has been recognized as one of the most important factors which contribute to the satisfaction of employees. If employee engagement is considered important within firms, it becomes easier for such firms to ensure that employees are satisfied with their job and tasks. Employee engagement also contributes to the innovation and creativity of employees. Insufficient employee engagement doesn’t only have an adverse impact on the satisfaction of an employee but also on the performance of a firm (Bridger, 2015).

 Lack of top management's t rust on employees of Oman College of Health Sciences and Job Dissatisfaction

When the top management doesn’t show confidence in the abilities or skills of the employees, it influences them in an adverse manner. Lack of trust and confidence in the skills of employees is similar to not appreciating the efforts of employees. Due to it, employees are not motivated and they feel dissatisfaction with their job (Jafari, n.d.).

 Bureaucracy on top management of Oman College of Health Sciences and Job Dissatisfaction

If top management doesn’t involve employees in the process of decision making, it causes employees to be demotivated with their job and it is because they don’t feel as if their efforts are appreciated or considered important in the organization. It is important for the top management to ensure that employees are involved in different processes as it can serve to enhance their motivation and satisfaction with their job (Next Level Work, 2019).

 The absence common of vision of Oman College of Health Sciences and Job Dissatisfaction

When employees and the management have different objectives to pursue, it causes the organization to be unstable. For instance, if the management works towards something different while the employees have a completely different foal in their mind, it causes the firm to be inefficient in the market because there is no common or mutual objective. It is important for the top management to communicate the goals of the firm with the employees as it can not only make them feel appreciated but develop a mutual objective to be accomplished (Smallbusiness.chron.com, 2019).

 Lack of employees trust on management of Oman College of Health Sciences and Job Dissatisfaction

When employees don’t trust the management to guide them in a proper manner, they lose their interest in asking management to assist them. Similarly, they don’t feel that they are a part of the organization due to which they don’t invest efforts in contributing to the organization. It causes the organization to face issues in meeting the expected performance standards. Gradually, it becomes difficult for the organization to be efficient in the market.

Overall, these are some of the most important and common factors which contribute to the employee job dissatisfaction. Due to these reasons, employees are not only dissatisfied but also demotivated. And if an effective measure or solution is not implemented as soon as possible, it causes the organization to lose its competitive edge in the market (Thunnissen, Boselie, & Fruytier, 2013).

4.1 Impact of Job Dissatisfaction of Oman College of Health Sciences and Job Dissatisfaction

It has been determined that there are a number of organizational aspects which are affected by employee dissatisfaction. Following are the organizational aspects which are adversely influenced by this issue:

·         Organizational Performance: One of the most important aspect of an organization is its performance in the market and when employees don’t perform to the expected standards, it will gradually influence the overall performance of the firm. The same can be said about the Oman College of Health Sciences. It will gradually begin to lose efficiency in the market if this issue is not resolved as soon as possible.

·         Sales: Another important aspect of the organization is its sales. It wouldn’t be wrong to say that at the end of the day, the aim of every organization is to increase sales. If employees fail in meeting the performance standards, it would cause the firm to stop operating in an effective manner and it would decrease the sales of the firm as well.

·         Customer Base: When employees don’t perform in an effective manner, it is obvious that the expectations of customers wouldn’t be met and it would cause them to be dissatisfied with the serves that they get from the organization. Thus, they would change their preferences and leave the firm for the other. The same applies to the Oman College of Health Sciences. If other processes fail to be efficient, it will adversely influence the students and its targeted audience (Topolosky, 2014).

5.0 Conclusion and Recommendations of Oman College of Health Sciences and Job Dissatisfaction

Overall, it wouldn’t be wrong to say that employee satisfaction is quite an important concept and it has been researched for a long time now. Different researchers have contributed to the existing research base with their own studies on the issue of employee satisfaction and its effects on other processes. This study aimed to analyze the concept of employee dissatisfaction in the context of Oman College of Health Sciences. In order to analyze the institution and identify the underlying reasons of the issue, two analyses were utilized. These analyses included the SWOT and the Fishbone analyses. With these analyses, a number of issues have been identified to exist in the institute which contribute to the job dissatisfaction such as inefficient working condition and lack of employee training and appraisal. All the research objectives have been accomplished in this study and some recommendations will also be provided for resolving the issue of job dissatisfaction among the employees of Oman College of Health Sciences.

5. 1 Recommendations of Oman College of Health Sciences and Job Dissatisfaction

Following are the recommendations which should be considered for resolving the issue of job dissatisfaction among the employees:

·         A healthy working environment should be provided to employees.

·         Different programs aimed at motivating the employees should be considered.

·         Employees should be involved in the decision making process as well.

·         The performance of employees should be appraised.

·         Effective communication with the employees should be established by the management.

·         Different training programs should be implemented within the institution for enhancing the skills of employees.

·         Strict policies against discrimination should also be implemented.

6.0 Action Plan

Goals	Action/Description	Responsible	Date of Begin	Date Due	Resources Required	Expect Out Come	Evaluation
Creating a good working environment helps creativity	Add a new space by expanding the building. Replacing old lights with new lighting with healthy specifications Improve Inefficient Workplace Processes Increase of Workplace Flexibility and balance	Top Management Human resources	1/1/2020	20/1/2020	financial resources Human resources	Create a healthy environment for employees with comfortable spaces that develop a sense of comfort in the employees and give some privacy needed by the employee and that will enable employees to increase their job satisfaction and their sense of satisfaction with the job.	Under review
Create a working environment where workers have equal rights and duties	Discrimination Replace the regulations and determine the age of the scholarships to be available for all ages Conducting seminars and seminars to raise awareness of the risks of discrimination among employees in the work environment Open for everyone to get scholarships without exception Alert and hold a workshop on the risks of nepotism	Top Management Human resources	1/2/2020	25/2/2020	financial resources Human resources	Expected to be developed from the spirit of the team and the feeling of reassurance among the staff and show that everyone is equal in rights and duties, which creates a reassuring work environment, encouraging creative thinking and raising productivity among employees.	Under review
Motivate staff in various ways to raise the level of job satisfaction and creativity	Low motivation Employees should be motivated by the number of times they appreciate their hard work Develop ways to communicate positive signals to employees about the work done in order to give a positive impression of the tasks assigned and implemented Give some powers that concern the work of the employee and enable the employee to take some decisions that are in the interest of work A reward program is designed to reward employees for their hard work and motivate them to continue their work. These rewards include financial incentives, paid short breaks, leisure trips for employees and their families, free education for their children, free treatment for them and their families. Sending them in training courses inside and outside the state borders	Top Management Finance Department Human Resources	1/3/2020	25/3/2020	financial resources Human resources	This will help to achieve the objectives of the institution, and help to improve the quality of production, thus increasing the spirit of cooperation among the personnel working in the institution.	Under review
The attention to the training aspects to raise the skills and knowledge of employees to improve productivity	Lack of training Raising the level of interest in training by the higher management. Raising awareness of the importance of training and giving incentives when passing the training program Raising training resources in the institution's budget Providing training programs for some important specialties of the institution	Human Resources Training Department	1/4/2020	30/4/2020	financial resources Human resources Training Resources	E expected that the results will be positive, as the employee will acquire the skills and knowledge necessary to complete the tasks entrusted to him very effectively, which contributes to the creation of a good work environment that develops the sense of satisfaction of the employee.	Under review
Pay attention to the employee's appreciation for the work done	Lack of Appreciation Develop a program to reward employees for the tasks performed Conduct meetings periodically between senior management and staff Grant the powers of the financial officer to pay the additional work equivalents Introducing a loyalty program to reward hardworking employees	Top Management Human resources	1/5/2020	25/5/2020	financial resources Human resources	A sense of appreciation is created among the employees, which increases their level of productivity and a sense of job satisfaction, as well as contributes to improving the level of efficiency and effectiveness in the work, making the institution capable of implementing its programs and plans according to the schedules and the time period specified for accomplishing those tasks.	Under review
Engage employees to raise levels of job satisfaction	Lack of Engagement Involve employees in the decision-making process Hold seminars to brief employees on everything new in the organization and explain the future changes to the institution A questionnaire was conducted in order to determine the satisfaction of the employees in the workplace. This gives the employee an impression of the interest of the higher management Involve the employees in the internal policy development of the institution and interest in feedback from employees and discuss with them and explain the feasibility of implementation	Top Management Human resources	1/6/2020	30/6/2020	Human Resources	The process of involving employees enables the senior management to be informed about the ideas presented by the employees and the extent to which they can be applied. It also helps to involve the employees in solving the problems associated with the work, as the employees are aware of the seriousness of the problem and its consequences and also develop the spirit of responsibility towards the work. Eliminate discrimination between employees.	Under review