Internal And External Factors Of Job Satisfaction And Dissatisfaction

Mitchell (1982, p.82) describes motivation as “the degree to which an individual wants and chooses to engage in certain specified behaviours”. Hence, in general, behaviour is determined by certain motives, thus, Vroom and Deci (1992, p.33) considered motivation “as the causes of our behaviour”. Moreover, according to Mullins (2013, p.245) motivation is concerned with question “why do people do what they do?”, because motivation is an inner driving force which leads to particular action to achieve some aim and fulfil some need. In other words, Chartered Management Institute (cited in Mullins, 2013, p.246) observes that, “the aim of management is to give people what they really want most from work”.

Herzberg did a job satisfaction study of accountants and engineers, after that he developed this theory. He found that there are two groups of factors affect to an employee’s job satisfaction or job dissatisfaction. Herzberg's two-factor theory is probably the most widely known and accepted approach relating directly to job satisfaction. Herzberg addressed, the problem of job satisfaction in terms of those factors which cause satisfaction (motivators) and those which cause dissatisfaction (hygiene). This information then becomes the basis for evaluating an individual's job and making the changes necessary to increase worker motivation. Herzberg's two-factor theory of job-satisfaction is not new, as a matter of fact; it dates back to 1959 and is the outgrowth of a research study project on job attitudes conducted by Herzberg, Mausner and

Apple has prospered internally and it is necessary to consider both strengths and weaknesses. Apple has lots of strengths, the major of them being it’s impressive brand reputation, Apple managed to position the brand as “premium products” for “elite” people. Customers are loyal and tend to stay in Apple’s ecosystem. Apple’s self-reinforcing ecosystem, it has a diverse ecosystem which integrates various hardware and software products into one large interactive space. Status of top innovator, Apple is perceived as the leading innovator and its products are highly anticipated. Apple’s very strong financial performance, high profit margins and very high liquidity. It’s network of retail stores, high-quality customer service helps to create advanced user experience. A powerful marketing strategy, Apple’s team masterly uses various marketing techniques to create a hype for their products and to strengthen the brand.

Job satisfaction can be defined as psychological state of how an individual feels towards work, in other words, it is people‟s feelings and attitudes about variety of intrinsic and extrinsic elements towards jobs and the organizations they perform their jobs in. The elements of job satisfaction are related to pay, promotion, benefits, work nature, supervision, and relationship with colleagues. Employees‟ satisfaction is considered as all-around module of an organization‟s human resource strategies. According to Simatwa (2011) Job satisfaction means a function which is positively related to the degree to which one‟s personal needs are fulfilled in the job situation. Kuria (2011) argues that employees are the most satisfied and highly productive when their job offers them security from economic strain, recognition of their effort clean policy of grievances, opportunity to contribute ideas and suggestions, participation in decision making and managing the

The multi billion-dollar corporation, Apple Inc., designs and manufactures some of today’s highest technological gizmos and gadgets. Among their best known products are the Apple and Macintosh computers, iPods, iTunes, iPhones and iPads. Apple is one of the most powerful and influential high tech companies in the world. The success of Apple Inc. stems from the innovation and visions of co-founder and entrepreneur, Steve Jobs, the excellence of the stylish, user-friendly products, and the ability to create innovative products that consumer’s desire.

Intrinsic factors, such as achievement, recognition, the work itself, responsibility, advancement, and growth seem to be related to job satisfaction. When respondents questioned felt good about their work, they tended to attribute those factors to themselves. On the other hand, when they were dissatisfied, they tended to cite extrinsic factors such as company policy, administration and supervision. Herzberg deduced from these experiments that the opposite of satisfaction is not dissatisfaction, as was believed. He found that removing dissatisfying characteristics from a job does not necessarily make the job satisfying. He thus proposed a dual continuum, where the opposite of satisfaction would be no satisfaction and the opposite of dissatisfaction would be no dissatisfaction (Robbins,1993) According to Herzberg’s two-factor theory of motivation, organizations cannot begin to motivate employees until that which dissatisfies them has been removed. Hygiene Factors such as salary, working conditions and supervision are not motivators even when they are being met. Other types of hygiene factors include, company policy, poor interpersonal relations and job security. The meeting of lower-level needs of employees is not motivating, but can have a de motivating impact if not met. True motivation only kicks in when an employee’s higher-level needs are met (La Motta,

Motivation is a key element in the workplace and it is very important to know the basic theory methods and application because it is something that is unavoidable for all of us and will come up in any workplace environment. It is a necessary skill for a future manager or leader to know how to motivate other people in order to work more efficient. Though this project I have become familiar with the subject and realize the importance of motivation.

Thesis Statement: The Apple Corporation exceeds competing companies in product sales because of the company’s high recognition as a top selling brand, along with the dependability of its product and the technological innovations it consistently provides for consumers.

Founded in 1977 Apple Inc. has provided an extended range of products and services to meet the increasing demands of consumers worldwide. Apple has multiple lines of consumer goods including. Computer software and cell phones along with consumer electronic products globally Apple values their shareholders and consistently creates new goods and ideas is a way of life for Apple. Apple has over 300 locations across ten different countries giving them a significant presence in the market. Apple has become a prime example of a prosperous business organization that is thriving globally. Apple is known for their high levels of customer satisfaction and retention and is one of the most well known global organizations (Graziano,2013).

Apple has been the leading force in innovation for the past couple of years, not only does it dominate the mobile-phone industry, it has also transformed the computer industry too. With millions of people using their products today, Apple is one of the most successful companies in the world. However, Apple did not “come all this way” from nothing. It suffered ups and downs just like any other company, with this being said, the way Apple dealt with its problems was the difference between it and any other company.

Apple is not only successful, not only the most successful company in technology, not only the most successful company in the world but the most successful company in the history of companies (Elgan, 2015). The revolutionary multinational corporation Apple Inc. was founded in 1976 in Cupertino, California. The creators of apple were Steve Jobs and Steve Wozniak, who wanted to revolutionize the computer industry. But soon they branched out from just computer systems to introducing the iPod in about 2001. Then a few years after the IPod they introduced the IPhone which has since helped them become a powerful contender in the cell phone market. The Company sells and delivers digital content and applications through the iTunes Store, App

The relationship between job satisfaction and job performance needs to be analyzed before a decision can be made to increase job satisfaction to positively affect job performance. Conventional opinion holds that increased levels of job satisfaction leads to increased job performance. Empirical evidence does not validate such a strong correlation. Alternative models exist that describe job satisfaction and job performance having mutual influence on one another as well as no influence at all. Job performance may also be enhanced through organizational and personal factors like reward systems and self-esteem. Job performance itself has multiple aspects and each aspect can be affected through different means. A simplistic correlation between job satisfaction and job performance should be avoided. Job performance can be improved by providing training and development opportunities to employees.

Herzberg´s motivation-hygiene theory is also known as the Two-Factor strategy because it analyses motivation factors related to the job itself and hygiene factors related to the work environment.(Miner 48)

According to Herzberg, the factors leading to job satisfaction are distinctly different from those that lead to job-dissatisfaction. Therefore, the managers who seek to eliminate factors that create job-dissatisfaction can bring about peace at the workplace but cannot motivate the employees. These factors are termed as hygiene factors comprising administration, supervision, working conditions, salary and wages etc. While absence of hygiene factors will lead to dissatisfaction, mere presence of these factors will not satisfy (i.e. motivate) the employees. In order to motivate the employees, managers must resort to ‘motivators’ (those factors that motivate the employees towards better performance) such as recognition, challenging assignment, responsibility, opportunities for growth and self-fulfillment etc.

Job satisfaction can be known to some people as an important element in their lives. If an individual is unhappy with their occupation it may affect other parts of their life. Job satisfaction can be seen in what one wants in a job as to what one has in their current job.