Motivational Factors Influencing Job Satisfaction

In any workplace, workers are no doubt the essential mainstay that holds any business or corporation together. Employees achieve important tasks to help the company’s long term vision and goals to be successful and efficient. A business can’t be successful without a proper management that is why it is important for employees to enjoy going to work and they also have maintain a positive attitude while being productive and completing tasks. Motivation is what gives a person the purpose to perform or behave in a certain way with the desire or willingness to gain something. There are two types of motivations, motivation that comes from a person and motivation that comes from materially goals. It is very necessary that employers keep their employees motivated and encourage them to perform above expectations.

The fact that motivation is the most important factor for productivity and quality is not something new. Job satisfaction is critical to high productivity, motivation and low employee turnover. Today employers face the challenges of finding ways to increase job satisfaction that their businesses can stay competitive. Employers face the challenges of maintaining productivity, profitability and also try to keep their workforce engaged as well as satisfied with their jobs. In general companies who fail to improve job satisfaction are at risk of losing their top talented people because of competition. Supervisors or managers who maximize the potential creative abilities and talent of entire workforce have a greater competitive advantage then those who don’t. Also, employees that are engaged in their work have a higher level of job satisfaction. This is a reason why leaders of the organization have responsibility for creating high level of job satisfaction. A motivating environment is one that gives workers a sense of pride in what they do ( Dr. Edward Deming ). Leaders can improve motivation within their organizations by following steps like: provide a positive working environment, reward and recognition, involve and increase employee engagement, develop the skills and potential of your workforce and

The article strongly illustrate the important of motivation in leadership. Employees always need a leader who understand them, stay with them as part of the group to solve the problem with them. And one more point is to be motivated by their leader through communicating or awards when they achieve their mission with highly efficient result.

In organizations all across the world you will find management working diligently to enhance or maintain productivity. There are many things that can affect productivity, some that are within our control and some that are not. Employee motivation is something that can directly affect an organizations production. It is no secret that un-motivated employees equates to un-productive workers, but how can we combat this? In order to better understand this concept we will look at the definition of employee motivation, some of the motivation theories and some motivation techniques that could be useful in our organizations.

The purpose of this paper is to discuss motivation in the workplace. To have a successful company, employee must be motivated enough to work and get the job done. One way have success in the workplace is to define the morale and motivate employees. The human resource department or the manager are typically the personnel to identify the employees needs by either observing the generation, the psychological contract, or the main theories that were postulated by Victor Vroom (Vroom's expectancy theory), Abraham Maslow (hierarchy of needs), Frederick Herzberg (theory of motivation), Douglas McGregor (theory X and Y).

This topic was chosen as my research because I believe a company is nothing without its’ employees. In choosing this topic, it better helps me to understand motivation and how it is used to push employees, helping in the success in the business.

Most of the time employers complain about the motivation their employees or lack thereof. These issues can affect the performance of the employer, employee and the profitability of the business. This can work both positive and negative. Overcoming this, employers have to come up with a method of ways to address the issues.

While financial incentives can be a good motivational tool, it can also have drawbacks. By offering monetary, promotions, or employee benefits to employees, it can increase an employee’s performance and production. However, the drawbacks to this are: a decrease in teamwork and inequitable rewards. If a person is working toward a goal to receive a monetary reward, he will most likely be less of a team player due to competition with coworkers. If monetary rewards go by income, a person who makes less will receive less monetary rewards than someone who receives a higher salary. An example of this is profit sharing (Ehow Money, 2012). Sometimes it may be better to have monetary rewards given as a team effort or equitable financial rewards for the same job performance.

It was found that the good attitudes affect job performance more than the bad attitudes. The study showed, negative attitude resulted in some degree of physical or psychological withdrawal from the job and the degree of loyalty is varying based on job satisfaction. Finally, although the participants themselves perceived that mental health is affected, the results showed no clear evidence for that. In order to increase satisfaction, the motivation factors must be improved (Herzberg et al., 1959). Thus, it is said that, the motivation can improve the motivation level among

Additional, this chapter also going to contention among previous research whether employee’s motivation is affecting the employee’s job satisfaction. In this competitive job market , most of the organisation use different selection factor to measure employees job satisfaction.

Job satisfaction is what people feel when they are valued in an organization. When a company rewards their employees, show interest in their work, and have an appreciation for what an employee does, this give an employee a sense of wanting to contribute more to an organization (Allen, 1993). Motivations for employees that many leaders strive to achieve is giving an employee meaningful work, recognition for the job they do, opportunities to grow, learn, and advance in the organization, and increase an employee’s responsibilities. A leader must observe the

The topic in the workplace that I have chosen to discuss is that of motivation in the workplace. Problems of motivation can cause performance issues, which cost businesses thousands of dollars each year (Nordmeyer). Low motivation delays employees from completing their work and causes many mistakes made within the workplace (Nordmeyer). The definition of motivation is the processes that account for an individual’s intensity, direction, as well as persistence of effort, towards attaining a goal (Robbins, p. 175). Motivation is a big issue for many employers when it comes to keeping their staff motivated and happy at work. When an employee is unhappy, they tend to be unmotivated. Many individuals are motivated by different things within the workplace and one deterrent can be when an employer is hostile towards their employees or has a lack of respect for employees. Another factor which may lead to unmotivated employees is when a company shows a lack of appreciation to an employee as well as gives off the attitude that the employee needs to bend over backwards for the company but the company does offer incentive to do so or understand the needs of the employee.

This essay’s aim is to analyse and establish an understanding of various motivation theories and their possible application within organisations. Along with implementing, the information related to motivation, this essay would demonstrate the importance of motivation and it is necessary for organisations to motivate their employees effectively

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.

Employee motivation a powerful new model explores drivers of employee motivation, the levers the managers can pull to address them and the local strategies that can boost motivation despite organizational constraints. Finding of new research introduce a model that establishes the four basic emotional need people exhibit; they are the drive to acquire, bond, comprehend and defend. Also it exhort organizations take an holistic approach to satisfy employee’s emotional needs through its reward system, culture, management systems, and design of jobs. The potential benefit of a motivated workforce to an