Research Proposal on Employee Motivation and 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 success of any business depends on the productivity and satisfaction of its employees. Employees need to be motivated to work. Motivation can be defined as the inner force that drives individuals to accomplish personal and organizational goals. Motivation can be either intrinsic or extrinsic. For an individual to be motivated in a work situation there must be a need, which the individual would have to perceive a possibility of satisfying through some reward. Intrinsic motivation stems from motivations that are inherent and arise from performing the task of the job itself, which the individual gets a feeling of either positive or negative motivation as a result of

In today’s work place employee satisfaction is just as important as it has ever been in history. With employer cutbacks, job eliminations, pay reductions, and business closings employee satisfaction must be at the forefront of employer’s plans to be successful. In the case of Riordan Manufacturing the company has a problem it cannot ignore, employee motivation. Riordan Manufacturing is a global plastics producer that employees 550 people and earns an

Extrinsic motivation e.g. Money is the critical incentive to motivation in today's work environment However , motivation differs from individual to individual and with their respective beliefs and values, circumstances and culture. It is important for mangers to identify which motivation factor works with which employee and apply it respectively In any environment, both Intrinsic and Extrinsic motivations are needed for work satisfaction and work performance

Job satisfaction comes from the attitude that employees have towards their work. There is a close relationship between the degree of satisfaction and the motivation level of employees. Explaining that if there is a lack of motivation in the workplace, it is likely due to a lack

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 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.

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

Motivational factors: these factors increase satisfaction and motivation among employees. Some of these factors are promotion, recognition of work and enjoying the work. As I mentioned these factors increase satisfaction and motivation, but their absence does not create dissatisfaction among employees.

This chapter presents a review of literature based on other research done by several authors. The literature review provides the background to the variables about employee motivation and job satisfaction. The motivation factors are pay and promotion, reward, work environment and employee participation. Although the topic has become more popular part of the business and financial studies in recent years, but the concepts of the employee motivation being an important factor that influence job satisfaction. Therefore it is necessary that a clear explanation is made to determine to what extent each could have influence in this issue.

Nowadays, organizations’ results are heavily dependent on employees’ work motivation: motivation is the key to achieve high levels of performance, it makes employees put effort into their work, be engaged and achieve results.

The best employee motivation efforts will focus on what the employees deem to be important. It may be that employees within the same department of the same organization will have different motivators. Many organizations today find that flexibility in job design and reward systems has resulted in employees ' increased longevity with the company, improved productivity, and better morale. According to survey results, USAA may benefit greatly by incorporating the following recommendations as it relates to increasing employee motivation.

Employee motivation and job satisfaction are intertwined in ways that have implications for organizational performance. Motivation has been explained as a goal oriented behaviour involving a course of action leading to the attaining of a reward (Armstrong, 2006) and as the energy that compels individuals to act persistently toward some goal (Berman, Bowman, West & Wart, 2010). Within the framework of the present study, the consideration of satisfaction and motivation together lead to the concept of job enrichment – initiatives for impacting employees ' experiences of job satisfaction such that their experience and performance are improved.

Motivation can be a key-contributing factor in employee performance. It is of great importance to an organization to recognize ways in which it can use employee motivation to positively affect employee performance. The methods used by organizations to motivate its employees are essential in determining how they affect employee performance. There are both positive and negative motivational tools that may be explored. The purpose of this paper is to examine the relationship between motivation and employee performance.

Staff spend a considerable part of their lives at work, so it is not surprising that they expect to be rewarded and satisfied with the job that they do.. Motivation is concerned with why people do things as well as what drives them to behave in a particular way. Understanding what motivates individuals is important in work place. Research suggests that motivated employees are happier at work. They get more satisfaction from their work, are absent less often, tend to be more loyal and work with enthusiasm. This encourages them to contribute more to the development of the organisation.