Stephen Robbins And Timothy Judge Define Job Satisfaction Essay

According to researcher Lindner (1998), motivated employees are needed in our rapidly changing workplaces to aid in the survival of organizations. Not only is it important to meet the needs of the consumer, it is equally important that to make sure that associates are taken care of and remain motivated. For this reason, Gibson, Ivancevich, Donnelly and Konopaske (2012) “states much of management’s time is spent addressing the motivation of their employees” (p. 125). According to the Encyclopedia of Small Business (2007), employee motivation is the level of energy, commitment, and creativity employees bring to their jobs; the inner force that drives individuals to accomplish personal and organizational goals (Lindner, 1988). Despite its obvious importance, employee motivation can be an elusive quest for managers due to the multiplicity of incentives that can influence employees to do their best work. The reality is that every employee has different ways to become motivated and the knowledge of how to motivate them is key to organizational success. It is imperative that employers get to know the personal needs and wants of their employees in order to establish tactics in which to motivate each of them. Once achieved, “managers are in a better position to encourage and reward employees to behave in effective ways” (Gibson et al, 2012, p.

There are as many different methods of motivating employees today as there are companies operating in the global business environment. Still, some strategies are prevalent across all organizations striving to improve employee motivation. 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.

Chapter 12 of our textbook is titled “Motivating Employees,” and it encompasses much of what was in Drive. An extrinsic reward is defined as the “payoff, such as money, a person receives from others for performing a particular task.” Extrinsic rewards are what drive the old economy and still influence management techniques within organizations today. These rewards have many benefits but are becoming more and more obsolete in the twenty-first century workforce. The textbook defines intrinsic rewards as the “satisfaction, such as a feeling of accomplishment, a person receives from performing the particular task itself.” Offering only extrinsic rewards is what Pink refers to as “carrots and sticks.” These rewards work well for routine tasks. However, these rewards often stifle creativity (as seen in the candlestick experiment). Modern jobs are increasingly relying on creativity and innovation. Managers can use this knowledge by acknowledging the importance of intrinsic rewards when dealing with employees engaged in more complex

Dan Pink in Ted Talks gives insight on motivation in the workplace today. Mr. Pink speaks of motivation driven by intrinsic rewards. Intrinsic is an outcome that gives personal satisfaction or fulfillment when the task is done well. Autonomy, mastery and purpose are examples of intrinsic rewards that Mr. Pink states are the driving focus of motivation. His talk was focused on autonomy, the urge to direct our own lives. Mr. Pink reviewed companies that has implemented autonomy and it showed that job satisfaction as well as job retention was high. Studies showed that extrinsic rewards only worked when little cognitive ability is required to solve a task. Extrinsic is an award that is based on something tangible, physical or monetary. Since the

According to Bateman & Snell (2009), Motivators to employee job performance are centered on extrinsic and intrinsic rewards. Extrinsic rewards are characteristics of the workplace that attract and retain people. They revolve around organization and management policies, working conditions, pay, benefits, and other so-called “hygiene” factors. Intrinsic rewards are motivators that provide employees personal satisfaction in the performance of their jobs such as opportunities for personal and career growth, recognition and the feeling of achievement in the successful completion of a task. (p. 486). Herzberg’s two-factor theory suggests

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 “Understanding Management”, there is a chapter on motivation that covers both extrinsic and intrinsic reward. The material does highlight the increasing trend of motivating people through appealing to those intrinsic needs and how it

Individuals possess different intrinsic motivators that encourage them to come to work and perform to the best of their abilities. If these intrinsic motivators are met, the person is more likely to be happy with their job and feel a sense of personal fulfillment. The purpose of this paper is to identify and compare two jobs, one where the employee feels professionally happy and the other where the employee feels professionally unhappy. After identifying the two jobs, the author will discuss the various factors from each job that cause the feelings and the author will also discuss his personal and professional intrinsic motivators.

Motivation is defined by Engleberg and Wynn (2013, p. 42) as giving an individual a cause or reason to act. When working in groups, motivation is an essential skill for unifying and persuading group members to achieve objectives and overcoming obstacles (Engleberg & Wynn, 2013). The Chief Executive Officer (CEO) of mGames, a gaming and mobile device developer, was motivated to act based on two categories of motivating factors (Engleberg & Wynn, 2013). Each of the categorical factors is associated with one of two reward employees for performance, extrinsic and intrinsic rewards (Engleberg & Wynn, 2013). Extrinsic rewards, influenced by the external environment factors such as a boss, usually result in monetary increases, fringe benefits, and special privileges (Engleberg & Wynn, 2013). Whereas intrinsic rewards are intangible, as they

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

Job design theory is an important concept in business management. The way a job is designed affects employee work performance. It is crucial that organizations create an environment where workers are motivated by jobs in which they feel challenged but at the same time, their work goes with the objectives of the company. Designing jobs properly will cause a positive impact on motivation, performance, and job satisfaction on those who perform them (Moorhead and Griffin, 1998). According to the hierarchical scheme of five basic needs of A. H. Maslow, people need to stay alive, to be safe, to be with others, to be respected and to do work that corresponds to our gifts and abilities (Bittel and Newstrom, 1990). Based

In an organization, motivation involves ensuring the employees perform highly to achieve the organization's desired goals. Several motivational theories have been advanced as to explain workers' attitudes towards motivation. One such theory is Herzberg's motivation-hygiene theory (Bauer & Erdogan, 2015). He posits that there are certain factors in the workplace that cause job satisfaction. These include the advancement of an employee’s career. He believed that workers were no longer just satisfied with the minimum basic salary but aimed to achieve more. Herzberg also found there are certain factors in the company that causes dissatisfaction for the employee. These include supervision, company policies, salaries and work conditions. If a business wants to motivate its employees, it should focus on satisfaction factors (Bauer & Erdogan,

Industrial/Organizational (I/O) Psychology is devoted to the study of employee behavior in the workplace and understanding the issues facing organizations and employees in today’s complex and ever changing environment. Motivation refers to the set of forces that influence people to choose various behaviors among several alternatives available to them. An organization depends on the ability of management to provide a positive, fostering and motivating environment for its employees in order to increase profits, productivity and lower turnover rates of its employees. The purpose of this paper is to discuss and compare six academic journal articles and explore the behavior, job, and need based theories of motivation that can aid management in motivating and understanding their employees. Finding that delicate balance to can sometimes be elusive so effectively learning how to motivate by understanding, controlling and influencing factors to manipulate behavior and choices that are available to employees can produce the desired outcome.

The relationship between job satisfaction, motivation, and efficiency or productivity is very important in the business industry as well as in personal life. Long term research has found that the single greatest predictor of longevity is work satisfaction. Work is one third to one half of a persons' lifetime, and if frustrated the mental and physical effects are very costly. Job characteristics including skill variety, task identity, and task significance lead to psychological conditions in which in turn leads to increased motivation, performance and job satisfaction. It is important to investigate this area in order to determine how much of an effect does

Being rewarded and recognised for their work or contribution is what keeps an employee motivated to work towards achieving the organisational as well as personal goals. When the employees is motivated by rewards, they will have job satisfaction consequently increasing the productivity of the organisation. It necessitates the need of managers to pay more attention in understanding their employees and come up with suitable types of reward systems for the organisation so that the employees are intrinsically and extrinsically motivated all the time. The hypotheses that I put forward here is to support this statement that effective reward management is critical to