The Current And Predominant Trend Of Job Satisfaction And Work Motivation

2. What is the strength of association between work motivation, job satisfaction and organizational commitment?

Salaries play an important role especially in the first two stages of the hierarchy; we all need money to survive. Another theory is the Alderfer's ERG Theory; Alderfer has modified Maslow's hierarchy and has shortened the five needs into three, existence, needs, relatedness needs and growth needs, existence needs: refer to basic survival needs that everyone needs to satisfy. Relatedness needs: relate to interpersonal contact, social and emotional acceptance, status and caring. Growth needs: are development and sense of self worth. Herzberg’s Theory of Motivation Herzberg's theory of motivation is quite different than the other motivational theories. Herzberg stated that there were only to kinds of factors in any job, hygiene and motivation, the motivation hygiene model is based on the idea that one set determines dissatisfaction (hygiene) and the other set determines positive satisfaction (motivational theory). The hygiene set contains the company policy, administration, working conditions and job security. According to Herzberg’s findings he suggests that if these conditions were unsatisfactory they would most certainly be heading towards physiological or psychological withdrawal from the job. These conditions must be met for an individual to be motivated in work, however, other conditions and factors must be met, this proves that in order for an employee to perform his or her work in an

According to Herzberg two factor theory there are “two issues that play an important role in the workplace experience: hygiene factors and motivational factors”( Fischer and Baack, 2013 ). Hygiene factors contains wages, hours, working conditions and relationships with supervisors. Motivational factors consist of achievements, recognition, actual work or job, responsibility, and the chance for advancement or growth, and relationships with peers. Herzberg states that a person is either satisfied and driven or unfulfilled and

According to Herzberg, individuals are not satisfied with lower-order needs at work, for example, those associated with minimum salary levels or safe and pleasant working conditions. Theses individuals look for the gratification of higher-level psychological needs such as achievement, recognition, responsibility, advancement, and the nature of the work itself. Motivation-hygiene theory, based on the presence of one set of job characteristics or incentives lead to worker satisfaction at work, while another and separate set of job characteristics lead to dissatisfaction at work. Moreover he found that job characteristics related to what an individual does is the nature of the work he performs, having the capacity to gratify such needs such as achievement, competency, status, personal worth, and self-realization, leading to satisfaction. However, the absence of such gratifying job characteristics does not lead to dissatisfaction. Instead, dissatisfaction results from unfavorable assessments of such job-related factors as company

are very important part of the company, because thanks to them it can perform properly

Maslow’s study of the needs hierarchy led to Frederick Herzberg’s theory, Two-Factor Theory. Herzberg researched focused on employee’s attitudes and motivation. He determined that there are two factors of motivation. The first set (hygiene factors) relates to the employee's need for fair treatment in compensation, supervision, and working conditions (Dictionary of Human Resource Management, 2001). If these are not met, employees feel dissatisfied. Herzberg second set of needs, (motivator factors) identify personal growth and capacity development on the job, (promotion, achievement, responsibility, etc.) must be met for employees to experience job satisfaction. Distinguishing between these two sets of factors is important because it means that different factors are responsible for job satisfaction and job dissatisfaction (Dictionary of Human Resource Management, 2001). Herzberg believed that motivation increases when one combines pay (extrinsic factor) with a motivator such as challenging work (DuBrin, 2007). This theory has led people to understand that money will not always be the best motivation.

In the classic block buster movie from 1956, the legendary actor Charlton Heston playing the role of Moses’ declared to Pharaoh “Let my people go” (Exodus 5:1, New International Version). This is a reenactment of the Old Testament account from the Book of Exodus, where Moses is referring the Jewish people that are being used as slave labor by the Egyptians to build the pyramids. Archeologists and historians estimate the story of Exodus originated between 1550 and 1000 BC. From a historic perspective, the story depicted from Exodus describes that of mass worker job dissatisfaction. Moses’ the leader of Jewish people may have been the first leaders in the worker rights movement.

According to the provided YouTube video, the Hertzberg motivation theory states that people are influenced by motivators and hygiene factors. Hygiene factors refers to pay, benefits and company policy. Dissatisfaction is the result of hygiene factors, meaning that if pay, benefits and company policy are inadequate, employees will most likely be dissatisfied. Motivating factors refers to achievement, promotion, recognition, work, responsibility and growth.

The internal process that makes a person move toward a goal is known as motivation. Researching this topic allows the researcher to better understand how Herzberg’s Two Factor theory is utilised in the workplace. Also, having this information can allow managers and bosses to improve level of efficiency in employees or lead to achievement of organisational goals, thus helping towards a successful business.

In contrast, Frederick Herzberg came in the 1950s, and 1960s with the two-factor theory also called motivation-hygiene theory in which examined employee satisfaction to see how attitudes affected motivation. Herzberg believes that attitudes can have an impact on a person's performance and also the performance of those around them. The theory was designed from a study stated that people have two sets of needs, their needs as animals to avoid pain, their needs as humans to grow psychologically. Herzberg

Another useful motivation theory that a manager can use is the two-factor theory by Frederick Herzberg.

Herzberg’s two-factor theory Psychologist Frederick Herzberg developed a ‘two-factor’ theory for motivation based on ‘motivators’ and ‘hygience factors’. Hygience factors are basic human needs at work. It do not motivate but failure to meet them causes dissatisfaction. The hygience factors

Organizational commitment is critical to organizations due to the desire to retain a strong workforce. Organizations want to know why employees stay or leave their organizations so if correction is needed they have some tools to proceed with the correction. High turnover of employees in an organization can determine if an organization is successful or not. While turnover is related to all three areas of commitment researchers have determined that Affective commitment is one most associated with absenteeism and organizational citizenship (Williams J. 2004).

The main purpose of this research is to identify the relationship between the employees’ motivation and the job satisfaction. The motivation can be rewards, intensives, greetings, appraisal, and good working condition. Without the incentive organizations can 't receive the higher level of employee job satisfaction. Inappropriate motivation and lower level of job satisfaction would cause the higher level of absenteeism and employees turnover. In this research case study organization

After acquisition of any firm/ organization management need to motivate their employees and make them feel satisfied about their jobs, if the employees feel satisfied they perform their duties efficiently and when acquired firm’s employee performed best it directly affect the acquired firm’s performance. Motivation is very necessary in any field when an employee get motivated they perform their duty with the best of their knowledge and try to work hard. According to different researcher there are many factors that could bring change and affect the organizational performance one of them is job satisfaction of the employees. It is also said that if employees are motivated and satisfied with their jobs then they performed efficiently and if