The Importance Of Employee Satisfaction And Their Impact On The Organization

Herzberg’s two factor theory of motivation at the workplace shows the difference between two factors of motivation. The two factors being satisfiers, which are the main causes for job satisfaction (motivation), from hygiene factors which are the main causes for job dissatisfaction (demotivation to stay in the job). Examples of motivating factors are achievement, recognition, responsibility and the work itself. Hygiene factors include: working conditions, salary, relationship with colleagues, supervision, etc. An organisation needs to influence satisfiers through performance management using range of tools such as: job descriptions, supervision, performance appraisals, continuous development/training, rewards and career development.

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

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

Motivation in the workplace is one of the major concerns that managers face when trying to encourage their employees to work harder and do what is expected of them on a day-to-day basis. According to Organizational Behavior by John R. Schermerhorn, James G. Hunt and Richard N. Osborn the definition of motivation is "the individual forces that account for the direction, level, and persistence of a person's effort expended at work." They go on to say that "motivation is a key concern in firms across the globe." Through the years there have been several theories as to what motivates employees to do their best at work. In order to better understand these theories we will apply them to a fictitious organization that has the following

This paper discusses the Herzberg theories of motivation also known as the two factor theory, or motivator-hygiene theory. Intending to discuss how the theory was developed, how reliable it is in the work place today, and if it plays a role in the motivation of people in the workforce.

The three theories that will be applied and explained to the situation are Herzberg’s Two-Factor Theory, Alderfer’s ERG Theory and Satisfaction-Performance Theory.

Motivation is an important element in the working world. Every company needs good motivation to keep them growing. A successful company contains highly motivated employees. They are a crucial asset in a company. Highly motivated employee will perform well and result in high productivity which influence the profit of a company. In this assignment, two theories are being chosen to explain on the hypothesis which is the Maslow’s Hierarchy of need theory and Herzberg two factor theory.

Studies of motivation and motivational theories provide important information about the ways in which workers can be inspired and encouraged to put forward a productive effort. These theories include Maslow’s Heirarchy of needs and Herzberg’s two factor motivational theory.

Motivation factors (level of challenge, the work itself, responsibility, recognition, advancement, intrinsic interest, autonomy, and opportunities for creativity) however, could stimulate satisfaction within the employee, provided that minimum levels of the hygiene factors were reached. For an organization to take full advantage of Herzberg's theory, they must design jobs in such a way that motivators are built in, and thus are intrinsically

Gaby 's first full-time job was at Chick-fil-A, and as a high school student, she could only work weekday night shifts. The first thing she noticed is that management spoke to their subordinates as equals and listened to their ideas intently, giving them a voice. Management during night shifts was incredible, however, management during day shifts was very different. The first day shift Gaby worked she quickly learned that the work environment was unwelcoming. The two biggest differences were the lower-quality relationship between management and subordinates and low job satisfaction.

The literature review, explain the theories which are related to the case study’s problems in order to the motivation and satisfy employees’ needs. There are three important theories include; organizational motivation justice, Maslow’s hierarchy needs theory, and expectancy theory.

The work motivation theories can be broadly classified as content theories and process theories. The content theories are concerned with identifying the needs that people have and how needs are prioritized. They are concerned with types of incentives that drive people to attain need fulfillment. The Maslow hierarchy theory, Fredrick Herzberg’s two factor theory and Alderfer’s ERG needs theory fall in this category. Although such a content approach has logic, is easy to understand, and can be readily translated in practice, the research evidence points out limitations. There is very little research support for these models’ theoretical basic and predictability. The trade off for simplicity sacrifices true understanding of the

Understanding the restaurant concept, as we know is one of the most essential parts of restaurant planning. One of the major roles that are most crucial in the development of this concept is human resources; as for the business the staff is the first point of contact for our customers. How they appear and how they behave and how they deliver the service is completely dependent on several factors that rely on the human resource policies like the selection process, how we train them and how we mentor them. This assignment discusses the importance and the need of human resources in three sectors of the restaurant industry, which includes fine dining restaurant, mid-range restaurant and a low-end café. Further we also discuss the importance and how uniforms and other similar systems in the company policies affect the service atmosphere and further help build not just a positive service culture but also a strong and a work atmosphere that gives a sense of job satisfaction which also helps an organization to reduce staff turnover. The scope of this report is to understand the staffing and training factors of running a restaurant that also includes other factors like grooming, dress code and understanding the importance and the need of the staff.

Good leadership is a key characteristic associated with business in today’s society. It can be said that good leadership directly relates to the quality of business. Meaning that the better the leadership, the better the business. Quality leadership one of the major keys of developing good customer service and employee satisfaction. Considering obedience defines whether we obey or disobey the authority, many individuals today have no choice but to obey. Leaders of businesses are far along being autocratic to their leadership style instead of democratic. Individuals feel afraid and feel like slaves to the higher ranked authority that has all the power and control. Employee’s feel like slaves because they feel like they do not get a choice in the decision making process, they are always being pushed and never helped when a problem occurs. The employee’s should take command and ask for help when a problem occurs, so that the employee knows how to handle the situation in the long run and become more effective to the business, plus this will implement democratic leadership from the business leader.

Dissatisfied and satisfied employees in the workplace can affect their productive and job performance. The work place, promotions, advancements, and supervisors are things that can cause an employee to be satisfied or dissatisfied at work. In my workplace some of my supervisors have driven my attitude. Robbins (2007) states, “attitudes are evaluative statements-either favorable or unfavorable-about objects, people or events.” (Robbins and Judge, 2007, p. 75) When I was first promoted to Sergeant and transferred to supervisor the Criminal Investigations Unit, I was excited about the new opportunity and the knowledge I would learn and give. My attitude towards the workplace and towards my employees was high and willing to help or produce a positive work environment. As a Christian in a non-Christian workplace, a great attitude towards job satisfaction can be found in the Bible. In Ecclesiastes 5:18 (New Living Translation), it says, “I have noticed one thing, at least, that is good. It is good for people to eat, drink, and enjoy their work under the sun and during the short life God has given them.” The workplace can be stressful but when you have good leadership they can effectively change the attitude of the people they serve.