The Relationship Between Employee Motivation, Job Satisfaction And Employee Achievement

After analyzing this organization, it is apparent to that job satisfaction should be a priority for management. Job satisfaction can be best understood as a positive emotional state resulting from a perceived satisfaction from one’s job (Locke & Lathan, 2007). Employee satisfaction is an important retention strategy based on the knowledge that a satisfied employee is more effective in completing their duties, more productive, and seldom contemplates alternative employment. Achieving a goal of a high employee satisfaction rate consist of implementing compensation and reward strategies mentioned prior. It should be emphasized that employees, regardless of industry respond in a positive manner to positive recognition. Positive recognition can be achieved with more than compensation and rewards. Creating an atmosphere where employees feel like their ideas and opinions matter can be just as effective as monetary and non-monetary rewards. A routinely exchange of ideas

This theory only offers simple overview, as first step of the job satisfaction’s analysis. However, deeper analysis is required when the managers want a better understanding.

Job satisfaction can be defined as psychological state of how an individual feels towards work, in other words, it is people‟s feelings and attitudes about variety of intrinsic and extrinsic elements towards jobs and the organizations they perform their jobs in. The elements of job satisfaction are related to pay, promotion, benefits, work nature, supervision, and relationship with colleagues. Employees‟ satisfaction is considered as all-around module of an organization‟s human resource strategies. According to Simatwa (2011) Job satisfaction means a function which is positively related to the degree to which one‟s personal needs are fulfilled in the job situation. Kuria (2011) argues that employees are the most satisfied and highly productive when their job offers them security from economic strain, recognition of their effort clean policy of grievances, opportunity to contribute ideas and suggestions, participation in decision making and managing the

Managers today are finding it harder to ignore the job satisfaction issue, especially at a time when the demand of meaningful work is increasing. There are two main reasons why managers are concerned with job satisfaction. One of the reasons is that managers have a moral responsibility to do what they can to provide employees with a satisfying work environment (Ramayah, Jantan, & Tadisnia, 2001). Another reason is that managers believe that the behavior of satisfied workers will make positive contributions to the organization (Ramayah, Jantan, & Tadisnia, 2001).

Sougui et al. (2016:5) posited that job satisfaction can be characterized as the pleasurable passionate state coming about because of the evaluation of someone's work or work involvement. It speaks to how the representatives consider their job. The workers turn out to be more fulfilled when they get what they esteem, for example, great condition, great wage, flexibility or feeling of accomplishment et cetera. In total, Ander as cited by Sougui et al. (2016:5) mentioned that hierarchical conduct characterized job satisfaction as a gathering of dispositions about the different parts of the job.

Job satisfaction of employees can be pointed out in terms of individual or groups of employee. For instance, an employees’ performance can be measured by individualistic means, by the management. Similarly, the job satisfaction that an entire department has over their responsibilities in an organization can be measured, as well. At this point, one has to also note that, although the terms, job satisfaction, employee attitude and morale has been utilized with almost similar meaning, it is not all similar in effect. As in, employee attitude that is favourable would ensure the presence of job satisfaction for employees, which in turn works on boosting employee

It is a relative term as no two people can have the same amount of satisfaction. Here, we talk about the basic satisfactory requirements of an employee so that he can allow himself to work and perform his duties ‘with a vengeance’ and diligence. Employee satisfaction is related to the job the employee does. Locke (1976) defines job satisfaction as “a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences.” Satisfaction is psychological. It involves the innate wants of an employee and emotional happiness as well. Thus, when a person evaluates the satisfactory level of a job, both thinking and feeling are involved.

Personal characteristics of workers also has an impact on job satisfaction. Job satisfaction increases age. Whites have greater job satisfaction than non-whites. The level of education is slightly negatively related to job satisfaction. If personal skills and abilities are not required by a job, job satisfaction decreases. When a person is more adjusted personally, they will be more satisfied with work. Most of all having a job with decent and fair wage may be the most important variable to job satisfaction. High job satisfaction is associated with low turnover and low absenteeism and with high commitment. Although the evidence is not conclusive, high job satisfaction is associated with high performance and prosocial behaviors.

“There is no research evidence that there is always a strong and positive relationship between job satisfaction and performance. A satisfied worker is not necessarily a high performer and a high performer is not necessarily a satisfied worker. Satisfaction may lead to good performance but good performance may just as well be the cause of satisfaction. The relationship can be reciprocal”. (Armstrong, 2007)

In this essay, I will explore the relationship between the level of employee satisfaction and employee production. Firstly defining and explaining satisfaction and job performance as these variables are difficult to define, and a clear definition is critical for assessing the relationship between them. Secondly I will discuss some of the most significant studies in this area of research. I will then analyse various factors which determine the correlation between these two variables, focusing on the attitude-behaviour relationship as this gives an insight into how a higher level of satisfaction may link to greater production. Finally I will look into a set of different models which propose variations to the job satisfaction-performance

Job satisfaction is very critical for both workplace growth as well as employee’s growth, but if the employee is not happy what he or she is doing, than that would hurt employee’s performance, and hurt employer’s well-being. Information technology has become one of the most prominent sectors in employing employees as well as creating new jobs in the markets all around the world. It seems like Information Technology has taken over all the fields of work out there. Along with the growth in the Information Technology in the market, the professionals have not grown in the same ratio. As the field of employment has grown, Information Technology workers job satisfaction is a very

Job satisfaction is the very important factor in general quality of life because it is closely connected with working life (e.g. Argyle, 1989; Bang & Lee, 2006), with family life, everyday life, and mental health (Orpen, 1978; Schmitt and Bedeian, 1982; Faragher, Cass & Cooper, 2005). Level of job satisfaction is also highly related to turnover, absenteeism rate, work productivity or accomplishment (Muchinsky, 1977; Organ, 1977). Many researchers (e.g. Cherrington, 1994; Acorn, Ratner & Crawford, 1997; Ostroff, 1992; Spector, 1997) state that employees who experience high job satisfaction contribute to organisational commitment, job involvement, their physical, mental health and overall well-being are improved. Job dissatisfaction on the

Job satisfaction is a key factor that leads to success in the world of corporations. Job satisfaction is defined as, “the extent to which people like or dislike their jobs”. It can influence a company at the individual level, the group level and even to the point of impacting a corporation as a whole. Employee contentment can also affect a company on the economic level. Job satisfaction influences nearly every aspect of a corporation. Therefore, understanding job satisfaction is important to the success of a company. It is important to be aware of what job satisfaction really is, the positive effects of job satisfaction, and the negative effects of job dissatisfaction. The more that you become familiarized with an understanding of

The social contract that existed in the United States during the mid-20th century that guaranteed people a lifetime of employment in exchange for hard work and organizational loyalty has essentially vanished. In an increasingly globalized marketplace, many companies of all sizes and types are struggling to remain profitable and competitive, and these trends have adversely affected employee job security and employee motivation in turn. Today's employment setting is characterized by the need for specialized skills and technological expertise and employees who possess these valuable attributes are termed "gold-collar" workers. These valuable employees can make the difference between a successful and an unsuccessful enterprise, so keeping these employees motivated in the workplace has assumed new relevance and importance in recent years. Formulating optimal motivational approaches, though, requires more than just pay (which is consistently cited as a major influence on motivation) and benefits, but a host of other factors as well. To gain some fresh insights in this area, this paper provides a review of the relevant peer-reviewed and scholarly literature to develop a background and overview, as well as an analysis of those factors that have been shown to influence employee motivation. Finally, an assessment of current and future trends in employee motivation is followed by a summary of the

In organizational behavioral research, job satisfaction is the most frequently studied variable (Appelbaum, Bailey, Berg, and Kalleberg 2000; Spector