Abstract:
The job satisfaction is the most widely investigated job attitude an d as well as the most extensively researched subjects for the different organization and industrials. Most of motivational theories have represented or focus on the job satisfaction toward the job and productivity of the employees as well as many job satisfaction theories have tried to explain it’s influences toward the job responsibility such as Maslow’s Hierarchical of needs theory(1943), Hertzberg’s two factors theory (1968), Adam’s equity theory (1965), Job Characteristics Model, Locke’s (1976) Range of Affect Theory, Porter and Lawler’s (1968) modified version of Vroom’s (1964) VIE Model etc.
The job satisfaction has a direct linkage between the employees’ productivity, absenteeism, self motivation, sometimes psychology and physical ability. The emotion state of individual is affected by their interactions within the work environment. There are two types of satisfaction, first one is global job satisfaction or overall felling of a employees on the job another one is facet satisfaction which means felling on job aspects such salary, benefits quality of relationship with co-workers or superior.
Case Summary:
Megan is the
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She had a very good relationship with coworkers. Sometimes due to the lack of freedom of decision making she misses out several bonus opportunities. More recently, she become dissatisfied with her work schedule as well because she didn’t get weekend during the pick-up business season and she had to travels a lot for business purposes. But the refusal from the managers for a weekend off for magan’s contributory participation in one of her bosom friend’s wedding ceremony during the season time made her unhappy and dissatisfied. Another aspect was lack of growth and promotion opportunity. Megan was in her pick of the job responsibly was not interested to do the same again and
Have you ever thought about how people become motivated to do things? Maybe you even wonder what motivation really is. Motivation is the desire to do things. Motivation creates a drive that pushes a person close to their breaking point and beyond. It helps an individual reach goals that some couldn’t even imagine of doing. But have you ever truly thought about what motivates people. What really gives people that drive? What empowers people to reach their aspirations? If so you are not alone, a ton of people has thought about what it is the gives people such a drive. Including American psychologist Abraham Maslow. Maslow has created a psychological advanced thinking on what he think inspires people to do such gargantuan complex things. Maslow made a theory, which states that people fulfill needs in stages or levels in life. There are five stages that are divided into basic needs, such as safety, love, and esteem, and growth needs like self-actualization.
Nowadays, wherever we go, in reality or virtually across the internet, we find ourselves surrounded by marketing and advertisements. Sometimes it is annoying but there are times when those ads are pretty useful and transmit to us the right message at the right moment. In fact, that’s one of the purposes of marketing, to bring us benefits and eventually to bring benefits to the producers. In all this process there is also a causality effect; apparently by being aware of what the market offers us there are created some new needs maybe that we were not conscious of. The question is: are advertisements always well informing us? If not, on who must the responsibilities lie on?
While motivational and job satisfaction theories can help employers or leaders to gauge what motivates their employees, it is impossible for them to be used to explain all motivating factors. By analyzing these theories, it is possible to understand their basic concepts, and see how they can be an advantage in motivating their employees to the best possible outcome for the
Based off of the gratification an individual contains towards their work, job satisfaction is a key. The productivity could either be positive or negative, while the relationship between the productivity and satisfaction may not be consistent. There are multiple internal and external factors in job satisfaction that can impact the behavior of an employee and engagement over time. The way the worker’s attitude concerning their field affects the performance they perform on a daily basis. One who is satisfied with the job they do, succeeds at what they do.
According to Robbins et al; (Robbins et al, pg 296) motivation refers to the process by which a persons efforts are energized, sustained, and directed towards a goal. This definition has three key elements: energy, direction, and persistence. Motivation is a complex and important subject, has historically been given a great deal of attention by Psychologists, who have proposed theories to explain it. (Riggio, pg 188),
Before any step about how motivation and team work should improve in Walmart, I would like to introduce the company to the readers. Those who visit one of our 11,000 stores or talk to one of our 2.2 million employees in 28 countries around the world will hardly imagine that it all started just over 50 years ago. Everything started in 1962 at a small city called rogers in the middle of Midwest in the state of Arkansas. There was Sam Walton, one very knowledge trader with 44 years old. He began the story of what is now the largest retail network in the world. Ten years after the opening of the first store, the initial public offering (IPO) on the stock exchange accelerated expansion to the company. According to Walmart Inc. databases, the first
A category for job satisfaction is the motivators/satisfiers. Factors such as recognition, responsibility meaningful and interesting work, opportunities for advancement, and personal growth are desirable traits that employees look for. Whereas, hygiene factors are the causes for job dissatisfaction. They are based off of working conditions, relationships between co-workers, policies, supervisor behaviour, job security, wages and benefits.
Job satisfaction is the intensity of contentment a person feels concerning his or her work. Based on an individual’s perception of satisfaction the level can be decided. Job satisfaction is highly dependent on a person’s capability to finish obligatory tasks, the level of hold and communication in the company, and the efficient management employee coordination. It is not simple as the definition suggests and instead various psychological responses regarding one’s work and life are involved. According to researchers, job satisfaction measures greatly differ in the level to which they quantify thoughts about the work or cognitions about the work. Two different levels of job satisfaction can be defined: “affective job satisfaction” and “cognitive job satisfaction”. Affective job satisfaction can be defined as a person’s expressive sentiment towards the job as a whole. Cognitive job satisfaction can be defined as the level of satisfaction a person feels regarding a facet of his or her job, such as compensation, duration of working hours or rewards.
Herzberg's Theory of Motivation and Maslow's Hierarchy of Needs. Mentioned Tables Not Included Various behavioral theories have long been generally believed and embraced. by American business are those of Frederick Herzberg and Abraham. Maslow. Herzberg, a psychologist, proposed a theory about job factors.
In case of Billy and Ted, Billy could have done lots of thing to improve workplace attitude and related indicators such as Job satisfaction, absenteeism and turnover. After that incident Ted had a negative attitude about Billy and also very strong negative attitude about his company. Because Ted was denied compensation and Billy was awarded compensation. Ted perceived that his company didn’t treat him with the fairness and later on he left the company because of h...
The problem of job dissatisfaction is a global workplace issue. Although Americans are happier in their jobs, satisfaction in the United States is declining due to downsizing and overburdening. (Robbins & Judge, 2009). Before outlining job dissatisfaction a definition of job satisfaction is needed. Job satisfaction is “[an] individuals’
Pardee, R. L. (1990). Motivation Theories of Maslow, Herzberg, McGregor & McClelland. A Literature Review of Selected Theories Dealing with Job Satisfaction and Motivation.
Job satisfaction is a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences. It has been treated both as a general attitude and satisfaction with five specific dimensions of the job: pay, the work itself, promotion opportunities, supervision, and coworkers. Challenging work, valued rewards, opportunities for advancement, competent supervision, and supportive coworkers are dimensions of the job that can lead to satisfaction (Nelson & Quick, 2013, pg. 58-59).
Job satisfaction is a person’s emotional reaction to aspects of works such as pay, supervision, colleagues, working condition, job security, company policies and support, benefits, promotion and advancement or to the work itself (French, 1990). In other words, job satisfaction is an individual’s emotional reaction to a specific job. Falkenburg and Schyns (2007) indicate that job satisfaction can be studied from different approaches. Job satisfaction can be seen as a result of different behaviours or as a cause of behaviour. Moreover, it can be seen as an overall feeling or involving of some aspects of the job and the work situation together contribute to the feeling of satisfaction or dissatisfaction with work (Johansson, 2010).
In conclusion, the of motivation factors have a strong influence on job satisfaction resulting in any positive feelings that accompany human, who is trying to keep this state as long as possible, which leads to further efforts.