Motivation and Job Satisfaction Theories
The idea of motivation applies to internal elements that coerce action and external elements that can function as stimuli to perform. There are several characteristics that can be affected by motivation such as intensity and persistence. Moreover, motivation goes beyond affecting the procurement of individuals’ skills, and plays a part in the magnitude which they use their skills and abilities.
The belief is an organization that has excessive quantity of turnover and absenteeism is the consequence of poor job satisfaction. Excessive turnover and absenteeism normally will result in the organization paying additional cost to recruit and train new employees which can and normally will impact the company bottom-line. The problem with many companies today is the inability to recognize that job satisfaction is directly related to their bottom-line and therefore, do not place job satisfaction as one of its urgent administrative priority.
This issue is based on organizational failure to recognize the substantial advantages an organization could realize by making an effort to influencing employees’ outlook. When an organization has content employees, they are more inclined to be productive and committed to work and their employers. It is imperative that organizations establish a work environment that entice, inspire and retain the best people which in turn will be beneficial for organization.
The goal of this assignment is to utilize a motivation and job satisfaction theories for a particular situation that correlated to motivation this author observed or have knowledge of professionally. Moreover, this author will examine how beneficial this theory is in elucidating the deficiency in effo...
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...e lessons of experience (7th ed.). New York: McGraw-Hill Companies, Inc.
Quarstein, V. A., McAfee, R. B., & Glassman, M. (1992). The situational occurrences theory of job satisfaction. Human Relations, 45(8), 859-873. Retrieved from http://search.proquest.com/docview/231487467?accountid=32521
Ramlall, S. (2004). A review of employee motivation theories and their implications for employee retention within organizations. Journal of American Academy of Business, Cambridge, 5(1), 52-63. Retrieved from http://search.proquest.com/docview/222877129?accountid=32521
Valencia, C. (2012). Motivation and Productivity in the Workplace. Retrieved from, https://www.westminstercollege.edu
Wright, B. E. (2004). The role of work context in work motivation: a public sector application of goal and social cognitive theories. Journal Of Public Administration Research & Theory, 14(1), 59.
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.
“Motivation is the will and desire that a person has to engage in a particular behaviour or perform a particular task” (Lawley & King, P269). In life motivation will be needed to enhance the workforce in various ways, many organisations will use motivation to increase the percentage yield of an individual or to make an individual feel a part of the business or organisation. Incentives have a huge influence on behaviourist & extrinsic approach. In addition other aspects; humanist theorist, intrinsic approach, Taylorism and Fordism have a part in perception of motivation.
There are many factors that can affect the overall success of a business. Yet, few are as important to understand and master as employee motivation. This is because a highly motivated workforce translates into increased productivity which helps ensure that the business reach its goals. Business owners who are smart make sure that a well thought out and tested motivation strategy is firmly embedded into the business model. Further, they are sure to consider how major decisions could affect their staff. In order to gain a better understanding of what drives the motivation of an employee, we must examine where motivation comes from both from a physical and psychological perspective, review the various theories of motivation, the importance
Managers need to have a understanding of various theories, models and methods of motivations and implement them in conjunction based on the Organization culture and Employees requirements. The purpose of this essay is to critically analyze the five theories of motivation namely Vroom’s Expectancy, Goal Setting, Equity, Job Characteristics Model and Two Factor theory. We have briefly described each theory with empirical evidence, application, contemporary issues and contribution to the field of Management and effect on organizational
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
Pardee, R. L. (1990). Motivation Theories of Maslow, Herzberg, McGregor & McClelland. A Literature Review of Selected Theories Dealing with Job Satisfaction and Motivation.
Motivation is the force that transforms and uplifts people to be productive and perform in their jobs. Maximizing employee’s motivation is a necessary and vital to successfully accomplish the organization’s targets and objectives. However, this is a considerable challenge to any organizations managers, due to the complexity of motivation and the fact that, there is no ready made solution or an answer to what motivates people to work well (Mullins,2002).
The purpose of this essay is to discuss the topic, motivation, by conducting a detailed literature review, interpreting the results from motivation self-assessment tests and analysing a motivation-related case study. This paper will be divided into three main sections and the first section will demonstrate the key concepts suggested by various researchers such as Ryan (1995) and Herzberg’s (1996) theory about motivation. Secondly, an analysis of outcomes from personal motivation surveys will indicate my work behaviour and they will be underpinned by the literature discussed in the first section. The third section will use needs, equity, expectancy and goal-setting to discuss the case study and this paper will conclude with implications for that case study.
Research has shown that motivation in an employee is an important factor which determines his performance. Motivation is the “driving force within individuals” (Mullins, 2007, p. 285). It is the concerned with finding out the reasons which shape and direct the behaviour of the individuals. The people act to achieve something so that they can satisfy some needs (Gitman and Daniel, 2008). It is important for the manager to understand this motivation of individual employees in order to inspire them and devise an appropriate set of incentives and rewards which would satisfy the needs that they have individually (Kerr, 2003). Once these needs are expected to be met in return for some specific behaviour or action, they would work more diligently to have that behaviour in them and to achieve that objective (Meyer and Hersovitch, 2001). Since it would lead to early and fuller achievement of the company objectives as the individual would work more diligently, it would lead to better organizational performance (Wiley, 1997).
Organizations strive for creative ways to enhance employee motivation and resolve conflicts with the desire to have employees perform better within the workplace. To motivate one has to be motivated. Motivation within the workplace has to be constant and requiring a goal. Motivation, if not repeated will not last. Therefore, learning to determine how different organizations apply motivation theories to motivate employees, analyzing conflict management strategies and what approaches work best in different organizations will influence the success of an organization.
Steers, Richard M., Richard T. Mowday, and Debra L. Shapiro. "Introduction to Special Topic Forum: The Future of Work Motivation Theory." The Academy of Management Review 29.3 (2004): 379. Print.
In this section it describes the main ideas included in thesis report of the research. These ideas are Job Satisfaction, Performance and Organizational Rewards. It is the common explanation that Job Satisfaction is an mind-set to work. Moreover, Job Satisfaction is an emotional or affective reaction to many features of one’s career. An individual with an increase rank of Job Satisfaction contains optimistic behavior to his or her profession, whereas a human being who is discontented with his or her work contains pessimistic behavior about the work. Luthans (1985) states a complete meaning specified by Locke. A pleasant or affirmative affecting condition
Motivation is therefore the force that transforms and uplifts people to be productive and perform in their jobs. Maximising an employee's motivation is necessary and vital to successfully accomplish the organisation's objectives and targets. However this is a considerable challenge to any organisation's managers, due to the complexity of motivation and the fact that there is no ready made solution or an answer to what motivates people to work well (Mullins, 2002).
Motivation, as defined in class, is the energy and commitment a person is prepared to dedicate to a task. In most of organisations, motivation is one of the most troublesome problems. Motivation is about the intensity, direction and persistence of reaching a goal. During the class, we have learned a substantial theories of motivation and many theories of motivations are used in real business. Each theory seems to have different basic values. But, they all have been analysed for one reason, recognising what motivates and increases the performance of employees. Ident...
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.