Being satisfied at school or at work can, at times, be challenging. Work environment satisfaction is determined by how much a person likes what he/she is doing and specific areas of the job. Those who are dissatisfied in their job or at school may not feel appreciated. A person’s motivation plays a role in his/her satisfaction. Motivation gives people purpose and affects their behavior (Hughes, Ginnett, and Curphy). When someone is motivated to perform well, they may experience satisfaction from achieving a goal. Cultures around the world have different views when it comes to several aspects of their lives; work approaches are no different. In the United States people are preoccupied by what they as an individual gets out of something. Western …show more content…
I enjoy being challenged and feel both school and work offers that. However, there are aspects of school and work that I do not enjoy. I want to feel appreciated and needed in the work environment. I feel that when I am part of an organization I should be doing something to make that organization better. I find it dissatisfying when an organization lacks good communications skills and when supervisors are not constructive in their criticism. I want people to trust in my judgements and believe in what I can do. Herzberg’s two-factor theory best describes my actions. The two factors, motivators and hygiene factors, are needed to determine whether or not a person is satisfied with what they are doing. I am motivated to obtain more responsibility and to achieve the goals that I have set. I like being an active part of the process and want to be a part of something that is successful. I believe supervision and working conditions are two factors that lead to my dissatisfaction. I want my supervisor to criticize in a way that will help me develop and a work environment that is inviting and not intimidating (Hughes, Ginnett, and Curphy,
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.
...990) "Work motivation and satisfaction: Light at the end of the tunnel", Psychological science, vol. 1, no. 4, pp. 240-246.
He was the first to show that factors causing job satisfaction were different from that causing job dissatisfaction. He developed the motivation-hygiene theory; he called the satisfying factors motivators and the dissatisfying hygiene factors. According to Sapru (2013), the two factor theory is a theory that relates to intrinsic factors to job satisfaction, while associating extrinsic factors with dissatisfaction. To find the individual’s relation and attitude to work, Herzberg investigated the question: “What do people want from their job?” According to Hertzberg certain attributes tend to be consistently related to job satisfaction and other to job dissatisfaction. For instance, intrinsic factors such as responsibilities, achievement, recognition and advancement seem related to job satisfaction. While, extrinsic factors such as pay, working conditions, policies and supervision seems related to job dissatisfaction.
Motivation also derives from the sense of happiness, without the want to accomplish something and have that sense of accomplishment they would not be motivated to do something. At work would be a good example of how happiness plays a role in motivation. If a person is working in an environment that they thoroughly enjoy they would be more motivated to work at an adequate pace than a person who were to dislike their work environment, wishing they weren’t there and be somewhere else instead. The New York times published an article stating that it had been estimated by the Gallup Healthways studies, that approximately $300 billion dollars is lost per year due to lack of production from unhappiness. A bit of research was done over the course of a decade by Teresa Amabile, a professor at Harvard Business School, and Steven Kramer, an independent researcher, they had collected approximately 12,000 live recorded electronic diaries of employees from seven different companies. The results showed that a third of the employees were more often than not unhappy with their work. The reports resulted in a profound impact on workers’ creativity, productivity, commitment and collegiality. Happy employees are more likely to have more ideas and often perform better at their tasks. Happiness in the workplace is also quite contagious as there are three areas that positive
Satisfaction, feeling of accomplishment and happiness, which are reached in work-life, affect the daily life of a person. In contrast to this condition, dissatisfaction, failure and unhappiness in the work-life may cause some psychological issues. One of th...
Making employees happier is a good way to motivate them. But sometimes, high satisfaction do not related to high performance. When the satisfaction is too high which make people think what they get are not relate to their work, they will think they do not need to work hard.
What happens when a worker is not being fulfilled in his or her perspective job? Everyone has had or will have a job. Whether he or she is a farmer, CEO, or burger flipper; regardless these are jobs. Additionally, throughout these jobs people have experiences, some good, and some bad. Some will hate their jobs and dread going to work when they wake up, while other will flourish at their jobs and gain a sense of fulfillment. Someone can come to hate a job because of a high workload, low salary, or long hours, while the love of a job comes from a sense of fulfillment by doing what he or she loves or having high salary and low workloads. In some cases, because employees are in the job for just the money and not personal gain they become dissatisfied more easily than someone who goes into a job looking for personal improvement or passion for the job.
Through a review of the literature, numerous articles reveal that job satisfaction is one of the most frequently deliberated topics in organizational behavior and of great concern among management and leaders globally (Cowden & Cummings, 2012; Chang, 2014; Gellatly, Cowden & Cummings, 2014; Hairr et al., 2014; Hellreigel & Slocum, 2011; Jahrami et al., 2011; Moneke & Umeh, 2013; Rani, Sharma, Sharma & Kumari, 2016; Van Bogaert et al., 2014). Therefore, several definitions of job satisfaction were discovered, one definition is “the feeling of pleasure and achievement that you experience in your job when you know your work is worth doing, or the degree to which your works gives you this feeling” (Cambridge Dictionary, n.d.). This definition is an example of the psychological component to job satisfaction, however, some researchers believe that job satisfaction is more correlated with the employee’s work culture (Roussel, 2013). There is also increasing substantiation in nursing literature with reference to the positive influence of healthy work environments on employee satisfaction, retention, enhanced patient outcomes, and overall organizational performance (Atefi et al., 2014; Gerard, Owens & Oliver, 2016; Hairr et al., 2014; Hellreigel & Slocum, 2011; Van Bogaert et al.,
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.
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
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’
Mossler, R. A. (2013). 8.4 Motivation and Job Satisfaction. In Adult Development and Learning. Retrieved from https://content.ashford.edu/books/AUPSY202.13.1/sections/sec8.4
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).
In ergonomics, the major concept is the relationship between people, their work and the things they use at their places of work. The relationship and the manner in which these factors depend on each other influence their operations and efficiency. This means that good and well-established relationships enhance the efficiency by increasing speed and making quality of the final result better. Poor relationships between workers and the environment cause the quality of activities to drop and errors may also be experienced in the long run (Shaver and Braun 3). The negative attributes that hinder the development of quality outcomes should therefore be addressed in order to prevent errors that may severely affect the progress of an organization.
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.