Employee Motivation Employee motivation is a key factor within a successful organization or business. The quality of work that people express is often a result of the motivation they possess. Companies have a variety of ways to motivate their employees, as well as to keep them satisfied. Businesses set substantial amounts of goals, and when employees reach those goals, they should be recognized within the company. To know that someone appreciates your exertion is a great feeling.
EMPLOYEE RECOGNITION Employee recognition is the timely, informal or formal acknowledgement of a person’s or team’s behavior, effort or business result that supports the organization’s goals and values, and which has clearly been beyond normal expectations. Appreciation is a fundamental human need. Employees respond to appreciation expressed through recognition of their good work because it confirms their work is valued. When employees and their work are valued, their satisfaction and productivity rises, and they are motivated to maintain or improve their good work. Praise and recognition are essential to an outstanding workplace.
Happier employees tend to more commitment to what they are doing within the organization and it results employee love their role and they are working towards an organizational goals. Connection between employee job satisfaction and job performance Generally, job satisfaction is an attitude towards job. In other words, job satisfaction is an emotional response toward various features of one’s job. A person with a high level of job satisfaction supports positive attitudes towards his or her job, while a person who is dissatisfied with his or her job holds negative attitudes about the job. Job satisfaction is a result of employees’ perception of how well their job provides those things which are viewed as important.
The correlation between motivation and workplace satisfaction is demonstrated by the dedication an employer shows for their company. As such, motivation and job satisfaction equals dedication. This concept makes for an interesting and encouraging workplace, which increases motivation, performance,
A successful organization or high productivity has an employee that has positive job satisfaction experience in working or workplace. I have divided the chapter into () sections, which is This also to find out any related theories that done by the past researchers based on the job satisfaction and job performance appraisal in workplace. 2.1 Job satisfaction According to Steyn and Van Wyk (1999:37-40) job satisfaction is consider as degree to measure the individual or worker feeling towards their jobs. So, job satisfaction can be in positive or negative feeling. Job satisfaction also is one of the important values and is an element of self-motivation in an employee that will directly affect the intention to work, commitment, the performance and productivity of their work.
“Business productivity is dependent on employee job satisfaction”. When an employee feels satisfied, secure and trust the employer, they work harder which will enhance the business productivity (Philip, 1958). Moreover, when the employee feels respected, admired, and appreciated by their employers, they will produce productive work which will generate high profit and revenue and hence less turnover (Kalim, Syed & Muahmmad,
The gaining of the skills and information through performance management may increase pleasure and satisfaction through its influence on the person’s career path, self-worth, and the ability to learn and be proactive. 6. Providing opportunity to employees get more involved in the company will make them feel respected and that their impact is appreciated. 7. For a few employees being directly involved in and being constantly updated about the firm’s goals and its development will create meaningfulness for both work and company participation.
Overall, these factors benefit everyone. People are the "heart" of an organization and care should be taken to foster a positive work environment. Workplace relationships are important in job satisfaction. In fact, studies show that an employee's direct supervisor has the most influence on whether he or she finds a job satisfying, says Lenburg. "Working with a manager who "understands" them, and gives them some choices in their work lives, tends to improve the satisfaction level of most employees" (Hochgraf, 1998).
Today’s it’s not just remuneration, which makes an employee satisfied. There are numerous other factors, which contribute to employee satisfaction. The sense of belongingness plays a vital role in this scenario. A satisfied employee can always serve the organization better. .
It is a way of showing employees they are respected, for delegation “demonstrate trust and confidence in delegates” (Whitten & Cameron, 2007, p. 467). Delegation can empower employees, for when the managers seek assistance with a task it shows that the manager believes in them; the manager is confident that that the employee can complete the task successful. Through trust, the manager can empower an employee to bring drive and initiative in the work. According to Whitten and Cameron (2007), individuals who felt trusted by t heir managers were significantly more effective than those who did not feel that way (p.