Based on the definition above, motivation is the response from the organization or employer to their employees toward of effort of the employees to make t... ... middle of paper ... ... each employees or personnel of the organization. And we can understand how the relevance the rewards of work organization. As we know if reward are given to the employees to motivate them for show the good performance, but it just not to motivate the employees, it also make the employees more satisfied and it influence to their work performance and this will assist in the running of a good organization. As we know reward can motivate the workers is no matter whether in the form of intrinsic reward or extrinsic reward . As stated above that intrinsic reward is rewarding like a conducive working environment , relationship between workers and so on .
The purpose of conducting this research is to identify that how work design affects on employees performance and how motivation helps to influence the employees to actively perform job tasks, that whether job design maximize performance or not. Job design should be aligned with the employee’s capabilities or desire. Employees are an important asset of any organization so, organization should make sure that whether their employees are satisfied with their roles or not. Work design according to one’s own choice brings involvement and satisfaction among employees. It is foremost responsibility of HR department to understand the significance of job design because improved job design will lead to employee’s satisfaction and will result in better performance.
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. Job satisfaction is a sense of satisfaction on the work done and assuming that the job brings a deep impression on him. Job satisfaction can influence and affect workers in absence during working hours, commitment resignation and replacement rates in the organization of work (Agho, Mueller& price 1993). So, the job satisfaction will occurs when the individual expectation and values was meet with the job (Gordon, 1999:67-68). At the same time, the level of job satisfaction will influence the results and the qu... ... middle of paper ... ...herefore, the motivator factors must be supplied to create a "motivating" and attract the value of a job.
Reward management within a business organization is benefecial to both the employees and the organization itself as it is the key to motivate the employees to worker harder and feel more comitted to the reach the strategic goals and increase productivity. This essay explains why reward management is accompanied by tension and paradox. Hendry (1994) define reward stragey as an important element in the stragtegic approach to HRM for different reasons. Firstly, it is the basic mechanism by which employers aim to elicit effort and performance. Secondly, the actual payment system may demand adjustment to develop motivation.
The Role of Reward Systems: Organizations use reward systems to emphasize on which parameters their employees should exert the extra effort on by including them in their reward program. This is a good way to emphasize and convince the employees of which performance areas that are important and create goal congruence within the organization and signals how the employees should direct their efforts. To motivate is the second control benefit. People sometimes need an incentive to perform tasks well and work hard. Last but not least we have the personnel related control benefit.
Employee Satisfaction Variables Employee Satisfaction: Employee satisfaction is considered to be a key indicator of productivity and customer satisfaction. Employee satisfaction is a key to the success of the organization. The Company's ability to fulfill the physical, emotional, and psychological needs of its employees is employee satisfaction. Satisfaction: Satisfaction is the psychological state that indicates how a person feels about his or her situation, based on an evaluation of the situation. Motivation: Motivation is the psychological state that exits whenever internal and or external forces simulate, direct or maintain behavior.
Then there are intrinsic motivating factors such as the chance to exercise one’s skills, the opportunity to learn and personal development. Research suggests that various factors motivate employees in a different degree depending on their nature. It would therefore be important for the manager to understand that what are the motivating factors for individual employees and then provide them incentives accordingly so that they can work in a more productive fashion. Once the individuals work with greater excitement and vigour it would automatically lead to better performance.
Difficult goals should be achieved through guidance, feedback and advice. This can be linked to job satisfaction, if goals are set at difficult yet achievable levels and attainment provides satisfaction and reinforcement for the attainment of subsequent goals. Goals which are either too simple or too difficult to achieve may not motivate individuals. If employees are not involved in the goals setting process they may not be motivated to strive to achieve these goals, this is why managers should take the time to set these goals with their employees. Appropriate advice and guidance must accompany goal achievement or this if not present may have a negative effect on the employee’s motivation.
This review also defined an employee satisfaction and it’s relation with performance appraisal system in an organization. The outcome from performance appraisal system will give mutual benefits to the employee and the organization. The researcher was constructing a theoretical framework that describes detail about the dependent variables which is the performance appraisal system that depends on independent variables which is the employee satisfaction. There are three independent variables that need to evaluate is provide training for appraiser, feedback seeking from employees, and motivation and reward system. The researcher assumes that these dependent variables will enhance the employee satisfaction during the evaluation of performance appraisal system towards them in an organization.
Today businesses believe that the sustaining of performance and competitive advantage to becoming a great organization. As an organization’s success depends on their employees’ performance, the value of specific individual employee has played an important role within an organization to be competitive. At that time, the value of each and individual employee and their satisfaction with their jobs are one of the key factors for an organization and organizations need to find ways to improve employee job satisfaction to achieve organizational goals. Improving employee job satisfaction brings along additional benefits such as a direct impact on increase customers’ satisfaction and employees’ work performance. Satisfied employees tend to add extra effort to job performance, then work harder and better.