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Employee motivation and job performance
Employee motivation and job performance
Employee motivation and job performance
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“If you want your employees to increase their level of performance, you must create high levels of job satisfaction.” Discuss.
Intensive research has been conducted over getting the most of the employee in order to maximize profitability and performance. The most notable of these researchers being Elton Mayo, Frederick Winslow Taylor and Abraham Maslow, Job satisfaction has been credited as being a heavy influence on performance. According to Colquit, ‘Job satisfaction is one of several individual mechanisms that directly affects job performance and organizational commitment.’ This view has been challenged and agreed with to such an extent that most researchers have begun to assume that we know all there is to know about the topic and its importance has diminished (Roznowski and Hulin, 1992). Other sociologists significant to this topic include Timothy A. Judge, Carl J. Thoresen, Joyce E. Bono and Gregory K. Patton (The Job Satisfaction-Job Performance Relationship: A Qualitative and Quantitative Review). In these works, it is argued that job satisfaction is actually the result of high performance rather than the cause.
Although job satisfaction may play an important role in an employee’s performance, it is not a compulsory component of that employee’s level of output. In fact, it can be said that job satisfaction is the result of high levels of performance! It is, however, a term that is highly recognized in relation to the emotions, behavior and beliefs of an employee. “Like expectancy theorists, Locke (1970) viewed satisfaction as resulting from performance, but in this case satisfaction was viewed as a function of goal-directed behavior and level-attainment.” (Judge, Thoresen Bono and Patton 2001). This points to the idea tha...
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...although job satisfaction is an important part of an employee’s performance. However, it is still a component of performance and not necessarily a cause for increased levels of performance. It’s overlooked significance notwithstanding, it is not a must when dealing with an employee’s efficiency within the organization. The challenge for the organization is to fuel the employee’s motivation to work more efficiently and effectively, the satisfaction will spawn from the employees in due course.
References:
Judge, TA, Thoresen, CJ, Bono, JE, Patton, GK. (2001). Pyscholical Bulletin. The Job Satisfaction-Job Performance Relationship: A Qualitative and Quantitative Review. 127 (3), 376-407.
(2013). Job Satisfaction. Available: http://en.wikipedia.org/wiki/Job_satisfaction. Last accessed 30 January 2013.
Argyle, M. (1987), The Psychology of Happiness. London: Methuen
Some of the things that companies could do to improve job satisfaction for example, would be to identify when an employee is bored on the job, address it, obtain feedback from the employee for ideas to make their job more interesting and challenging. This would allow a leader to assist this individual in designing different ways to perform duties or depending on individual’s future career goals and performance level, may need more responsibility or promotion in order for the employee to maintain job satisfaction and retention with t...
Based off of the gratification an individual contains towards their work is job satisfaction. 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 of job satisfaction that can impact the behavior of an employee and engagement over time. The way the worker’s attitude concerning their field effects the performance they perform on a daily basis. One who is satisfied with the job they maintain, succeed at what they do. “It is therefore imperative for a company to understand the attitude of its workers and measure the job satisfaction of its employees, as job satisfaction is essential for productivity” (L. Bradshaw
This theory implicates a logical illustration that if the nature of a job sufficed and met the five core characteristics, the employee would feel a sense of fulfillment that would result in excellent work performance (Armstrong, 2017). The job design prefigures the significant relationship of the five core dimensions as to how a worker perceives the three vital psychological states – meaningfulness of work, responsibility and knowledge of outcomes – that would eventually contribute to a sense of general job satisfaction, personal growth, increased motivation and effectiveness of work (DeVaro, Li, Brookshire, 2007). There is a dynamic suggestion in JCM that acclaims the correlation of positive feelings with an excellent performance, and negative feelings with poor performance (Mukul, Rayhan, Hoque, & Islam,
Journal of Management September 1991 17: 601-617. Judge, T. A., & Bono, J. E. (2001). Relationship of core self-evaluation traits—self-esteem, generalized self-efficacy, locus of control, and emotional stability—with job satisfaction and job performance: A meta-analysis. Journal of Applied Psychology, 86, 80–92. Judge, T. A., Locke, E. A., Durham, C. C., & Kluger, A. N. (1998).
In many organisations, managers and bosses have found it a struggle implementing successful strategies to improve job satisfaction and productivity among its employees. While dealing with unproductive, unmotivated and unsatisfied employees, there is an increased risk for turnover, which can be prevented. The risk of high turnover is a problem to workplaces as turnover has been proven to ‘take its toll’ on productivity as it disrupts current projects and increases workloads for other employees. It also has a negative impact on team cohesion (Patrick and Sonia, 2012). Job satisfaction is one’s general attitude to the job, and higher the job satisfaction, the more likely he/she will hold a positive attitude towards their job (De Menzes, 2011). De Menzes (2011) believes that employees who are satisfied with their jobs are likely to be more committed to their organisation and be more productive. People are significantly more productive when they are content and achieving individual and organisational goals are able to be fulfilled in a work environment where employees feel happy and motivated. Interventions which can be used to improve job satisfaction and productivity to decrease rates of turnover and unmotivated employees include an increase in workplace training, as well as performance pay.
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’
The purpose of this report is to brief the management on the importance of employee satisfaction in achieving the competitive goals of the organization through increasing the retention of the employees.
Pardee, R. L. (1990). Motivation Theories of Maslow, Herzberg, McGregor & McClelland. A Literature Review of Selected Theories Dealing with Job Satisfaction and Motivation.
I was formerly employed by a supplier of automobile parts where in addition to using compensation as a means of motivation; they too were dedicated in ensuring their employees had maximum job satisfaction. This was achieved by giving autonomy in their job functions and assigning significa...
The goal of nearly every company or organization is to motivate those involved towards a unified vision and or goal. When an organization is able to identify the major individual variables that influence work behavior, they can offer an atmosphere that is healthy. Typically, all organizations experience the direct relationship between job satisfaction, and performance. In an effort to maximize the performance of staff within a system it is important to develop an optimal interpersonal chemistry. In order to be most effective, leaders in an organization must have a clear understanding of their employees,
Satisfaction: A Conceptual Relationship. International Journal of Management Research and Reviews, 3(5), 2855-2862. Retrieved from http://search.proquest.com/docview/1417475767?accountid=10818
...s in the corporate world by setting new standards to promote and better satisfy their employees. We chose four leading companies in four different industries. The above analysis definitely reveals that perhaps one of the reasons why these companies are the leaders in their industry is because they are well aware of the importance of the work force. They mention in their mission statements as well that yes in deed customers are important but in order to make the customer happy they first need to motivate and satisfy the employee as well. According to Citibank, the general belief is that a happy worker is a motivated and loyal one. So keeping employees' spirits high is a sure-fire way of maintaining a productive workforce. A productive work force would ultimately lead to a healthy organization which would not only promote the society its working for but also itself.
Early studies found a weak link between job satisfaction and job performance, and later research was inconclusive in finding a correlation (Harrison, Newman and Roth, 2006). Subsequent research has attempted to identify relationships between the two, if happier employees are more productive employees, and how factors such as role conflict, role ambiguity and internal political activity affect employee performance. This research is critical to organizations that are struggling to find and retain the best employees who will not only perform the...
“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,
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.