File Name: job satisfaction and motivation .zip
Motivational factors play an important role in increasing employee job satisfaction. Satisfied employees in return can help in improving organizational performance.
- Job satisfaction and motivation: how do we inspire employees?
- THE IMPACT OF JOB SATISFACTION AND MOTIVATION AT WORKPLACE
- THE IMPACT OF JOB SATISFACTION AND MOTIVATION AT WORKPLACE
There are definite links between how motivated you are at your workplace and your level of job satisfaction. Owners of small businesses should endeavor to increase job satisfaction so employee motivation will also improve, resulting in better job performance and increased efficiency. Concentrate on creating enthusiasm, optimism, contentment and feelings of teamwork to help your company flourish. Employee commitment is enhanced when an employee feels motivated and satisfied at his job. The link between motivation and satisfaction is, therefore, illustrated by the commitment a worker shows toward his company.
Job satisfaction and motivation: how do we inspire employees?
The paper has three parts. The first part is about job satisfaction; its definition, factors affecting the level of employee satisfaction and impact of job satisfaction at workplace. The second part of the research is about employees' motivation at workplace, its importance, and examples of motivational theories that provided different techniques to motivate employees.
The third part is about job satisfaction and motivation in practice at a government organisation leading the ICT sector in one of GCC countries. The organisation's strategic initiatives always depend on the quality and motivation of its workforces which have positive or negative bearing on the organisation effectiveness and that importance of workforce cannot be overlooked.
One of important work-related attitudes is job satisfaction which is of major interest to the field of organisational behaviour. There are different factors affect the level of employee satisfaction at workplace. The job satisfaction levels at any organization either positive or negative reveals a deep impact on the organisations output and productivity. Job satisfaction of employees can be indicative of work behaviour such as level of performance, organisational citizenship Behaviour and withdrawal behaviour such as absenteeism and turnover.
In the meantime, motivation is a very important part of understanding workforce behaviour since it has a significant impact on organisation effectiveness. A motivated workforce can be a sign of a successful organisation as top performers of an organization consistently provide high-quality work, maintain a high level of productivity and overcome obstacles or challenges. Helping all employees maintain a high level of motivation can help keep employees committed to working hard and contributing as much value as possible to the organization.
While a demotivated workforce can lead to organisation failure towards achievement of its objectives and in worst cases can be disastrous for its success. There are different motivational theories but there doesn't appear to be one universal applicable theory of motivation, however the different motivational theories provide a framework within which the organisation can adopt relevant multiple techniques to motivate its empoyees to work willingly and effectively and meantime enhance their satisfaction at workplace.
This research is thus focus on the impact of job satisfaction and motivation at workplace. Judge and Muller They reflect how one feels about something" Robbins and Judge Typically researches have assumed that attitudes have three components: cognition, affect and behavior Robbins and Judge These components are closely related.
Figure 1 -Components of Attitude, adapted from Robbins and Judge Most organisational behaviour researches have been concerned with job satisfaction as one of the major work-related attitudes. Job satisfaction means what are the feelings of different employees about the different dimensions of their jobs Robbins, Mullins "A person with a high level of job satisfaction holds positive feelings about the job, while a person who is dissatisfied holds negative feelings about the job".
Individuals who are dissatisfied with the money they are making, for the job they do, will most likely leave the organization Education Portal Website. A study has identified some key factors contributing to job dissatisfaction and turnover intent among primary healthcare nurses in rural South Africa, Pay was of most frequently cited as affecting job satisfaction Journal of Advanced Nursing, Mullins argued that "Managers should measure the job attitudes effectively so that they can tell how employees are reacting to their work and should consider that paying employees poorly will likely not attract high-quality employees to the organisation or keep high performers".
Organisation must ensure career growth of its employees, If the organisation does not afford the employees the opportunity of growth, they will become disenchanted and dissatisfied with job. Several researches share the opinion that job satisfaction has a great connection with its opportunities for promotion Academia. Education Portal Website. Robbins referred to the work itself as "the extent to which the job provides the individual with simulating tasks, opportunities for learning and personal growth and the chance to be responsible and accountable for results".
Supervision has an effect on the employee satisfaction, many researches attested that supervision and job satisfaction has a positive relationship Academia. Accomplishing good work is often rewarding in and of itself, most of us like to be recognized by our boss for a job well done Education Portal. Nature of the work performed by employees has a significant impact on their level of job satisfaction Luthans, A review of studies suggested that the correlation is pretty strong between job satisfaction and job performance.
Mullins, Job satisfaction is negatively correlated to absenteeism, a study done at Sears, Roebuck provides an excellent illustration of how satisfaction directly leads to attendance, since Sears's policy did not permit employees to be absent from work for avoidable reasons without penalty Robbins and Judge Studies showed that the employee's level of performance is an important moderator of the satisfaction-turnover relationship.
Robbins and Judge Evidence strongly suggests whatever manager can do to improve employee attitudes will likely result in heightened organisational effectiveness where satisfied and committed employees have lower rates of turnover, absenteeism and withdrawal behaviors Mullins, Researches attested that Job satisfaction is a major determinant of an employee's OCB or discretionary behaviors that contribute to organizational effectiveness.
Satisfied employees might be more prone to go beyond the call of duty because they want to reciprocate their positive experiences Mullins, Researches indicates that satisfied employees increase customer satisfaction and loyalty, especially in service organizations.
Dissatisfied employees may adversely affect the customer satisfaction and vice versa. Bruce and Blackburn argued that "Satisfied employees are more likely to experience high internal work motivation, to give high quality work performance, and to have low absenteeism and turnover". Job dissatisfaction leads to a lot of specific negative behaviors, including unionization attempts, substance abuse, stealing at work, undue socializing, tardiness, etc.
If employees do not like work environment, they tend to respond and it is not always easy to forecast exactly how they will respond. If employers want to control the undesirable consequences of job dissatisfaction, they have to realize the root causes for the problemdissatisfaction-rather than trying to control different responses Robbins and Judge Mangers should be interested in their employees' attitudes because attitudes give warning of potential problems and influences behaviour.
A motivated workforce can be a sign of a successful organisation. Tesco is one of the expanded companies across the world, to support its growth, Tesco motivates its employees by increasing their knowledge, skills and job satisfaction through training and development and providing relevant and timely reward and recognition.
Tesco's growth has resulted in a worldwide workforce of over , employees. For example, when Apple released the iPad in May , pictures of iPhones were burned in Hong Kong and protestors called for global boycott of Apple products. This allowed a serious of employee suicides at Foxconn, a contract manufacturer which makes products for Apple and other electronic companies at Foxconn city, an industrial park in Shenzen and that Foxconn and other companies had already suffered "bad press" The Economist, Main content theories include Maslow's hierarchy of needs and Herzberg's theory Mullins Process theories place emphasis on the actual process of motivation.
They concerned with the relationship among the dynamic variables that make up motivation and with how behaviour is initiated, directed and sustained. Many of the process theories cannot be linked to a single writer but major approach under this heading include expectancy-based models Mullins, The different motivational theories provide a framework within which to direct attention to the problem of how best to motivate staff to work willingly and effectively.
The organisation adopted multiple techniques to motivate and enhance the satisfaction level of its employees that enable to effective utilization of its workforce, which consequently led to achievement of strategic objectives in ICT Sector, business expansion and establishment of four subsidiaries.
Maslow argued that people have levels of needs that they seek to meet. The more basic needs, the more motivated a person will be to fulfill it. Buchanan and Huczynski found number of problems relating to Maslow's theory to the work situation, individual difference means that people place different values on the same need.
Some rewards or outcomes at work satisfy more than one need and Maslow viewed satisfaction as the main motivational outcome of behaviour but jobs satisfaction doesn't necessarily lead to improve work performance. ICT Organisation adopted multiple motivational techniques as per Maslow model. The organisation provides competitive payment comparing with the other organisations in telecommunication sector, rental an office tower strategically located in the heart of the city and equipped with essential facilities such as parking, restaurant, conferences' rooms and personal offices.
In addition to development of reward system linked with work-performance and annual appraisal. The organisation values self-respect and provides recognition for high performers and long-service award. Figure 2 -What ICT Organisation providdes to its employes, adapted from Buchanan and Huczynski ICT organisation managed to enhance the levels of employees' satisfaction which results in increase of job performance, customer satisfaction and organisation loyalty and lower rates of turnover, absenteeism and withdrawal behaviors.
Viroom developed the first expectancy theory of work motivation, based on three concepts: valence, instrumentality and expectancy Huczynski and Buchanan Expectancy means that you believe that the effort you put in can affect the performance that you deliver, Instrumentality refers to the belief that your performance will affect the outcome and valence is the importance for an employee. Viroom proposed that motivation is directly linked to the expected outcome of any effort that is expended.
The ICT Organisation adopted multiple motivational techniques as per expectancy theory. Performance-to-Reward Expectancy:To increase the belief that high performance will result in valued rewards, the organisation conducted benchmark study for job evaluation and ICT program review, establish procedure for performance evaluation and set up criteria for rewards based on performance appraisal.
Valence of Reward:To increase the expected value of reward resulting from desired performance, the organisation distributes rewards based on the performance appraisal, recognition for good performance, salary increment, promotion within organisation and its subsidiaries. ICT organisation succeeded to motivate most of the employees that enabled to increase of job performance and consequently lead to SMART goals' achievements, valued rewards and employees' satisfaction at workplace.
The management should monitor the work environment regularly and performance evaluative measures and corrective actions should be taken seriously to boost the morale and performance of the employees to have a more professional and better result oriented team Perceived Organizational Support and a charming workplace.
Job satisfaction can be indicative of work behaviour such as organisational citizenship and withdrawal behaviour such as absenteeism and turnover. Increasing job satisfaction is potentially good strategy for reducing absenteeism and turnover intentions. The correlation is pretty strong between job satisfaction and job performance.
A motivated employees will and they keen provide high-quality work, maintain a high level of productivity and overcome obstacles or challengesand show greater loyalty to the organisation and have less absenteeism, turnover withdrawal behaviour. A demotivated workforce can lead to failure on the part of the organization to achieve its objectives, and in worst cases can be disastrous for its success.
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THE IMPACT OF JOB SATISFACTION AND MOTIVATION AT WORKPLACE
Yes, it is possible for you and your employees to be happy on the job. Fam Pract Manag. Employee satisfaction and retention have always been important issues for physicians. After all, high levels of absenteeism and staff turnover can affect your bottom line, as temps, recruitment and retraining take their toll. But few practices in fact, few organizations have made job satisfaction a top priority, perhaps because they have failed to understand the significant opportunity that lies in front of them.
Jump to navigation. Poor job conditions and limited resources are reducing job satisfaction and motivation among nurses in low-income countries, which may affect the quality of services and attrition rates. The objective of this study was to examine job satisfaction, motivation and associated factors among nurses working in the public health facilities of Ethiopia, with the aim of improving performance and productivity in the health care system. The study employed a cross-sectional two-stage cluster sampling design. From a random sample of health facilities, nurses were randomly selected for face-to-face interviews in all regions of Ethiopia.
PDF | On Jan 1, , K. Dartey-Baah published Job satisfaction and motivation: Understanding its impact on employee commitment and organisational.
THE IMPACT OF JOB SATISFACTION AND MOTIVATION AT WORKPLACE
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Metrics details. Poor job conditions and limited resources are reducing job satisfaction and motivation among nurses in low-income countries, which may affect the quality of services and attrition rates. The objective of this study was to examine job satisfaction, motivation and associated factors among nurses working in the public health facilities of Ethiopia, with the aim of improving performance and productivity in the health care system.
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