Employee Motivation and Job satisfaction are essential to improve organizational performance

     

Introduction

In a business environment mostly with high job losses due to demotivation and dissatisfaction. When the company drives toward achieving the company’s main objective. Employees are the most important asset to an organization. Unsatisfied employees produce unsatisfactory results, therefore, it is very important for top management to look after their employees to ensure that they are satisfied with their jobs; when they are satisfied; they will always focus on the company goal.(Varma, 2017)

However, the success of any organization depends on the capacity of managers need to create a motivating environment for the employees. Keep the employees on a consistent basis by motivating them is the biggest challenge for managers. But the management must understand each employee's behavior and what motivates them. Then the managers can decide what incentives to use to motivate them better. In order to create a win-win situation for both employee and organization, companies need to gain great employee behavior in a work environment.

Apart from that, another important factor is employee commitment, which is a result of motivation and job satisfaction, and it is the foundation of any successful organization. Employees are motivated by enthusiasm to achieve the organization's goal. Without dedication, the organization's performance would be impossible to achieve, and it will result in a high turnover of employees. Then the organization needs to do further invest in recruitments, training. In order to create a competitive advantage, organizations need to have competitive employee personnel policies and practices.(Varma, 2017)

Identify the Internal motivation and External motivation.

In General,

Internal Motivation defines, a wish to achieve a goal that originates from within you. It is based on your personal ideals and objectives.

            Ex; A person want to complete MBA to obtain a better career development, promotion, or new job opportunity at a leading organization.

External Motivation defines that motivation that comes from an external party or a third party other than yourself.

            Ex if a person get a distinction for MBA, parents will gift a latest BMW

 The above example can be applied to an organizational perspective as well, which can take note of the following motivational definitions by different authors and theories.

 

 Literature Review

 Various researchers have debated and defined the term motivation. (Yusoff, 2014)

·         “Motivation is the willingness of an individual to do something and conditioned by actions to satisfy needs.”  (Whiseand and Rush 1988).

·         “Motivation is something that energized individuals to take action and which is concerned with the choices an individual makes as part of his or her goal-oriented behavior."(Later Wregner and Miller (2003)

·       '"Motivation is a person’s intensity, direction and persistence of efforts to attain a specific objective. "(Fuller et.al. (2008),

 According to Armstrong, Established three components of motivation namely:

1. Direction: what the person is trying to do

2. Effort: how hard a person is trying

3. Persistence: how long a person keeps on trying

Every company is extremely concerned with the day-to-day responsibilities of each and every employee. The management is particularly concerned with meeting targets on a constant basis while paying close attention to each employee and motivating them through incentives, awards, special tours, and so on. In order to continue, businesses must engage in the same practice every day. (Armstrong, 2006)

The following motivation theories have been proposed to explain similar features of motivation.

 Maslow’s need hierarchy theory:

The theory explains five levels of need which follow a hierarchy.

 

                                    Figure 1 Maslow's Hierarchy of Needs (Dr. Saul McLeod, 2020)

Herzberg’s two-factor theory

Motivator – will encourage employees to work harder.

Hygiene factors – will make demotivate the employees to work harder.

 

 

                        Figure 2 Lumen Learning Organizational Behavior and Human Relations

 McGregor’s theory ‘x’ and theory ‘y

Theory X explains employees are not motivated and they dislike working because of the leadership style is not effective enough to concentrate on their jobs.

Theory Y explains the management style make the difference, where the managers assume that to employees are self-motivated to seek responsibility to achieve the company goals. (Theory X and Theory Y)

 

Figure 3 (Gary Tremolada, 2015)

 

Conclusion

Motivation and job satisfaction is a very important factor to practice not only to reduce turnover but also to avoid the negative consequences of dissatisfaction with the job. such as poor performance, less enthusiasm, negative contributor among others,  lack of knowledge of the duties, not bother to focus on the organization’s objectives, regular absenteeism, etc. All these will affect to compete in today’s competitive business environment.

The majority of studies have found that motivated employees improve an organization's productivity and performance. As a result, motivation plays a most significant role to support employees to perform well in an organization to achieve a common goal.  

Finally, achieving a common goal without a dedicated and loyal workforce, it will not be possible to sustain for long.  More inventive and creative people are needed in organizations to perform well to drive towards a very positive direction.

 

References

Armstrong, M. (2006). Armstrong's Handbook. In A. Michael, Human Resource Management Practice (pp. 251,269).

BJ Business Jargons. (n.d.). Retrieved 07 19, 2021, from https://businessjargons.com/theory-x-theory-y.html

Lumen. (n.d.). Retrieved 07 19, 2021, from lumen web site: https://courses.lumenlearning.com/wm-organizationalbehavior/chapter/herzbergs-two-factor-theory/

Varma, C. (2017, February ). IMPORTANCE OF EMPLOYEE MOTIVATION & JOB SATISFACTION. IMPORTANCE OF EMPLOYEE MOTIVATION & JOB SATISFACTION, 6, 10-20.

Yusoff, W. W. (2014). JOB SATISFACTION AND MOTIVATION:WHAT ARE THE DIFFERENCE AMONG THESE TWO? European Journal of Business and Social Sciences, 3, No.2,, 94-102. Retrieved 07 19, 2021, from https://www.academia.edu/7333041/JOB_SATISFACTION_AND_MOTIVATION_WHAT_ARE_THE_DIFFERENCE_AMONG_THESE_TWO