Job Satisfaction and Maslow Hierarchy of Needs

Job satisfaction
and Maslow
hierarchy of needsJob satisfaction
and Maslow
hierarchy of needs

Organization behaviour
“Selected concepts or theories: Job satisfaction and
Maslow hierarchy of needs theory”
It is evaluated that job satisfaction and Maslow hierarchy of needs are
considered as the important concepts for the management. In relation to
this, it is important for the managers to emphasize on implementing these
concepts as it can directly affect the performance and satisfaction level of
the workers towards work. Maslow hierarchy of needs comes under the
concept of motivation and it is one of the famous motivational theories
that assist the higher authorities to fulfil the basic requirements of
workers. On the other hand, job satisfaction is linked with the willingness
of the employees towards the allocated work. The relation between job
satisfaction and actual turnover is relatively high. If employees are
satisfied towards their work, then it would lead to higher productivity (Lu
& Gursoy, 2016).
In the first part of the paper, the concept related with job satisfaction
will be discussed and the second theory which is chosen with this concept
is Maslow hierarchy of needs. The first part will highlight the overall
concepts with some examples. The second part of paper will discuss about
the link between job satisfaction and Maslow hierarchy of needs. Hence, it
can be stated that these concepts or theories should be used by the
management as it assist in attaining the set targets in the competitive
business world.
First concept: Job satisfaction
Job satisfaction is considered as the factor related to attitude of
employees towards work. Job satisfaction can be defined as the term that
emphasizes on self-motivation towards the work. Job satisfaction only
takes place when the workers feel that they are having stability and
career growth in the organization. At the time of managing the routine
activities, it is necessary for the employees to be satisfied with their
assigned work as it helps in giving their best towards the task allocated to
them. But on the other hand, it is examined that sometimes the
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Organization behaviour
employees are not satisfied with their job. There are various ways through
which employees express their dissatisfaction. Sometimes employees
leave the organization when they are dissatisfied or they allow the
conditions to get worsen (Dobrow Riza, Ganzach & Liu, 2018).
According to the graph, the constructive responses take place when the
employees were satisfied in the past and have invested in the company.
The factor related with neglect takes place when individual feels that
action would not so effective. Exit and voice takes place when the
individual has good alternatives to the company. In this case, it is
important for the managers to focus on the employee attitudes and
should also try to boost job satisfaction so that positive job attitude
towards work can be generated. To enhance the satisfaction among
employees, the higher authorities should emphasize on the intrinsic parts
of the job by making the work challenging and also interesting
(Kampkötter, 2017).
It can also be said that employee satisfaction is known as the essential
goal of the HR personnel as employee who is satisfied is considered as the
retained worker who focuses on giving their best towards the activities
that are assigned to them. There are various organizations who focuses
on enhancing the satisfaction level of the workers by providing them
salary and recreational activities. The workers who are managing the
routine functions of the company should be satisfied towards the assigned
work as it assists in maintaining employee engagement in the workplace.
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