Impact of Employee Motivation on Employees' Job Satisfaction

Running head: LITERATURE REVIEW
LITERATURE REVIEW
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LITERATURE REVIEW1
Topic: The impact of employee motivation on employees' job satisfaction
Business leaders take the initiative of improving the performance of the workforce
through strict adherence to different motivational factors. Jung, Lee and Yoon (2019) stated that
more than two thirds of the workforce in international organizations hold different operational
planning attributes along with HR best practices with the purpose of motivating the employees.
The motivated employees of an organization permits an organization in not only improving the
productivity but also contributes to the growth and expansion of the businesses. However, Ali
(2019) argued that most of the companies employ a customer centric model for increasing the
effectiveness of the business processes while disregarding the motivational needs of the
employees. Transparent communication with the business stakeholders, specifically the
employees, supports an organization in increasing the involvement of the same in the different
operational processes.
For an example, Kroger, the US supermarket chain, took the initiative of improving their
links of communication with the employees with the purpose of improving their involvement in
the developmental processes (Priarso, Diatmono and Mariam 2019). It has been observed that
improved communication with the employees permits an organization in increasing their active
participation in the different processes that are being planned by the same. In this regards,
Candradewi and Dewi (2019) reflected that the different modifications in the organizational
operations are directed through the active participation of the employees in the different
processes. Moreover, Soomro and Shah (2019) stated that the transparency of communication
enables an organization in retaining the commitment of the employees while enforcing
alterations in the existing processes. Strategic communication in the organizational context,

LITERATURE REVIEW2
thereby supports a business in retaining the commitment and trust of the employees in the
different operational processes.
The rewards and recognition program plays a major role in keeping the workforce
motivated. Froese et al. (2019) stated that the HR best practices of an organization includes
different reward and recognition strategies with the purpose of improving the involvement of the
employees and motivating the same. The rewards on performance and recognition for the efforts
that are being put in by the employees enables an organization in increasing the rate of
inclusiveness. Bryson and White (2019) reflected on the incentive schemes of organizations by
stating that the incentives and bonuses as one of the major monetary motivational means of
empowering the activities of the workforce. In this context, the incentives and bonuses play a
positive role in empowering the operations of the workforce while inducing intra and inter- team
competitions while maximizing the overall productivity.
Moreover, Pecino et al. (2019) stated that the monetary benefits from the performances
permits an organization in motivating the employees to perform in accordance with the
organizational expectations while meeting the common goals. On the other hand, Minh et al.
(2019) stated that recognition of the initiatives of the workforce through different reward
ceremonies and programs not only permits an organization in appreciating the efforts but also
empower the existing workforce in meeting the objectives. For an example, when a person is
rewarded by his organization for the extra efforts the other members of the workforce feels
interested to earn their own rewards while serving the organization in the best possible manner.
Therefore, the rewards and recognitions enables an organization in improving the productivity
and performance of the same while operating in the different markets.

LITERATURE REVIEW3
However, Hitka et al. (2019) stated that most of the organizations disregard the reward
and recognition programs from their HR best practices with the purpose of cutting the
operational costs of the same. The employees expects recognition for their distinguished services
while adhering to the common objectives of growth and expansion of the businesses. However,
the profit oriented approach of an organization might restrict the same in keeping up to the
expectations of the employees. Lorincová et al. (2019) stated that motivation of the employees
serves an organization in meeting the common goals through integrated functioning of the
systems and inclusiveness. In this regards, the business leaders are required to take the initiative
of improving the employee engagement in the different practices that are being planned by the
venture. Rewards and recognition plays an important role in improving the capability of the
organization in retaining the commitment of the employees towards the planned organizational
processes (Khan et al. 2019). However, the absence of rewards and recognition might
incapacitate the organizations in empowering employee satisfactions, leading to increased staff
turnover.
Remuneration of the employees as per the legislative requirements plays an important
role in improving the satisfaction level of the employees while operating in a particular sector. It
has been observed that the lower scale employees in the retail sectors are poorly paid which
affected the capability of the organizations in retaining the commitment and loyalty of the
employees towards the venture. García et al. (2019) stated that more than 87% of the employees
expects a remuneration that would balance with the labor that is being enforced by the same for
improving the organizational processes. The remuneration that is being provided to the
employees by the organizations play a major role in encouraging their involvement in the
different strategic processes of the venture. However, Cavanagh, Kraiger and L. Henry (2019)