Motivation and Job Satisfaction PDF

Motivation and Job Satisfaction
Introduction:
Job satisfaction is a pleasure feeling of an employee towards his or her job (Daft, 2003).
It is the feeling in which employee do his job with satisfaction and complete task
accurately. A satisfied employee does work hard to accomplish a task to use his talent,
techniques, and knowledge. It’s determined that if an employee utilizes his all energies
and contributions this will impact positive in organizational culture, while at the same
time his personal growth needs are being met. According to the Cook et al and Spector
employee has different level of satisfaction which categorize the job aspects (Spector,
1997). Furthermore, they have defined different variables which affect the employee
satisfaction level. These variables can be defined into five dimensions as type of work,
incentives, colleagues, organization environment, and individual differences (Locke,
1976, Spector, 1997).
Motivation can be defined as internal feelings of an individual that utilize towards his
work level, direction and determination (Mullins, 2015). According to the Saitis it’s very
difficult to determine the motivation of an individual, an individual act in a certain way to
take particular reward (Saitis, 2002). There are different factors like organization
behavior, structure, work force and environment which affect motivational level of an
employee.
Literature Review:
Traditional and Contemporary Views:
In early 1900s there was only physical approach used towards the workforce but the
results were not satisfied. In late 1900s Taylor proposed a scientific management theory
in which he categorizes mental approach and physical approach towards the work.
According to this theory organizations make standards to train workers but failed to
recognize employee motivation and satisfaction level. After that Mayo and Lewin
proposed Human Relation approach to understand employee motivation and job
satisfaction level. Later on researchers used different models included Maslow, Argyris,
Herzberg, Mc Gregor and McClelland to evaluate human relations approach. They
preferred the informal structure of organization which develops within the formal. They
studied that employees motivation affects from social factors and individual factors.
According to the McGregor’s studies under the proper conditions average employees
learn and accept responsibility (McGregor’s, 1960). This theory focused on elements like
group and teams, sense of motivation in work, discussion, and praising style of
management.
According to the Huczynski and Buchanan organization march within the limits of
organization polices and boundaries managers apply motivational models suit to their
employees to motivate and satisfy. On the other side employees join the organization and
expect that the organization fulfill their particular needs (Huczynski and Buchanan,

1991). There is a relationship exist within an organization between employees and
organization in which different groups have some goals and inspirations. Therefore,
management observes particular skills and requirements to achieve diverse goals of
different groups and apply a coordinated approach to realize organizational goals also.
This will ensure that expectations of works and management are being fulfilled. To make
sure employees full commitment to the organization job satisfaction is an essential
function of organization (Daft, 2003).
Other Theories of Motivation and Job Satisfaction:
Writers used different theories to explain motivation and job satisfaction concepts.
According to the Alnoeim all the motivational theories considered as job satisfaction
theories as well (Alnoeim, 2002). McCormick and Ilgen also confirm that theories on job
satisfaction are to some extent same to motivational theories. The famous Hawthorne
studies show that employees’ wellbeing and their interaction with others impact on their
motivational level (Fournet, Distefano Jr., and Pryer 1966). The findings of these studies
claim management theorists to stay away from ‘man welfare’ model which is more rely
on human social needs and realistic views (Kreitner 1989, 67). In the Harvard Business
Scool a series of studies were conducted by Elton Mayo in 1924 to examine light power
impacts on workers productivity, they were realized that workers attitudes have
significant impacts on production. However, the associations between workers group
members and the relationship between workers and their managers have considerable
affects on productivity (Hannagan, 2005).
As the global business environment is changing very rapidly and only the survival is
possible if organizations have adaptable culture. One of the major challenges that
organizations are facing today is to manage divers’ workforce that caused by lot of
migration of industrial workers. Furthermore, organizations do not fulfill their promised
commitments with their employees, this cause a motivational gap and employees move to
another place (Prof. S.K. Singh & Vivek Tiwari, 2011). In today world organizations
have to understand the relationship of employees motivation and job satisfaction to
achieve long term goals. Organizations need to realize the social needs and expectations
of the employees to get results accordingly. The ultimate organization performance is
influence by employee motivational and job satisfaction level (Risambessy, 2012).
Singh & Vivek Tiwari,
2011).Conclusion:
We can conclude as most of the research findings reveal that there is a positive
relationship between employees’ motivation and job satisfaction. Moreover, the
motivated employee would be satisfied from his job and his performance play positive
role in organization growth. There are different factors which affect organization success
but the most important factor is the employee of the organization. Motivation is most