Motivation Theories for Job Satisfaction in Retail Sector Private Limited Company

This essay discusses Maslow’s Need Hierarchy Theory, Herzberg’s Motivator- Hygiene Theory and Vroom Expectancy theories in the context of job satisfaction in Retail Sector Private Limited Company. The company fulfills the psychological needs, safety needs, social needs, self-actualization needs and self-esteem needs of the employees working in the organization, which in turn motivated the author to work with more motivation in the company. The company focuses on maintaining the hygiene and motivator factors in the organization, which increases the growth and the performance of the employees in the company.

Running Head: Motivation Theories 0
RETAIL sECTOR private limited company
MOTIVATION THEORIES
JOB SATISFACTION
7/21/2018

Motivation theories 1
INTRODUCTION
Motivation is the inner voice of an organism that drives him or her towards the fulfillment of
particular needs or goals. It drives one’s behavior towards the accomplishment of goals.
Motivated employees in the organization are more focused towards their work and are more
quality conscious and productive than the non-motivated employees in the company. Motivated
employees are efficient in operating complex machines as they have the capability to use the
advanced technology in achieving the organizational goals. Motivation helps the employees to
work with enthusiasm and zeal in completing the tasks in the organization. Motivation plays a
key role in Job Satisfaction among the employees. In this essay, three theories of motivation are
discussed for job satisfaction among the employees (Your Article library, 2018).
 Maslow’s Need Hierarchy Theory
 Herzberg’s Motivator- Hygiene Theory
 Vroom Expectancy Theory
Maslow’s need hierarchy Theory: This theory was prepared to discuss motivation among
individuals. Its main features are relevant to the work process and used to discuss job
satisfaction. Healthcare, proper working environment and financial compensation are those
benefits, which help the organization employees to fulfill their physiological needs. Job security,
proper policies of company and safe working environment are the safety needs of the employees
within the organization. When safety needs and the psychological needs of the employees are
satisfied, they will have a feeling of belongingness to the workplace. This builds the positive
relationship between the employees and the supervisors of the organization. The last step in this
theory is that the employees feel that there is need to develop themselves to achieve their goals
(Wicker, 2011).
Motivator-Hygiene Theory: Herzberg’s theory explains that the organizations have to fulfill
motivation factors like recognition, pay, benefits and achievement in order to keep employees
motivated and satisfied from their work in the company. According to this theory, for achieving
job satisfaction the organization has to eliminate its constructive policies. They should also
create a culture of dignity to all the employees in the organization. Meaningful work should be
provided to the employees to build the job status of the employees. Supervisors of the
organization should be supportive for the junior employees (Bizfluent, 2017).
Vroom expectancy theory: this theory of motivation separates efforts, performance and rewards
of the employees in the organization. According to Vroom’s theory the performance of
employees is depends on the factors skills, experience, abilities, knowledge and personality.
Different variables like Valence, Expectancy and Instrumentality are used to explain this theory.
Expectancy means that the increase in effort will result in increased performance. Availability of
right resources and right skills are necessary for the employees to do the job effectively.

Motivation theories 2
Instrumentality defines that the reward is the result of your performance. Valence means that the
individual places importance on the expected results (Yourcoach, 2018).
I am an Assistant Manager working as a full time employee in the Retail Sector private
limited company. I am working in that company since one year and I am highly satisfied
with the work environment. Job Satisfaction is explained with the help of relevant theories:
Maslow’s Need Hierarchy Theory:
Job Satisfaction is a positive feeling of the employees towards their work. There are many
factors which contributing to the job satisfaction among the employees like job security, self-
efficacy, job performance, pay satisfaction and work relationships. Maslow’s Theory defines
human needs and the fulfillment of these needs is necessary for the job satisfaction among the
employees of the organizations. These needs are:
 Physiological needs: Retail Sector private limited company is fulfilling all my necessities
like food, air, shelter, water and clothing. This is necessary to fulfill these wants first
before the upper level needs arise.
 Safety needs: Safety needs arise after the fulfillment of the physiological needs. These
needs are related to the security and safety of the employees in the organization. The
company in which I am working is focusing on providing safe, secure and proper
working environment to its employees. Company is providing additional health benefits
to the employees in the organization. These benefits motivate me to work for the
company with more enthusiasm. I am highly satisfied with the working environment of
the company.
 Social needs: employees in Retail sector private limited have a good teamwork and work
together for the attainment of the organizational goals. They have sense of belongingness
to the organization. Level of interaction is high in this company, as the supervisors
interacted with the employees and the workers and discuss with them about the problems
they are facing in the organization and maintains cordial relation with them. I am
satisfied with my work in this company, as I have not to face the problem of interaction
and companionship in the organization (Tutorialspoint, 2018).
 Esteem needs: These needs refer to the self-respect of the employees. After joining the
Retail sector private limited company I feel more confident, independent and I have
developed capability and strength that is useful for the success in the organization.
 Self-Actualization needs: These needs define the attainment of intermediate, lower and
higher needs of the people. It includes problem solving, lack of prejudice, morality and
acceptance of facts. This is the last step in the Maslow’s need hierarchy model. These
needs help an individual to realize its potential. After the fulfillment of Self Actualization
needs, the person is motivated enough to achieve his or her goal. By working in this
organization, I feel more creative, spontaneous and motivated towards the achievement of
my goal (LinkedIn, 2015).

Motivation theories 3
Herzberg’s Motivator-Hygiene Theory:
Herzberg’s theory finds that the certain features of the job are directly related to the job
satisfaction. These features are Achievement, Recognition, Responsibility, growth, advancement
and the working environment. This theory also finds the reason of dissatisfaction and those are
company policies, work conditions, Salary, status and security. I earn recognition, achievement
and growth by working in this company but there are some reasons from which I am dissatisfied
from the job. The company has created some ways to eliminate those reasons of dissatisfaction
from the employees:
 Helping them in improving the performance of the employees.
 By fixing obstructive policies of the company.
 Employees are given salaries according to their capabilities.
 Proper working environment and job security to the employees working in the company
 Increasing the rewards and the incentives to the employees, so that they are motivated
towards their work.
 Efficient Training opportunities to be provided to the employees so that they can achieve
their goal within the organization.
 Financial rewards provide more satisfaction than the non-financial rewards so the
organization should focus more on financial incentives for motivating the employees
(OSH WIKI, 2018).
Hygiene Factors: These factors are defines as the motivation factors, which include safety, love
and physiological needs derived from Maslow’s theory. Hygiene factors are not linked with the
job but they are surrounding around the job. Interpersonal relations between employees and
supervisors, technical supervision, salary, status and job security are some of the factors that
maintain level of satisfaction among the employees. They are not the direct motivators but
prevent dissatisfaction among the employees (Management mania, 2015).
Motivator factors: According to the Herzberg, these factors include the physiological need,
which helps in recognition and growth of the employees. Absence of these factors among the
employees does not result in dissatisfaction but their presence increases the motivation level
among the employees and the outcome is the good performance from the employees, which in
turn results in job satisfaction of the employees in the organization (Lumen, 2018).
Retail sector Private Limited Company maintains both the hygiene and the motivator factor
within the organization, which results in the improved performance and growth of the
organization’s employees. I am working as full time employee in the company and I am highly
satisfied from the work environment in the company (James Clear, 2018).

Motivation theories 4
Supervisors in the organization are using this approach, as they realized that the company’s
employees are financially more motivated. The company has decided to raise their salaries rather
than revaluating and redesigning the company policies for achieving the satisfaction level among
them (MindTools, 2018).
Vroom Expectancy Theory:
This Theory is defined as the Process Theory. It gives the reason of why an individual choose
between different behavioral options. The concept of this theory is that the individuals are
motivated to perform certain tasks only if their actions results in the desired outcome. This
theory believes that goals of every individual are different and they will be motivated to achieve
them only if they have believe that their efforts will leads towards a positive result, their good
performance will gives them a reasonable reward and that reward will fulfill their desired needs.
This theory also assumes that the individual should make the choices that minimize their pain
and maximize their pleasure (Confluence, 2016). It is explained with the help of its three
components:
 Expectancy: This component is based on the belief that the increased effort will result in
the increased performance. Right availability of the resource, required skills and
availability of the support is important for enhancing the expectancy.
 Instrumentality: This component defines that good performance of the individual will
provide them a desired outcome.
 Value: This means valence and it refers to the opinions about desirability of outcome.
Application in the organization:
Expectancy: Effort-Performance linkage is very important in the organization. To maintain this
linkage the leaders in the organization present a practically challenging work to its employees. I
am satisfied working in this company, as the work in the company does not lead to marginal
performance, boredom and frustration in the organization. It builds my self-confidence, skill,
ability development and educational experience (Researchleap, 2017).
Instrumentality: Performance-Output linkage plays a key role in developing motivation level
among the employees. This company gains the trust of its employees by delivering the outcome
they have promised. This will affect the Performance-output linkage (Contactzilla, 2014).
Valence: According to this theory individual places great importance on the expected outcome.
A leader should identify the worth of each reward from the perception of the employees in the
workplace. I am satisfied from the company, as they are providing the reward in monetary terms
not just by increasing the motivational levels of the employees in the organization (Saylordotorg,
2018).

Motivation theories 5
CONCLUSION
This can be concluded that Job Satisfaction of the employees in the organization is crucial for
the success of the organization. Job Satisfaction helps in increasing the motivation levels of the
employees in the workplace. It decreases the turnover of the employees from the organization.
In this essay, the relevant Motivation theories in the context of Job satisfaction related to my
work in the Retail Sector Private Limited company are discussed. Maslow’s Need Hierarchy
Theory, Herzberg’s Motivator- Hygiene Theory and Vroom Expectancy theories are explained
in this essay. The company fulfills the psychological needs, safety needs, social needs, self-
actualization needs and self-esteem needs of the employees working in the organization, which
in turn motivated me to work with more motivation in the company. The company focuses on
maintaining the hygiene and motivator factors in the organization, which increases the growth
and the performance of the employees in the company. The supervisors in the company focuses
on upgrading the reward policies of the organization, as the employees in the company wants
reward more in the form of financial incentives. I am highly satisfied with the reward policies of
the organization. The company helps me in building my self-confidence, advanced knowledge,
skills, more experience with updated technology, creativity, status and recognition. These
factors motivated me to work for the company with upmost zeal and enthusiasm towards my
duties for the company and towards the achievement of my desired goals (Evants, 2015).

Motivation theories 6
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