The Impact of Motivation on Job Satisfaction

This assignment delves into the crucial connection between job motivation and employee satisfaction. It examines various theories of motivation, such as Herzberg's Two-Factor Theory and Self-Determination Theory, and analyzes their influence on workplace contentment. The document also explores the role of non-financial rewards, intrinsic motivation, and extrinsic motivation in shaping job satisfaction. Furthermore, it considers the impact of work-life balance, organizational culture, and leadership styles on employee motivation and overall well-being.

Running Head: Organizational Behavior
Organizational Behavior

Organizational Behavior
Motivation Techniques
Motivational techniques are considered as a very effective method to conduct the day to day
operations in the organization. Motivation in the workplace is one of the major aspects that
should be taken into consideration by the top management. The study is concerned with the tools
that are used by the managers, so that the employees can conduct their activities in a proper way.
The article discusses about the level of motivation which is very necessary to complete the task.
The thesis statement is related with the motivation methods and also addresses the procedures
that are very useful to carry out the activities. There are various motivation factors which gives
emphasis on the employees. It is very important to take into consideration the theories, so that
the employee can complete their task in a proper way. This article, gives main focus on the
working style and also on the working environment of the organization. The employee plays an
important role to conduct the various tasks that are given by the management (Lazaroiu, 2015).
The strength which is analyzed is related with the increase in the level of productivity and also in
the profitability. A motivated labor or the workforce is considered as an important element which
helps the business to be successful and competitive in the dynamic environment. Motivation is
considered as a process which discloses all the capability and the potential of the employee. It is
the seen that the workforce has become very challenging by taking into consideration various
reasons (Pedersen, Halvari, Sørebø and Williams, 2016).It is seen that there are many changes
which is concerned with the globalization and information technology. The challenges are also
concerned with the reduction in many supervisors in the company. The next factor is concerned
with the generations that have various expectations at the workplace. Motivation can be defined
in many ways. Motivation is concerned with the different force that gives direct impact on the
intensity and on the behavior. The employees who are motivated are expected to conduct their
activities within the particular time framework (Hofmans, De Gieter and Pepermans, 2013).
There are three concepts which are concerned with motivation and they are intrinsic motivation,
extrinsic motivation and self-control. These are the concepts which give direct reflection on the
motivation theories and methods which should be taken into consideration by the managers.
Intrinsic motivation is concerned with the activity which is related with the individuals. Like for

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example the person enjoys playing puzzle is related with the motivation. Extrinsic motivation is
concerned with the level of motivation which comes from the people who are outsider (Malik
and Naeem, 2013). Like for example: The audience cheering at the time of any dance
performance. It gives and enhances the level of motivation of the employees. The money is
something which is an important aspect for every employee. If the employee is paid great
amount or according to the needs, then it is seen that the motivation level can be easily increased.
The self-control motivation is enhancing and it is seen that it is connected with the intelligence
and also with the emotion of a person. If there is lack of motivation in the employee, then it is
seen that the worker or the employee cannot be able to give their best towards the work (Haider,
Aamir, Hamid and Hashim, 2015).
The theory that should be taken into consideration is Herzberg’s two factor theory and it should
be implemented by the manager in an efficient manner. The theory is concerned with enhancing
and making effective modification in the attitude and behavior of the employee (Schwartz,
Bruine de Bruin, Fischhoff and Lave, 2015). This theory discusses about various factors that
provide the job security to the employees. If the organization offers job security to its employees,
then it can be easily seen that the motivation level of the employees is boosted. In this theory the
factors which are concerned with the hygiene of an individual is included and it gives focus on
the employees that don’t feel dissatisfied. The hygiene consists of various factors like quality of
the supervision, working conditions, job security, Policy and administration concerned with
company. For enhancing the personal growth, the motivation factors are based on the individual
wants and the requirements. The factor of motivation is considered by enhancing the
performance of the employees working in the organization. If the factor of motivation is
effective enough, then it can be seen that performance level of employees can be increased
(Nurmi, Haukkala, Araujo-Soares and Hankonen, 2014). There are various motivator factors like
status, responsibility and the personal growth concerned with job. It is very essential to consider
these factors for motivating employees to work in efficient way. By considering this theory, it is
seen that the leadership in the company should give both the factors related with hygiene, so that
the dissatisfaction of the employees who are working in the organization can be minimized
(Wong and Laschinger, 2013). The model states that the intrinsic to work should be there by the
employees so that the work can be completed in the proper way as required. It is very essential to
have a motivation concerned with intrinsic as it is seen that it is a continuous process of

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management. By considering the theory the manager should have a great challenge to utilize the
capability of the employees who are working in the organization. The employee who shows the
levels are increasing and also the responsibility level is increased in an effective manner (Ma,
Jin, Meng and Shen, 2014).
So, it is seen that the manager should use effective techniques or the methods which enhances
the working capacity of the employee to conduct the day to day operation in efficient manner. It
is the responsibility of an individual to complete the task on time, so that the company can easily
achieve the goals and objectives. Motivation can also be enhanced if proper training is offered to
the customers who are working in the organization. The concept of motivation is a very complex
and also the misunderstood concept (Miner, 2015). If the organization or the company is not able
to implement the motivation techniques, then it can be seen that the targets cannot be achieved
by the company. The motivation is concerned with the psychological concept as it is useful for
the person to showcase their capabilities that are not disclosed. It is also considered as a process
in which there is a proper allocation of an individual to allocate the efforts as per the
requirements of the tasks (Girma, 2016). The individual consist of various levels of motivation
which can be varied from an individual to individuals. The needs and requirements of an
individual are different and they behave according to the needs and wants. In this article the main
focus is given on the laborers who are engaged in producing goods. It can be seen that there are
three relationships where the employees are motivated in a less way and their requirements are
not fulfilled or satisfied (Pinder, 2014). The first connections elaborate about the efforts and the
performance of the employees who are conducting their day to day task in the organization.
Managers should make aware about the rewards and appraisal which is given to the employees
after performing best towards their work. There are many cases in which the employee thinks
that the recognition cannot be attained by the efforts, in this case they are less motivated towards
the work (Mayer, 2014).
The second connection is about the employee’s performance and the rewards that are considered
by taking into consideration the organization. The employees are assured that they will achieve
the benefits if they perform well. But in many cases the employees feel demotivated because
they know that they cannot be rewarded by taking into consideration their performance level.
The weakness that is analyzed in the article is that the employee should give main focus on

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adopting the techniques that are effective and also profitable for the company. The main
responsibility of the top management or the manager is to create an environment in which the
employee can work with the positive attitude and can also be committed towards the work. It is
seen that the value to employees help to attract the interest of more and more employees towards
the organization (Hülsheger, Alberts, Feinholdt and Lang, 2013).
So by analyzing all the factors it is seen that motivation is considered as an important factory that
increases the performance of the employees. For achieving growth it is very essential that the
main priority should be given to the employees. The research also gives focus on the
communication techniques used by the manager to motivate the employees who are working in
the organization (Teixeira and Hagger, 2016).The manager having good communication skill can
easily motivate its employees to work towards the goals and objectives of the organization. It is
also seen that if the employee do not receive the salary according to the efforts made, then the
level of dissatisfaction can be enhanced. So, to make the employee satisfied the proper
remuneration should be given to them (Kanfer, Frese and Johnson, 2017). If the employee is
working in a productive way then there should be no delay in the benefits that should offered to
the employees of the organization.

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