Effect of Job Satisfaction and Motivation towards Employees Performance

Running head: PROJECT ON EFFECT OF JOB SATISFACTION AND MOTIVATION
TOWARDS EMPLOYEES PERFORMANCE 1
Project on Effect of Job Satisfaction and Motivation towards Employees Performance
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PROJECT ON EFFECT OF JOB SATISFACTION AND MOTIVATION TOWARDS
EMPLOYEES PERFORMANCE 2
Table of Contents
CHAPTER ONE..............................................................................................................................4
INTRODUCTION...........................................................................................................................4
1.1 Study Back Ground................................................................................................................4
1.2 The Study Problem Statement................................................................................................6
1.3 Study Objectives....................................................................................................................7
1.3.1General Objectives...........................................................................................................7
1.1.3 The Research Questions..................................................................................................7
1.4 Significance of the Study.......................................................................................................8
1.5 Scope of the Study.................................................................................................................8
1.6 Limitation of the Study..........................................................................................................8
CHAPTER TWO.............................................................................................................................9
LITERATURE REVIEW................................................................................................................9
2.1 Introduction............................................................................................................................9
2.2 Theoretical Literature Review...............................................................................................9
2.2.1 Theories on Job Satisfaction............................................................................................9
2.2.2 The Hertzberg’s Two Factor Theory...............................................................................9
2.2.3 The Locke’s Value Theory............................................................................................10
2.2.4 Content Theories of Motivations...................................................................................11
2.3 Secondary Research.............................................................................................................12
2.3.1 Gender...........................................................................................................................12
2.3.2 Position..........................................................................................................................13
2.3.3 Training.........................................................................................................................14
2.3.4 Leadership Styles..........................................................................................................14
3.3.5 Tasks and Objectives.....................................................................................................15
2.3.6 Research Hypothesis.....................................................................................................15
CHAPTER THREE.......................................................................................................................16
METHODOLOGY........................................................................................................................16
1.1 Introduction.......................................................................................................................16
1.2 Research Design...................................................................................................................16

PROJECT ON EFFECT OF JOB SATISFACTION AND MOTIVATION TOWARDS
EMPLOYEES PERFORMANCE 3
1.3 Target Population.................................................................................................................16
1.4 Sampling Design..................................................................................................................17
1.4.1 Sampling Technique......................................................................................................17
1.4.2 Sample Size...................................................................................................................18
1.5 Data Collection Procedures and Instruments.......................................................................18
1.5.1 Data Collection Instruments..........................................................................................18
1.5.2 Data Validity and Reliability.........................................................................................19
1.6 Data Collection....................................................................................................................20
1.7 Data Analysis and Presentation............................................................................................20
1.8 Ethical Issues........................................................................................................................21
CHAPTER FOUR.........................................................................................................................22
DATA ANALYSIS.......................................................................................................................22
CHAPTER FIVE...........................................................................................................................32
5.1 Introduction..........................................................................................................................32
5.2 Discussion............................................................................................................................32
5.2.1 Bio Data Section............................................................................................................32
5.2.2 Hypothesized Section....................................................................................................32
5.3 Recommendation.................................................................................................................33
HAPTER SIX................................................................................................................................34
6.1 Conclusions..........................................................................................................................34
References......................................................................................................................................35

PROJECT ON EFFECT OF JOB SATISFACTION AND MOTIVATION TOWARDS
EMPLOYEES PERFORMANCE 4
CHAPTER ONE
INTRODUCTION
1.1 Study Back Ground
Job satisfaction merely is defined as a state of how an individual perceives about tasks or
work. In fact, it is the people’s attitude about intrinsic and extrinsic factors or elements to words
their place of workstations. According to Griffeth et al., (2009), the details and factors of job
satisfaction are closely associated with payments, nature of work, supervisions, benefits,
promotions and the existing relation between the employees and the management. In most cases,
therefore, employee’s satisfactions tend to create the module for the organization strategies and
success in its future operations (Griffeth et al., 2009).
On the other hand; Mello (2007) explains that job satisfaction is a direct and positive
function to the needs of the employees at their private life level. McCrea (2001) argues that
employees are productive and satisfied only when their jobs offer the necessary incentives to
promote working environments such as security guarantee from economic problems, effort
recognitions, equal opportunity in participation and decision making, proper outlined duties,
promotion opportunities, good salaries and conducive working environment. On the other hand,
Johnson et al., (2009) define job satisfaction as an emotional value of state for an individual that
comes from the performance of specific duties at the working station.
However, satisfaction begins by recruitment of the right and qualified staff and engages
them in the implementation of the organization functions. Steel & Grifeth (2002) content the
fact that companies with positive performance record, deliver high, consistent and positive

PROJECT ON EFFECT OF JOB SATISFACTION AND MOTIVATION TOWARDS
EMPLOYEES PERFORMANCE 5
returns to the stakeholders must have reliable and quality human resource. In fact, the
performance is contrary to the companies with ordinary workers that lack the necessary skills
and training (Simatwa EMW, 2011). Most of the successful companies tend to retain their
employees to enhance consistency in their performance, enhance innovations and avoid regular
training of the staff. Worldwide, enterprises competitive strategies rely heavily on the
employee’s aggressiveness and innovativeness to develop new products and services (Johnson et
al., 2009). In fact, they are regarded as valuable and intangible assets of the company.
When employees are satisfied, it becomes essential for any organization because most the
productivity heavily relies on them. According to McCrea (2001), when employees are
convinced they can deliver and produce high-quality product and service in a very optimal time
which enhances profits to the organization. Besides, Johnson et al., (2009) argue that satisfied
employees are innovative, creative and can develop solutions that would help the company to
change strategies based on the circumstances, such as technology and competition in the market.
On the other hand, employee’s satisfaction is continuously becoming challenging across
the globe for most of the companies including those from manufacturing and telecommunication
industries (Simatwa EMW, 2011). Most of the employees are demanding a lot of incentives
which have consistently increased or impacted negatively on the cost structure for the
companies. According to Mello (2007), most companies are now considering employee retention
strategies as opposed to hiring new staff. In this case, companies are directing their efforts
towards improving staff talents through training and retention as well.
The labor market is growing and changing rapidly, and this poses a lot of challenges to
the organizations. Griffeth et al., (2009) states that in maintaining the consistency of growth and

PROJECT ON EFFECT OF JOB SATISFACTION AND MOTIVATION TOWARDS
EMPLOYEES PERFORMANCE 6
performance, the organization management has a greater responsibility to keep and retain the
status squo. In this case, the company management has to invest massively in factors that ensure
that employees are satisfied. In fact, McCrea (2001) explains that between 18 to 30 years are
majorly affected by the current terrain.
1.2 The Study Problem Statement
Job satisfaction has increased relevancy for the performance most companies in
Switzerland. However, competition for talents and innovation is increasingly significant across
the industries in the region. It is important to note that most of the companies tend to compete by
innovativeness and profitability performances. On the other hand, Lee-Kelley et al., (2009)
maintain that factors such as salaries and benefits have become unattractive for competition
among the competitors in the country and the world at large.
According to Cappelli (2008), all factors have a bearing effect on the performances of
the company either negatively or positively. In fact, there have been a lot of economic crisis
regarding the GDP growth, which has been in the fall for the last one year. Most of these
disasters have been associated with the strikes, poor working environment and lack of
employment incentives. These have also been associated with the company performances and the
country GDP performance which have been dropping by 0.2 % for the last 2 years consequences
(Johnson et al., 2009). Therefore, there is a consistent problem between companies’ growth
performances and the employees’ unrest.
1.3 Study Objectives
1.3.1General Objectives

PROJECT ON EFFECT OF JOB SATISFACTION AND MOTIVATION TOWARDS
EMPLOYEES PERFORMANCE 7
General objective will determine relationships that exist between job satisfaction and job
motivation to the performance of employees.
1.1.3 The Research Questions
The research will answer the following questions to achieve the objective;
 Are your tasks and their objectives clearly communicated by your supervisor?
 Are you satisfied with your position and its tasks?
 Does your manager directly influence your professional performance?
 Are you satisfied with the leadership style of your supervisor?
 What would you do as a superior?
 How do you rate your motivation in your job?
 What would influence your motivation the most?
 Do you feel sufficiently motivated by your supervisor?
 Do you think that your opinions and suggestions are taken into account when making decisions?
 What would you first change in your company if you had the opportunity?
 Does your organization offer further training to help you achieve better professional
performance?
 Does your organization strive for your personal development in the job?
 Do you think your work performance is sufficiently appreciated and praised by the manager or
the company?
 What would motivate you to be more productive? Describe it in your own words
1.4 Significance of the Study

PROJECT ON EFFECT OF JOB SATISFACTION AND MOTIVATION TOWARDS
EMPLOYEES PERFORMANCE 8
The findings in the study will provide more understanding of the factors that affect
employee’s satisfaction and motivation at the workplace, and therefore create the basis for future
policy formulation for performance improvement. Besides, data used in the study can be used by
the relevant agency in monitoring daily achievement for future progress. The finding of the study
will also help in understanding on why employees live specific jobs and why companies would
perform differently? Finally, the results will serve as the basis for more research.
1.5 Scope of the Study
The study will concentrate on the people that have been employed before or are currently
employed by either public or private institution. However, because of time and financial
resources, the study will select a sample of the participant within the area.
1.6 Limitation of the Study
The sample size is limited, as the study will be limited to 30 participants of the
employees. In addition, despite many factors that would affect the job satisfaction and
motivation for the employees, only a few factors will be considered.
CHAPTER TWO
LITERATURE REVIEW
2.1 Introduction