Analyzing Job Satisfaction: Role of Motivation in Organizations

This essay delves into the critical relationship between job satisfaction and employee motivation within organizations. It defines job satisfaction, highlighting its importance and the factors that influence it, such as motivation, which is linked to individual performance and organizational goals. The essay examines various perspectives from experts, emphasizing the significance of motivation in achieving organizational targets and fostering a positive work environment. It also discusses factors contributing to demotivation, like micromanagement and lack of recognition, and underscores the benefits of job satisfaction, including lower turnover, higher productivity, and improved employee well-being. The essay concludes by emphasizing the direct impact of motivation on job satisfaction and its positive effects on the organization's overall success, offering insights into how managers can create a motivating and satisfying workplace.

Running Head: BEHAVIOUR, STRUCTURE, PROCESS 0
Organisation: Behaviour, Structure, Process
Prabhakar Gautam
30374821

BEHAVIOUR, STRUCTURE, PROCESS 1
Job Satisfaction
As per Jargons (2018), Job Satisfaction is the term which explains the contentment of the
accomplishing the tasks, working in the organisation or any related enterprise. It can directly
relate to the likes and dislikes of the job in the industry (Jargons, 2018). In the opinion Wood,
Veldhoven, Croon, & de Menezes, a person can directly relate to the level of satisfaction he or
she is getting after getting the tasks done. Job Satisfaction depicts the way of accepting your job
and review according to the satisfaction arrived from the tasks given by the higher authority
(Wood, Veldhoven, Croon, & de Menezes, 2012). It is the critical area which is faced by the
managers while dealing with the employees in the company. It can be observed that the job
satisfaction is majorly depend on the motivation which further impacts on productivity and also
the performance of the business organisation (Aziri, 2011). The importance is justified when the
people or the managers start giving importance to the employees in the organisation for their job
satisfaction and to ensure interest and productivity in the organisation.
Motivation and the operations in the enterprise are closely related to each other in the
terms which results in the job satisfaction from the employees. According to Wellins, this
motivation to the employees makes the organisation worthy and makes them grow and work
efficiently (Wellins, 2015). In this document, a brief description of the impact of motivation on
job satisfaction is explained considering the issue job satisfaction. It includes the perks and
drawbacks of the issue related to the human resource the Job Satisfaction and motivated placed
in front of the helping hands at workplace. The factors relating to the lead to motivation and job
satisfaction in the organisation are also included (Wellins, 2015). Various contributing factors

BEHAVIOUR, STRUCTURE, PROCESS 2
are ethically accepted by the organisation in order to achieve the targets on a priority basis based
on the personnel management.
According to Rabby G., all necessary components of the motivation lie within the
internal sources, driven via thoughts by the person oneself (Rabby, 2001). Motivation is a direct
link to the individual’s performance which also adds to the overall working of the organisation
and other employees in the working environment of the organisation or to complete the assigned
the task more effectively. In the words of Panagiotakopoulos, among the factors affecting the
motivation in any person life money gains the least role (Panagiotakopoulos, 2013). So, the
responsibility comes to the shoulders of the management of the organisation to help them with a
push to work in the organisation. In the words of Kuo, a successful enterprise must excise the
combination of strengths and motivation of the internal employees and react to external demands
and changes within the required time to maintain the organization’s value (Kuo, 2013).
Conferring Yousef, various modes and techniques of motivation from the existing literature, and
manages to make the flow of the motivation while working from new employees to
comparatively elder and experienced employees in a company or organisation (Yousef, 2017).
Managers in the organisation should understand the flow of motivation in the organisation,
which helps them to create and helps them to work in a culture of motivation and hence the job
performance is enriched. The views of Barney and Steven, with the exterior motivation, create a
noteworthy interaction between the job stresses, flex time and the resident of the country (Barney
& Steven Elias, 2010). Above stated the writings of the experts, the observed views are right to
achieve the targets the motivation is a key element in the organizational employee.
According to Alshmemri, Shahwan-Akl, and Maude, there are three major motivational
factors; achievement, recognition, and work cause 88% of the job satisfaction, while hygiene and

BEHAVIOUR, STRUCTURE, PROCESS 3
others make the leftover of 100%. On the second hand, three hygiene factors, supervision,
company policy, and the working administration and the reporting relationship with the higher
authorities (supervisors) cause 60% of the dissatisfaction, while related motivational factors
achievement and recognition in the organisation cause 40% of the job satisfaction (Alshmemri,
Shahwan-Akl, & Maude, 2017). This figure reflects the attitude of the employees at work in the
organisation. The same study reflects when the employees working are happy and satisfied at
their work, the level of motivation to work is elevated and they perform efficiently within the
relevant time (Alshmemri, Shahwan-Akl, & Maude, 2017). Up to an extent the work cited by the
employees are relatively more beneficial, hygiene factors are now with the time are more
relevant to the working sectors in the organisation.
In the context of Raziq & Maulabakhsh, in any organisation, the reason for the running
activities is the achievement of the organizational goals and the performance slab which is being
set in the working aspect. Performance should be done in the magnitude of the set standard goals
for the organisation. This can be further simplified to achieve the parts of the organizational
goals when divided into the individual context of working in the organisation. Matching with the
completion of the individual targets makes the employee work more and contribute to the
organizational goals set by higher authorities (Raziq & Maulabakhsh, 2015). Organizational
goals are the basic goals set be the top level of management in the organisation to work in the
direction to achieve in the goals. To complete the tasks assigned one has to perform well. The
personnel interest should be slowly and gradually are converted into organizational goals.
In the context of Barry Moltz, a happy employee makes the aura motivated and work
with efficiency (Moltz, 2017). The management in the organisation ensures the productivity of
the employees working in a positive mood. Happy employees in the organisation are better

BEHAVIOUR, STRUCTURE, PROCESS 4
leaders, as they are tougher, a high-risk bearable trait can easily withdraw from failures. The
employees are more creative as they are less worried about the routine task assigned to them, due
to routine work. Better players in the field the employees are working are more efficient due to
kind of expertise in the work. The significance of a cheerful employee is recognized. The
management can contribute the following points: recognizing when people make progress and
achieve the task, making the employees feel that they are a part of organisation, the actual care of
the employees in the organisation by the employer by providing tools, making the working
environment often light to make the workforces work with the free mind. Avoid keeping a check
on the employees every time as it makes the workers conscious in a negative way and will not be
able to work efficiently (Moltz, 2017).
As the study of the Forbes cites, that sometimes at a working place the concept of
demotivation also strikes which makes the working of the staff into a slow process (Hedges,
2014). According to the Osborn, Schermerhorn, & Uhl-Bien, the reasons for the slow working of
the staff in the organisation are Micromanagement which is the close observation of every task
performed by the manager; this loses the attention of the workers in the employees (Osborn,
Schermerhorn, & Uhl-Bien , 2013). Lack of progress is also driven via strict and unnecessary
policies made by the authorities who also make the pace of the progress slow in the organisation.
With the insecurities admitted with the job lowers the performance in the organisation,
additionally, this stress doesn’t allow to work with a state of mind. Leaders in the organisation
overpower the thoughts of the employees and bribe them to provide positive feedback to the top
management regarding their leadership which is ethically wrong (Hedges, 2014). When an
employee performs and he is not appreciated in the company as when required this brings down
the working average of the person in the organisation. In the other words of Fugate, Prussia, &

BEHAVIOUR, STRUCTURE, PROCESS 5
Kinicki, not getting the considering messages and responds to the queries in real time makes the
environment lethargic and makes the work monotonous (Fugate, Prussia, & Kinicki, 2012).
Unpleasant co-workers working in the organisation, stop the personnel to enter and into the
workplace. Boredom at the organisation makes the routine work in a way boring manner to so
the assign tasks
Briefing about the job satisfaction in the words of Detsimas, Coffey, Sadiqi, & Li
organisation makes the impact on the working behaviour of the company as well (Detsimas,
Coffey, Sadiqi, & Li, 2016). In the words of Cullen, Edwards, Casper, & Gue, job satisfaction in
the organisation also aids to personnel growth. Importance to an organisation of the job
satisfaction is: Lower Turnover implies the staying of the employee in the organisation in order
to make low score of the employee turnover supports to create a better environment at work, and
ease to recruit quality brains and saves energy, time and money (Cullen, Edwards, Casper, &
Gue, 2014). Higher Productivity is also an aspect which relates to the working capacity of the
employee when is glad at working atmosphere. The employees feel a sense of accountability and
responsibility in them to attain their goals. Keeping staff motivated in the organisation can
provide a raise in pace to serve their customers more profitable manner. Employee absenteeism
makes its presence low; there is a high working atmosphere at the workplace. It also leads to
high earning revenues in the organisation, in order to maintain and grow the efficiency. A
satisfied employee makes positive minds and handles stress (Detsimas, Coffey, Sadiqi, & Li,
2016). Employee absenteeism makes its presence low; there is a high working atmosphere at the
workplace. It also leads to high earning revenues in the organisation, in order to maintain and
grow the efficiency. A satisfied employee makes positive minds and handles stress

BEHAVIOUR, STRUCTURE, PROCESS 6
To the findings of this research, the happy and motivated staffs at the working
atmosphere prove to be more fruitful and profitable to the organisation. Motivation directly leads
to the job upgrading at the workstation which adds the hike in the top line if the organisation and
hence the basic motive of establishment of the enterprise is fulfilled. There is a huge impact of
motivation on the employees' job satisfaction in the company.

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