MBS538 Reflection 2: Impact of Motivation on Job Satisfaction

This assignment is a reflective paper examining the impact of motivation on job satisfaction within an organizational context. The student uses the DIEP (Describe, Interpret, Evaluate, Plan) method to analyze lectures and learning experiences related to motivation and organizational behavior, including theories such as Maslow's Hierarchy of Needs and McGregor's Theory Y. The reflection explores how motivation influences employee behavior, performance, and the importance of leadership in fostering a positive work environment. The student applies learned concepts to practical scenarios, considering factors like motivational techniques, rewards, and their impact on achieving successful outcomes. The paper also discusses the importance of understanding individual needs and desires in order to improve job satisfaction and organizational performance. The student plans to apply these principles to personal and professional development.

Reflection 2 – Job Satisfaction
Introduction
This paper aims to identify the impact of the motivation over the job-satisfaction; this
is a personal reflection paper that is based on the learning and lectures delivered to manage
the active understanding about the motivation and organisational behaviour in order to
provide maximum job satisfaction to the employee and employer as well. This reflection will
use the DIEP method for deep evaluation and the understanding of the lectures and their
impact over the interpersonal belief and management.
Describe-
The lectures effectively describe the importance of motivation, yet it is invisible but
yes, it is smoothing that works to manage the active participation of employees in an
organisation. I found the concept very clear that motivation can bring changes in the person
along with the effective management of the needs (Awan & Hafiz, 2016).
Interpret-
I was quite assure about motivational can work as the force that make the employees
to adjust their needs, as I used to Maslow’s’ Need hierarchy theory, any person behave
according the needs and the needs have the best motivational force. During the lectures and
the presentation about the organisational culture, and McGregor’s Y theory I found that the
organisation effectively sets the examples that motivates the employees to perform best in
order to attain the best (Bogler & Nir, 2012).
Evaluate-

The motivation is really a concept that works in the development of professional and
personal skills; I learned to manage the active participation in the management of my
schedules and arrangements according to the needs that somewhere leak the point of my own
satisfaction. The motivation to attain the best at least for self is the forces that manage the
behaviour according to the demands of the situation, and I understand a motivating leader can
make the employees attentive to perform the best by the motivation (Eslami & Gharakhan,
2012).
I used to practice the lecture theories that is learned in my practical life, as I wish to
include practical examples to understand that how lack of motivation affect the performance
and how including the motivational quotations, speeches and reward as bonus or incentives,
in the organisation. Application of the motivation helps to change and influence the
behaviour of the employees in managing the successful outcomes for the organisational
profitability.
Plan-
Change in the behaviour of a person is aimed to gain something from the change, a
personality is built since the age of adolescence, and human behaviour has two aspects
internal and external presentation. Internal side of human is difficult to change because they
are based on the personal perception and experiences; this made me eager to exercise the
implications to motivational theories to make the person perform effectively in the
organisation.
I actively identify management of the satisfaction in personal and professional manner
to attain the successful outcomes for the future. Maslow’s hierarchy theory of the basic needs
in the human affect the working in the management and professional life, these needs are
based on the personal needs and desires (Miao, 2009). This theory is based on the ignorance

of the desires after the achievements of the needs. My personal beliefs reacted to job –
satisfactions with the management of motivation are improved after the lectures and I plan to
motivate my personal needs to attain the outcomes for sure success.

References
Awan, A. G., & Hafiz, M. F. (2016). Talent management practices and their impact on job
satisfaction of employees: A case study of banking sector in Pakistan. Science
International Lahore, 28(2), 1949-1955.
Bogler, R., & Nir, A. (2012). Emerald Article: The importance of teachers' perceived
organizational support to job satisfaction: What's empowerment got to do with it?
Journal of Educational Administration, 287-306.
Eslami, J., & Gharakhan, D. (2012). Organizational Commitment and Job Satisfaction. ARPN
Journal of Science and Technology, 1-7.
Miao, R.-T. (2009). Perceived Organizational Support, Job Satisfaction, Task Performance
and. Anshan, China: University of Science and Technology Liaoning .