Wait a second!
More handpicked essays just for you.
More handpicked essays just for you.
Job satisfaction and employee performance - research proposal
The effects of motivational incentives on employee performance
Introduction to job satisfaction
Don’t take our word for it - see why 10 million students trust us with their essay needs.
2.6 Conclusion.
In conclusion, the of motivation factors have a strong influence on job satisfaction resulting in any positive feelings that accompany human, who is trying to keep this state as long as possible, which leads to further efforts.
Job satisfaction represents one of the most complex areas facing today’s managers when it comes to managing their employees. Many studies have demonstrated an unusually large impact on the job satisfaction on the motivation of workers, while the level of motivation has an impact on productivity, and hence also on performance of business organizations. There is a considerable impact of the employees’ perceptions for the nature of his work and the level of overall job satisfaction. Financial compensation
…show more content…
Part 2 Employee Job Satisfaction of Questionnaire.
.
Respondents Part 2 Results Q 1 Results Q 2 Results Q 3 Results Q 4 Results Q 5 Results Q 6 Results Q 7
1 a c c h; d c c c
2 h a b a a a b
3 h a a b a a b
4 h a a b a a d
5 h a b a; f a a a
6 h a a b a a a
7 h a a b; c a a a
8 a c c b; g c c c
9 h a a b; d b b a
10 h a a b; g a a a
11 h a a b; g a a a
12 h a b a a a a
13 h a a b; f a a a
14 h a a b a a b
15 h a a b a b d
16 h a a b; f a b a
17 h a a b a a a
18 h a a b; g a a a
19 h b a b a a a
20 h b b a a b a
21 h b b a a a a
22 h a a b a a a
23 h a a b; d b a a
24 h a a b a a d
25 h b a b b a d
26 h a a b a a a
27 h b b a a a a
28 h a a b; g a a a
29 h a a b a a a
30 h a a b; c; d a b a
31 h a a b a a a
32 h a a b; f a a a
33 h a a b a a a
34 h a a b a a a
35 h b a b a a a
36 h a a b b a a
37 h a a b; g b a a
38 h a a b; g b b a
39 h a a b b a b
40 h a a b b a d
41 h a a b b a a
42 h a a b; c b a a
43 h a a e b a a
44 h a a g a a a
45 h a a g a a a
46 h a a g a a
The job satisfaction is the most widely investigated job attitude an d as well as the most extensively researched subjects for the different organization and industrials. Most of motivational theories have represented or focus on the job satisfaction toward the job and productivity of the employees as well as many job satisfaction theories have tried to explain it’s influences toward the job responsibility such as Maslow’s Hierarchical of needs theory(1943), Hertzberg’s two factors theory (1968), Adam’s equity theory (1965), Job Characteristics Model, Locke’s (1976) Range of Affect Theory, Porter and Lawler’s (1968) modified version of Vroom’s (1964) VIE Model etc.
From the psychological perspective of its relationship with leadership style, the concept of job satisfaction includes multi-dimensional responses to one’s job, and that such responses have cognitive (evaluative), affective (or emotional), and behavioral components (Judge & Klinger, 2003). Weiss has also argued that job satisfaction is an attitude but points out that researchers should clearly distinguish the objects of cognitive evaluation which are affect (emotion), beliefs and behavior (Weiss, 2002). This concept of job satisfaction suggests that we form attitudes towards our jobs by taking into account our feelings, our beliefs, and our behaviors. The success of any organization depends greatly on the commitment and hard work on the part of their employees. Because of that, job satisfaction has been used as a tool to attract and retain the best employees within the
Some of the things that companies could do to improve job satisfaction for example, would be to identify when an employee is bored on the job, address it, obtain feedback from the employee for ideas to make their job more interesting and challenging. This would allow a leader to assist this individual in designing different ways to perform duties or depending on individual’s future career goals and performance level, may need more responsibility or promotion in order for the employee to maintain job satisfaction and retention with t...
What happens when a worker is not being fulfilled in his or her perspective job? Everyone has had or will have a job. Whether he or she is a farmer, CEO, or burger flipper; regardless these are jobs. Additionally, throughout these jobs people have experiences, some good, and some bad. Some will hate their jobs and dread going to work when they wake up, while other will flourish at their jobs and gain a sense of fulfillment. Someone can come to hate a job because of a high workload, low salary, or long hours, while the love of a job comes from a sense of fulfillment by doing what he or she loves or having high salary and low workloads. In some cases, because employees are in the job for just the money and not personal gain they become dissatisfied more easily than someone who goes into a job looking for personal improvement or passion for the job.
Motivation of employees is important to any organization’s success. The process of work motivation can initiate performance of employees (Clark, 2003). The best approach to fostering motivation has shown to be the satisfaction of the employees (Heathfield, 2014). Employees are more likely to engage in work when they know what to expect from the work, are given the resources to complete the tasks, are given ample opportunities to grow their own knowledge and within the company, have moderate feedback about their work, and feel like they are an asset to the organization (Shuck, & Wollard, 2008). Also, companies must be sure to avoid things like unfairness and other elements that deter motivation.
A category for job satisfaction is the motivators/satisfiers. Factors such as recognition, responsibility meaningful and interesting work, opportunities for advancement, and personal growth are desirable traits that employees look for. Whereas, hygiene factors are the causes for job dissatisfaction. They are based off of working conditions, relationships between co-workers, policies, supervisor behaviour, job security, wages and benefits.
I was formerly employed by a supplier of automobile parts where in addition to using compensation as a means of motivation; they too were dedicated in ensuring their employees had maximum job satisfaction. This was achieved by giving autonomy in their job functions and assigning significa...
Pardee, R. L. (1990). Motivation Theories of Maslow, Herzberg, McGregor & McClelland. A Literature Review of Selected Theories Dealing with Job Satisfaction and Motivation.
It is well established reality that organisations in the world today can no longer survive without focusing on their employees. If they have to be at the competitive edge they have to invest in human resource, and placing their employees on top priority. This notion has lead to the strategies that, most organisations are pursuing through employee management. To achieve the optimum performance from employees organisations must motivate their employees, and have to engage them in activities that will benefit and help employees in achieving their predetermined goals and objectives. In order to achieve this, it is imperative for managers to set in motion work conditions that will help employees to achieve satisfaction of their job, low turnover and absenteeism rate and promoting the environment that promotes the organizational commitments and organizational citizenship behavior. Job satisfaction has been identified as a major requirement for organisations which aim to achieve excellence in their operations. Armstrong (2003) refers to job satisfaction as the attributes and feelings people have about their work. By extension, job satisfaction will mean positive or favourable attitudes towards one’s job whilst a negative or unfavourable attitude indicates job dissatisfaction.
Research has shown that motivation in an employee is an important factor which determines his performance. Motivation is the “driving force within individuals” (Mullins, 2007, p. 285). It is the concerned with finding out the reasons which shape and direct the behaviour of the individuals. The people act to achieve something so that they can satisfy some needs (Gitman and Daniel, 2008). It is important for the manager to understand this motivation of individual employees in order to inspire them and devise an appropriate set of incentives and rewards which would satisfy the needs that they have individually (Kerr, 2003). Once these needs are expected to be met in return for some specific behaviour or action, they would work more diligently to have that behaviour in them and to achieve that objective (Meyer and Hersovitch, 2001). Since it would lead to early and fuller achievement of the company objectives as the individual would work more diligently, it would lead to better organizational performance (Wiley, 1997).
Based off of the gratification an individual contains towards their work, job satisfaction is a key. The productivity could either be positive or negative, while the relationship between the productivity and satisfaction may not be consistent. There are multiple internal and external factors in job satisfaction that can impact the behavior of an employee and engagement over time. The way the worker’s attitude concerning their field affects the performance they perform on a daily basis. One who is satisfied with the job they do, succeeds at what they do.
In many organisations, managers and bosses have found it a struggle implementing successful strategies to improve job satisfaction and productivity among its employees. While dealing with unproductive, unmotivated and unsatisfied employees, there is an increased risk for turnover, which can be prevented. The risk of high turnover is a problem to workplaces as turnover has been proven to ‘take its toll’ on productivity as it disrupts current projects and increases workloads for other employees. It also has a negative impact on team cohesion (Patrick and Sonia, 2012). Job satisfaction is one’s general attitude to the job, and higher the job satisfaction, the more likely he/she will hold a positive attitude towards their job (De Menzes, 2011). De Menzes (2011) believes that employees who are satisfied with their jobs are likely to be more committed to their organisation and be more productive. People are significantly more productive when they are content and achieving individual and organisational goals are able to be fulfilled in a work environment where employees feel happy and motivated. Interventions which can be used to improve job satisfaction and productivity to decrease rates of turnover and unmotivated employees include an increase in workplace training, as well as performance pay.
This thread will discuss and analyze the business problem of job dissatisfaction through the application of Core Self-Evaluations and the personality-job fit theory. This work will also offer a spiritual and biblical examination of job dissatisfaction as they relate to the biblical principle of Covenant. Two key elements of Covenant, hesed and mutual accountability will also be examined.
Job satisfaction includes challenging work, interesting job assignments, equitable rewards, competent supervision, and rewarding careers. The quality of work life and psychological rewards from employment are very important. It is doubtful, however, whether many of us would continue working were it not for the money we earn. This paper establishes the definition of compensation, overview of compensation philosophy, critical components of a compensation strategy, and an example of an effective compensation practice. (www.indiana.edu/~busx420/Book.../chap09.doc)
Thestudies in the review of literature indicates that job satisfaction of employees can improved by personal–efficiency, construct involves multi-dimensionality and conceptualized individuals as being self-regulatory, agentive, self-evaluative and purposeful as well as proactive. Self-effectiveness influences emotional response of individual and also influence increases correspondingly job satisfaction increases is of great interest to individuals in an occupational setting and used in human development resource development, research and practice.