Motivation In Job Satisfaction 1

The Importance of Motivation in Job Satisfaction

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Motivation In Job Satisfaction 2

Table of Contents

Introduction.....................................................................................................................................3
Critical Analysis................................................................................................................................3

 Relationship between Motivation and Job Satisfaction.......................................................3

Conclusion........................................................................................................................................8
References.......................................................................................................................................9
Motivation In Job Satisfaction 3

The Importance of Motivation in Job Satisfaction

Introduction

Every organization always intends to intensify the perceptibility of motivation in the internal
business environment. Job satisfaction can be defined in many ways. Job satisfaction occurs
when the employee is motivated to perform his duties along with job stability, career growth
and comfortable work environment. The meaning of job satisfaction is that an employee is
satisfied with his job and he is always willing to keep his job. Several determinants such as
attractive salary, compelling working environment, employee engagement and career growth
are in the limelight. Motivation indicates one of the multiple reasons for acting or behaving in a
particular way. The meaning of motivation is to have a desire or wish to do or achieve
something. Intrinsic motivation is associated with personal rewarding. Extrinsic motivation
compels an employee to earn rewards and avoid possible punishments. Maslow's Hierarchy of
Needs Theory and Herzberg two-factor theory are in the limelight, as these demonstrate
several motivational factors, which are visible in the workplace.

Critical Analysis

 Relationship between Motivation and Job Satisfaction

According to Taslim (2011), the relationship between motivation and job satisfaction is in the
spotlight, as far as the impact on employees and overall outcomes is concerned. The company
management can adopt many traits or strategies to enhance employee motivation and
satisfaction. The ultimate purpose of the company is to make employees or workplace more
productive in terms of outcomes. The best way that the company can do is to identify the need
for motivation and shape effective strategies. The relationship between employee motivation
and job satisfaction is positive in terms of many factors. For Instance, if the employee is
motivated due to several initiatives, taken by the company, he will be willing to perform well
and work for the company for the long run. It is a fact that the desire to do a job for the
company increases if several motivational factors are apparent. One of the pre-eminent
employee motivation factors is the working condition. The favorable or comfortable working
condition can stimulate the capacity or ability of employees to enhance his performance.
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Shaping the friendly working conditions in the internal business environment can motivate
employees [ CITATION Tas111 \l 1033 ].
According to Rakhi & Kumar (2015), even in the hectic work conditions, favorable working
condition will drive the job satisfaction. In short, the company shapes the friendly or pertinent
working conditions for employees, the employee’s desire to work effectively will be increased,
and it justifies the positive relationship between employee motivation and job satisfaction. The
relationship between employee motivation and job satisfaction is positive, and it can also be
understood by navigating different perspective. The appropriate motivation trait for the
management is to acknowledge the employee’s work or performance. The management of the
company intends to motivate employees by admiring the achievements, which increase the
motivation [ CITATION Con15 \l 1033 ]. If the employee knows that he is doing a great job for the
company, he may depict the job satisfaction. It can be a pleasure for him to perform his job
duties and get appreciation from the top level. The level of employee motivation can create an
impact on the level of job satisfaction. Nonetheless, it may vary in different circumstances or
conditions. The positive relationship between employee motivation and job satisfaction is
evident in the workplace due to effective and compelling reward system. For instance, the
employee has to get returns from the company against their inputs or work efforts. Providing or
offering something which is expected is a key motivational factor, and it can always make the
job idea for an employee. Consequently, it can be said that the reward system or strategy can
combine employee motivation and satisfaction incredibly. Positive communication in the
workplace is a key, as it can also be used as an effective employee engagement strategy.
Ordinarily, in organizations, there is a gap between top management and employees working at
the bottom-line. In a decentralized structure, the management can reduce or eliminates this
gap and let employees to share information. Employee engagement in terms of the
communication is one of the key motivation drivers. Employee’s ability or opportunity to
communicate to top management in the company or workplace justifies the positive
relationship between employee motivation and job satisfaction [ CITATION Rak15 \l 1033 ].
In the contemporary business or workplace, some moderate or broad traits or strategies can
have been implemented. Motivating employees in the workplace through creating the healthy
Motivation In Job Satisfaction 5

or friendly competition is a right approach. It makes the job interesting for employees. In this
case, job satisfaction is connected with the employee motivation. The healthy competition is a
good source for people to depict their strengths and capabilities in the workplace. The desire to
show these strengths and capabilities always increases when employees are mutated or
encourages competing. Creating a career path for employees is also a key motivation element.
It is a fact that every employee may have personal and professional goals and objectives.
Employee motivation increases when management or leadership shapes an appropriate career
path to meet these goals and objectives. Interestingly, the administration finds the career path
for employees from their current job. Therefore, the desire to stay at the current position and
depict assertive behavior can be outcomes, and surely, it justifies the positive a relationship
between employee motivation and job satisfaction [ CITATION Lau04 \l 1033 ].
The role of the leadership in the company is in the spotlight, as it can set the tone for
employees. The leadership team can portray the relationship between motivation and
satisfaction by inspiring employees and show the clear roadmap. Employees always have to
know what they are doing for the organization, and it can create an impact on the motivation
level. For Instance, leaders can tell stories to employees how they can become manager or
leaders by performing well at the current position. The employee will perceive the current
position as a potential job and he will put his efforts to make the difference. It is one of the
aspects, which is quite visible to motivate employees and drive the job satisfaction.
Finally, a modern trait, which connects the employee motivation and satisfaction, is fostering
creativity. Creative organizations do not foster standardization, as they depend on adaptation.
Delegating work to employees and make the shape decisions is also a key motivational
element. Job satisfaction can be driven if the employee thinks how he can make decisions by
holding a particular job position. Employee motivation can be driven by busing these traits by
the company. On the other hand, job satisfaction is a kind of feelings of employees about the
job, and it is to be driven by employees. Nevertheless, both employee motivation and job
satisfaction are interconnected. If the employee is motivated, he can contain the job
satisfaction. If the employee is not motivated, job satisfaction cannot be depicted or enhanced [
CITATION Hod05 \l 1033 ].
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The employee satisfaction can be analyzed by using multiple motivation theories. Striking
motivation theories are Maslow's Hierarchy of Needs and Herzberg’s Motivation Theory. The
elaboration in the context of job satisfaction along with several insights is below.

 Maslow's Hierarchy of Needs

According to McGuire (2012), Maslow's hierarchy of needs contains psychological, safety, love
belonging, esteem, and self-actualization. In the psychological need, an individual or employee
must aim to meet basic needs such as food, shelter and clothing. At the initial stage, job
satisfaction can be driven if the company parts to the employee to meet these basic needs. If
the income level is not enough to meet these basic needs, he may find other job opportunities.
The job satisfaction is also associated with safety needs. The safety need can be referred to as
job security. The employee will contain a high level of job satisfaction it is secured. Fear of
termination or being fried cannot drive the job satisfaction effectively. The job satisfaction is
also interrelated with love and belongings.
It can be referred to as socializing the workplace or shaping a friendly work culture for
employees. After getting basic needs and containing the job security, employees have to
maintain a good relationship with each other. Without a healthy relationship at work, the job
can become hectic for them. Therefore, shaping the friendly work culture or condition is the
right approach to enhance the visibility of job satisfaction. After securing amenities, basic needs
sand interpersonal relationship, the employee can be satisfied if he is respect. Working in a
culture, which supports the human dignity or respect, is a source of satisfaction. If there is no
respect, there is no satisfaction, and it is quite evident in organizations or workplaces. Finally,
self-actualization is a critical element of this theory. After meeting all these needs, self-
actualization comes into the life. The employee has to practice his skills and experiences to
contain growth in the company. Working on a particular job position for a long run can be a big
challenge as far as the growth is concerned. However, the organization can provide several
growth opportunities at the same job position for growth. The organization can do it by
promoting employees due to good performance or skill level. These all as levels of needs are
associated with the job satisfaction in the workplace [ CITATION Kev12 \l 1033 ].
Motivation In Job Satisfaction 7

https://www.simplypsychology.org/maslow.html

 Herzberg’s Motivation Theory

Hodgetts (2005) explains that Herzberg’s Motivation Theory depicts two factors such as
motivation factors and hygiene factors. In the motivation or job satisfaction factors,
achievement, recognition, responsibility, work itself, advances and personal growth. These
factors can motivate employees or group of employees and boost job satisfaction. However,
critically, many organizations usually depict poor working conditions, impaired supervisors
relationship, tough polices and rules, low salary and poor status are included. Therefore, the
company has to invest in the work culture to streamline positive hygiene factors and make
employees or workers satisfied. The best thing that the company can do is to identify the needs
of employees in terms of working conditions, status, relationship and many other factors.

Job satisfaction is always mandatory with the perspective for both employees and
organizations. Organization will be able to retain the talent or high-performance employees. On
Motivation In Job Satisfaction 8

the other hand, employees with a high satisfaction level will be in a better position to contain
the visible career growth[ CITATION Hod05 \l 1033 ].

https://courses.lumenlearning.com/wm-organizationalbehavior/chapter/herzbergs-two-factor-
theory/
These two theories have helped to analyze the job satisfaction effectively. In many
organizations, employee motivation and job satisfaction can be accelerated by integrating with
these factors. Though, it is to mention that integrating with all these factors at the same time
can be a high challenge for the company. Therefore, the management can pick up a few of
these factors to achieve its goals and objectives in terms of employee motivation and job
satisfaction. If the company manages to align with all these factors, it can become the best
place for work for employees.[ CITATION Ali13 \l 1033 ]

Conclusion

In the end, it is to presume that the positive relationship between employee motivation and job
satisfaction must be maintained in the company. Employee motivation and job satisfaction can
help the company to maintain or retain the best talent or high-performance employees. It is a
fact that the motivation or job satisfaction factors can vary in different organizations or
societies. Thus, the business has to take initiatives or actions, which are quite relevant in this
regard. In this comprehensive study, definitions and meanings of employee motivation and job
Motivation In Job Satisfaction 9

satisfaction are elaborated. The study started with the hypothesis that there is a positive
relationship between employee motivation and job satisfaction, and it has been justified by
elaborating pertinent insights. After elaborating the positive relationship between these two
elements, two motivation theories to reflect the job satisfaction are elaborated. These two
motivation theories are two-factor theory and Maslow hierarchy of needs. Every component in
these theories is integrated or aligned with the job satisfaction. Accordingly, the impact of
these varying factors or components in the job satisfaction is highlighted. In the modern
business era, employees can be motivated and satisfied to reduce the cost of employee
turnover and improve overall business outcomes. Depending on the nature of work and
behavior of employees, the organization can use multiple strategies or traits to drive the
motivation and satisfaction. Eventually, the company will be in a better position to maintain a
good brand image and perception in both internal and external business environment.
Motivation In Job Satisfaction 10

References

Conrad, D., Ghosh, A. and Isaacson, M. (2015) 'Employee motivation factors', International Journal of
Public Leadership, vol. 11, no. 2, pp. 92-106.

Hodgetts (2005) International Management, Tata McGraw-Hill Education.

McGuire, K.J. (2012 ) Maslow's hierarchy of needs. An introduction, GRIN Verlag.

Mullins, L.J. (2004) Management and Organizational Behaviour, 7/e, Pearson Education India.

Rakhi and Kumar, A. (2015) 'Exploring the Interrelationship Among Organizational Climate, Employee
Motivation and Job Satisfaction: A Review of Literature', OPUS: HR Journal, vol. 6, no. 2, pp. 62-83.

Richard, A. (2013 ) Job Satisfaction from Herzberg's Two Factor Theory Perspective, GRIN Verlag.

Taslim, M. (2011) 'Organisation Culture And Employee Motivation: An Emperical Study On Impact Of
Organisation Culture On Employee Extrinsic & Intrinsic Motivation At SBI', International Journal of
Management Prudence, vol. 3, no. 1, pp. 84-87.