job satisfaction and motivation relationship

job satisfaction and motivation relationship. Each organization seeks to be successful through increasing its level of productivity and profitability while also being competitive within the particular industry. In meeting such ends, organizations have to identify factors that contribute to this profitability and ensure that they reinforce such factors while minimizing the threats and weaknesses limiting the achievement of this productivity. One of the approaches in ensuring that a company maintains productivity, profitability, and competitiveness is the identification and retaining of employees whose talent significantly contributes to the growth of the organization (Mudor and Tookson, 2011). Beyond this, there is usually focus on the creation of positive and strong relationships with employees with the intent of ensuring that they are directed towards fulfilling the set tasks and influencing job satisfaction.

Despite the fact that organizations seek productivity and growth, few organizations realize the importance of human capital within their enterprise. For the organizations that do not take steps in the proper management of this human capital, this leads to high staff turnover and the likely failure of the particular organization. Such aspects are visible from the case study informing this paper where the organization was losing loyal and hardworking employees. As identified in the case study, poor communication skills was one of the factors contributing to this problem. Overall, the level of job satisfaction in the employees was low as they did not perceive any appreciation for their efforts. Essentially, this case study points to the problem of low motivation in the employees which is a significant contributor to low levels of job satisfaction and hence low productivity for the organization.

            Ran (2009) notes that organizations and employers have a prerogative in ensuring that employees are motivated and this contributes to high levels of job satisfaction and thus productivity in the organization. In line with this, employers develop policies and programs directed towards ensuring a motivation of employees which requires an investment of money and time (Koeliner, 1980). The resource investment is easily justified when the organization understands and also realizes the benefits of motivation.

Job satisfaction and motivation

 In ensuring motivation of employees, the organization has to identify the approach that best suits the organization as well as the employees. Maslow’s hierarchy of needs outlines the various levels of needs that an individual has, where satisfaction of these needs alludes to motivation of employees. From this theory by Maslow (1946), physiological needs are the most basic of the needs followed by other needs. Importantly, needs in individuals are unique and in constant competition such that the satisfaction of one need yields another need that should be equally satisfied. People are driven by different factors such that while some people are driven by a focus on their security, others are driven by the need for achievement (Njambi, 2014). In line with this conception, the organization needs to identify the basic factors that drive individuals and seek to satisfy these needs with the intent of ensuring motivation of the workforce. The implication is that the motivation approach may be varied depending on the individual characteristics of the employee.

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