Employee Motivation Job Satisfaction Employee Motivation and Essay

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Employee Motivation Job Satisfaction

Employee Motivation and Job Satisfaction

There is great interest in understanding the phenomenon of satisfaction or dissatisfaction at work. (Spector, 1997) However, it paradoxically, despite the dramatic proliferation of scientific literature on the job satisfaction, can not speak, however, a parallel progress in investigations, as the progress made?

and are not very rewarding significant. (Furnham et al., 2005) The job satisfaction comes from being in the last year's one of the issues special interest in the field of research. For Parsons (2006); this interest due to several reasons, which are related to the historical development of theories of Organization, which have undergone changes over time? (Furnham et al., 2005)

At the present time the organizations are forced to face new challenges focused on the satisfaction of its employees or internal customers, (Cennamo and Gardner, 2008) who more than their subordinates or employees are the key link in the chain of efficiency and sustainability of the current competitive market. (Walker and Miller, 2010) So changing and demanding, while the more you know more or appreciate firsthand the importance of human resources, the better the results in the productivity of labor and/or the provision of services. (Brown et al., 2000)

The management of job satisfaction is a supplement that management takes place in the organization and is given by the merger between policies, plans, actions and programs to play the key points about each worker as the basic unit for reproduction defining business requirements and levels, in order to determine the degree of satisfaction of its staff. Once satisfaction is reached, this multiplied by far their efforts and put more effort and dedication to the work. (Cennamo and Gardner, 2008)

There are many agents that generate job satisfaction or dissatisfaction which can be classified into two broad groups: internal and external agents. (Spector, 1997) The former are based on the basis of the most important needs of the individual, related to interest in work, stimulation moral hierarchy opportunities, working conditions, communication, scheduling, among others, and the latter are those factors that influence companies to each other, i.e. (Wright, 2001) The opportunities they provide to their workers, labor and wage, which motivates them to move from one place to another as they do the same external customers to switch suppliers in the market, when there is one that offers products with best practices, price and/or quality, all this translates into prospects successful business. (Furnham et al., 2005)


In terms of job satisfaction, it is important not only to achieve a proper selection of people, others remain relatively stable organizational factors should allow the company to have an ascending projection in the future, (Brown et al., 2000) but we have to ensure a set conditions that stimulate the imagination, quality and productivity of workers. (Furnham et al., 2005) Satisfaction partly decides the actions of individuals, the efforts that are willing to make and outlines the aims to achieve. (Wright, 2001)

Successful businesses and financially "healthy" people are mostly very selfless, motivated and satisfied with the work done. (Spector, 1997) However the companies that are inefficient and are financially "sick" are saturated with staff dissatisfied and very few motivations for the work awaiting opportunities to leave the organization. (Walker and Miller, 2010)

Another important factor, and that most managers often do not have in mind is that people work because they have a set of needs of various kinds that can be met by the employment relationship, that is, working primarily for living or financially support a family. (Tietjen and Myers, 1998)


What an individual does the efforts and sacrifices that come to make the effort to achieve a goal, so far is able to demand more of employee, depends primarily on the motives which impel them to act and these motivations have their needs based on the experiences and possibilities to satisfy through their employment relationship. (Brown et al., 2000)

Managers understanding what employees want in your job, what your goals are and how they want to develop it can increase the sense of self-esteem of workers. The power behind self-esteem generates the confidence and creativity needed. Always keep in mind that man is the main source to achieve: Growth, Utility and sustainability. (Furnham et al., 2005)

Each worker has different perceptions about their work environment and positive action that is taking the organization to which he belongs for their welfare, which are feelings that determine their actions. (Furnham, 2009) They also can be transmitted to others in the external environment that surroundings, indirectly influencing negatively or positively. (Furnham et al., 2005) Therefore, measuring the level of job satisfaction provides valuable information about the status of the organization is and the more needed to reach the desired point. That is, if what is promised is what you get, and if indeed this is what you need. (Parsons, 2006)

Through the use of a mathematical model based on the collection of information using techniques such as brainstorming and survey the results are qualitative and quantitative degree of satisfaction of internal customers, which allows then to compare with previous periods and know their evolution or involution. (Wright, 2001)

The purpose of the use of brainstorming is to locate the fundamental requirements of internal customers for the organization to which they belong. (Brown et al., 2000) which constitute the most important features in their opinion known variables that could have a high level of connotation for people and express the essential qualities or properties that generally characterize the organization, making it possible to assess the state in which he finds it. (Tietjen and Myers, 1998) It is essential to know these requirements, providing a better understanding of how internal customers identify with the organization and attitudes generated by the relation employee - employer, and therefore make the necessary changes to achieve improvement. (Furnham, 2009)

The methods used are fundamentally empirical, among which are: direct observation, which allows assessing and evaluating circumstantial aspects of the facts that form the basis for the investigation. (Wright, 2001) The interview to ensure interaction researcher respondent allowing knowing the factors and most important views that are affecting the internal customer, (Brown et al., 2000) the expert consultation that allows to define the criteria of the most prepared in the matter of the research conducted, in addition to the use of survey techniques such as storm ideas. (Tietjen and Myers, 1998) No longer present theoretical methods such as historical and logical to study the experience in years of the organization, and analysis and synthesis that allows the decomposition of the problem mentally into parts for analysis and then integrate, discover relationships and general characteristics of the elements analyzed. (Furnham et al., 2005)

So irresistible impulses are to succeed, strive personal accomplishments rather than the rewards of success in itself, as well as have a desire to do something better or more efficiently than has been done before, all motivated by some momentum. (Furnham, 2009)

Individuals with high need for power have to be in charge, they struggle to influence others, they prefer to be in competitive situations, position, also are more interested in prestige as to gain influence over others in effective performance. (Brown et al., 2000) Individuals with large membership endeavors strive to make friends prefer cooperative situations the competition and expect a lot of understanding reciprocal relationships. (Furnham et al., 2005)

Work motivation has been the subject of systematic studies from a few years before that job satisfaction, but has achieved an importance in organizations. (Furnham et al., 2002) This last variable depends on the degree of overlap between what a person wants and reaches into his work, as well as reported. Farther downstream between the desired and what was found less satisfaction. (Wright, 2001)

In addition to all this is very common to hear a psychologist, a professional in the area, speaking in organizations on motivation and job satisfaction, which are important links in human behavior. (Tietjen and Myers, 1998) All managers face a huge challenge: motivating employees to produce desired results with efficiency, effectiveness, quality and innovation as well as satisfaction, commitment, but what do it?

To maintain the commitment and effort, organizations must fully appreciate the cooperation of its members, establishing mechanisms to have a workforce sufficiently motivated to perform efficiently, effectively, leading to the achievement of the objectives, goals organization, while striving to meet the expectations and aspirations of its employees. (Furnham, 2009) Such assumptions automatically lead to address the issue of motivation as important elements to generate, maintain, modify or change attitudes like behavior in the desired direction. (Spector, 1997)

Theory of Needs

According to the theory of needs, a person is motivated when they have not yet reached a certain degree of satisfaction in your life. (Wright, 2001) This theory relates to what they need or require people to lead fulfilling lives, particularly in relation to their work. (Tietjen and Myers, 1998) There are various theories of needs, which differ in terms of degrees and the point where, in…[continue]

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