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Employee Job Satisfaction and Motivation, Essay Example

Pages: 3

Words: 691

Essay

Any business that wants to be successful is concentrating on employees being satisfied with their jobs and work environment. The payoff for job satisfaction can be tied to better profits and more innovative employees. The primary goal for the organization is make sure employees have a good attitude from job satisfaction. The fostering of a great attitude transition to smiling on the phone, employees that enjoy their jobs and employees that contribute to the companies goals. Here are three main reasons that job satisfaction is important. The business office has a deadline with four employees out with the flu. The customer has decided they want to see the prototype 2 days early and the staff is shorthanded. The team has been working double shifts to get the job done. The team found time to bond during the project and the team successful finish the prototype. The entire team was cool and collective which impressed the director. The team has a very low stress level along with finding time to laugh. The team was anxious but they were not stressed out to the point of non-performance.

The first reason job satisfaction is important because it helps the employee to function without being stressed to the point of exhaustion or non-performance. The second reason job satisfaction is important is because of motivation. An employee that is motivated can lead to company profits. The third reason job satisfaction is important is because employees that are satisfied with their jobs will come to work, however if the employee is not satisfied they will be absent habitually. The employee that is not satisfied can affect the bottom line.

Employee Motivation 

The most effective motivational theories that organization should utilize is Maslow’s Need Hierarchy Theory. This theory is based on five basic needs, which are physiological safety, love, esteem, and self-actualization. The primary premise is these five basic needs is what drives the motivation factors for an individual. The organization that understands how to incorporate these five needs will be effective in motivating their employees. Maslow theory can help understand your employee’s motives for being positive or good attitude. The organization that masters this theory will have a motivated staff. The reason the Maslow Needs Hierarchy works because the theory is about understanding human behaviour. The best example is the physiological need of an employee would be the need to work. This need can be nurtured by the organization with providing specific task to the employees. The employee has a need to feel they are wanted and an important part of the team. The organization can provide leadership teams assigning everyone a role. The note taker, the organizer, the planner and the collaborative team member. This would satisfy everyone on the team with some kind of work responsibility that gives him or her physiological comfort. The motivation levels can be increase by providing the employees with a feeling of safety. The company can plan monthly departmental meetings to share with employees how well the company is functioning along with excellent revenues for the year. This will give the employees that safety that are seeking in the workplace. The employees feel motivated when they are loved. The company can provide the employee with a birthday cake showing their appreciation for the employee. Another way an organization can show love and caring for employees is acknowledging employee’s length of time with the company.

The employee will need self-esteem to be motivated. The organization can provide personal improvement, empowerment training, confidence builder training, and professional soft skills. The employee that feels that the company cares about them with be self-motivated to be successful while an increase in self-esteem helps the employee to be confident and productive. The organization can provide a platform for the employee to improve their self-awareness, personal growth and self-actualization training.  The organization can implement company-training modules in the areas of self-analysis, personal goals, and how to pursue professional and personal goals. The personal growth models can be tied to promotions to management positions. The employee must complete the personal growth modules before they can be considered for the next level of management. The company can incorporate and integrate self-actualization training.

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