How Motivation Influences The Job Satisfaction Level Management Essay

How Motivation Influences The Job Satisfaction Level Management Essay1.0 gateThis schooling is carried surface the consequential of motif to specify be sp make outn gladness in an judicature, to understand the kindred amidst need and prank triumph in an organization. In this chapter, go out be focvictimization on interrogation background, seek objective, task statement, and enquiry question.1.1 Research backgroundThe part of this acquire was to find out the allude of need on trouble pleasure of employee in a organization. Motivation is a basic psychological process. A recent selective in set upion-based comprehensive psychoanalysis concluded that competitiveness problems turn up to be largely pauperismal in nature (Mine, Ebrahimi, and Wachtel, 1995). The management plight in numerous organizations and how they fundament melio grade the pauperism of employees in the closely paced technological environment. Motives atomic number 18 materialization of persons need. Hence they are personal and internal. They withal can be incentive on the other hand are external to the person. Motivations are made part of feat environment by management in order to satisfy the employees to accomplish task. Job pleasure is positively affects individual execution. Job blessedness positively affects individual exerciseance (Petty et al. 1984 Judge et al. 2001 Kim 2005) and this make it lavishlyly relevant to investigate the ca use of goods and services of air bliss. agree to Luthans (1998), pauperization is the process of arouses, energizes, direct, and sustains behavior and mathematical process. That is a process to influence people action and to achieve a desired task. in that respect is too wholeness of the way to influence people is to employ effective penury which make the employee more(prenominal) satisfied and committed to their argument. silver is a inducement but is non the only motivator. thither is let off having other incentives which can also serve as motivator.Employee attitudes relating to theorize satisfaction and organizational inscription are based on the field of organizational behavior and the example of human re inceptions management. Attitude has direct squeeze on chore satisfaction. On the other hand, organizational allegiance is focuses on their attitudes towards the entire organization. Although the relationship in the midst of satisfaction and commitment are difficult, but there are more recent research shows that commitment cause satisfaction.1.2 Problem statement there are many reasons why managers are keep facing the problem in organization. Resources, human and material, applied science are a few issues confronting managers daily. The more important is the human aspect has question that has confused managers for a colossal time such(prenominal)(prenominal) as how can they make some employees perform better with satisfied in their think over.According to Schofie ld (1998), an authoritative study conducted by the Sheffield Effectiveness Programme (a joint research project between the concentrate on for Economic Performance at the London Stock Exchange and the be bring on for Work Psychology at the University of Sheffield) has shown that the way people are managed or dod has a powerful impact on both productiveness and profit faculty. The study which included measurement of aims of product line satisfaction and organizational commitment of employees of 67 firms, base that 5% of the profitability disagreement, and 16% of the productivity variance between companies whitethorn be the variant variance in crease satisfaction levels between their employees. This study is demonstrated the important of suppose satisfaction, employees motivation and commitment in an organizational capability and strength. According to Watson (1994) business has adopt to realize that promptd and satisfied workforces can deliver powerful to the underside line.There are still many employees all e rattlingwhere the creation do not enjoy the level of cable satisfaction and work motivation, because of that they keep seeking alternative employment to experience a high(prenominal) degree of job satisfaction. Such action entrust influence an organizations ability to be profitable and successful over n extended block of time. According to Finck, Timmers and Mennes(1998) employees are excited and motivated by what they do allow for help business be achieve.1.3 Research objectiveTo find out the relationship between motivation and job satisfactionTo determine the impact of motivation towards the employees job satisfaction.To analyze the way to modify the job satisfaction by using work motivation.1.4 Research questionWhat are the relationship between motivation and job satisfaction?What determine the impact of motivation towards the employees job satisfaction?How work motivation can improve job satisfaction?2.0 Literature review2.1 The relationship between motivation and job satisfaction2.1.1 MotivationAccording to Pinder(1998 in Ambrose Kulik, 1999) work motivation may be regarded as a set of internal and external forces that school work-related behavior, and determine its form, direction, intensity and duration. The concept related to the work and influence on work behavior of both environmental forces. In workplace, work motivation are invisible, it is depends on personal behavior and responsibility of the job.Snell (1999) says that motivation is e trulything. Without motivation people allow for not deliver to their potential even the sharp people. People that are motivated will perform surface and improve the personal ability. He further asserts that company staff are very important in a business receivable to they are the pattern of the company that customer see. They have the potential to upraise the quality of service and have the power to influence or reduce the company profits.According to a mod el developed by Herzberg, motivation is influenced by care and motivational factors. The important motivational factors are the work it egotism, achievement, growth, responsibility, advancement and recognition. There are basic internal motivators rather than external. The Maslow and Herzberg models are similar repayable to its focus on needs, but the difference can be seen from the caput of views.Nel, Gerber, Van Dyk, Haasbroek, Schultz, Sono and Werner(2001) tie motivation as intentional and directional. Intentional is immoral to personal choice and committed of action, and directional indicates being of a tearaway(a) force aimed at achieving a specific culture. A people who rush motivated will know they moldinessiness achieve the specific goal even in the face of adversity.2.1.2 Job satisfactionThe concept of job satisfaction will be very important now a day. Managers smell that if they responsible for maintaining high levels of job satisfaction among their staff will hel ps to increase the productivity, absenteeism and staff turnover (Arnold Feldman, 1986). According to Locke (1976), job satisfaction was already significant since the first part of 20th century, for example, there are over 3000 related studies were published between 1935 and 1976 which an average of on publication every five days. Job satisfaction is regarded a s related to important employee and organizational out buzz offs, ranging from job performance to health and longevity (Spector, 2003).According to Gibson et al (2000) job satisfaction may be defined as an individuals expression of personal well-being associated with doing the job assigned. Job satisfaction depends on the level of internal and external and how the employees view those outcomes. The outcomes of job satisfaction have different values for different people. For some people, responsible and challenging work is disconfirming value and depending on the education level and prior experience with work providing the in ternal outcomes. For other people, such work outcomes may have high positive values. Those differences would influence the level of jab satisfaction on the analogous job tasks.Bateman and Snell(1999) say if people feel fairly treated from the outcomes they receive, or the processes used, they will be satisfied. These authors mention that a satisfied worker is not necessarily more productive than a dissatisfied one delinquent to sometimes people are happy with their jobs which dont have to work hard.2.2 The impact of motivation towards the employees job satisfactionAll employers want their workers to perform well of their abilities and they try to provide all the necessary resources and a good on the job(p)(a) environment in order to keep their employees motivated. However, motivation is a rocky factor to manage due to every employees wants or target does not always match with what the employers provide.Motivation and job satisfaction reinforce severally other and work together , if the employee is satisfied on job performance he tend to be motivated. So that understand the employee needs can break up better insight to managing human motivation. Frankl(1984) suggested that, motivation reflects peoples search for meaning and that job satisfaction may reflect the degree to which people have found meaning in their work. According to Sylvia and Hutchinson (1985), true job satisfaction is derived from the comfort of higher order needs such as social relations, esteem, and self actualization rather than lower- order needs2.3 The way to improve the job satisfaction by using work motivationMotivation is very important in an organization nowadays, but not everyone satisfy when the motivation in processes. May be that is because the employers make the wrong way to motivate their employees. Because of that, there are few strategies helps to improve the job satisfaction such as profit, wages and assures of service, money, staff training, entropy availability and c ommunication.2.3.1 Salary, Wages and Conditions of gainTo use salaries as a motivator effectively, managers which are motivator must consider four major components of a salary organizes such as job rate, payment, personal or supererogatory allowances, associated with factors and side benefit. Job rate is relates to the importance the organization attached to each job. Payment is to encourage workers or group by rewarding them according to their performance. Personal or special allowances, associated with factors are the scarcity of particular skills or certain categories of information professionals or with long service. Last but not least, side benefit represent holiday with pay, pensions, and so on. It is also important to ensure the salary structure of the organization will retained the comparable level of the market salary structure.2.3.2 MoneyAccording to Akintoye(2000), money remains the most significant motivational strategy. Money is the major factor which able to motiva te employee to increase the productivity of the company (Taylor, 1911). Incentive system will be able to improve job satisfaction, high performance, commitment. Katz, in Sinclair, et al. (2005) emphasizes the motivational power of money through with(predicate) the process of job choice. He explains that money has a very strong power to attract or motivate individually to achieve higher performance. For example, a employee will simple shift company for the greater monetary reward of the job, if the differences of the workload of the job is similar with the current job. Banjoko(1996) mentions that many managers use money to reward or punish workers.2.3.3 Staff TrainingNo matter how computerized an organization, high productivity depends on the level of motivation and the effectiveness of the workforce. Staff training is an essential strategy for motivating workers. An organization must have good training programme. This will give the employee opportunities for self-improvement and breeding to meet the challenges and requirements of new equipment and new techniques of performing a task.2.3.4 Information handiness and CommunicationOne way managers can stimulate motivation is to give relevant information on the consequences of their actions on others (Olajide, 2000). According the researcher, there is no known organizations in which people do not usually feel there should be improvement in the way department communicate, cooperate, and assemble with one another. Information availability brings a powerful pressure between the employees, where two or more people running together will run faster than when running alone. By sharing information, subordinates compete with one another.2.4 Theoretical frameworkMotivationnSalary, Wages and Condition of dish outJob SatisfactionMoneyStaff TrainingInformation handiness and CommunicationDependent variableIndependent variable2.4.1 Analysis bridle-pathThe framework shows that the two variables in the research proposal, mo tivation is the independent variable. From this research I have identify that salary, wages and condition of service, money, staff training, information availability and communication are the motivational factors that affect job satisfaction level. The dependent variable in this research would be job satisfaction. From the framework, we will understand the relationship between motivation and job satisfaction. Job satisfaction will be interrupt by the motivation manner or strategies. On the other hand, motivation strategy is also able to enhance the job satisfaction level.3.0 Methodology3.1 IntroductionIn this section, we slightly describe the research methodology use in the study to know how motivation affects in job satisfaction and using the selective information collection to analysis the data for the study. To find out the relationship between motivation and job satisfaction, impacts and the strategy to improve job satisfaction level in a organization.3.2 Data ResourcesAccordin g to Bell (1995), primary data are such data that does not yet include any interpretations and analysis from other people. Secondary data on the other hand is data that is examine and include someones interpretation of the data (Bell, 1995). Secondary data was chosen for this research due to the cost and time saving for collect data that infallible for the research (Hair, Money, Samouel, and Page, 2007), According to Saunders et al (2007), primary data is expensive which oppose to lower-ranking data. In additional, Hair et al (2007) emphasizes that most of the indirect data are free of charge or either can be purchase in a cheaper price.3.3 Data Analysis ProcedureThe secondary resources needed in order to be able to fulfill the purpose of this proposal are mainly journal articles and schoolbookbook. When searching for secondary data search engine such as Google Scholar, Emerald and others. KBU International College has provided student a huge variety of reference books. Google search engine is the advancement of technology which allowed us to get information conveniently and quickly to obtain heterogeneous journals from the website which allowed us to understand the research objectives. Emerald website which can access through it using Anglia Ruskin University account is easy to obtain various journals which needed for the research. Less text book are used in this research as the source from the library about our research questions.3.4 HypothesisNull HypothesisH0 There is no relationship between motivation and job satisfaction utility(a) HypothesisH1 There is a relationship between motivation and job satisfactionNull HypothesisH0 Motivation cannot affect job satisfaction levelAlternative HypothesisH2 Motivation can affect job satisfactionNull HypothesisH0 Motivation unable to improve job satisfactionAlternative HypothesisH3 Motivation able to improve job satisfaction4.0 LimitationThe research could have make more accurately if more resources which coul d be obtain to support the research. There are circumscribed resources provided in KBU International College library. However, KBU does provide student access to Emerald Insight website which contains many research journals and the college had already paid the fee, but student are still allowed to access to the website within the college premises.In additional, this research only used secondary data collection which easy to obtain. Most of the secondary data come from other authors opinion and their personal findings. Because of that, this research may be inaccuracy due to the opinion from the author might disagree with research and opinion done by other author around the world.5.0 Ethical considerationThe information of the people who provide information to the study would not show to the others when the study done to protect the human right of privacy. There is the action that should be taken. The information provider are willing to provide the information to exhaust the study a nd not being force. During the research, the information collected would not be modify as to maintain the accuracy of the information which been collected.6.0 Executive compendFrom the study done, we know that the motivation was so important in an organization which can affect the job satisfaction level. By the way, the relationship between the employee motivation and job satisfaction using the right way to motivate the employee thus enhancing the job satisfaction level and the organization at the same time. When motivation and job satisfaction are reinforced together as one, motivation and job satisfaction can increase the working performance of employees. Besides that, there are several strategies used to enhance the working performance. The strategies used are such as Salary, Wages and Conditions of Service strategy, Money strategy, Staff Training strategy, and lastly the Information Availability and Communication strategy. victimization all this strategy will further develop th e working condition to the highest level of job satisfaction. To sum it up as a whole, motivation and job satisfaction are co-related because when the motivation to work increases, employee will have a higher job satisfaction, thus creating maximum output for the organization.7.0 Gantt graphActivityFEBRUARYMARCHAPRILMAYWeek number12341234123412Read belles-lettresFinalize objectivesDraft literature reviewRead methodology literatureDevise research approachDraft research strategy and methodEnter data into computerDraft findings chapterUpdate literature readComplete remaining chaptersSubmit to tutor and await feedbackRevise draft, format for submissionPrint, bindSubmit