Motivation and Job Satisfaction Theories
The idea of motivation applies to internal elements that coerce action and external elements that can function as stimuli to perform. There are several characteristics that can be affected by motivation such as intensity and persistence. Moreover, motivation goes beyond affecting the procurement of individuals’ skills, and plays a part in the magnitude which they use their skills and abilities.
The belief is an organization that has excessive quantity of turnover and absenteeism is the consequence of poor job satisfaction. Excessive turnover and absenteeism normally will result in the organization paying additional cost to recruit and train new employees which can and normally will impact the company bottom-line. The problem with many companies today is the inability to recognize that job satisfaction is directly related to their bottom-line and therefore, do not place job satisfaction as one of its urgent administrative priority.
This issue is based on organizational failure to recognize the substantial advantages an organization could realize by making an effort to influencing employees’ outlook. When an organization has content employees, they are more inclined to be productive and committed to work and their employers. It is imperative that organizations establish a work environment that entice, inspire and retain the best people which in turn will be beneficial for organization.
The goal of this assignment is to utilize a motivation and job satisfaction theories for a particular situation that correlated to motivation this author observed or have knowledge of professionally. Moreover, this author will examine how beneficial this theory is in elucidating the deficiency in effort or the above average accomplishment of employees. This author will also offer example in relation to the advantages and disadvantages of this particular theory in explaining employee motivation or job satisfaction.
Abraham Maslow’s theory of needs includes five fundamental types of needs, which consist of the need to endure physically, the need to be safety, the need to have a connection with other individuals or have a sense of belonging, the need for confidence, and the need for self-actualization. Maslow’s conceptualization of needs is usually represented by a triangle with the five levels of needs arranged in a hierarchy of needs (Hughes, Ginnett, & Curphy, 2012).
According to Valencia (2012) cited “David McClelland” a Harvard Psychologist, who studied the spectacle of productive activity beyond the necessary requirements of the task, labeled this trait as “need for Achievement” (Valencia, 2012). This is to say that people who are high achievers seek the satisfaction of achieving task and often value the need over other rewards such as money (Valencia, 2012).
Individual differences influence the ways people think and the ways they react to the...