Motivational Factors Influencing Job Satisfaction
Chapter 1
THE PROBLEM AND ITS BACKGROUND
Introduction
Employee motivation and job satisfaction have always been an important issue in an organization, but few organizations have not made motivation and job satisfaction top priorities or even neglected the issue at times. The failure of the managers in the organization to determine the motivational factors of the employees will create dissatisfaction of the employees which will eventually result to the decrease in productivity of the employees. The managers of the organization should properly utilize its people who are considered the most important part of an organization because these employees are the one’s doing the legwork in order to achieve the goals of the organization. It will be difficult to utilize the employees of the organization if they are not properly motivated, and in effect create job dissatisfaction of employees. A well-motivated person works harder and perseveres longer than an unmotivated one. A person level of intensity and persistence is higher because motivation energizes his behavior and gives the direction. It is very similar to the vector quantity in physics, it has both magnitude and direction. In the total workforce, almost all human behavior is motivated and caused and directed, meaning people act because something cause it, but their actions must not be aimless, it must be directional. Motivation, therefore, must be considered the strength of the drive toward an action. In this sense, motivation refers to the whole class of drives, needs and similar forces that prompt people to act in certain ways and develop tendencies for specific behaviors that may eventually lead to job satisfaction (Martirez, 2003). It is understandable that managers expect high quality performance from their employees regardless of the work environment that they provide. However, if from their employers concentrate on generating a kind of workplace that is positive with high motivation, job
THE PROBLEM AND ITS BACKGROUND
Introduction
Employee motivation and job satisfaction have always been an important issue in an organization, but few organizations have not made motivation and job satisfaction top priorities or even neglected the issue at times. The failure of the managers in the organization to determine the motivational factors of the employees will create dissatisfaction of the employees which will eventually result to the decrease in productivity of the employees. The managers of the organization should properly utilize its people who are considered the most important part of an organization because these employees are the one’s doing the legwork in order to achieve the goals of the organization. It will be difficult to utilize the employees of the organization if they are not properly motivated, and in effect create job dissatisfaction of employees. A well-motivated person works harder and perseveres longer than an unmotivated one. A person level of intensity and persistence is higher because motivation energizes his behavior and gives the direction. It is very similar to the vector quantity in physics, it has both magnitude and direction. In the total workforce, almost all human behavior is motivated and caused and directed, meaning people act because something cause it, but their actions must not be aimless, it must be directional. Motivation, therefore, must be considered the strength of the drive toward an action. In this sense, motivation refers to the whole class of drives, needs and similar forces that prompt people to act in certain ways and develop tendencies for specific behaviors that may eventually lead to job satisfaction (Martirez, 2003). It is understandable that managers expect high quality performance from their employees regardless of the work environment that they provide. However, if from their employers concentrate on generating a kind of workplace that is positive with high motivation, job