...Employee’s Job Satisfaction Driven by His Motivation and Communication in Dubai Police Force University Of Wollongong In Dubai United Arab Emirates The objective of this report is to investigate the relationship between Job satisfaction and employees’ motivation along with communication within an organization. To achieve that objective, Dubai Police Force (DPF) was chosen as subject for this study. DPF where people from different cultural backgrounds, ages, years of experience, genders, educational level and many other characteristics interact. This interaction makes both of communication and motivation deviate from an employee to another. DPF has a sensitive and critical function in the society and country, thus its performance reflected by its employee’s has to be measured. Many believe that an employee’s performance or output depends greatly on his job satisfaction. To serve the objective mentioned above, feedbacks from employees working in DPF were obtained through a questionnaire then analyzed. The questionnaire targeted employees from different departments to measure the motivation and communication level in each department. Then relate those levels to the job satisfaction level in that department. Quantitative results were not enough to draw a conclusion about the findings, so some qualitative results were included in the analysis of the findings. Those qualitative results were obtained from the direct questions in the questionnaire that asked the...
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...MOTIVATION The Student’s Name The Name of the Class Professor The Name of the University The city and State where it is Located The Date MOTIVATION Motivation is the force that directs people to behave in a certain way. Motivation explains people’s desires, actions, and needs. A motive develops an inclination for a particular behavior. In an organization context motivation is defined as the use of rewards and compensation to boost employee’s morale and satisfaction (Long, 2005). This action in the end increases performance and productivity of workers. Motivation can either be intrinsic or extrinsic. Extrinsic motivation or external motivation involves the use of tangible rewards to boost employee’s performance. Tangible rewards include pay and other salary benefits. Intrinsic motivation or internal motivation involves the use of intangible rewards to increase employee’s performance. Intangible rewards include safe working conditions, promotion, job titles, incentives and good working policies (Hiam, 2003). In this paper, therefore, my objective is to discuss how culture affects Herzberg’s theory of motivation the two-factor theory. In his 1959 motivation book, Fredrick Herzberg discusses the factors that lead to satisfaction and dissatisfaction in the workplaces. Herzberg was interested in knowing what pleases employees and what displeases them in their work environment. To conclude his study, Herzberg found that opposite of satisfaction is not dissatisfaction...
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...Motivation 1 Motivation Lesette Sanchez MT 302: Organizational Behavior Motivation 2 It is very important that management understands what motivates employees. In order for management to have employees reach the maximum level of work performance, it is very important for management to understand what motivates employees. Due to employees responding in different ways towards their jobs and company practices, motivation is not an easy task for management. Management needs to find out what is causing this employee to produce low levels of work performance, to be able to motivate (Allen, 1998). There are several reasons that can affect an employee’s motivation. These reasons are individual differences, job characteristics, and organizational practices. The individual differences can be personal needs, values, and attitudes, interests and abilities that are being brought to the job. Job characteristic is what determines the limitations and challenges of the position. Organizational practices are company rules, policies from human resources, practices from management and rewards given by the company. Management must figure out how these reasons affect the employee’s work performance (Allen, 1998). Management must also know how to satisfy employee needs. This can also be provided by motivation. This need can be anything that is required, desired, or useful to the employee. In order for management to be able to motivate the employee...
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...reported a 30% decrease in output that has negatively affected sales and backorders. This has resulted in low staff morale and increased job insecurity. In this case study, I will discuss important motivation tools such as empowerment, self-improvement and life enhancement, and also how to apply them at Better Power based on Maslow’s hierarchy of needs theory. Motivation Motivation is an internal and external process that stimulates the needs and energy in individuals to be more interested and committed to a job in order to achieve an objective. There are two types of motivation namely, Intrinsic and extrinsic motivation. Intrinsic motivation is internally driven by an enjoyment or having by having an interest in a task. Extrinsic motivation is when an individual performs a task in order to gain a reward such as money, promotion or fame (academia 2014). There are several theories that attempt to explain motivation; these include Maslow’s hierarchy of needs, McGregor theory X and theory Y, Herzberg’s two-factor theory, Alderfer’s ERG theory, Self-determination theory, Temporal motivation theory and Achievement motivation theory. Maslow’s hierarchy of needs theory Maslow’s hierarchy of needs theory was proposed by Abraham Maslow, a psychologist who developed the theory of human motivation in his 1943 paper "A Theory of Human Motivation" (McLeod 2007). Maslow suggested that every individual has a hierarchy of needs that includes:- Physiological needs which include a...
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...leading to high return to stockholders. Performance management foster clarification of task and expectations, improvement of individual and organizational productivity and provides a basis for making employee-related decisions (Shippmann p.605). In conclusion Performance Management uses Human Resource strategies such as reward systems and performance Appraisal to motivate employees towards performance. Performance management can be viewed as a tool to improve on employee motivation for high performance (Cokins, p.58) With the view of finding out the impact of rewards I conducted an interview with the Human Resource Manager, Mr Brandon Jefferson of Coca Cola Kenya branch. Mr. Jefferson said that Coca Cola performance largely depends on employee inputs and outputs. He said that their employees are rewarded annually through intrinsic and extrinsic rewards. He noted that at the beginning of the year the company records its highest profit margin of more than 12%. This is because this period follows the annual motivation at end of the year. He also says that, as per the records, when employees were poorly motivated in 2004, the company recorded a profit decline of 5%. Generally, he concludes that Coco Cola’s fame, high profit gains, quality products cannot be achieved with a low motivated employee, therefore...
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...Workplace Performance & Commitment: Job Satisfaction, Stress, and Motivation AMBA 620 Professor Shandler Abstract In recent years, experts from psychological sciences and business have noticed changes in the employee-employer relationship over the last decades specifically in regards to workplace performance and organizational commitment. While most agree that the issue deserves attention, consensus dissolves around how to respond to the problem. This paper examines how job satisfaction, stress, and motivation can impact workplace performance and commitment in the workplace. The focus of this paper will revolve around the Medical Billing industry and how one organization has chosen to address the changes surrounding workplace performance and organizational commitment. Workplace Performance & Commitment: Job Satisfaction, Stress, and Motivation Introduction This paper is an examination of how job satisfaction, stress, and motivation are directly related to workplace performance and commitment. The main points to be discussed revolve around the importance of an employee’s job satisfaction, the stresses surrounding the employee, and the employee’s motivations or lack thereof and its impact on the organization’s overall success. Context/Situation While in college I was employed, part-time, as a medical biller during summer and winter breaks for three years and for one full year after graduation. Throughout my time with the organization I was the lone male...
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...difference between job satisfaction and organizational commitment is based on how the company rewards their employee’s based on performance or through promotion. Organizational commitment is not based on rewards it is based on how committed the individual is towards the organization. The author defines job satisfaction “is a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences” (Nelson I Quick , 2013). Most employees who receive rewards that are contingent on performance tend to perform well. When it comes to Organizational commitment the author defines it as “The strength of an individual’s identification with an organization” (Nelson I Quick , 2013). There are three kinds of organizational commitment: affective, continuance, and normative. Affective commitment can be defined as an “individual’s strong desire to remain in an organization” (Nelson I Quick , 2013). Continuance commitment can be defined “as an employee’s tendency to remain in an organization because he or she cannot afford to leave” (Nelson I Quick , 2013). Normative commitment can be defined” as an individual’s perceived obligation to remain with an organization because they feel they should” (Nelson I Quick , 2013). Job satisfaction is more strongly related to performance for McDonald’s corporation. McDonald’s offers their employees opportunities to grow with in the company by promotion or mentoring programs. Which will cause their employee’s to be happy and...
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...TITLE OF THE STUDY : A STUDY ON MOTIVATION FACTORS TOWARDS EMPLOYEE COMMITMENT AT BANK ISLAM MALAYSIA BERHAD SOUTHERN REGION CONTENTS 1. CHAPTER 1 : 2.1 Introduction 2.2 Statement of the problem 2.3 Research questions/objevtives 2.4 Scope of research 2.5 Significant of the study 2.6 Key terms /concepts. 2. CHAPTER 2: LITERATURE REVIEW AND CONCEPTUAL 3.7 Literature Review 3.8 Conceptual/research framework 3.9 Hypothesis 3. CHAPTER 3 : RESERCH METHODOLOGY 4.10 Research design 4.11 Sample size 4.12 Sampling technique 4.13 Data collection technique 4.14 Data collection 4.15 Data analysis 4. DATA ANALYSIS AND FINDINGS 5.16 Introduction 5.17 Profile of respondent 5.18 Pilot test 5.19 Tests for normality of data 5.20 Findings 5. DISCUSSION AND CONCLUSION 6.21 Introduction 6.22 Discussion 6.23 Limitation 6.24 Recommendation 6.25 Conclusion 6. REFERENCES 7. LIST OF TABLES 8. APPENDIXES BACKGROUND OF THE STUDY 1.1 Introduction At one time, employees were considered just another input into the production of goods and services. What perhaps changed this way of thinking...
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...Workplace Motivation Paper Marco Polo PSY/320: Human Motivation Workplace Motivation Paper Scientists have defined motivations as the process of arousing, directing and maintaining behavior towards a goal. In fact, motivation is still the one thing that makes people productive in their place of employment, but motivation is very difficult to explain and practice. Management is waking up to the fact that their successes are directly related to their ability to work productivity in with employee emotions. This is because emotions directly influence the five major sources of competitive advantage in today’s marketplace, which are capital, customer service, organizational dynamics, productivity, and employee attraction and retention. All corporations have realized that maintaining elicit and sustain positive emotional states in their employees is important because it plays a major role in their organization’s success or failure. It provides an individual with an identity (Herzberg, 2006). Motivators are those things that allow for psychological growth and development for employees on the job (Place, 2006). In fact, they are closely related to the concept of self-actualization, involving a challenge, an opportunity to extend oneself to the fullest, to taste the pleasure of accomplishment, and to be recognized as having done something worthwhile. Again, while empowering your staff ensure that you follow the basic principals. For example, inform your staff of what their...
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...Introduction Abstract Job satisfaction describes how content an individual is with his or her job. The happier people are within their job, the more satisfied they are said to be. Job satisfaction is not the same as motivation or aptitude, although it is clearly linked. Job design aims to enhance job satisfaction and performance. Methods include job rotation, enlargement, enrichment and re-engineering. Other influences on satisfaction include the management style and culture, employee involvement, empowerment and autonomous work position. Discuss the factors causing the employee’s dissatisfaction. Assignment 4: Read the “First Day on the Job” case found in Chapter 10. 1. Discuss the factors causing the employee’s dissatisfaction. 2. Identify which of these factors could be addressed with improvements in the way the organization handles development as described in the chapter. 3. Discuss what Malik should do tomorrow with regard to his employee. 4. Identify long-term changes Malik should suggest for this organization, if it appears that his employee is not the only one with these complaints? 5. Discuss the human resource policies and programs that would support development programs within the organization. The specific course learning outcomes associated with this assignment are: • Design training and development systems to improve employee performance. • Use technology and information resources to research issues in...
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...Leaders as Motivators One of the best ways a leader can achieve results from employees is via motivation. When a leader motivates, he/she wields an implied sense of power, albeit organizational or personal. To motivate effectively, leaders must be cognizant that motivation requires a physical action, there must be a need by employees to want to be motivated, and there must be an emotional commitment to be motivated (Filson, 2013). It goes without saying, the process of motivation requires more than a leader’s action eliciting a reaction to accomplish a task by an employee. To motivate, a leader must understand the inner workings of people management and performance. This begins with understanding the theories of motivation. Theories of Motivation Motivation theories explain individual performance and the amount of effort as well as the direction the performance exhibits. Motivation theories are subdivided into categories (contact, process, and behaviors). This handbook will concentrate on behavior. In other words, how one makes decisions to achieve what one wants. The process is best explained via the Expectancy Theory, Goal-setting Theory, and the Equity Theory of Motivation. The Expectancy Theory of Motivation is based on three components. First, there is expectancy; one’s efforts resulting in achieving the desired performance goals. This is dependent on personal beliefs, the difficulty in achieving the goals, and the degree of control over goal outcomes...
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...Introduction This paper examines employee’s motivation and rewards on the job. The paper will review Maslow’s Need Hierarchy Theory. The paper will link McClelland’s Theory of Learned Needs to Maslow’s Needs Hierarchy Theory. The paper concludes with job design a key motivational tool and recommendations. Needs Analysis Needs Theories Theories of motivation and rewards play a significant role in organizational behavior. Business leader are focused on employee engagement since it determines employee performance. The first thing is to figure out what foster motivational “forces” in an employee. McShane and Von Glinow (2012) states drive is the primary need to boost individual and to correct shortcoming while maintaining an inner sense of balance. Needs is secondary to drives and his goal-directed that forces knowledge. Maslow’s Need Hierarchy Theory has five levels of hierarchy needs, bottom of the hierarchy is physiological, safety, belongingness, esteem and self-actualization top of the hierarchy. Maslow states when the lower level need must be satisfied before the next higher need would motivate employees and become primary (McShane & Von Glinow, 2012). McClelland’s Theory examines three levels of needs. People with achievement need wants to set and achieve challenging goals on their own. While people with affiliation need wants to like and/or wants to belong to a group, dislike confrontation and approval seekers. Finally, people with need for power are controlling...
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...Motivation in the Workplace According to Stephen P. Robins and Timothy A. Judge (2009), motivation may be defined as "the processes that account for an individual's intensity, direction and persistence of effort toward attaining a goal". Hence, motivation is an important factor in every individual's life because no matter the source, motivation leads to positive lifestyle and it will increase employee's efficiency and effectiveness within the workplace. Moreover, it should be clearly understood that the task of every manger in the workplace should be mainly to motivate their internal customers who are the staff, as managers need to get things done through them in order to deliver high quality to external customers. However, although it seems like a very easy term which may be applied by just increasing employee's benefits, it has been clearly noted that not every employee is motivated by the same factors. Hence, in spite of enormous research, the concept of motivation is yet not well comprehended and is sadly practiced as managers fail or simple do not bother to understand the "human nature itself". An understanding of the human nature should be a prerequisite that should be followed by every manager. Researchers have shown that well motivated employees are more likely to be productive and creative. Hence, it contributes to the reduction of turnover in the workplace which may be defined as "the voluntary and involuntary permanent...
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...McGregor’s X,Y Theory of Motivation In his 1960 management book, The Human Side of Enterprise, Douglas McGregor made his mark on the history of organizational management and motivational psychology when he proposed the two theories by which managers perceive employee motivation. He referred to these opposing motivational methods as Theory X and Theory Y management. Each assumes that the manager's role is to organize resources, including people, to best benefit the company. However, beyond this commonality, they're quite dissimilar. Theory X Management According to McGregor, Theory X leadership assumes the following: • Work is inherently distasteful to most people, and they will attempt to avoid work whenever possible. • Most people are not ambitious, have little desire for responsibility, and prefer to be directed. • Most people have little aptitude for creativity in solving organizational problems. • Motivation occurs only at the physiological and security levels of Maslow's Needs Hierarchy. • Most people are self-centered. As a result, they must be closely controlled and often coerced to achieve organizational objectives • Most people resist change. • Most people are gullible and unintelligent. Essentially, theory x assumes that the primary source of most employee motivation is monetary, with security as a strong second. The Hard Approach and Soft Approach Under Theory X, management approaches to motivation range from a hard approach...
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.... . Motivation is a driving force, it is a force that serves in many functions, motivation can emerge, or it can cause individuals to act in certain manners, it can keep people from obtaining their coal. Motivation is very difficult to observe. Workers are motivated by money and material gain, but being valued is more important than both are. Motivation is very important to employee’s behavior, because it has a direct link to good job performances, because motivated employees are a lot more productive, and a lot more highly motivated, that leads to much better workers. There was a bad performance problem with HR, a situation that never should have occurred on any job. I was working for this company, Methode electronic corporation in 2002. Methode even today is a company that is rich in culture, it sells electronic products, and they are used in a variety of ways” they sell communication product that are used in automobiles; The Company also supplies components for military and aerospace. (www.methode.com). Methods have about 16 manufacturing facilities, and three service centers. The company produces connectors for the electronics industry at four factories in Chicago, and two plants in Singapore and the United Kingdom, and one located in the U.K. There are four facilities in the Midwestern United States; the company produces a wide range of controls, air bags, and wiring harnesses for the automotive industry (www.methode.com). We were making Fiber Optics during that...
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