The data suggests dissatisfaction with pay can be a key factor in turnovers . In Asters Pvt. Ltd, another variable is the low employee morale or motivation, the mangers should address the issue and to increase the motivation of employees.s These result of poor employee motivation among employees who may be overworked which affects their productivity which can impact the level of productivity of the company. This research project addresses the causes and affects of employee turnover. s in the poor morale of employees who may be overworked, and can, in turn, affect the level of productivity
Job satisfaction is multifaceted concept that has variety of definitions and connected with many variables. It is a topic of concern for both of people who manage employees in the organizations, and those study them. According to the Maslow (1954) theory, human needs were ordered in five levels hierarchy from the physiological needs, security, socialization, esteem, to self-actualization. Needs at the lower level of this hierarchy should be saturated before those in the higher levels. Based on this theory (Worf, 1970) has been defined job satisfaction as need fulfillment, if the job provides the employees with their physical and psychological needs in their job settings.
Research by the social mobility commission has unearthed a hidden, "class pay gap". The report finds that British professions stay dominated by those with professional backgrounds, however, even when individuals from working-class backgrounds break into the professional world we reward them with less pay. How can this be fair? Someone who has had to work harder to get to the same position faces earnings almost 20% less in wages. These figures refer to a white male – women and ethnic minorities face a, “double” disadvantage.
Moreover, with the pace of time several other factors have been revealed those are negatively affect employee motivation and performance. That is why there are different researches made by researchers to determine the factors that motivate the employees in a positive way and as a result of these researches too many factors have been found (Mak & Sockel,
2. LITERATURE REVIEW 2.1 Theories on Motivation The two motivation theories which will be incorporated into the strategies are Herzberg’s Motivation-Hygiene Theory and Maslow’s Hierarchy of Needs. Herzberg’s Motivation-Hygiene Theory Herzberg’s Motivation-Hygiene Theory (1959,1966) was the result of a study on job satisfaction of workers in several settings including educational settings as well as industrial settings to determine whether intrinsic factors do contribute towards job satisfaction. The two factor theory claims that certain elements within the job content i.e- intrinsic as well as its environment i.e- extrinsic, can influence the lack of satisfaction. According to Herzberg, satisfaction and dissatisfaction are not on the same
To better understand employee attitude and motivation, Frederick Herzberg performed studies to determine the factors in an employee’s working environment which caused satisfaction and dissatisfaction. Studies included interviews where employees were asked what pleased and displeased them about their work. Herzberg found that the factors causing job satisfaction were different from those causing dissatisfaction. He developed the motivation-hygiene theory to explain the results. The satisfiers were called motivators and the dissatisfiers were called hygiene factors, using the term “hygiene” in the sense that they are considered maintenance factors that are necessary to avoid dissatisfaction but that by themselves do not provide satisfaction.
As a manager, there are five main personality traits that need to be encouraged to promote individual performance. They include extroversion, openness to experience, conscientious, agreeableness, and emotional stability (OB502, Individual Behaviour). Also, staff should be motivated so that their individual’s intensity, direction and persistence of achieving a goal is realized. There are several motivation theories that need to be considered so as to support improved individual and group performances (BMO 6506, Motivation - Theory and Application). Goal-setting theory can be used in the management of objectives that ensures that both the management and employees know their duties.
Studies show that dissatisfied employees are likely to quit their job or be absent than satisfied employees. organisation must direct to a better understanding of the interplay between the person and the situation and the various internal and external factors that influence employee attitude. Kula Sedat and Guler Ahmet (2014). Study examines whether and to what degree supervisor support is associated with job satisfaction making age, rank, gender, education and working unit as a constant in the analysis. Satisfaction in the workplace is driven by the motivation.
These can be in terms of salaries and remuneration, coworkers, opportunities and work itself. It is clear that job satisfaction depends on a number of issues. It depends on economic, cultural and social ties that are there in any given company. Every employee does his/her duty to satisfy his/her pressing needs and failure to do so will lead to less satisfaction and shift to another job that may be rewarding better. Labor wages that appear to be low as compared to other jobs coupled with the lack of job security and status affect adversely job satisfaction.
They neglect the moderating and intervening variables. The relationship between job satisfaction and cultural values is complex one. The factors of individualism, uncertainty avoidance and power distance are more likely to influence the job satisfaction and employees commitment to work in the best of organizational interest. (Palich L. E., 1995). Job satisfaction is the result of the factors like payoffs (Pay/salary), promotion policies, the work itself (nature of work), supervisors’ behavior, relationships with the co-workers and the career opportunities.