Motivation is the force that pushes us to do things: It is a result of everyone needs being satisfied so that employees have the inspiration and ability to complete the respective task given. So will employees be motivated and perform to their capability by giving them good welfares, benefits and money? Money makes the world go round, it can be considered as an engine to push human’s limits but peers motivation and intrinsic desire to a good job are the real motivators in today’s workplace. Intrinsic and extrinsic motivation There are two types of motivation, intrinsic or extrinsic.
He created a list of motivators that he believed would help give employees job satisfaction and hygiene factors that could lead to demotivation. Maslow’s hierarchy shows that although it is perceived that good pay at work should keep a worker happy and motivated, it is not enough, and rather that esteem, fulfillment of potential and appreciation are what truly motivates workers. Maslow believed that decision-making and challenges were more important than adequate pay in terms of
I trust that life is a learning experience and being able to perceive our own strengths and weaknesses can help us turn out to be better people in anything we do, regardless of whether it is certain capacities and abilities that can help accomplish our objectives or adverse individual ranges that need change. Knowing our self-better can help us to perceive and beat our personal weaknesses. In a personal context, individuals in their personal or professional life must also plan and consider what strategies will help them be successful and ensure their occupational survival. In regards to this, Callanan & Greenhaus, (1999) has noted in their research that employees must take more control of their careers and look out for their employability.
It is also important to the individual to ensure his/her best personal interest by establishing dynamic success structure (Dries et al., 2008). Under profitability theory by Martin (2001), it suggests that one’s and others’ abilities and strengths are capitalised by the individual to compensate for self-weaknesses, and achieve overall organisational profitability and productivity as a whole through teamwork through goals accomplishments. To enhance authentic feelings, it is important to encourage individuals to view career success in broader linear progression in personal and work roles. It enhance the individual’s satisfaction by merging self with work through motivation and well-being (Sullivan and Mainiero, 2008) and support (Van Buren,
No doubt, organizations should promote the kind of positive supervisor mentoring behavior exemplified in question 1. This is because, such conducts will motivate employee satisfaction which can lead to excellent job performance, good work ethic, and high retention of skilled workers. This relates to the concept of job satisfaction which is, “a pleasant feeling resulting from the perception that one’s job fulfills or allows for the fulfillment of one’s important job values” (Noe et. al. p. 322).
The key concept to the social cognitive career theory is self-efficacy, which is the perceived level of confidence in one’s ability to perform various activities related to career planning and development.” A person whose lowest level needs have not been met will make job decisions based on compensation, safety, or stability concerns. Naturally they will revert to satisfying their lowest level needs when these are no longer met or are threatened (such as during an economic downturn). However, with these satisfied, a person will want their higher level needs of esteem and self-actualization met.
Recruitment and selection also has an important role to play in ensuring worker performance and positive organisational outcomes. It is often claimed that selection of workers occurs not just to replace departing employees or add to a workforce but rather aims to put in place workers who can perform at a high level and demonstrate commitment (Ballantyne, 2009). We will elaborate on the sometimes complex linkages between recruitment and selection and performance later in this chapter. To appreciate the specific nature of graduate recruitment and selection, it was essential that we first explored general recruitment and selection literature.
Moreover, both job satisfaction and employee engagement are playing a significant role through accomplishing the organizational goals and objectives effectively and efficiency. Job satisfaction is important in the organizational settings, because according to Robbins and judge in 2013, first of all, job satisfaction affects productivity because several studies have stated that, the more employees are satisfied and happy, they more likely to have more products. Secondly, job satisfaction influences absenteeism, there is a negative relationship among job satisfaction absenteeism because satisfied employees are less likely to miss work. In the third place, job satisfaction again plays an essential role through the decisions of staying or leaving of the workers within the organization which is called turnover .in the fourth stage, job satisfaction is the main consideration of an employee 's organizational citizenship behavior (OCB), also the employees who are more satisfied are more likely to involve in OCBs, and talk more positively about the firm.