THEORIES OF JOB-SATISFACTION- There are several differences of opinion amongst experts regarding the various components and theories of job satisfaction. Even though they may be different and varying but somewhere down the line, they are also overlapping. The prominent theories are categorized into two types- Content theories and Process Theories. (Foster, 2000). Content Theories- the content theories try to identify the specific things affecting the satisfaction levels of an employee.
SDT is in agreement with this theory that it promotes autonomous motivation. In contrast, SDT differs from job characteristic theory in three ways: (a) SDT believes that interpersonal style of supervisors and managers is important in addition to job characteristics; (b) SDT focuses on causality orientation and not need strength as the individual’s difference; and (c) SDT also considers controlled motivation and not just internal motivation like job characteristic theory (Gagne and Deci, 2005). CONCLUSION Overall, organizations and their managers are understandably concerned about motivation. Motivated employees are pleased, valuable, trustworthy and dedicated, and that 's what companies want. Although motivating employees can be a challenge, a number of theories about motivation at work can be used as a basis for creating practices, procedures and processes to affect employee
TITLE: ‘Using two theories of motivation you have studied, discuss the importance of motivation in the workplace.’ Research Question: What are the theories of motivation and how do they impact the success of a business? This research question is relevant as it creates a route for investigation. It allows me to investigate and evaluate the theories of motivation by evaluating and understanding their validity and whether or not they impact the success of a business as the success of their business is one of the, if not the, main objective(s) of business owners. Name: Aayush Jaitly Word Count: 991 Action Plan What will I do? How will I do it?
These two together make up effective freedom or capability. Simple freedom to choose may be vulnerable to the objection that it is compatible with invidious freedoms, but the Capability Approach is concerned with people’s ability to live a life they have reason to value, which incorporates an ethical evaluation of the content of their options. It is not concerned only with increasing people’s freedom-as-power. Finally, Sen’s Capability Approach is particularly concerned with grasping the dimensions of human well-being and advantage missing from standard approaches. This relates to its concern with tracing the causal pathways of specific deprivations, with how exactly different people are able or unable to convert resources into valuable functionings.
CHAPTER 1 INTRODUCTION Background of the study Job satisfaction has been said to lead to qualitative and quantitative improvement in job performance (Ganguly, 2010). Therefore, it is important for organization to find factor that can lead to job satisfaction. In addition, according to Hasan Ali Al-Zu’bi, (2010), one of the key variables that impact the performance of organization is the employee’s job performance and satisfaction. Job satisfaction can be defined as the feelings of employees whether they like or dislike the different aspect of their job experiences in connection to previous experiences (Mohammad, Mumtazah, Jariah & Aminah, 2013). Meanwhile, Ganguly (2010) stated that job satisfaction involves a collection of numerous attitudes and feelings that refer to psychological disposition of people towards their jobs and how they feel about their work and also influence motivation and interest in work.
Today there are reactions that have emerged about this theory e.g. his example of employees was not illustrative of all specialists, yet further studies have had a tendency to help his discoveries. Moreover a few faultfinders have proclaimed that it is regular for individuals to assume praise for satisfaction, however at fault dissatisfaction on external variables. Each individual is simply that an individual and theories of motivation can't realistically apply to every single employee; then again, they are valuable for distinguishing the principle routes in which individuals are motivated. Herzberg and his discoveries have been to a great degree persuasive in advancements connected with the field of job outline and routines for administration to give job satisfaction and
This will be done through a psychological frame and will begin by exploring a definition of scapegoating in relation to a self-regard. Following such the essay will align Freudian defence mechanisms of the ego and Social Identity Theory’s intergroup dynamics to scapegoating and its role in a positive self-esteem. From a psychological scope, it is evident that the ego and identity may be influential factors to scapegoating. In such essence, scapegoating is defined as the process of putting blame on another individual in order to release oneself from undesirable responsibility or emotion (Rothschild, Landau and Molina 1). It is for this reason that many of the characters in “Sula” scapegoat.
Creed (2011) notes that although a specific order is depicted in the model, the order of need can differ for each individual. Alderfer (1969) emphasises that there is a unique frustration-regression factor. In the event that a higher level need is not satisfied a lower level can become activated resulting in continued frustration or revert to an easier lower level need. ERG in additon proposes that more than one need can be activated at anyone time which is contrary to Maslow’s theory. Evidently from research ERG theory has received more credibility than Maslow’s in that its strength derives from focusing on job specifics.
The main purpose of this report is to address the importance of workplace diversity with focus on flexibility and work-life balance programs to enhance employee’s commitment to organisational performance. In order to better access the topic, this report discusses the pros and cons of workplace flexibility relative to the true intention and the implications of excessive working hours, follow by closely examining the difficulties and challenges on organisations to introduce work-life balance policies and how these issues can be overcome. Finally, this report will provide recommendations to better facilitate work-life balance during an economic downturn and also measuring the benefits of work-life balance policies on organisational performance.
Hygiene Factors 2. Motivational Factors Finally in this essay I will explain and compare the advantages and disadvantages that is associated with Maslow’s Hierarchy of Needs and Herzberg’s theory Two Factor Theory. Maslow’s Hierarchy of Needs: Maslow’s Hierarchy of Needs explains that there are a category