Two Factor Theory Of Job Satisfaction

Future GroJob satisfaction Job satisfaction describes hoe 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 satisfaction has been defined as a pleasurable emotional state resulting from the appraisal of one’s job an affective reaction to one’s job and an attitude towards one’s job.

Intrinsic motivation being employees are interested on the work because it is personally interesting, rewarding, challenging. Job satisfaction and the achievement of your personal goals are some examples of intrinsic motivation. Extrinsic motivation being employees work solely for the reason to receive a reward or the outcome. Extrinsic motivated employees are more concerned about the end results (pay raise, benefits, and promotions) than

For instance, a certain company promises an employee $100 upon reaching performance targets or specific sales threshold (“The What and Why of Motivation,” n.d., p. 146). •Intrinsic motivation It refers to a form of motivation that is nurtured in one self, instead of being “dependent” on external considerations, such as money or other incentives, for good performance. It relies on self-satisfaction, enjoyment and positive emotions on the work or task that one does (“The What and Why of Motivation,” n.d., p. 146).

As Noe et. al. suggests “For all the concern with positive relationships and interesting work, it is important to keep in mind that employees definitely care about their earnings” (p. 319). This indicates that generally, most employees will appreciate a monetary motivation. 4. In the case of the negative behavior you described in

Theories on employee motivation have existed since the 19th century, beginning with Elton mayo’s famous studies at the Hawthorne factory of the western electric company in Chicago from 1924 to 1932. Mayo’s research revealed that workers were not only solely driven by monetary benefits (organizational space) but were motivated by social elements as well (team space). In fact, social elements like communications, teamwork, and employee involvement can lead to better work performance even when work conditions are worsening. The Hawthorne studies give birth to the study of employee management and highlighted importance of addressing the human needs of workers.

Autonomy is the degree to which a job provides an employee the option and independence to decide and schedule how the work has to be done. There have been various researches that have been carried out specifically focusing on the relationship between autonomy and team effectiveness. Autonomy in workplace can benefit the employees, teams, manager and the organization as a whole. Autonomy is closely related to the effectiveness of the team. The results of a study conducted to investigate how autonomy was related to the effectiveness of teams showed that there was a positive relationship between autonomy and effectiveness of the teams.

Likewise, employees’ feeling of job satisfaction has been reviewed in comparatively with a specific dimension of organizational culture and leadership. In organizations that are flexible and adopt the participative management type, the latter are more possible to be satisfied, resulting in the organization’s success. Although the leader creates the culture predominantly, but he or she is the one who progresses through this process and so are the leadership tactics that he or she applies. In accordance to the leadership, there are two major types of leadership in organizations that influence the employee’s job satisfaction, which are: the transactional and the transformational leaderships. The transactional leaderships are the ones who act within the frame of the dominant culture; the transformational leaderships work towards change and adaptation of the culture to their own

Combination of psychological, physiological and environment conditions which satisfies a person from the job is job satisfaction (Hoppock, 1935). Initial definitions consider job satisfaction as constructive or destructive attitude which results due to specific work areas, such as job factors and individual traits (Blum & Naylor, 1968). According to Hammer and Organ (1978), satisfaction is “a person’s attitude toward an object….that represents a complex assemblage of cognitions (beliefs or knowledge), emotions (feelings, sentiments or evaluations), and behavioral tendencies” (Hammer& Organ, 1978, p. 216).

The third category believes that many concepts and definitions of job satisfaction involve an evaluation process. Factors influencing job satisfaction of creating "job satisfaction" in a person is dependent on several factors together which lead to the achievement of the desired result. Lack of some of these factors may lead person to become dissatisfied with the job. Factors such as the amount of earnings the soul and the nature of work and its social status; prestige and reputation, enhance job safety, lack of role ambiguity, physical conditions, structure and organizational culture and communication with colleagues, according to the characteristics, performance evaluation, fit, flexible, innovative approach.

According to Spector (1997, 2), job satisfaction is defined as “simply how people feel about their special aspects of their jobs. It is the point to which people like (satisfaction) or dislike (dissatisfaction) their jobs.” Additionally, Mbua (2003, 305) then, defines job satisfaction as “the completion acquire by experience various job activities and rewards.” Whereas, for Robbins (2005), the concept job satisfaction refers to the employee’s thoughts about her or his job. Similarly, job satisfaction is “a positive feeling about one‟s job consequential from an evaluation of its characteristics”