Task Satisfaction and Motivation


Worker job pleasure and retention has always been an issue to issue with regards to achieving a high level of productivity inside an organization. Job satisfaction is best defined as a couple of feelings and emotions employees associate with their work. It is an attitude which is inversely relevant to behaviors such as absenteeism and staff proceeds.

In theory, a business with staff that screen behaviors of high absenteeism and turnover resulting from low levels of job pleasure would usually suffer from larger recruitment and retraining cost that will hinder profitability. Regrettably, most agencies till today have failed to make work satisfaction a top management goal; this happening is attributed to the failing to identify the significant benefits a company would appreciate just by manipulating an attitude. Happy employees are usually more productive and committed to function and their companies. Organizations that may create work environments that attract, inspire and preserve hard-working persons will be better positioned to achieve a competitive business industry. For the purpose of this kind of paper, I would really like to highlight a vital motivational theory that companies could connect with achieve large sustainable amount of job pleasure among its employees.


Motivation refers to forces within an individual that account for the level, course, and persistence of effort expended at the job (Schermerhorn, Hunt, and Osborn, 1997). Back in the 1950s, one of the pioneers of motivation hypotheses, (Frederick Herzberg, 1968) came up with the Herzberg Theory which locations emphasis on two facets of job motivation: hygiene and mindset factors. Health issues as one of the facets can easily minimize discontentment and not motivate employees in the event that managed properly and the other way round. In a sensible context, health factors will be issues relevant to the work environment such as remuneration, company guidelines, interpersonal associations between co-workers and job surroundings. Motivational factors, on the other hand, are showed by could be need for self-esteem and personal growth. At work, they are usually issues linked to recognition, significant work, responsibility and career progression. Figure 1 proven on page 2 represents the Herzberg's Theory in the form of a spectrum which will basically describes the need for health factors being managed just before motivators may be addressed to market job fulfillment and ultimately enhance efficiency (Herzberg, 1993). FIGURE one particular В– HERZBERG'S THEORY (Herzberg, 1993)


Having talked about Herzberg's Theory in general, learn about how supervision can set this theory into practice so as to achieve a higher level of work satisfaction between employees.

Care factors since described simply by (Griffin. and Moorhead., 2007), although are certainly not the actual way to obtain satisfaction, they are really foundations to building a work place where motivation and task satisfaction are even possible. Allow us to look at just how management can easily address the different hygiene elements effectively.

Businesses Policies and Guidelines

Guidelines and rules are necessary in each and every organization in order to maintain a specific degree of conformity and common. However , they may be a method to obtain dissatisfaction for employees if they are ambiguous, overly rigid or not everyone is required to conform to it (Preferential Treatment). Administration should strive to decrease discontentment by ensuring policies are fair, justifiable and applicable for all. Practically, drafted standard working procedures manuals (SOP) ought to be disseminated to all or any staff to facilitate convenient communication and compliance of policies. An example would be staff handbooks which can be handed out to new hires during their alignment and a company's intranet site wherever policies and guidelines will be updated regularly and emails send out to staff to notify...

References: 1 . Blanchard, Kenneth H. and Hersey, Paul. (1993): Management of Organizational, Englewood Cliffs, NJ: Prentice Hall

2 . Griffin, Ricky Watts. and Moorhead, Gregory. (2007): Organizational Behavior: Managing Persons and Agencies, Eighth Edition, New York: Houghton Mifflin

a few. Hackman, T. R. and Oldham, G. R. (1975): Development of the position diagnostic study, Journal of Applied Mindset

4. Herzberg, F. (1968): ‘One Additional time How Do You Inspire Your Staff ', Harvard Business Review

5. Herzberg, F., Mausner, B. and Snyderman, N. (1993): The Motivation to Work, Somerset, NJ: Transaction Publishers

6. Robbins, Sophie P. (2004): Organizational Tendencies, 11th Copy, Pearson Education

7. Schermerhorn, John 3rd there’s r. Jr., Hunt, James G. and Osborn, Richard In. (1997) Organizational Behavior: John Wiley & Sons Inc

8. Wilson, Susan B. (1994): Changing People is actually Behavior, Nyc: AMACOM

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