Synthesis Matrix for Secondary Research Report

Low Motivation and Job Satisfaction

Human resource management studies have established that a significant percentage of employees develop dissatisfaction with their work. As such, many workers end up leaving their jobs to seek better opportunities while others stay albeit unhappily. Workers that are dissatisfied due to various issues that inform low motivation are bound to affect the organization negatively. Synonymous with little motivation and job satisfaction in the workplace is a lack of motivation, negative attitudes, and, consequently, poor performance. The HRM research findings submit that these symptoms of low motivation and dissatisfaction have a tendency to spread to other members of the workforce, affecting departments and the entire company and thereby informing negative implications on an organization's bottom line. Given these challenges and their prevalence in the contemporary market, management studies reiterate the need for identifying and remedying the same as soon as possible. HRM findings on this issue underscore the fact that managers and business leaders should take their time to comprehend the rationale behind low motivation and job satisfaction to transform the unhappy workforce into motivated employees.

According to human resource management findings, underpayment is one of the leading reasons for low motivation and dissatisfaction. Economic demands like rent or mortgage, health insurance, and high costs of living stress up many employees. Having to deal with taking care of these bills with limited earnings exacerbates the problem. In some cases, workers feel like they are being underpaid when there is a capacity to improve their pay. Another reason for dissatisfaction is limited career growth. Workers who lack opportunities for advancement in their respective job roles are often less motivated. Having to wake up to do the same thing without the potential to grow and advance their careers wreaks havoc on their morale levels.

Importance of Employee Motivation and Job Satisfaction for Organizational Performance by Dr. Chandrakant Varma

In the article mentioned above, the author delves into the discussion of the implications of employee motivation on the overall performance of an organization. The article notes that while organizations restructure their productions through retrenchments and layoffs to embody a lean organization, they should be warry of losing performing workers as a result of lack of motivation and dissatisfaction. Dr. Varma argues that motivated employees will commit to the goals of an organization and, as such, significantly contribute to its growth. At the same time, the author calls to attention the need for companies to appreciate the value of such employees by keeping them motivated. HR departments are called upon to ensure that common workforce career objectives align with those of the company to motivate the workforce.