Deliverable 2 - Effective High-Performance Motivators

Employee satisfaction and motivation impact the work performance of an employee. If a person is satisfied with a job, they most likely feel motivated to work harder and present their best work. A person that seems dissatisfied with a job lacks motivation in the workplace and often meets the minimum requirements of the job duties, therefore, has a lower or decreased work performance.

Motivation

Motivation and employee satisfaction are key characteristics for success both individually and for teams in the workplace. Motivation is a basic psychological process that works to encourage and inspire an individual to reach a goal. Motivation is also the managing process of influencing practices based on the understanding of what will make an individual react.

Job and Employee Satisfaction

Job satisfaction encourages employees to strive for success in the workplace. Employee satisfaction comes from a state of fulfillment and happiness. In most cases, employee satisfaction is developed from receiving respect, recognition, and inclusion both individually and as a member of a team. Employee satisfaction also strengthens confidence, improves the quality of work, and loyalty. Satisfaction also stems from an employee’s contentedness and enrichment within the work environment. The practice of positive behaviors, open communication, and constructive feedback are exceptional tools to increase satisfaction.

Satisfaction vs. Motivation

The use of motivational practices in the workplace examined across a range of contexts has shown a positive effect on employees. A motivating support system serves as an inspiration to reach goals and encourages an employee to work harder. Motivational practices and behaviors also have a positive effect on the employee’s performance. Satisfaction drivers are job security, good salary, recognition, promotional opportunities, and work-life balance. Satisfaction on the job is what creates the movement of high performance. Therefore, the environment is what determines the results. Working in an environment that has consistency will operate steadily, meaning that whatever practices or behaviors are present will influence the response of performance.

Motivational Theories

Several theories can be referenced to create a better understanding of motivation and its relation to job satisfaction. Let's look at the three most commonly referenced and two key points of each.

Taking a collective look at the three highlighted motivation theories, there are many similarities. Each showcases the basic perspective and view of motivation. Maslow’s theory is based on five categories of human needs: self-actualization, esteem, belongingness, safety, and physiological. According to Maslow's theory, the lower categorized needs are a priority and must be fulfilled first before additional levels are considered.

Cognitive evaluation theory suggests that there are two kinds of motivators: intrinsic and extrinsic. Intrinsic motivators stem from an actual performance such as achievement or competence. Extrinsic motivators result from the environment based on measures out of his/her control.

Alderfer's ERG theory classifies growth needs, relatedness needs, and existence needs with similarity to Maslow's theory but from a different rational. Growth needs relate to the development ability and identification of potential. Relatedness needs apply to relationship satisfaction with others, and existence needs address the physical well-being.

Motivation and job satisfaction can be linked or defined by any of the three exampled theories above. The connection is based on individual perspective, but the outcome is based on the individual want.

· Needs

· Behavior

· Satisfaction

The overall perspective of motivation is:

The components of job satisfaction are:

· Evaluative

· Cognitive

· Effective

In comparison, motivation and job satisfaction can work together or work against each other. Generally, employee satisfaction and motivation need to go hand in hand to have a cohesive, productive, and rewarding work environment. The lack of motivation in the workplace can harm the workforce. The crucial element of awareness is the connection needed between satisfaction and motivation for organizational success. The more motivated an employee is, the higher their level of satisfaction; therefore, the higher level of satisfaction results in a higher level of productivity, retention, and quality.