Employee Motivation and Productive Behavior in Job Satisfaction: The Importance of Ensuring Motivation and Productivity To Increase Job Satisfaction The world of companies today is in ensuring that their employees are as productive as possible, which happens to go hand in hand with his or her behavior and motivating factors. There is also the problem of cost when an employee is not being productive- cost in money lost, and potentially having to hire someone new to fill that position. Companies spend billions of dollars annually in the hiring and intricate training in hopes of achieving the employee to be a successful addition to the company and it’s goals. However, the best and cheapest way for these companies to save money is for them to
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For instance a job, a company, an employer, and an employee all have cost and worth. An employer views cost and worth in regards when hiring new employees- how much they would cost (salary), compared to how much they are worth (experience, KSAO’s, etc.). The problem here lies on how the employers have viewed their employees, for lack of a better word, as machines not taking into account that they are human beings with complex personalities, needs, and limits. All of which can greatly affect the productivity of the company. For this study, it will focus ultimately on how motivation affects productive behavior, and thus an employee will achieve job satisfaction, which decreases the probability of turn over.
Employee motivation is defined as: “internal state that induces person to engage in particular behaviors.” (Spector, 2012) It will focus on three theories that correlate with the idea and hypotheses of this study. The first theory is called the Expectancy Theory, the second theory is called the Reinforcement Theory, and the third theory is called Self-Efficiency Theory. These three theories on motivation work as a base for an employee to then achieve productive …show more content…
(Spector, 2012) Job satisfaction and turn over are interconnected when one is high the other is low, and this relationship is very important in determining the flow of the study that is being conducted. (see figure 2) In a study done by Jacobs and Solomon (1997) they concluded that job performance leads to job satisfaction. They concluded that people did better overall because when they preformed they became more satisfied because they had received rewards, which happens to closely tie to employee
For instance a job, a company, an employer, and an employee all have cost and worth. An employer views cost and worth in regards when hiring new employees- how much they would cost (salary), compared to how much they are worth (experience, KSAO’s, etc.). The problem here lies on how the employers have viewed their employees, for lack of a better word, as machines not taking into account that they are human beings with complex personalities, needs, and limits. All of which can greatly affect the productivity of the company. For this study, it will focus ultimately on how motivation affects productive behavior, and thus an employee will achieve job satisfaction, which decreases the probability of turn over.
Employee motivation is defined as: “internal state that induces person to engage in particular behaviors.” (Spector, 2012) It will focus on three theories that correlate with the idea and hypotheses of this study. The first theory is called the Expectancy Theory, the second theory is called the Reinforcement Theory, and the third theory is called Self-Efficiency Theory. These three theories on motivation work as a base for an employee to then achieve productive …show more content…
(Spector, 2012) Job satisfaction and turn over are interconnected when one is high the other is low, and this relationship is very important in determining the flow of the study that is being conducted. (see figure 2) In a study done by Jacobs and Solomon (1997) they concluded that job performance leads to job satisfaction. They concluded that people did better overall because when they preformed they became more satisfied because they had received rewards, which happens to closely tie to employee