Motivation and Satisfaction

Motivation Defined

• Motivation is the process of "arousing and sustaining goal-directed behavior" (Nelson & Quick, 2013, p.75)
• Motivated employees constantly look for improved practices to do their job and strive to do their best work even in difficult circumstances
• Employee performance is improved by an increase in motivation, which plays a critical role in determining organizational success

Content vs Process Theories of Motivation

• Content theories: focus on what motivates individuals, including Maslow's hierarchy, McGregor's theory X and Y, Herzberg's 2-factor theory, McClelland's achievement theory, and Alderfer's ERG theory
• Process theories: focus on how motivation occurs, including cognitive evaluation theory, social learning theory, goal setting theory, management by objectives, Vroom's expectancy theory, and equity theory

Equity Theory

• People compare their work and rewards to others and perceive an imbalance when they feel under-rewarded or over-rewarded
• When individuals perceive an imbalance, they are likely to:
  • Reduce work efforts or exit the organization if they feel under-rewarded
  • Maintain consistent work effort if they feel equitably rewarded
  • Increase work efforts if they feel over-rewarded
• Relates to perceptions of organizational justice

Job Attitudes

• Job attitudes are positive or negative evaluative judgments that relate to objects, people, and events
• Types of job attitudes include:
  • Job involvement: identifying with a job and actively participating in it
  • Organizational commitment: identifying with a particular organization and its goals
  • Perceived organizational support: believing that the organization values their contribution and cares about their well-being
  • Employee engagement: being involved in, satisfied with, and enthusiastic about their work
  • Job satisfaction: having a positive emotional state based on the evaluation of their job or job experiences

Job Satisfaction

• Causes of job satisfaction include:
  • Work providing meaning
  • Pay
  • Advancement opportunities
  • Supervision
  • Co-workers
• Job satisfaction is not a strong predictor of work performance, but dissatisfaction can lead to negative behaviors

Job Characteristics Model

• A framework for designing and enhancing jobs to improve motivation, satisfaction, and performance
• Five core job dimensions:
  • Skill variety: using different skills and abilities on the job
  • Task identity: having a sense of accomplishment and recognition for one's work
  • Task significance: believing that one's work is important and has a significant impact
  • Autonomy: having control over one's work and decisions
  • Feedback: receiving regular and meaningful feedback on one's performance

Job Design and Motivation

• Job rotation: periodically shifting an employee from one task to another
• Job enlargement: increasing the number and variety of tasks
• Job enrichment: increasing the degree to which the worker controls the planning, execution, and evaluation of their work

Motivation, Performance, and Job Satisfaction

• Even highly motivated employees may not perform well if they lack ability, opportunities, or willingness to make extra effort
• Consequences of dissatisfaction can include:
  • Voice: actively expressing dissatisfaction
  • Loyalty: passively enduring dissatisfaction
  • Neglect: ignoring or neglecting responsibilities
  • Exit: leaving the organization