Job Satisfaction as a potential area for highly motivated employees: An insight based on Herzberg Two-factor theory

1         Introduction

A more integrated sense of operations has been observed as the modern-day business fraternity indulges into more employees oriented organisations. In such an environment employee satisfaction especially related to the job that they are hired for result san increased prevalence of motivation across the entity. In this regard, the topic selected is considered to study the concept of job satisfaction and its effectiveness in developing a motivated workforce. The essay to follow discusses not just the aspects of the workforce motivation singularly but enables the use of effective motivation theory by Herzberg as a tool to analyse the behaviour of a motivated workforce and the factor that might deter or appraise it. In addition to this the essay during its course witnesses relative support from practical world examples in relation to the job satisfaction measures that have led an organisation to be effective in bringing a strongly motivated workforce.

2         Main Body

Amongst several theoretical areas that are considered within the job satisfaction is considered a pivotal aspect which helps the entity devise the mode or manner in which its employees behave and deal with each other and the customers. According to the research by Stromgren et al. (2016), the need to ensure that the job satisfaction is considered a pivotal position within the organisation where it helps increase content amongst the employees in relation to the job and the organisation on the whole. This is considered to limit problematic instances like unionisation and rebellions amongst the employees. The importance of job satisfaction can be ascertained right from the term itself where a satisfied person shall not rebel or protest against something and be happy with it. The same is considered with respect to the term job satisfaction where the employees if satisfied with their job, can provide to be a permanently available resource regardless of the market conditions. Thus job satisfaction is considered to be quite important in relation to the fact that employees being an eminent resource if kept satisfied can help the entity achieve its targets for a competitive edge and market existence for longer and more profitable tenure (Pan, 2015).  Considering this aspect of importance that job satisfaction has for an organisation, while other areas might be eminent yet the evidential growth of employee motivation as a result of job satisfaction is considered amongst the most important ones. In this regard, it is important to analyse employee motivation as a deliverable of job satisfaction.

The need to ensure that employees remain motivated to work in the long run for their respective organisations is based heavily on the amount of satisfaction that employees derive from their employment. In this regard, the research by Siengthai et al. (2016) has highlighted the fact that the intimacy between job satisfaction and the relevant motivation of employees is integral for an organisation. The factor of job satisfaction is considered to be induced by managers who are the drivers for satisfying workplace environment which, when provided, can lead employees to return each day to the entity. In addition, this Avery et al. (2015) has highlighted the fact that the use of effective jobs satisfaction practices including various needs and regards being satisfied for the employees allows the management to keep the workforce satisfied which increases the relevant motivation amongst the employees. A motivated workforce has been considered to increase the organisations potential to meet both long term and short term objectives. The need to ensure that the entity makes a repute within the market is dependent on the employee satisfaction and motivation which is a resultant of how effectively the entity lets satisfaction related to job prevail in its operations.

Employee motivation is considered resultant or a deliverable of job satisfaction, which the employees witness within an organisation. Hoboubi et al. (2017), in their study, mentioned the fact that higher levels of job satisfaction have been considered to result in better productivity of the workforce. Thus with a better performing and more productive workforce, the entity is often observed to reach beyond the average achievement of its goals. The satisfaction of the workforce is further coincidental with the development of an organisation with higher productivity and a workforce with a notion of ownership for the organisation.  Maloni et al. (2017) were of the opinion that job satisfaction seeks to develop an entity and a culture of employee-origination bondage which is inevitable for the future of success. This has been quite eminent when it comes to employee motivation. A motivated workforce is a result of employees being satisfied with their job, which is inclusive of the motivating factors. Theses factor, when provided to the workforce, is considered to increase job satisfaction amongst them. Thus highlighting an eminent area to be discussed where job satisfaction and employee motivation or vice versa impactful on each other and the workforce as well. The need to analyse the exact impact which job satisfaction has on the workforce is necessary, testing its credibility as an employee motivator is further required which hall be satisfied in the excerpts to follow.

Considering the introductory paragraph for the essay, it becomes highly pervasive in the modern-day business fraternity to portray an organisation to be competitive all the whole remaining employee-friendly. The need to ensure that is their true role of job satisfaction on employee motivation is considered the gist for the essay, which shall be satisfied for the readers within the following aspects. It has been considered in the research by Raziq and Maulabakhsh (2015) that the entity is considered to have superior chances of achieving market competitiveness and success with satisfied workforce serving at its premises. It can thus be considered quite beneficial for an organisation to have job satisfaction prevail across the board with respect to its importance in a motivated workforce and a relatively competitive organisation.

Drawing upon the aforementioned discussion, it becomes quite evident within the case of Job Satisfaction that the theories for motivation can and are effectively applied. A wide range of theories for motivation amalgamates job satisfaction in their course to ensure that workforce motivation level remains at peak and with consistency. Amongst leading theories for motivation that cater to the role of job satisfaction for better employee motivation. In this regard, the selection of the Herzberg Two Factor Theory has been considered. The theory provides for effective factor analysis which might motivate or demotivate the workforce. Alfayad and Arif (2017) have mentioned that the Herzberg Two Factor theory of motivation has been considered quite effective when it comes to job satisfaction. The motivational theory can be effectively linked with job satisfaction where the employees, when provided with efficient motivating factors, can develop a better position for the entity as a whole. The motivating factors are inclusive of job satisfaction. Employees, when provided a voice within the operations of the organisation, are considered to have better chances of being satisfied with the operations of the entity. Thus with respect to the theory by Herzberg job satisfaction maybe catered as the possible outcome of job satisfaction or more basically job satisfaction being a constituent for a motivated workforce.

Job satisfaction has been enlisted within the Motivators list of the factors by Herzberg based on its intangibility. The motivators are a list of factors that are felt rather than being materialistic in nature. In this job, satisfaction is considered quite important for the entity when it comes to keeping the employees motivated.

RIS News (2017), in their report, listed some of the most blissful organisations that had higher scores of job satisfaction across the world. The leading sports goods manufacturer Nike had been in the second position with the happiness score of its employees. The relevant analysis mentioned it to top the list for sports goods manufacturers which maybe correctly linked to the productivity increased as a result of the job satisfactory. The need to ensure that the greater and more structured practices of increasing job satisfaction are deployed have been the reason why not just Nike but a number of other organisations that have been the part of the list.  In a similar stance, with respect to its market of Engineering and Mechanics, Rolls Royce had been listed amongst the most preferred companies by the workforce. It had been mentioned in the report by Bloomfield (2016) that for the year 2016, Rolls Royce topped the list of engineering organisations with the highest preference rate of satisfied employees and also of those who sought to work there based on its satisfaction rate. In addition to this, it may be considered with complete surety that organisation that has placed job satisfaction at their core have succeeded beyond bounds when it comes to productivity and competitive advantage within their relevant industries and markets. Amongst such entities is the case of Amazon, as highlighted by Cain (2018) when the company raised its minimum wage policy to $15 per hour. This was welcomed by the entire market as a stance for increasing the already high employee satisfaction while those already serving at the entity were further motivated to work for it diligently. Such cases form the real world provide effective support to the discussion where job satisfaction and employee motivation interlink with each other and provide a chance to the entity for prolonged substance within the market. Considering the Herzberg two factor theory, it can be considered that the employee motivation and job satisfaction may be considered an eminent two-way effect with one complementing the existence and appraisal of the other.

3         Conclusion

The essay above has led to the conclusion that job satisfaction is an eminent parcel for success within the organisation operating now and those that seek to deliver their operations in the future. Employees from the pivotal aspects of success and competitiveness in the current era. The organisation that indulge in practices of increasing employee motivation are considered to have their focus on satisfying needs of employees via various factors being applied. The need to ensure that operations are successful within the entity is based on how motivated the workforce is to serve the purpose. It can, therefore, be concluded from the real-world examples of Amazon, Nike, and Rolls Royce where each stands as the leader in their respective industries have also been the toppers for the satisfaction which their employees witness in their premises. This has been the crux of their immense expertise in delivering top-notch productivity and thus enlist themselves as the leaders.

4         References

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RIS News (2017). Report: NIKE Has Some of the Happiest Employees in the Country. [Online] Available at < https://risnews.com/report-nike-has-some-happiest-employees-country

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