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Management Essay On Employee Job Satisfaction & Motivation Within Workplace


Managerial effectiveness leads to an organization achieving success. Apart from the management functions a manager also performs the roles of administrator and entrepreneur. As an administrator, his/ her responsibility is to maintain existing levels of business and as an entrepreneur, he/ she ensures efficient allocation of resources to maximize returns. Resources at the manager’s disposal are limited so the success of a business depends to a large extent on how he/ she chooses and uses the best technology, services, facilities. Managerial effectiveness is what leads to an organization becoming agile, quickly adapting to the business environment that is in a constant state of flux.

Using the information above, consider a topic that you believe contributes specifically to managerial effectiveness and prepare a management essay. You will research this topic, complete a literature review, and complete a research paper detailing the topic and its role in managerial effectiveness.

Your submission should be a written essay (10-15 pages-not including the CUC cover, title, or reference pages). In addition, you should complete an annotated bibliography of at least 15 sources used in your research paper.

Chosen Topic: The effect of management factor on employee job satisfaction and motivation in the workplace.


As examined in this management essay, organizations must concentrate on their ability to maximise efficiency through the use of capital. The core things in a company are workers. They need to be actively and competently managed. It should encourage them to improve their efforts and devote themselves to corporate advancement in a satisfactory and happy manner. Happy workers create an enticing atmosphere that increases the productivity of employees. Special innovation has led to a rapid growth in jobs in new manufacturing and economies around the world. Every employee in the organisation's organisational performance depends on effective efficiency and effectiveness. The achievement of high production performance by competition and efficiency was always a strong organisational priority. A high standard of performance change in a business is important for this extremely satisfied workforce. The current research will examine the key driving factors and how they impact the productivity of workers.

The efforts of workers are a significant determinant of each person's performance. If a person is pleased with the jobs, he or she is motivated to do a lot to do the job. Satisfaction with employment is an absolute sense of appreciation or dislike of the efforts of an individual. The attitude to one's work is absolute and human. The extent to which you feel pessimistic or positive about different facets of the workplace, the workplace and the connexion to colleagues and the job itself is defined as job satisfaction. An organisation that is extremely pleased with work has an eye on its work. Therefore, the report has discussed key job satisfaction theories and models an identified the factors that can influence job performance and in terms, employee job satisfaction.

Key Words











Safety and Security

Maslow’s Hierarchy of needs

Herzberg’s Motivator hygiene theory

Job Characteristic Model

Dispositional Approach

As justified in the following management essay, organisational success depends on a properly established strategy. To establish a well-structured organisational strategy the hierarchy must consider the appropriate usage of its resources. Resources play a significant role in the developmental process of the organisation. Organisations need to emphasise on their resource management ability to enhance their regular productivity and individual-level performance. Employees are the key elements within an organisation (Varma, 2017, p. 3). Thus, it is extremely important to increase their professional capabilities by boosting their confidence and commitment towards their responsibilities. Employees are accountable for carrying out each task of the organisation. Therefore, it is important to keep them active and competent. They should feel satisfied and happy with their roles, this will help them to increase the level of their efforts and make them dedicated to the organisational progress. Organisations thus incorporate certain practices which will motivate the employees and increase their productivity while facilitating the organisational standards. The present essay will evaluate the key motivating factors and how they influence employee satisfaction.

Analysis of factors that tends to drive Employee Motivation and Job Satisfaction
There are various motivating factors behind employee job satisfaction. Organisations must implement a few strategic factors which will encourage the employees to contribute to the overall organisational growth as these organisations are highly reliant on their employee force (Inuwa, 2016, p. 94). The rapid advancement in modern industries and markets all over the world has contributed to an increased rate of employment. Professionally skilled people are getting employed in various corporate. To maintain productivity among these employees the organisations need to incorporate proper strategies to increase job satisfaction. Job satisfaction is extremely important for employees to be more professionally active. Job satisfaction influences employees to continue with their job whereas a low job satisfaction will de-motivate and discourage them from continuing. This will impact company performance. Job satisfaction is a key determinant of employee productivity. Employees who are happy in their job are more likely to invest more efforts and dedication towards the job which will facilitate the company. Job satisfaction is also necessary to increase employee loyalty (Varma, 2017, p. 3). Employees who are highly satisfied with their job role and company facilities become extremely loyal towards their company which makes the organisation completely equipped to reach their goals and commitments. It is important for the company to know employee demands and fulfil their professional interests to increase their motivation.

Analysis of the Key Factors that Influence Job Satisfaction and Motivation
Job satisfaction usually is the perception and feeling of a worker concerning his/her work and how she or he feels well in an organisation. Therefore, it usually indicates the extent of employee's negative or positive feelings towards their job as well as organisational behaviour. The key factors that tend to influence job satisfaction and motivation include:

Working Environment: It is one of the most vital factors that tend to impact on employee motivation as well as is responsible for driving motivation in employees (Crilly et al., 2017, p. 10). Organisations with a positive working environment tend to have better productivity as it is seen employees tend to work better in a positive working environment that in turn affects the productivity of the organisation.

Human Resource Policies and Practice: It is usually seen that for running an organisation effectively it is vital to have effective HR policies and practices that tend to be in line with the country's labour war. The policies of the organisation should meet the employee needs that in turn enable the organisation to attain success. Moreover, effective policies and practices enable the organisation to assure employee motivation.

Effective Leadership: It is evident that effective leadership is usually significant for an organisation to ensure employee motivation and satisfaction. Leaders should have a positive outlook as well as should be impartial and should consider the decision of each employee in a project (Higgs & Dulewicz, 2016, p. 80). The leader of an organisation should be goal-oriented and should understand the requirements of its employees to ensure employee satisfaction as well as motivation. Therefore, leadership tends to be a significant function of the management that helps in enhancing employee efficiency as well as it further helps in the attainment of organisational goals and objectives.

Rewards and Appreciation: It is a well-known fact that employee recognition through rewards and appreciation is very useful in improving the organisational culture that in turn helps the organisation to increase its productivity. Therefore, the organisations that implement the practice of rewards and appreciation are likely more successful as it is evident that employee satisfaction tends to increase the productivity of an organisation. Thus, rewards and appreciation tend to boost the employee motivation that in turn helps in assuring employee job satisfaction.

Evaluation of the Affiliation amid Job Satisfaction and Organisational Performance
Employees’ attitudes are essential for the management as they determine employee behaviour. "A satisfied worker is a productive worker" was the widely held view. A happy workforce creates a pleasant environment in the company which leverage workforce productivity. The accomplishment by competitiveness and reliability of high-quality output has always been a high organisational goal. For this highly satisfied workforce, a high degree of success improvement in an enterprise is essential. Satisfied employees make more efforts to achieve jobs and work harder and better. Each company is therefore trying to build a satisfied workforce to manage the organisation's wellbeing (Latif et al., 2013 p. 167). However, the organisational performance of each employee in the organisation depends on the efficient and effective performance. Consequently, each corporation relies heavily on individual success in the enterprise to achieve high productivity. Employee efforts are an important element deciding the success of each person. If an individual is happy with the work, he/she is inspired to do much to accomplish the work. This further entails for development of workforce proficiency. Thus, in a range of corporate contexts, the association between happiness and success has been objectively analysed. There were mixed findings from these trials (Latif et al., 2013 p. 169). This relationship has three key points of view. Success induces happiness; Success is both a source of success fulfilment and a source of compensation. The three opinions are backed by separate researches.

Employment satisfaction is, thus, the absolute feeling of appreciation or dislike of an individual's effort. The approach to the different aspects of the work is an efficient or emotional one (Davidescu et al., 2020 p. 6042). It is a full and individual approach to one's jobs. The degree to which one feels negative or optimistic about various aspects of duties, the work environment, and the relationship with co-workers and the job itself is described as job satisfaction. An entity that has a substantial amount of job satisfaction has an eye on his or her activities and a less happy person harms his or her employment (Davidescu et al., 2020 p. 6056). Hence, conformity or presence of a highly coherent satisfaction on the workplace as aforementioned leverages workplace compliance, task execution ability and most importantly elevates the productivity and profitability of the business, which subsequently ensues a substantial increment in the organisational performance.

Identification and Discussion of the Issues that Hampers during Job Practices of the Employees
During the employee engagement process, the organisational human resource management team provides prominent effort to recruit efficient and talented employee for their organisational growth. However, during the employee management process and the employee satisfaction system, there are still some issues with efficiently managing employee satisfaction within their job and performance. In this aspect, the employees fundamentally face with the low amount of wage, inappropriate training, discriminating behaviour of management system, dis-provision of safety and security, poor communication with the member of leadership management, etc. issues during their job practices (Hunter?Johnson et al., 2020, p. 144).

Discriminating Behaviour
In some of the organisations, the management team sometimes discriminately behave with its newly recruited employees in the organisation. In this aspect, generally, the management team sometime provides more priority to its close employees than the others. Thus, the atmosphere of nepotism has occurred, which potentially hampered the organisational environment. Also, due to such way, an internal confliction between the organisational employees and the other stakeholders is occurred, due to the formation of discrimination within the organisational culture (Olatunji,Kehinde & NWACHUKWU, 2017, p. 26). Therefore, most of the employees got dissatisfaction with their jobs due to this discriminating behaviour of the management system.

Inappropriate Training
In some cases, the organisations do not provide appropriate training to its newly recruited employees, which help to provide efficient knowledge about the organisational activity. In this way, due to getting inappropriate training and support, the employee has unable to efficiently perform their job within the organisational activity for the organisational growth. In this way, the organisations will be unable to effectively perform in the market due to having some lacking in its organisational training process of the employees (Hunter?Johnson et al., 2020, p. 144). Therefore, the organisations need to develop their existing training system to provide their employee with sufficient knowledge about the organisational activity.

Low Amount of Wages
Many organisations provide a low amount of salaries to its employees for their performance. Thus, getting a low amount of salary, the employees do not get appropriate satisfaction with their jobs. Even, some of the employees have lost their interests in staying with their job within the organisation. In this way, some of the organisation has lost many of their employees due to their provision of a low amount of wages, which demotivate the employees with the jobs (Olatunji, Kehinde & NWACHUKWU, 2017, p. 26). In this aspect, the organisations need to develop its provision of salary to its employees to efficiently encourage them to engage their involvement within the organisational activities.

Poor Communication
The communication system is the most significant factor in an organisation, which efficiently helps the organisation to form an effective connection between the employees and the management team of the organisation. However, in some cases, the management team of the organisation cannot efficiently maintain the appropriate communication system within the internal activity of the organisation (Gamil & Rahman, 2017). Through this way, both the employees have failed to get appropriate guidance from the leaders of the organisation, and the leaders also failed to get efficient and appropriate information about employee performance. Through this way, then some of the employees get to lose their engagement with the organisational activity.

Lacking in the provision of Safety and Security
Nowadays, most of the employees need appropriate assurance about their job security and the security service for their health. To meet with the employee needs, the organisations have started to provide efficient security to its employees. However, in some cases, few organisations cannot provide safety and security service to its organisational employees. Thus, the employees lost their interest to stay involved with the organisational activity. Therefore, the organisations need to fetch some development within their organisational culture to mitigate the challenges to prominently satisfy their employees (Charles &Katuse, 2018, p. 65).

Analysis of the implementation of the theoretical models for employee job satisfaction
Theories of job satisfaction overlap strongly with theories that explain human motivation. “Maslow’s needs hierarchy theory”, “the motivator-hygienic theory of Herzberg”, “the Job Characteristics Model” and “the dispositional approach” are among the most prominent and common theories in this area (Jalagat, 2016, p. 36-42). The following hypotheses are identified and discussed.

Maslow’s Hierarchy of needs:
Maslow's hierarchy of needs philosophy has been one of the earliest teachings to look at significant contributors to work fulfilment, while widely recognized in man's literature. The theory implies that human needs are based on a five-level hierarchy of physiological requirements, safety requirements, emotional needs, self-esteem and self-realization (Sahito&Vaisanen, 2017, p. 209-230). The hierarchy of needs of Maslow postulates that basic needs must be fulfilled first (e.g., physiological needs: food, clothes and place) before more specific needs (e.g., love, association and appreciation) can be satisfied.

The hierarchy of needs of Maslow has been established to describe general human motivation. Its core powers are however relevant to the work situation and used to describe workplace satisfaction. In a company, financial incentives and welfare are certain advantages, which allow an individual to fulfil their specific physiological needs. Health needs can be manifested by the physical safety of workers at work and job protection, and/or through the necessary organisational processes and policies (Sahito&Vaisanen, 2017, p. 209-230). When happy, the employee will rely on the impression they belong to the job. This can be achieved positively with colleagues and supervisors at work, and whether or not they feel that they are part of their team/organisation.

Motivator-hygiene theory of Herzberg:
Theory of motivator-hygiene suggests that job satisfaction and unhappiness are not just two opposite ends of the same process but two separate, and sometimes unrelated concepts. 'Motivation,' for an employee to be happy with jobs, must be fulfilled by considerations like compensation and benefits, appreciation and success (Alshmemri, Shahwan-Akl& Maude, 2017, p. 12-16). The "hygienic" variables are correlated with workplace discontent, but – for example, working environments, business policy and structure, job stability, contact with peers and management efficiency.

Due to the independence of hygiene and motivational factors, employees may either not be satisfied or unhappy. This hypothesis asserts that, if the employee is unsatisfied with the low hygiene factors, however, if those factors are high, the employee is not (or neutral). The motivating factors determine whether or not an employee is satisfied (Alshmemri, Shahwan-Akl& Maude, 2017, p. 12-16). Besides, it is believed that the worker is satisfied when motivators are met. This separation can help to reflect the difficulty of the sentiments of an employee, since they may at the same time feel satisfied and unhappy or not satisfied or unhappy.

Job Characteristic Model:
The Job Characteristics Model (JCM) describes why job satisfaction takes place as the working world promotes inherently motivational elements. Three psychological conditions are affected by five main employment properties – skills diversity, job identity, the importance of work, control and input. Then there are a variety of possible consequences in the three psycho-social countries, including work satisfaction. From the perspective of an enterprise, thus, it is believed that the five core career dimensions will then be strengthened and employee satisfaction will be enhanced (Council, 2017, p. 1-5). In the essence, Employees’ Job satisfaction is the work, emotions or state-of-the-art. The quality of the work with its supervisor, the standard of the physical setting in which it works, the degree of completion of the work, etc. can be affected in terms of job satisfaction.

Dispositional Approach:
It is a very common concept that people have inherent dispositions that make them feel more satisfied, no matter what their work. This method was a surprising reason for workplace satisfaction considering that satisfaction with work is typically constant over time and through occupations and employment. Research also reveals that identical twins are similarly pleased with the work. This approach indicates that happiness with work is directly connected to personality. It stipulates that an individual is more likely to be happy and that they remain reasonably steady and consistent over time (McLarty & Whitman, 2016, p. 141-153). This model shows that higher self-esteem (the value you value yourself) and common self-efficacy (trust in your skills) contributes to greater satisfaction at the job.

Thus, by contemplating on the contextual essay it can be concluded that the development of job satisfaction conforms to the development of business performance substantially. The business profits from high employee satisfaction through increasing productivity, lowering revenue levels and reducing work tension. The high degree of employee satisfaction will contribute to higher efficiency, reduced unemployment and increase in attendance, reduce accidents, reduce work stress and reduce unionization.

Alshmemri, M., Shahwan-Akl, L., & Maude, P. (2017).Herzberg’s two-factor theory. Life Science Journal, 14(5), 12-16.

Charles, K. M., &Katuse, P. (2018). Work Environmental Factors Affecting Employee Job Satisfaction in Public Institutions in the Energy Sector in Kenya: A Case of Rural Electrification Authority, Nairobi. Journal of Human Resource & Leadership, 2(4), 59-76.

Council, A. C. (2017). The Relationship between Job Characteristic Model Dimension and Job Satisfaction at Shah.International Journal of Novel Research in Humanity and Social Sciences, 4(4), 1-5.

Crilly, J., Greenslade, J., Lincoln, C., Timms, J., & Fisher, A. (2017).Measuring the impact of the working environment on emergency department nurses: A cross-sectional pilot study. International emergency nursing, 31, 9-14.

Davidescu, A. A., Apostu, S. A., Paul, A., &Casuneanu, I. (2020).Work Flexibility, Job Satisfaction, and Job Performance among Romanian Employees—Implications for Sustainable Human Resource Management. Sustainability, 12(15), 6086.

Gamil, Y., &Rahman, I. A. (2017). Identification of causes and effects of poor communication in the construction industry: A theoretical review. Management essay Emerging Science Journal, 1(4), 239-247.

Higgs, M., &Dulewicz, V. (2016).Developments in leadership thinking. In Leading with emotional intelligence (pp. 75-103). Palgrave Macmillan, Cham.

Hunter?Johnson, Y., Niu, Y., Smith, S., Whitaker, B., Wells, R., &Charkasova, A. (2020). The Veteran Employees: Recruitment, Career Development, Engagement, and Job Satisfaction of Veterans Transitioning to the Civilian Workforce. New Directions for Adult and Continuing Education, 2020(166), 139-150.

Inuwa, M. (2016). Job satisfaction and employee performance: An empirical approach. The Millennium University Journal, 1(1), 90-103.

Jalagat, R. (2016). Job performance, job satisfaction, and motivation: A critical review of their relationship. International Journal of Advances in Management and Economics, 5(6), 36-42.

Latif, M. S., Ahmad, M., Qasim, M., Mushtaq, M., Ferdoos, A., &Naeem, H. (2013).Impact of employee’s job satisfaction on organizational performance. European journal of business and management, 5(5), 166-171.

McLarty, B. D., & Whitman, D. S. (2016). A dispositional approach to applicant reactions: Examining core self-evaluations, behavioural intentions, and fairness perceptions. Journal of Business and Psychology, 31(1), 141-153.

Olatunji, F., Kehinde, O. J., & NWACHUKWU, C. E. (2017). Succession planning and job commitment: the moderating role of employees' satisfaction in selected beverages companies in Lagos metropolis. Trends Economics and Management, 11(30), 21-36.

Sahito, Z., &Vaisanen, P. (2017). The Diagonal Model of Job Satisfaction and Motivation: Extracted from the Logical Comparison of Content and Process Theories. International Journal of Higher Education, 6(3), 209-230.

Varma, C. (2017). Importance of employee motivation & job satisfaction for organizational performance. International Journal of Social Science & Interdisciplinary Research, 6(2).


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