Job satisfaction and motivation are interconnected, with high levels of one leading to high levels of the other. Factors such as work environment, compensation, and opportunities for growth affect job satisfaction, while intrinsic motivators like personal goals and challenging work have a greater impact on motivation. Focusing on self-motivation factors can lead to higher retention rates and happier employees.
Employee motivation and job satisfaction are symbiotic concepts. High job satisfaction is directly linked to high motivation and vice versa. The more satisfied and satisfied employees feel in a specific role, the more motivated they are to manage job responsibilities effectively. Research across industries suggests that employees with a high sense of motivation also report a strong sense of job satisfaction. Increased job satisfaction, therefore, leads to a greater sense of personal and professional motivation, and likewise, strong motivation results in more job satisfaction.
In terms of motivation and job satisfaction, employers have researched, studied and discussed a variety of concepts to improve both. Based on numerous workplace studies and surveys, factors that affect job satisfaction include work environment and organizational culture, compensation, and opportunities for professional growth. Employees’ ability to balance the demands of professional and personal commitments is also important. If an employee feels that an employer meets their needs in this regard, they are more likely to be motivated to perform at or above company standards and report feeling happier with their career choices.
Studies show that low motivation and job satisfaction negatively affect employee morale, attitudes and, subsequently, the desire or additional motivation to be productive. Unhappy employees have little reason to help an organization succeed and therefore show little motivation or interest in organizational goals. A focus on increasing job satisfaction will encourage higher levels of productivity, reduce employee turnover and reduce culpable absenteeism. Likewise, these measures not only improve attrition, absenteeism and productivity, but also the physical and mental health of employees, further reducing problems with valid absenteeism, as well as drops in productivity related to stress and exhaustion in the workplace. work.
Motivating employees and thereby increasing overall job satisfaction is as much art as it is science. Understanding human psychology better equips managers, supervisors, and human resource professionals to address issues of motivation and job satisfaction. Pay rates, benefits, and physical work spaces are examples of extrinsic or external motivators, which, according to several workplace studies, have less effect on motivation and lower job satisfaction. Alternatively, intrinsic motivation, such as personal or professional goals, self-respect, and challenging or interesting work, has been shown in several studies to have a greater impact on employee motivation and job satisfaction. As such, employers who focus on self-motivation factors rather than external motivations are more likely to retain employees who report satisfaction with their work environment.
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