Job satisfaction leads to motivationIntroduction Managing employees is a very important part of management process. This is because no organization can operate effectively without its workforce. Employees should therefore be looked at as the fundamental source of organizational improvement and hence profitability. There is need for strong and effective motivation at various organizational levels in order to make employees motivated and hence committed to their work. It has been argued that a satisfied worker is also a motivated worker. This implies that job satisfaction leads to motivation and hence more commitment that leads to overall firm improvement (Angle, and Perry, 2005).
This paper aims at supporting the view that job satisfaction leads to motivation based on research studies from various sources. While some studies support this view, other studies are of the contrary view that job satisfaction leads to motivation. However, many scholars are of the view that job satisfaction leads to employee motivation. Job satisfaction leads to motivation. Motivation being a human psychological characteristic which contributes to an individual’s level of commitment includes factors that cause, channel and sustain an individual’s behavior to a given committed direction (Hellman, 2007).
These factors may include conditions under which one works ability and resources. On the other hand, job satisfaction is a pleasurable emotional state that results from appraisal of individual’s job. It is an effective reaction towards a person’s job and a positive attitude towards one’s job. In other words, job satisfaction is only achievable if the employees view their jobs as being able to provide the things they view important with regard to the job. This implies that for organizations to ensure job satisfaction for their employees, they must improve their working conditions and provide the employees with the resources necessary for the performance of their jobs.
It also implies that the organizations must constantly improve their employee’s ability to perform their work through training geared towards imparting skills on the employees (Gechman and Wiener, 2006). By providing these services (factors) to the employees, the organization will not only ensure job satisfaction but will also be motivating workers to improve their performance and be more committed to the organization. In other words, by ensuring employees job satisfaction, the organization will also be assured of a motivated workforce.
This is because if employees expectations regarding their jobs are not met, they will not be motivated to perform better. Their commitment to the organization will also lower and hence the overall organizational performance will also be affected. One of the determinants of job satisfaction is whether the jobs outcomes meet or even exceed the employee’s expectations. For example, if an employee is of the opinion that he usually works harder than his fellow workers in the department who receive greater rewards, he/she will most likely not be satisfied with his/her job.
Such an employee will also have a negative attitude towards his /her employer and core workers. On the other hand, if the employee is treated well and is paid equitably, he /she will most likely be satisfied with his job (Bluedorn, 2003). Such an employee will therefore have a positive attitude towards his employer and his job. Similarly, an employee who is not provided with the same working conditions as other workers doing similar jobs or one who is humiliated in front of other workers will most likely not be satisfied with his job.
In other words, an employee’s motivation towards better performance in his job and the organization will result from the organization’s bid to ensure job satisfaction for the worker. Equitable and fair treatment for all workers which is aimed at ensuring job satisfaction for an organization’s work force therefore results in a motivated workforce and hence improved overall organizational performance.