Job Satisfaction

Different types of people motivate themselves differently. One way to motivate ourselves is to align our goal with the work's mission, vision, and goal. Through this we can perform without dragging ourselves to like the work. We should always have a positive outlook in life, thus, in work. If we continuously perform the way we do, then our co-worker, family and friends might do the same. Therefore, we are not just motivating ourselves but others as well. As peer pressure poses a solution monitoring the productivity of other people (Falk and Ichiro, 2003). However, there are other factors on how we can motivate others. First, we continually recognize them for their hard work and achievements - even minor ones. Recognizing ones potential - even the slightest one - will help boost their confidence and self-esteem. With these they will be motivated to work harder and perform well. Second, lessen reprimands as often as possible. People do not like to be noticed in a negative way. Therefore warnings or lecturing might offend his personality. Consequently, they might end up unproductive. Third, we should avoid cheating. There are some workers who cheat and get paid the same amount as the ones who chose not to shirk. Thus, it is unfair to those who actually do not shirk. Therefore, we should choose which group we go into. As grouping together low productivity workers and high productivity workers eventually lead to an increase in overall productivity.

Worker effort was used to explain voluntary unemployment of workers based on response to work behavior, specifically in groups (Akerlof, 1982). When a worker is hired there is an arrangement on certain standards, probably a quota, that must be met by the worker and in return, wage will be paid to that worker. In addition, the good thing with contracts is that they surface the way for promotion should the worker exceeded the standards settled upon, hence an implicit benefit from contracts. Therefore, there are several factors to keep an employee satisfied with his job. Aside from the wage given to the worker, trainings and other benefits help employees to be satisfied with his job. Moreover, if the company gives the worker an opportunity for personal and career growth then employees would be willing to work hard and stay long with that company.

The employees are the essential component of the organization which put forward other resources to generate output. This is from an organization's point of view. Thus, we can say that Human Resource is one of the most important parts of an organization. To get work done from his employees is one of the jobs of a manager. As motivation is the key to productivity. There are several available theories that an employer may do to motivate his employees. The Theory X and Y of Douglas McGregor is one of the earliest research work done in the field of employee motivation (Khurana, n.d.). The model presented that the X Theory assumes that people dislike work and prefer to be controlled. While Y Theory assumes that people are inherently interested in work. These are the people that are intrinsically motivated to work without any need for control or punishment. Another distinguished scientist in this discipline who contributed the Two Factor Hygiene and Motivation Theory is Frederick Herzberg. In this theory, the work environment like the organization, the structure and regulations, the culture and interpersonal relations, and the like falls under the Hygiene Theory. However, the Motivation Theory includes things that precisely concern to the job such as achievement, growth, recognition, and the like. As stated by Herzberg, both theories must be utilized at the same time to build employee motivation. On the other hand, Elton Mayo concluded that employees are driven by factors like social status, recognition and sense of belonging than the actual nature of the job or the working conditions based on his analysis. Moreover, he believed that informal work groups behave as a social watchdog to test on employee behavior. While people with higher need for achievement put sensible standards for themselves as what David McClelland examined in his Achievement Motivation Theory.