What is Job Satisfaction and Motivation? Maybe Not What We Think
Job satisfaction can be defined as the level of contentment or fulfillment that an individual experiences in their job or career. It reflects the extent to which employees enjoy their work, feel valued, and find their job rewarding.
Motivation at work refers to the internal and external factors that drive individuals to engage in certain behaviors, tasks, or activities within their workplace. Motivation plays a crucial role in influencing employees’ levels of engagement, productivity, and job satisfaction.
It sounds like achieving both should be simple, right? However, it might not be as easy as one might guess. Let’s take a look at the factors that influence both job satisfaction and motivation at work.
American psychologist Frederick Herzberg’s motivation-hygiene theory identifies two types of factors, hygiene factors and motivational factors, which influence job satisfaction and motivation. While both types of factors need to be satisfied, it is for different reasons.
Hygiene factors are those factors that when satisfied merely prevent job dissatisfaction and demotivation, they do not contribute to job satisfaction and motivation with any significance.
7 hygiene factors to evaluate:
- Company polices: Are they well-defined, clear, and promoted transparently, consistency, and fairly among employees?
- Supportive Leadership: Does your leadership provide guidance, support, and mentorship?
- Relations with others: Do employees feel a sense of inclusiveness, belonging, social support, and feel positive teamwork in the organization?
- Personal life: Do employees have flexibility to manage their personal and professional lives effectively, and achieve work-life balance?
- Pay and compensation: Do employees feel they receive a competitive compensation package and are fairly compensated for their work?
- Job Security: Do employees feel a sense of stability and peace of mind about their ongoing job status?
- Working Conditions: Does the company create safe, comfortable working conditions?
On the other hand, motivational factors are those factors that when satisfied do contribute to job satisfaction and motivation, the lack of these do not contribute significantly to job dissatisfaction and demotivation.
6 motivational factors to evaluate:
- Achievement: Does the company foster a culture of appreciation and encouragement, e.g. recognize and celebrate employees’ achievements and milestones?
- Career Advancement: Are there opportunities for career advancement and professional growth within the organization that will enable employees to pursue their career goals and aspirations?
- Personal Growth: Does the company offer opportunities for skill development, training programs, and learning initiatives that will help employees develop new competencies and enhance their professional capabilities?
- Job Interest: Do employees feel they are doing meaningful work, assigned tasks and responsibilities that align with their interests and skills?
- Recognition: Are employees given regular feedback, recognition, and appreciation for their contributions?
- Autonomy and Empowerment: Allowing employees to have autonomy and decision-making authority over their work processes and tasks fosters a sense of ownership and responsibility, leading to higher levels of motivation and engagement. By understanding and addressing these factors as necessary, organizations can create an environment that fosters motivation, engagement, and productivity among employees.
Conclusion: Job satisfaction and motivation are influenced by both hygiene factors and motivational factors. By addressing both types of factors and creating a supportive and conducive work environment, organizations can enhance employee satisfaction and motivation, leading to improved individual performance, employee retention, and organizational success.