RESEARCH REPORT

IMPACT OF JOB SATISFACTION ON EMPLOYEES MOTIVATION

Research Project
Impact Of Job Satisfaction On Employees Motivation

Group Members

Zeeshan Hussain Muhammad Umair Sobaan Hussain

Mi09bba072 Mi09bba072 Mi09bba018

Submitted To Mam Humaira

Hailey College Of Banking And Finance

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RESEARCH REPORT

IMPACT OF JOB SATISFACTION ON EMPLOYEES MOTIVATION

INTRODUCTION
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IMPACT OF JOB SATISFACTION ON EMPLOYEES MOTIVATION

We are going for an organization to meet its obligations of employees and management, its top management must develop a relationship between the organization and employees that will fulfill the continually changing needs of both parties. At a minimum the organization expects employees to perform reliably the tasks assigned to them and at the standards set for them, and to follow the rules that have been established to govern the workplace.

OBJECTIVES OF THE STUDY

The objectives of the study are: 1) To determine if there is a relationship between rewards and recognition and employee motivation and satisfaction. 2) To determine the impact of rewards on motivation and satisfaction. 3) To determine the impact of recognition on motivation. 4) To determine which factors contribute to work motivation and satisfaction. 5) To determine the impact of biographical variables on work motivation and satisfaction.

SIGNIFICANCE
An organization can use recognition as a strategic measure to show employees that their contribution to the organization is recognized, and in so doing, influence their motivation and job performance. Based on the findings of the research, the organization could improve and encourage the use of effective recognition in the feedback process of the performance management system. The findings of this research study could also influence the company to consider a more structured approach to recognition that would enable the high performance culture it strives to attain. The aim of this research is to investigate the role that reward and recognition plays in motivating employees. The study will explore which of these factors, reward or recognition, has a greater impact on employee motivation and satisfaction.

LITERATURE REVIEW
Motivation is defined as a set of processes concerned with the force that energizes behavior and directs it towards attaining some goal (Baron, 1983). Kreitner and Kinicki (1992, p. 162) postulate that motivation represents, those psychological processes that cause the arousal, direction and persistence of voluntary actions that are goal directed. If it is the role of managers to successfully guide employees toward accomplishing organizational objectives, it is imperative that they understand these psychological processes.

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Motivation is further described as being intentional and directional. The word intentional refers to personal choice and persistence of action, whilst directional denotes the presence of a driving force aimed at attaining a specific goal. In other words, a motivated person is always aware of the fact that a specific goal must be achieved, and would direct their effort at attaining that goal (Nel et al., 2001).

The reality is that organizations can accomplish little without competent people. To achieve success, organizations must attract, retain, and motivate the best and the brightest. There are numerous conflicting theories about why people make certain career choices, why they seek particular rewards, and why they are satisfied or dissatisfied with their work and rewards. To get clarity on these issues it is important to delve into the psychological literature on motivation and performance capability. Hence, it is deemed expedient to understand traditional and contemporary motivation theories that play a role in reward and recognition (Lawler, 2003). According to La Motta (1995), motivation is simply the reason individuals have for doing the things they do. In day-to-day society many different things motivate people, and that which motivates one person may not necessarily motivate another. Things such as a love for life, a desire to succeed, fear of failure, the need for self-fulfillment or self-esteem, are all factors that influence motivation.

La Motta (1995) posits the view that, the common wisdom is that managers have to learn to motivate people. He believes that employees bring their own motivation, and what they need from work is to be liberated, to be involved, to be accountable and to reach their full potential.

CONCLUSION OF LITERATURE REVIEW

It is evident that a good reward and recognition system can contribute to peoples satisfaction and their willingness and desire to learn and improve their skills and can lead to greater retention. The types of rewards and recognition that people receive are a major contributing factor to their level of satisfaction. The more highly rewarded and recognized people are, the more satisfied they tend to be with their job and with their life. This implies that satisfied employees are less likely to quit, change jobs, join unions, or be absent. In summary, organizations are better off when they provide people with a reward level that leads them to feel at least moderately satisfied . Consistent in the literature is that, albeit a well-researched area, many organizations are still not leveraging off the value that a well-structured total reward programme could add. It would appear that many organizations continue to make the mistake to have programmes that focuses primarily on reward, rather than a healthy balance of reward and recognition.

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IMPACT OF JOB SATISFACTION ON EMPLOYEES MOTIVATION

Inventory of variables 1. 2. 3. 4. 5. 6. 7. Job satisfaction motivation work content payment (salary) promotion working conditions supervisor/ leader

Direction of relationship 1. 2. 3. 4. 5. 6. higher the pay and rewards higher the job satisfaction higher the job satisfaction higher the motivation suitable environment high job satisfaction lower work content high job satisfaction more rapidly promotion more job satisfaction better the supervision higher the motivation

OUR HYPOTHESIS (i) There is no statistically significant relationship between work content, payment, promotion, recognition, working conditions, benefits, leadership/supervision and satisfaction in the Operation business unit of an organization. OUR RESEACH TYPE "Casual /Explanatory research" Because our research method is Qualitative & we have to interpret the cause-and-effect relationship between concerned variables, and have to provide solution.

What Is The Effect Of Different Analysis on Our Study?

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Independent Sample T-Test

There are two conditions for this test to be successful: 1) Two dependent and two independent variables or both of them 2) The dependent variable should have its mean, median and mode at normal position 3) The independent variable should have been two categories The purpose to conduct this test to check whether what limits the two, independent and dependent, variables is difference from each other

In Group statistics tells that values are how much far from mean and standard deviation and we check all value by mean . F statistics is 3% which is significant. Standard Deviation tell dispersion of data and mean is 33.3% dispersed from standard deviation.

Histogram

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IMPACT OF JOB SATISFACTION ON EMPLOYEES MOTIVATION

Histogram tell us about the normal distribution of our dependent variable.

Cross Tabulation

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IMPACT OF JOB SATISFACTION ON EMPLOYEES MOTIVATION

Cross tabulation is a statistical process that summarizes categorical data to create a contingency table. They are heavily used in survey research, business intelligence, engineering and scientific research. They provide a basic picture of the interrelation between two variables and can help find interactions between them.

Correlation

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In correlation no constant value are taken and positive correlation shows that increase in one variable effect other variable to increase

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In statistics, regression analysis is a statistical technique for estimating the relationships among variables. It includes many techniques for modeling and analyzing several variables, when the focus is on the relationship between a dependent variable and one or more independent variables. More specifically, regression analysis helps one understand how the typical value of the dependent variable changes when any one of the independent variables is varied, while the other

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independent variables are held fixed. Most commonly, regression analysis estimates the conditional expectation of the dependent variable given the independent variables.

Following Are the Finding of Our Research:

1. 2. 3. 4. 5. 6. Work contents not suitable. Reward system is not good Promotions are not made on equal basis Employees may not get credit for what they do Supervisor and leader not paying attentions Mostly employees have some personal problems which have an impact on their Professional life.

Recommendation
Human recourse management should get in work that the job contents Should be specified Reward system should be revised that the employees get satisfied for what they do. Job promotion ad appraisals should be made for the firm recognition of employees. Supervisor . leaders and managers should pay attention to the employees for the better working and efficient performance. Personal life and professional life should not be mix up. Employee should be cancelable enough to how to adjust with the professional and personal life.

CONCLUSIONS
After analysis of different variable we come to know that there are many effects of job satisfaction on job motivation Through this study, it was revealed that marital status of the respondents influenced their perception of how the working conditions impacts on their levels of motivation and job satisfaction. literature argues that organizational policies should enhance a healthy balance between work and life management issues, as this could positively impact motivation and therefore, result in an increase in job performance and productivity. These areas could include flexible working hours, childcare facilities, employee assistance programmes. To remove the factor which creates gender biasness, unwavering support and coordination between all stakeholders (politicians, bureaucrats, government departments, planners, implementers and community organizations) is required and as well there is a need to change the Growth, thinking, behavior and attitude of employees. For the best utilization of employees to have the maximum production the management have to give importance to all the factors of influencing them.

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IMPACT OF JOB SATISFACTION ON EMPLOYEES MOTIVATION

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