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Work motivation and rewards

The meaning of motivation
In general motivation can be described as the direction of persistence to action.
Motivation concerns action and the internal and external forces that influence
individual behavior.

Needs for expectation at work

Committed, productive employees are key to organizational success and a profitable bottom
line. This assessment will allow you to communicate your expectations to others, get
feedback on managing your expectations, improve your outlook and attitude and ultimately
to enjoy increased job satisfaction.

Motivation and organizational performance

Ultimately any organization's key differentiator are its human assets, in other word
its employees. Whereas systems, processes and infrastructures can be replicated
from one company to another, human capital cannot. An organization which is able
to motivate its employees and maintain it is able to leverage their drive and zeal in
order to ensure stellar performance.

Job satisfaction and work performance

Job satisfaction and nature of job satisfaction
Job satisfaction is in regard to one's feelings or state-of-mind regarding the nature of
their work. Job satisfaction can be influenced by a variety of factors, eg, the quality
of one's relationship with their supervisor, the quality of the physical environment in
which they work, degree of fulfillment in their work.

Dimensions of job satisfaction

There is some doubt whether job satisfaction consists of a single dimension or a number of
separate ones. Some workers may be satisfied with some aspects of their work and
dissatisfied with others. There does, however, appear to be a positive correlation between
satisfaction levels in different areas of work. This suggests a single overall factor of job
satisfaction. However, it seems there is no one, general, comprehensive theory which
explains job satisfaction.
Today is still considered by a number of critics to be, a complex concept and difficult to
measure objectively. A wide range of variables relating to individual, social, cultural
organizational and environmental factors affect the level of job satisfaction. Specifically:
- Individual Factors include personality, education, intelligence and abilities, age, marital
status. Orientation to work.
- Social Factors include relationships with co-workers, group working and norms,
opportunities for interaction, informal organization.
- Cultural Factors include underlying attitudes, beliefs and values.
- Organizational Factors include nature and size, formal structure, personnel policies and
procedures, employee relations, nature of the work, technology and work organization,
supervision and styles of leadership, management systems, and working conditions.
- Environmental Factors include economic, social, technical and governmental influences.

Empowerment and job satisfaction

Top management leadership and employee empowerment are considered two of the
most important principles of total quality management (TQM) because of their
assumed relationship with customer satisfaction. As a result, many top
management leadership and employee empowerment strategies and practices have
been suggested in the management literature. However, few studies have been
done to test this assumed relationship and determine which of these strategies and
practices may be most effective in bringing about the intended results. This study
surveyed organizations that have adopted TQM to determine the relationship
between top management leadership, employees' empowerment, job satisfaction,

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and customers' satisfaction. The results reveal positive correlation between top
management leadership, employee empowerment, job satisfaction, and customer
satisfaction. Employee empowerment and improved levels of job satisfaction are
facilitated by top management leadership and commitment