Motivation and Job Satisfaction

Group 3

1. Siarot, Ale Mark

Joebert Monacillo 2. Fajardo, Lord Zedrick
INSTRUCTOR 3. Cabardo, Eldrian
 1. What is motivation?

2. Theories of motivation.

3. Job satisfaction: A measure of the

quality of life.

4. Measuring Job Satisfaction.

5. Consequences of dissatisfaction and

other negative work attitudes.
 1. What is motivation?

Motivation then is a strong desire to act to achieve

something that has valence for us (something we
want). As Psychology Today states, motivation is
literally the desire to do things. It comes from our
needs, values, and goals.
 JOB SATISFACTION

Employee satisfaction (Job satisfaction) is the

terminology used to describe whether employees are
happy and contented and fulfilling their desires and
needs at work. Many measures purport that employee
satisfaction is a factor in employee motivation,
employee goal achievement, and positive employee
morale in the workplace.
 2. Theories of motivation
1. Incentive theory -Bonus

-The incentive motivational theory suggests

reinforcement, recognition, incentives and rewards -Opportunity
motivate people. The incentive theory also proposes people
may display certain behaviors to achieve a specific result,
incite a particular action or receive a reward. Here are a -Promotion
few examples of incentives in the workplace.

-Salary or
wage

-Paid
vacation or
time off
2. McClelland's need theory

-proposes there are three

different needs most people have, and
each need corresponds to a type of -Need for -Need for -Need for
person who feels motivated to address affiliation achievement power
that need. Understanding McClelland's
need theory can help managers identify
employee needs, which may give them
the ability to place their employees in
situations where they can thrive and
reach their goals. Analyze these three
needs to determine which incentive may
work best for each employee:
3. Competence theory

-proposes people often want to engage in specific activities to

display their skills, intelligence and abilities. If an employee
successfully demonstrates their intelligence in front of their peers, it
can motivate them to feel competent in a particular area. Feeling
competent may increase how confidently they perform tasks, which
can improve productivity and efficiency. Confident employees may
also feel encouraged to learn more in-depth information to share it
with their peers and receive recognition.
4. Expectancy theory

-suggests people may perform certain behaviors

if they think those actions can lead to desirable
outcomes. You can apply the expectancy theory in the
workplace if you're interested in improving your
team's productivity, effort or efficiency. For example,
you might offer your staff a temporary raise in their
hourly wages to motivate them to work extra hours
to complete a project.
5. Maslow's hierarchy of needs theory

-is a psychological theory that outlines the

Self-actualization:
types of needs a person meets to progress to
more complex needs. The hierarchy of needs
includes five levels, which are: Esteem:

Socialization:

Safety:

Physiological:
3. Job satisfaction: A measure of the quality
of life.
Quality of life measures are designed to enable
patients' perspectives on the impact of health and
healthcare interventions on their lives
4.Measuring Job Satisfaction
-Measuring Job Satisfaction Many organizations face
challenges in accurately measuring job satisfaction, as the
definition of satisfaction can differ among various people within
an organization.
Group 3
1. Siarot, Ale Mark
2. Fajardo, Lord Zedrick
3. Cabardo, Eldrian
Topics:
Motivation and Job Satisfaction
1. What is motivation?
2. Theories of motivation
3. Job satisfaction: A measure of the quality of life.
4. Measuring Job Satisfaction
5. Consequences of dissatisfaction and other negative work
attitudes
 5. Consequences of dissatisfaction and other
negative work attitudes
-Avoiding meetings or arriving late.
-Unsupportive boss

-Complaining about assignments, policies and job expectations

-underpaid
-Putting down the company or management
-People talking
behind your back
-Fabricating or spreading rumors

-favoritism
-Treating customers rudely

-not recognized
your efforts -Swearing and using profanity

-poor management -Nonverbal such as crossing arms, rolling eyes and frowning

-Expressing outright anger and contempt

-lack of interest

-Making veiled or direct threats

-toxic community
-Backstabbing or arguing with co-workers
 THANK
YOU MWAH