The relationship between job satisfaction and employee motivation Literature review

The relationship amidst production line satisfaction and employee want inwardly an organisation - Literature review Example motif Motivation is the force within the individual that influences or determines behaviour (Marquis and Huston, 2008 p422). This means that indigence is about the things that are within an individual that causes him to to do something or forces him to do thing. Motivation determines the reinforcement value of the outcome (Kalat, 2010 p62). This means that motive is what makes a psyche to get more value to a given activity. Motivation is what adds value and makes a given project or activity more classic to a mortal. It makes you want to do something at a given point in time ahead of another. The motivating process involves what incites, creates an affair and sustains that fill in a given action (Armstrong, 2009 p249). The element of motivation is about how people get interest in a given activity and causes the individual to remain focused on how to a ttain the end. inalienable Motivation Intrinsic motivation is based on interest (Haines et al, 2008 443). This is about the willingness of people to accept a given activity ahead of another based on what they feel within themselves. This makes intrinsic motivation a psychological matter rather than a tangible matter that can be felt up and quantified in the conventional sense. Intrinsic motivation comes from within a soulfulness (Kossowski, 2007). This means that intrinsic motivation is about the things that influences a mortal from inside. In the human resource management parlance, this involves the things that causes an individual to add more to organisational objectives based on his or her personal choice and inspirations. It is however incited by things nigh a person and can be varied on the basis of the things that goes on around a given person (Kossowski, 2007). The concept of intrinsic motivation is controlled by the fact that people behave to attain satisfaction as an i nherent end in itself and not a means to an end (Wlodkowski, 2011). This means that intrinsic motivation causes a person to gain satisfaction from a given action rather than what s/he will get from the activity in question. Intrinsic motivation in the workplace is what causes a person to attain his job specification. And as a person attain the job specifications, s/he gets important satisfaction in itself. extrinsic Motivation Extrinsic motivation on the other hand revolves around the external benefits and inspiration that a person might get from a given activity (Marquis and Huston, 2009). Extrinsic motivation is induced by the things that happens from the outside and has very little to do with the internal factors that causes a person to tilt towards a given act ahead of another. Extrinsic motivation comes from external factors and this includes rewards , money and grades that a person would attain for accomplishing a given task (Jelencic, 2009). This means that extrinsic motivati on has to do with what a person would be given for a given activity. Thus the individual complete the activity because of the prize. line of credit Satisfaction Job satisfaction has several facades and angles through which it could be examined and analysed. Locke defined job satisfaction as a pleasurable or positive emotional state resulting from the appraisal of ones job or job experience (1976 p271). Job satisfaction can be see as the joy and pleasure