The relationship between job satisfaction and employee motivation within an organisation - Literature review Example

Motivation “Motivation is the force within the individual that influences or determines behaviour” (Marquis and Huston, 2008: p422). This means that motivation 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 motivation is what makes a person to get more value to a given activity. Motivation is what adds value and makes a given project or activity more important to a person.

It makes you want to do something at a given point in time ahead of another. The motivation process involves what incites, creates an interest and sustains that interest 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 attain the end. Intrinsic 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 and quantified in the conventional sense. “Intrinsic motivation comes from within a person” (Kossowski, 2007). This means that intrinsic motivation is about the things that influences a person 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 around 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 inherent 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 motivation has to do with what a person would be given for a given activity. Thus the individual complete the activity because of the prize. Job 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 one's job or job experience” (1976: p271). Job satisfaction can be see as the joy and pleasure