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Describe The Relationship Between Salary And Job Satisfaction At Work

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Recommended: Motivational theories

Motivation are very important in people’s life , because it considered that motivation are the source that encourage people to do better in whatever they are doing . To illustrate, motivation can be defined as a one way of behavior or a reason for a person that make him want to repeat it, it is all show the relation between what we do and why we do it. Without doubt, motivation are very useful at the work field, Also , that help to increase the outcome from the workers and make them more excited about work . But shall we consider money is one of the best motivation for workers? In fact, results of the study done had proven that the indicate between salary and job satisfaction is very weak, there are less than 2% between the two sides (premuzic, …show more content…

non-controllable that can 't be control the organization as perceived alternative employment opportunities at the end that job satisfaction important to attract qualified employee because some employee feel with satisfy in job they more innovation and the result of job satisfaction impact to customer satisfaction (tella ,2007) Proponents that money is not one motivate employee think the appreciate employee and sense him that the owner ship Make them

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Steve Jobs gave a speech to a Stanford graduating class titled “You’ve got to find what you love”. It was an outrageous form of telling young minds how to go forth deciding a career path. He tells the graduates to do what you love. It is easy to tell people that when you are the CEO of the fastest growing company of the generation. The reality to the situation is, not everyone is going to do what they love, and people have to do jobs they don’t necessarily love.

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However, more and more Americans are becoming discontented with their jobs and their workplace. A variety of factors determine whether or not an employee is satisfied or discontented. Safety concerns, hours worked, and relationships with co-workers are a few of the factors that can determine an employee’s satisfaction within the workplace. Without happy, effective employees companies will fail to be successful. Job satisfaction and discontentment are critical to the success of employees within a company as well as to the company itself.

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For the sake of our research, we will focus on the external and interjected regulation of motivation which emphasizes strongly the external contingencies of reward and punishment. Financial rewards are seen to be very instrumental factors in forming part of extrinsic forms of autonomy, thus fulfilling or improving the financial factor for both permanent staff and supporting staff members may prove to have some significant effects on their overall levels of job satisfaction, happiness and wellbeing (Parlalis, 2011,

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The word Motivation is derived from a Latin word “Movere” which exactly means to move they defined motivation as “the individual’s desire to demonstrate the behavior and reflects willingness to expand effort”. We can divide motivation into extrinsic and intrinsic motivation. Extrinsic motivation states external factors, such as salary and benefits, promotion disciplinary action, these factors can affect immediately and powerfully, but it will not essentially last long. Intrinsic motivation denotes internal factors, for example job satisfaction, responsibility, freedom to act, scope to use and develop skills and abilities and challenging work and opportunities for development. Intrinsic motivators are related with “quality of working life” can

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Some of these theories stress that money is the most important factor. The scientific approach, in particular, argues that workers respond to financial rewards. It is argued that such rewards are necessary to motivate a reluctant workforce. Employees see work as a means to an end. As a result they are far more likely to be interested in financial rewards.

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Other dissatisfaction from Herzberg’s list of hygiene factors, such as working conditions or the quality of management, can loom longer in some people’s mind when they fail to get the satisfaction they need from work itself. Furthermore the theory asserts that although money is a motivator but it will not motivate all individuals since human being needs differ. What is mostly recommended is to practice performance related pay scheme which will cause every individual to be well motivated and hence high performing individuals since money provides the means to achieve a number of different ends. Study made by (Jacques, 1961) as quoted by (Armstrong, 2006,p.268) has got a role on this theory in which she argued that, the reward should be clearly related to effort or level of pursuing responsibilities and people should not receive less money than they deserve compared to other workers and this was named as ‘felt- fair’

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The article written by Susan M. Heathfield about human motivation at work. She shares her opinions about employee inspiration and what they want from work. The author starts the article by presenting all the different motives for what any person chose to work at any job or career path. However, in the end all resumes to the money. Susan states that no matter how you call it “compensation, salary, bonuses, benefits or remuneration, money pays the bills”.

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Motivation occurs due to the collaboration of both aware and unaware sectors such as the need for wish or want, or even the reward value that will be given due to the accomplishment of the employees’ goal, and prospects

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Compensation of employees and job satisfaction are one of the means that organisations can use to ensure employee retention. Compensation such as bonuses, owning shares in the organisation and adequate salaries. The competence of the salary package can be a competition factor for employees in the labour market. The package can be a combination of salaries, shares and bonuses. Job satisfaction allows employee’s autonomy, decision making and more involvement in the jobs that their job functions.

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Job satisfaction occurs when employees consider the type of the

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Importance of Job Satisfaction In the organizational behavior researches, it is found that job satisfaction plays a positive role on both the employer and the employee. Importance of job satisfaction from these two interest groups are discussed below: For the employer, if the organization gets a group of satisfied workers, it will enjoy a better turnover and productivity. The organization will have a goodwill and a mystique will be created.

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Motivation is the force that pushes us to do things: It is a result of everyone needs being satisfied so that employees have the inspiration and ability to complete the respective task given. So will employees be motivated and perform to their capability by giving them good welfares, benefits and money? Money makes the world go round, it can be considered as an engine to push human’s limits but peers motivation and intrinsic desire to a good job are the real motivators in today’s workplace. Intrinsic and extrinsic motivation There are two types of motivation, intrinsic or extrinsic.

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Introduction “Pay is the single most important motivator used in our organized society, [...] but what we know very little about when pay is an incentive”(Haire, Ghiselli, & Porter, 1963, p.30). Work is a big part of our life. In this context, work is the accomplishment of specific tasks in exchange for compensation, such as money or other incentives. These types of rewards are considered as extrinsic because they don’t come from internal source to the individual and that’s what explains that very often the ratio of the quality and the quantity of employees work performance is not clear. Hence, the issue to organizations is to identify the new factors that motivate employees and increase job satisfaction in order to be more competitive.

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According to Spector (1997, 2), job satisfaction is defined as “simply how people feel about their special aspects of their jobs. It is the point to which people like (satisfaction) or dislike (dissatisfaction) their jobs.” Additionally, Mbua (2003, 305) then, defines job satisfaction as “the completion acquire by experience various job activities and rewards.” Whereas, for Robbins (2005), the concept job satisfaction refers to the employee’s thoughts about her or his job. Similarly, job satisfaction is “a positive feeling about one‟s job consequential from an evaluation of its characteristics”

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