Employee Motivation, Job

Satisfaction, Employee
Engagement

Employee Motivation
Employee motivation refers to the
"psychological forces that determine the
direction of a person's behavior in an
organization, a person's level of effort and a
person's level of persistence

Motivational Techniques
Job design
The design of an employees job can have a significant impact on their job
motivation. Job design includes designing jobs that create both a
challenging and interesting task for the employee and is effective and
efficient for getting the job done.
Four approaches to job design are:
Job Simplification: The goal of this job design approach is to standardize
and specialize tasks. Unfortunately this approach does not always lead to
increased motivation as the jobs can become mundane.
Job Enlargement: The goal of this job design approach is to combine tasks
to give the employee a greater variety of work.
Job Rotation: The goal of this job design approach is to move workers to
different tasks periodically.
Job Enrichment: The key to job design employee motivation, this
approach aims to enhance the actual job by building up the employee
through motivational factors.

Motivational Techniques
Work-life balance
-is an employees perception of how a proper
balance between personal time, family care,
and work are maintained with minimal
conflict.

Job Satisfaction
Job satisfaction or Employee Satisfaction (also
referred to as morale)- is an employee's
attitudinal response to his or her organization.
As an attitude, job satisfaction is summarized
in the evaluative component and composed of
cognitive, affective, behavioral components.
As with all attitudes, the relationship between
satisfaction and behavior, most specifically job
performance and membership, is complex.

Job Satisfaction

Job Satisfaction
Evaluative Component
An individual's overall response to the
employing organization is summarized in the
evaluative component. It represents dislike vs.
like for the organization. When asked for a
single response to the question, How satisfied
are you with your job, individuals response
with their overall evaluation.

Job Satisfaction
Cognitive Component
An individual's perceptions, opinion, beliefs
and expectations regarding the organization
are the focus of his or her cognitions.

Job Satisfaction
Affective Component
This component represents the feeling evoked
by the organization. Does thinking about and
association with the organization evoke
pleasurable or uncomfortable feelings;
feelings of anger or joy; feelings of security or
stress; feelings of affirmation or invalidation?

Employee Engagement
is a workplace approach designed to ensure
that employees are committed to their
organizations goals and values, motivated to
contribute to organizational success, and are
able at the same time to enhance their own
sense of well-being.

Employee Engagement
Opposite of burnout.
Employees have a sense of energetic and
effective connection with their work and they
see themselves as able to deal well with the
demands of their job.

Elements
Vigor: high levels of energy and resilience,
willingness to invest effort, and not easily
fatigued, and persistence in the face of
difficulties.
Absorption: totally and happily engrossed in
their work and having difficulties detaching
oneself form it.

Elements
Dedication: identify with their work because it
is experienced and meaningful, inspiring , and
challenging.