Here, public policymakers agree that more choices equal greater levels of happiness, and a step out of poverty. Additionally, the 2003 book Happiness in Education maintains not only that education is necessary for success, and therefore personal choices and happiness, but also that happiness should be implemented into the education's coursework, making education a less tedious process (Noddings 1-3)
This need for personal growth and development is not new. In 1992 (Leibowitz, et
According to (Jehanzeb, Rasheed, Rasheed, & AlamzebAamir, 2012, p. 272) job motivation and job satisfaction generate numerous benefits for the organization, the stakeholders included (Adeyinka, Ayeni, & Popoola, 2007, pp
This is irrespective of the significant outcome that such variables may have to the organizational performance. With the system theory dealing with management as a collection of different system emerged together and the classical theory handling features of administration and scientific management, not much emerges, when it some of the relationships between these circumstances and motivation (Adetule 2011, p
7). Organizations cannot isolate job motivation and job satisfaction from each other since they are complementary (Ayub & Raffif, 2011, p
Job Motivation and Job Satisfaction Benefits of Job motivation and job satisfaction Management Theories that Support Motivation and Job Satisfaction Classical Management Theory System Theories Human Relations and Neo-Human Relations Theories Job Motivation and Job Satisfaction: The Subjective Nature Cultural Influences and Job Motivation and Satisfaction Individual Circumstances, Job Motivation, and Job Satisfaction Job motivation and job satisfaction Job satisfaction is a significant phenomenon in all organizations. This is because it represents, among other positive aspects, a practical summary quantifier of efficacy at work (Bockerman & Ilmakunnas, 2012, p
36-37), these approaches focus on filling some gaps that the classical theory never focused on. The human relations approach deduces that, considering the human characteristics of the employees is a significant element in management practices and motivation (Bolton & Houlihan, 2007, pp
With respect to the neo-human relations approaches of management, the use of substantially widespread approaches exists. The mechanisms, which draw from the works of theorists like McGregor, Likert, Marlow and Argyris view motivation and job satisfaction in the mirror of the provision incentives, the achievement of satisfaction and inherency (Crowther, & Green, 2004, p
Human Relations and Neo-Human Relations Theories These approaches coincide with the advancement of Elton Mayo, using the concept of Hawthorn studies. According to (Daft & Marcic, 2013, pp
Conversely, disturbances of whatever nature negatively affect the physiological and sometimes, psychosocial wellness of employees. The reflection of this will merge in among other scenarios, the work environment where an individual loss of vigor for life lessens the degree of motivation for work (Daniels & Harris 2000, pp
3). It assists in the understanding of the exchanges between people, organization, communities, groups, the environment, and social structures (Flamholtz, 1996, p
Organizational employees who are motivated, are able to willingly put their best in the tasks and thus attain job satisfaction, while, at the same time doing the organization business good. A slight motivation has, in reality, the capacity of catapulting organization to unimaginable heights (Furnham, 2006, pp
23-24). These include the rigid and tough systems and the neglect of human relations, creativity and possibility of innovativeness among employees (Grey, 2008, pp
The fact that organizations constitute of individual with exposure to both the kinds of cultural influence makes the focus on cultural factors, external to organizations, imperative in discussions that exploit management, motivation and job satisfaction. (Helou & Viitala, 2007, pp
They also require need to access job satisfaction and security. This is irrespective of the fact that their interests go beyond finances as appreciation and recognition matters to them (Henderson, 1996, pp
Business entities with much focus on success critically consider these two aspects and incorporate them actively in their management functions. According to (Jehanzeb, Rasheed, Rasheed, & AlamzebAamir, 2012, p
It focuses on the complexity and interdependence of associations. The system theory emanates from the general systems approach, which reflects on the definition of a system as instituting interdependent or regularly interacting groups of part, or activities, which establish the emergent whole (Johnson, Rosenzweig & Kast, 1973, pp
However, it is possible for both workers and their employers to make work feel like play and derive job satisfaction together with productivity from the environment. All organizations, through the management and other leaders, ought to implement strategies that support motivation among workers (Kleinbeck, et al
Job motivation and job satisfaction Kleinbeck, Quast, Thiery and H,,cker, (2013, Chapter 8) in the publication "Work Motivation" illustrate that productivity, an element which organizations incessantly search, requires multiple input, motivation being one of them. Motivation relates to the sequence of energetic factors generated both within and outside human being's individuality and acts as an initiator to work related conduct (Latham, 2007, pp
This approach constitutes four concepts, which include administration, a feature that focuses on the logic behind coexistence between individuals and organization. Other areas of focus in these theories are behavior and scientific management (Lussier, 2012, pp