COLORADO WORKERS

Literature Review

“Colorado workers' motivation, job satisfaction, and morale”

Literature Review

Thesis Statement

There is no possible way to completely satisfy each and every employee.

Job Satisfaction

When an organization must pay and benefits are competitive IT executives, usually decide whether to stay or enter a key factor in the relationship. Employees want more influence in decision-making and management of their self in the work of more responsibility and more control over the satisfaction of the interaction. Sector should be encouraged to seek their views and complaints of staff ideas, questions, or members, the investment in innovation. It is difficult to keep people on the job, and if they did not say how to do this. (Hollenbeck, et al., 2002)

Two Factors Theory

Two-factor theory that there are certain factors in the workplace, leading to job satisfaction, while a separate set of factors causing dissatisfaction.

Two Factor Theory-pros and Cons of the Theory

The theory is that job enrichment is the need to intrinsic motivation, and it is a continuous management process state. But critics praised the results of the two-factor theory is absurd, because the nature of the people, cheering for the success of the credibility and responsibility for their failures and job satisfaction is not related to high productivity or motivation of the external factors. (Hogan & Warremfeltz, 2003)

Job Satisfaction through Intrinsic Motivators

Recognition

First of all, recognize and reward high performance, usually concentrated in a special recognition for an outstanding job done, maybe a quarter, semi-annual or annual. Examples include salary, cash bonuses, expensive watches and gift coupons.

Employees need to feel their work to achieve things. It makes a difference, when their leaders or managers admit that they do. Managers should strive to catch up with them to do some good, and tell them how and what they are doing, when really deserved. If necessary, you can be public recognition, for example, the team got together one afternoon rest and celebrates the good work. (Kanfer & Kantrowitz, 2002)

Many companies focus on performance incentives. Sometimes in the back of the achievements of the day a sincere "thank you" from the manager or a simple tap is good enough, to remove the temporary difference.

Advancement

For some employees, their motivation is to increase the ranks of the corporation and prospects. They work hard to catch up with the boss's eyes and may be promoted.

Of course, sometimes this type of employee motivation can be dangerous. Sometimes, the boss may find dangerous, as a step forward, motivating staff. However, if handled properly, employee motivation is progress, the best in the business. (Kanfer, et al., 2001)

Therefore, this type of employee motivation should be handled with care.

Employee Dissatisfaction through Extrinsic Motivators

Pay

Pay satisfaction is an important variable linked to the organization of some of the more significant results. For example, some evidence that paid down may lead to dissatisfaction with job satisfaction, lower power and performance, increased absenteeism and turnover, higher wages related complaints and litigation. (Brown, et al., 2002)

Security

Human resource specialists and employees agree - safety is the first factor on job ...