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  • very nice stuff; great slides and narration

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  • Scott, great stuff and I liked the way you listed your 5 arguments. Wow, we have alot that we base 'satisfaction' on, huh? I know I am guilty of wanting all of those at the highest possible level...thanks for sharing all your info-kim
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  • Great job Scott. I'll make sure to tell Todd that I had a class with the smarter brother. - Jack
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  • From Danny Paster

    It's an interesting topic. Satisfaction and motivation would have to be linked to well designed incentive programs...But I would be interested in the connection to direct management and focus of the org. I have been with a Company for a while that has a great incentive package...The unhappy/unmotivated folks are the ones with poor managers.

    There is also a link to effective communication
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  • i really enjoyed your presentation scott! i did a paper on motivations! i love how the topic is so multifaceted! there is alot of information to cover and you did a great job with your research, i can tell! employee satisfaction is a topic that i am very interested in, so i may look over your paper later to see what other statistics it offers! Great job!
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  • 1. Correlations between Employee Demographics and Levels of Satisfaction Do we have the right programs in place? Scott Morrison Clemson University HRD 880 Dr. Steve Bronack April 2009
  • 2. Literature Review Abstract
    • Discussion of modernistic viewpoints of employee satisfaction and motivation
    • Discussion of extrinsic and intrinsic motivational factors
    • Review of relevant peer reviewed studies to examine possible correlations between employee satisfaction and demographic factors
    • Design of future study to test 5 hypotheses
  • 3. Questions to Ponder
    • Are our employees satisfied?
    • Why is it important to find out?
    • What factors affect satisfaction in our employees?
    • Could some of these factors differ in mindset based on employee age and gender?
    • Do we have the most efficient incentive/motivation programs in place based on our employee demographics?
  • 4. Modern Viewpoints
    • Modern viewpoints define satisfaction and motivation as a set of “elusive, even mythical concepts that have received considerable attention by researchers”
    • They are “combinations of psychological, physiological, and environmental circumstances”
    • All are designed to benefit the “Self” of the individual
  • 5. Theories
    • A. H. Maslow introduced the 5 levels of hierarchy in 1943. He theorized that “human motives emerge sequentially to satisfy a hierarchy of five needs”. As each need is met, the ego sets out to achieve the next level.
    • Frederick Herzberg further divided the 5 levels into intrinsic and extrinsic needs in 1959.
    • Douglas McGregor introduced Theory X and Theory Y in 1960. He theorized that the primary source of motivation is money.
  • 6. Satisfaction Factors Found in Lit Review
    • Stress, leadership, work standards, fair rewards, sense of achievement, purpose, involvement, empowerment, recognition, advancement, salary, co-workers, career motivation, health, developing new skills, mentoring, fear of punishment, anxiety, safety incentives, internal goals, employer feedback, respect, and positive performance appraisals
  • 7. Selected Literature Review Surveys
    • In a 2004 study by Robert Lord, 248 Governmental workers were surveyed to test whether age affected viewpoints of satisfaction. Results concluded that younger workers preferred money as a motivator while older workers preferred recognition
    • In a 2007 study, 352 employees were surveyed to test age and gender affects on satisfaction. This test concluded no correlation.
    • 6000 graduates from the University of Wyoming were surveyed to study the affects of aging on satisfaction. Conclusions noted that as people age, their satisfaction moves from immediate gratification to one of future goals (developing new skills vs. job security).
  • 8. Selected Literature Review Surveys
    • In a 2005 study of 143 Mississippi employees, several satisfaction factors were examined to look for possible correlations to age and gender. Findings concluded that there was little difference between age and gender.
    • Several online studies were reviewed. Helium.com asked which was more important: money or recognition. 54% stated money, 46% stated recognition. Gallup poll noted the opposite. Their study revealed 69% prefer recognition. Maritz conducted an online poll to ask how satisfied people were with their employers incentive programs. Only 10% strongly agreed they were satisfied.
  • 9. Conclusions and Hypotheses
    • Noting that most literature review surveys had conflicting results, it is imperative that companies find their own answers that best suit their unique demographic workforce
    • Hypothesis 1 : The majority of male and female employees will state they are not satisfied with their current incentive program and monetary status (extrinsic)
    • Hypothesis 2 : Company locations with the highest overall satisfaction scores have the most effective and well designed incentive programs
    • Hypothesis 3 : The majority of male and female employees will state they are not satisfied with their current career advancement program (intrinsic)
    • Hypothesis 4 : Younger workers will value money over recognition, older workers will value recognition over money
    • Hypothesis 5 : There will little difference in views of male vs. female overall satisfaction levels
  • 10. Future Study
    • I want to know the following about my organization
    • Do we have the best incentive program in place?
    • Is there a difference in demographic (age and gender) views of satisfaction…who are our employees?
    • Future studies will include surveys and questions to employees about how satisfied they are with company programs, what company issues motivate them, do we need to modify these programs to accommodate our unique workforce????
  • 11. End Quote…..
    • Jimmy Carter said, “ We have become not a melting pot, but a beautiful mosaic of different people, different beliefs, different yearnings, different hopes, different dreams ”
    • To know organizational success and efficiency, we have to know our workforce…
  • 12. Contact Information
    • Scott Morrison
    • Director of Career Services
    • Advantage Health Systems, inc.
    • [email_address]