Employee satisfaction and motivation impact the work performance of an employee. If a person is satisfied with a job, they most likely feel motivated to work harder and present their best work. A person that seems dissatisfied with a job lacks motivation in the workplace and often meets the minimum requirements of the job duties, therefore, has a lower or decreased work performance. Motivation Motivation and employee satisfaction are key characteristics for success both individually and for teams in the workplace. Motivation is a basic psychological process that works to encourage and inspire an individual to reach a goal. Motivation is also the managing process of influencing practices based on the understanding of what will make an individual react. Job and Employee Satisfaction Job satisfaction encourages employees to strive for success in the workplace. Employee satisfaction comes from a state of fulfillment and happiness. In most cases, employee satisfaction is developed from receiving respect, recognition, and inclusion both individually and as a member of a team. Employee satisfaction also strengthens confidence, improves the quality of work, and loyalty. Satisfaction also stems from an employee’s contentedness and enrichment within the work environment. The practice of positive behaviors, open communication, and constructive feedback are exceptional tools to increase satisfaction. Satisfaction vs. Motivation The use of motivational practices in the workplace examined across a range of contexts has shown a positive effect on employees. A motivating support system serves as an inspiration to reach goals and encourages an employee to work harder. Motivational practices and behaviors also have a positive effect on the employee’s performance. Satisfaction drivers are job security, good salary, recognition, promotional opportunities, and work-life balance. Satisfaction on the job is what creates the movement of high performance. Therefore, the environment is what determines the results. Working in an environment that has consistency will operate steadily, meaning that whatever practices or behaviors are present will influence the response of performance. Motivational Theories Several theories can be referenced to create a better understanding of motivation and its relation to job satisfaction. Let's look at the three most commonly referenced and two key points of each. Taking a collective look at the three highlighted motivation theories, there are many similarities. Each showcases the basic perspective and view of motivation. Maslow’s theory is based on five categories of human needs: self-actualization, esteem, belongingness, safety, and physiological. According to Maslow's theory, the lower categorized needs are a priority and must be fulfilled first before additional levels are considered. Cognitive evaluation theory suggests that there are two kinds of motivators: intrinsic and extrinsic. Intrinsic motivators stem from an actual pe ...

1. Employee satisfaction and motivation impact the work
performance of an employee. If a person is satisfied with a job,
they most likely feel motivated to work harder and present their
best work. A person that seems dissatisfied with a job lacks
motivation in the workplace and often meets the minimum
requirements of the job duties, therefore, has a lower or
decreased work performance.
Motivation
Motivation and employee satisfaction are key characteristics for
success both individually and for teams in the workplace.
Motivation is a basic psychological process that works to
encourage and inspire an individual to reach a goal. Motivation
is also the managing process of influencing practices based on
the understanding of what will make an individual react.
Job and Employee Satisfaction
Job satisfaction encourages employees to strive for success in
the workplace. Employee satisfaction comes from a state of
fulfillment and happiness. In most cases, employee satisfaction
is developed from receiving respect, recognition, and inclusion
both individually and as a member of a team. Employee
satisfaction also strengthens confidence, improves the quality of
work, and loyalty. Satisfaction also stems from an employee’s
contentedness and enrichment within the work environment. The
practice of positive behaviors, open communication, and
constructive feedback are exceptional tools to increase
satisfaction.
Satisfaction vs. Motivation
The use of motivational practices in the workplace examined
across a range of contexts has shown a positive effect on
employees. A motivating support system serves as an
inspiration to reach goals and encourages an employee to work
harder. Motivational practices and behaviors also have a
positive effect on the employee’s performance. Satisfaction

2. drivers are job security, good salary, recognition, promotional
opportunities, and work-life balance. Satisfaction on the job is
what creates the movement of high performance. Therefore, the
environment is what determines the results. Working in an
environment that has consistency will operate steadily, meaning
that whatever practices or behaviors are present will influence
the response of performance.
Motivational Theories
Several theories can be referenced to create a better
understanding of motivation and its relation to job satisfaction.
Let's look at the three most commonly referenced and two key
points of each.
Taking a collective look at the three highlighted motivation
theories, there are many similarities. Each showcases the basic
perspective and view of motivation. Maslow’s theory is based
on five categories of human needs: self-actualization, esteem,
belongingness, safety, and physiological. According to
Maslow's theory, the lower categorized needs are a priority and
must be fulfilled first before additional levels are considered.
Cognitive evaluation theory suggests that there are two kinds of
motivators: intrinsic and extrinsic. Intrinsic motivators stem
from an actual performance such as achievement or competence.
Extrinsic motivators result from the environment based on
measures out of his/her control.
Alderfer's ERG theory classifies growth needs, relatedness
needs, and existence needs with similarity to Maslow's theory
but from a different rational. Growth needs relate to the
development ability and identification of potential. Relatedness
needs apply to relationship satisfaction with others, and
existence needs address the physical well-being.

3. Motivation and job satisfaction can be linked or defined by any
of the three exampled theories above. The connection is based
on individual perspective, but the outcome is based on the
individual want.
· Needs
· Behavior
· Satisfaction
The overall perspective of motivation is:
The components of job satisfaction are:
· Evaluative
· Cognitive
· Effective
In comparison, motivation and job satisfaction can work
together or work against each other. Generally, employee
satisfaction and motivation need to go hand in hand to have a
cohesive, productive, and rewarding work environment. The
lack of motivation in the workplace can harm the workforce.
The crucial element of awareness is the connection needed
between satisfaction and motivation for organizational success.
The more motivated an employee is, the higher their level of
satisfaction; therefore, the higher level of satisfaction results in
a higher level of productivity, retention, and quality.
Motivation and Job Satisfaction
Leadership plays a critical role in employees’ motivation and
performance level as well as job satisfaction Let’s start with
defining each element.
· Motivation is anything that influences direction, promotes a
positive reaction, and encourages persistence to behavior.
· Performance are the actions resulting from behaviors directed
toward the organization’s goals.
· Job satisfaction is the way a person feels about a specific job
or work activity.

4. Motivation and job satisfaction may appear to be
interchangeable concepts. However, they are different when it
comes to job performance. Motivation can be a response to job
performance and the response can be for a specific behavior or a
repeated behavior for a gained purpose. Job satisfaction can be
the response for pleasure gained from the experience or a level
of reassurance for a completed job. Although the two factors,
motivation and job satisfaction, are different, there is a
relationship in the workplace. A motivational environment can
influence job satisfaction. Satisfaction in the workplace plays a
critical part in the success of an organization. Having a satisfied
workforce strengthens the organization's culture and the bottom
line. Satisfied employees perform better, have decreased rates
of absenteeism, and tend to contribute more to the
organization’s goals; it is the leaders of the organization that
must motivate and create satisfying working environments.
Employee Motivation
The success of a company or organization is the result of
various elements. One element a company can implement is
creating an environment of employee motivation. What is
employee motivation? Employee motivation is a combination of
natural and social needs, such as emotional gratification and
physical comfort on the job. An environment of motivation has
the most significant effect by developing a bond and work
commitment with each employee. Taking the time to
comprehend the drive needed for employees to perform is an
excellent way to connect to the employees and retain
engagement. Leaders can create an environment of motivation
by setting realistic goals, encouraging team collaboration,
creating engaging projects, and offering incentives. Leaders that
motivate their employees can increase the organizational
performance, which is beneficial to both the employee and the
organization. The win-win for employees and the organization
is that employees build confidence and the organization

5. maintains a strong workforce.
Motivators: An individual's motivation to grow builds
confidence when they feel a sense of autonomy over their own
progress and development. In the workplace, leadership skills,
practices, and behaviors build confidence, motivation, and
inspiration. In some situations, the base of encouragement in the
workplace depends on the current leadership practices, typically
believing someone else handles their development and human
resources.
Direct Motivators: Direct motivators consist of play, potential,
and purpose. Play, meaning interest and creativity is sparked by
work progress or completion. To complete a task or goal you
tend to feel accomplished. The purpose is identified and
accepted when a person recognizes the meaning and the mission
of the work that has been done. Having a clear understanding
supports the defined purpose which in-turn encourages
development and completion. And shelter of the direct
motivator's triad is potential. Giving an individual a clear path
of understanding for the mission and the desired
accomplishment helps to push potential which overall increases
their performance.
Indirect Motivators: Indirect motivators are emotional pressure,
economic pressure, and inertia. Emotional pressure is a
response that is motivated by an outside source of force. When
you were a child you played a school sport. You did not truly
have a passion to play this sport. You wanted to please a parent.
This is an example of emotional pressure. This happens in the
workplace as well. Economic pressure can come from the
"rewards" at work such as salaries, bonuses, miscellaneous
incentives, and performances to avoid punishment. Responding
to these types of motivators the performance can tend to be a
mediocre result of pressure and not that of passion. And the
indirect motivator, inertia, is the result of a stale mentality in

6. the workplace, feeling that there is no energy or influence to
build, move, or perform better.
Leadership’s Impact on Motivation
Leaders can motivate their workforce in various ways. A
starting point is to get to know your team. Developing a close
relationship with your team has benefits for both the leader and
the employee. The leader can effectively manage, coach, and
support the employee through these stronger relationships,
which helps the leader understand and identify what drives and
inspires the employee to progress. Building a relationship with
the employees can create a trustworthy relationship that
supports the best interest of the employees. The trustworthy
relationship gained by the employee can help increase
performance levels. The employee may become more acceptable
to extend their support when needed as trust is beginning to
build between the leader and employees. Creating an
environment of trust influences employees to be more driven
and they tend to give their best performance. This behavior can
have an overall positive effect on the organization.
Impact of Leadership
The diagram above shows that employee motivation and job
satisfaction can harm organizational effectiveness if they are
not balanced. As a result, an organization can develop a cycle of
practices and behaviors that will damage the bottom line. The
diagram below shows examples of cycles of common practices
that could develop within an unbalanced work environment.
The previous diagrams show how certain behaviors and
practices of a leader can harm the employees. But having a
balanced environment of motivation can strengthen job
satisfaction. A person that is motivated and satisfied with the

7. job specifications and responsibilities will perform better. The
benefits of a positive environment can consist of increased
employee and organizational:
The impact of each action shown above is different, but they all
work together to create a cohesive environment. Increased
responsibility ties to increased productivity as a result of the
employee feeling satisfied on the job. An employee that is
satisfied with the job will be more dedicated and more inclined
at work. Job satisfaction inspired by a motivational leadership
can also influence referrals for other opportunities within the
organization. A satisfied employee will refer other employees
that they believe will be essential to the team. As a result,
growth in the organization is achieved. The growth applies to
both the positive influence on the employees as well as
operational growth. Leadership that motivates the employees
sets the tone that encourages better work ethics, collaborations,
support, and willingness to complete a task.