Employee Satisfaction

With the differences in attitudes, emotions, personalities and values that were discovered through the collaboration of developing a plan that would help increase the motivation, satisfaction, and performance of an organization, we learned that variety is a good thing. Using the differences can be advantageous because it can help create balance and structure. Our team consisted of dynamics in personalities and we had a mixture of dominant personality types to interactive personality types. Learning to work together and using each others strengths to offset each other’s weaknesses help make the collaboration work smoother.

In today’s world there are many differences that people have to face and to work together and be successful. There are different personalities and attitudes when it comes to work. Many people have different needs and organizations need employees that will be motivated to do their jobs and come to work, have job satisfaction and perform their jobs at peak level. It is important to develop a plan that will motivate all personality types and to help promote job satisfaction and work performance.

Knowing that this information can be pertinent to an organization, one way to help develop motivation and job satisfaction is to use the survey theory to find out what employees are looking for in a company and their job. In Chapter 3 of Robbins “Organizational Behavior” a survey approach was the most likely way to assess employee’s attitude and job satisfaction. As a person how would develop a business plan to motivate, satisfy and increase employee performance, I would need to understand the employee’s attitude and behavior towards their job and the organization.

For some people motivating them with extrinsic reinforcement for doing a good job will keep them performing at their best ability. Simple verbal and non verbal recognition helps motivate people. Ultimately money motivates people to increase their job performance and have job...