Improving Performance Through Motivation and Job Satisfaction

Improving Performance Through Motivation and Job Satisfaction

LDR 531 Organizational Leadership

Improving Performance Through Motivation and Job Satisfaction

In supporting employee retention, consideration to the motivation and job satisfaction to improve performance in the workplace. Motivation and satisfaction are both driven by the personalities, emotions, and values of the employees. Intrinsic and extrinsic rewards also provide the groundwork to support a stable and productive work environment. This plan focuses on how to use reward systems that incorporate employees’ individualism to increase performance through motivation and job satisfaction.

Personalities, Emotions, and Values

What drives employees to do good work can come from attitudes including their value system and personality traits. Personality is a determining factor of how a person reacts and behaves in any given situation, including work (Judge, 2007). Personality is the sum of all of an individual’s enduring traits (Judge, 2007). Emotions are those feelings generated toward people, places, and events that directly or indirectly affect the individual (Judge, 2007).

Values are core beliefs that drive the choices people make each day (Judge, 2007). Values provide the foundation to an employee’s work attitude, motivation, and perception (Judge, 2007). Values can be terminal, where the person wants to be, and instrumental, how the person would arrive at the end goals (Judge, 2007). The combination of emotions, personality, and values provide a blueprint for how an employee will assimilate to the work environment and whether he or she will excel.

When improving performance, an employee’s individualism is key to driving beyond standard performance levels. Whether or not an employee’s duties, activities, and interactions match his or her personality traits and emotional reactions plays an important role in how he or she will perform. Mismatch jobs and personalities...