Job satisfaction and fulfilling organizational goals

Job satisfaction and fulfilling organizational goals

Effective employee motivation in the workplace is essential to job satisfaction and goal accomplishment, two of the driving forces behind employee productivity. The combination of both these factors has a direct impact on individual performance and the overall workplace culture. Today we will dive deeper into how being satisfied with your job is correlated to achieving specific goals with details from some of the top minds in tech.

What job satisfaction really comes down to

Job satisfaction addresses the happiness of employees from their work and whole workplace. Which consist of work environment, recognition and alignment on the personal values. Job satisfaction is a complex component of positive emotional and mental well-being, according to Robbins & Judge (2017). Happier employees are also more engaged, motivated and committed to their job.

Setting and achieving goals

Setting and attaining goals is one of the major keys to job satisfaction. Setting realistic goals showing your employees direction and giving them a sense of purpose.However there was one important thing as Locke & Latham(2013) doctrine summarize it difficult objectives leads better performance than vague ones. Meeting these goals creates a feeling of fulfilment, and consequently increases the satisfaction that employees have with their jobs.

Interrelates satisfaction and achievement

Satisfaction in work and achievement of goals are functionally the same thing. High job satisfaction leads employees to set bolder future goals, and success in achieving these ambitious objectives enhances their job satisfaction. Deci and Ryan (1985) suggest that intrinsic goals being satisfied those most closely adherent to principles of self-concordance are associated with greater job satisfaction. If a staff loves individual development and also accomplishes vital profession objectives, as an example, she or he possibly really feels better.

Methods to increase both

A few of the strategies an organization can implement to increase job satisfaction as well as goal attainment are listed below:

Goal Setting: Practise setting goals with your employees (SMART Specific, Measurable, Achievable, Relevant & Time-oriented). Concrete goals are considered to direct employee focus so they perceive precisely what is expected from them and can track their progress effectively (Locke & Latham, 2013).

Feedback & Recognition : Feedback should be conducted regularly and achievements recognized to keep employees motivated in order to achieve your objectives. To manifest goal commitment and satisfaction, positive reinforcement abetted by feedback mechanism is inevitable here (Schunk & Zimmerman, 2008).

Healthy Work Environment: Build a workplace that encourages personal and professional development. As per Hackman and Oldham (1980) who determined that a conducive work environment would boost job satisfaction by providing necessary resources, will enable workers to be independent in order complete the objectives.

Personal Values: Assure that the organizations values should be aligned with employee personal goals and career.alignments. Intrinsic motivation consists in an agreeable relationship with a goal to be achieved, promoting self-control and satisfaction at work (Deci & Ryan, 1985).

Conclusion

In the modern workplace, job satisfaction and objective attainment go hand in glove. Something that can improve both the satisfaction and performance of employees is creating an environment where workers receive clear goals, feedback periodically with what they need to do in order not to correct themselves only at moments when a problem has occurred. Basing biometrics around this ideal, not only allows individuals to be successful but also provides a happier, more productive workforce.

References

Deci, E. L., & Ryan, R. M. (1985). Intrinsic Motivation and Self-Determination in Human Behavior. Plenum Press.

Hackman, J. R., & Oldham, G. R. (1980). Work Redesign. Addison-Wesley.

Locke, E. A., & Latham, G. P. (2013). New Developments in Goal Setting and Task Performance. Routledge.

Robbins, S. P., & Judge, T. A. (2017). Organizational Behavior. Pearson.

Schunk, D. H., & Zimmerman, B. J. (2008). Motivation and Self-Regulated Learning: Theory, Research, and Applications. Lawrence Erlbaum Associates.