Importance of Job Satisfaction-Free-Samples-Myassignmenthelp.com

Question: Write a report on the Millennials Employee Motivation. Answer: Introduction Job satisfaction is the employees attitude regarding their job or work context. Thus, this implies that an employees attitude to his job can influence their behavior at the work place, which in turn will affect the employees performance. However, Millennial generation are comprising of 75% of the labor force these days and in comparison to the younger generations they are found less prone to changing jobs and they are found measuring their career satisfaction in a different way (Solnet, Kralj Kandampully, 2012). Discussion Vrooms expectancy theory of motivation says that behavior is the outcome of the conscious selection among the alternatives whose motive is to enhance pleasure and to lessen pain. According to vroom, an employees performance depends on independent key characteristics of the employees, which are their personalities, skills, knowledge, experiences and their abilities. The model further uses three variables, which are considered important here, are Expectancy, Instrumentality and Valance. Expectancy means that as the effort increases the performance increase as well. Instrumentality proposes that if the employees perform well then there will be a valued result that could be received. Lastly, valance is the significance that is placed on the expected result by an employee (Parijat Bagga, 2014). Millennial employees will highly placed their attention on extrinsic rewards and so here the Vrooms expectancy model comes into the picture as the variables are intervening in their work and so employees are found that in expectation of the outcomes or rewards the millennial workers will enhance their productivity. If they know that, their performance will get them the desired outcome this will definitely motivate them to work harder. The age and career success of the millennial employees conveys that they are motivated by the rewards they are getting as an outcome of their performance and thus this is encouraging them to work harder. On the other hand, Herzbergs motivation-hygiene theory displays that certain features of a job are invariably related to the job satisfaction, however various factors are related with job satisfaction and there are factors that cause job dissatisfaction. Herzberg defines two types of factors one is hygiene factors/ extrinsic motivation and the other is Motivational factors or Extrinsic Motivators. Hygiene factors are those that are the basic needs of an employee like status, job security, salary and benefits. Employees those are provided with this type of motivations are found to be satisfied as well as motivated. However, motivational factors or intrinsic motivators are lacking tangibility and tends to satisfy more of their emotional needs like facing challenging works, recognitions for themselves, and relationships with other employees and potential growth. This type of need is very essential in authorizing strong independent and team performances (Yusoff, Kian Idris, 2013). In case of millennial workforce, it is seen that their job satisfaction depends on both extrinsic and intrinsic motivating factors. Both extrinsic and intrinsic motivators act crucial factors for this group of people in the workforce. Hygiene factors are the basic need that act as a satisfactory drives for the millennial employees once it is fulfilled they start following the greater needs that comprises of the motivational factors. Looking through an organizations structure it can be seen that the millennial employees are seeking for challenging tasks, recognition for themselves in the organization as well as for potential growth in the department. This generation employees are considered more confident and motivated. Moreover, the psychological contract defines the relationship and the assumption between the employees and the organization. Millennial employees are found to be very much adoptable with the changes that they collides in their workplace, they are devoted to personal growth and loves challenging tasks and organizations always prefers employees who are this focus and can enhance their productivity through performing the challenging tasks and are flexible with the changes in the workplace (Festing Schfer, 2014). Conclusion The recommendation that the managers can apply to enhance the motivation of the millennial employees are as follows- Millennial employees should be given regular feedbacks along with encouragements. They must be getting the feedback of how they are doing and their good works will be rewarded. Millennial employees should be provided with flexible scheduling of work hours, intermittent telecommuting and boundless vacation time keeping in mind that their performance is not hampered. These employees must also be supplied with education and professional expansion for those who are interested in learning and developing their skills. Thus, millennial employees are more socially responsible and if their extrinsic and intrinsic motivations are met then they can be well satisfied with their job. References Festing, M., Schfer, L. (2014). Generational challenges to talent management: A framework for talent retention based on the psychological-contract perspective.Journal of World Business,49(2), 262-271. Parijat, P., Bagga, S. (2014). Victor Vrooms expectancy theory of motivationAn evaluation.International Research Journal of Business and Management (IRJBM),7(9), 1-8. Solnet, D., Kralj, A., Kandampully, J. (2012). Generation Y employees: An examination of work attitude differences.Journal of Applied Management and Entrepreneurship,17(3), 36. Yusoff, W. F. W., Kian, T. S., Idris, M. T. M. (2013). Herzbergs Two Factors Theory On Work Motivation: Does Its Work For Todays Environment.Global journal of commerce and Management,2(5), 18-22.