Introduction
Job satisfaction is considered as one of the important factors in workplace psychology. This reflection essay is based on a reflection of learning gained from motivation theories to reflect the way by which these theories are applied to work. Motivation and job satisfaction are considered interrelated aspects. The willingness of an individual to work is referred to as motivation while the positive emotional state of the individual to work is referred to as job satisfaction. This reflective essay is based on giving a reflection of learning about the concept of job satisfaction based on relevant theories. In this reflective essay, critical reflection is also presented on actions, feelings, and thoughts about the satisfaction or dis-satisfaction I gained from the job done. I also presented those factors that could increase my motivation and job satisfaction by considering and applying three basic theories of motivation. Some key job satisfaction theories help in the identification of those factors which have a direct impact on the satisfaction or dissatisfaction of the job. The main focus in this reflective essay is to represent my own job experience and to identify those factors which play a significant role in enhancing job satisfaction.
Discussion about job satisfaction and dissatisfaction
As the concept of satisfaction is considered as a psychological factor that could not be quantified and seen. When an individual discharges his responsibility satisfactorily then he is considered as satisfied form his job or task. This satisfaction at work is known as job satisfaction. By looking at the definitions presented by various practitioners and researchers, it is defined as “the extent to which employees in organizations like or dislike their tasks or jobs” or in other words it is defined as “the pleasant state of emotions follow-on from the appraisal of an individual’s job as facilitating the achievement of values of an individual’s job”. There is a strong overlap between the theories of job satisfaction and the theories that explain human motivation. The most prominent and common theories include the Maslow’s needs hierarchy theory and motivator-hygiene theory (HR Zone, 2019).
- According to Maslow’s needs hierarchy theory, there are five hierarchy levels of human needs. These include self-actualization needs, esteem needs, affiliation, and belongingness needs, safety and security needs and physiological needs. According to this theory of Maslow, these five-hierarchy levels of needs are important contributors to job satisfaction. In the context of job satisfaction, this theory explains that healthcare and financial compensation are some of the important benefits with the help of which employees can meet their basic physiological needs. Job security and provision of a physically safe working environment in an organization are some key safety needs that increase job satisfaction within the organization. When these needs are satisfied by the company, then employees in the organization will seek to feel that they are appreciated and valued by the company. The self-actualization needs are based on certain of the environment in the company in which the employees seeks to self-actualize, where they can develop and grow to be able to achieve their personal goals. In this way, it is very important for the organization to focus on meeting the basic needs of employees first to improve job satisfaction within the organization (Velmurugan and Sankar, 2017).
- According to Motivator-Hygiene Theory, job satisfaction and dissatisfaction are two different concepts because both the motivational and hygiene factors are considered as independent. This theory pointed out that it is neither possible that any individual working in an organization is neither satisfied nor dissatisfied. In the context of job satisfaction, it is postulated by this theory that when hygiene factors are low, the employees are considered as dissatisfied and when these factors are high then the employee is considered as neutral, but motivator factors are the factors that show whether or not the employee is satisfied (Iedunote, 2019).
Description of my Job
I worked in Pizza Hut for one year as a shift manager. I started this job as a part-time worker based on the objective to learn business operations in a restaurant. I had great interest in working in a restaurant, so I availed myself of this opportunity to work as a part-time shift manager in Pizza Hut. Pizza Hutt is one of the well-reputed pizza restaurant companies in the world in terms of both the parentage of market share and numbers of outlets. I started a part-time job in Pizza Hutt because I came to realize that there are different levels of benefits that could be gained by working in this highly reputed pizza restaurant company. Some of the important benefits that attracted me to work included the provision of proper computer training, eye, health, and dental care insurance facilities and attractive discounts on a meal to the employees working as part time and full time. It was a great opportunity for me to develop my basic business management skills. It was a very satisfactory and exciting experience for me to start my professional career in this way (Pizza Hut, 2019). My job was on a temporary basis because I made an employment contract for one year. The key responsibility given to me was to manage the operations in the restaurant during the assigned shifts. I was responsible for keeping the restaurant safe and clean and for communicating with the customers and staff professionally and politely. I accepted that opportunity based on the requirement of 4 hours daily. The time for my shifts was based on the unavailability of the manager. The time of my shift started when the manager was not present in the restaurant. My key responsibilities and role in the restaurant included directing the employees working in the restaurant through their routines on a daily basis, making interactions with the customers to ensure that they are getting a satisfactory experience. The main area of responsibility was to ensure quality control in the context of ensuring that proper training is provided to the employees to make them able to maintain high customer satisfaction. I was looking for the main areas of operations such as keeping my eyes on quality preparation of food and the way by which the staff is performing in respect of greeting customers, resetting tables, cleaning counters and tables, handling cash, serving the client and charging customers for their food items (Great, 2019).
Satisfied or Dissatisfied with my job
I was extremely satisfied by working in Pizza Hut because of different reasons. The first main thing that kept me satisfied in Pizza Hut was the commitment of the company to making life at Pizza Hut more professional and easier. Some of the key factors of my high level of satisfaction included the flexible schedule of working, higher pay and hand-on-experience. I was very happy to see that the culture of the company was great, and the HR management was looking for people with a similar mindset to develop a team working environment. The working environment and culture were so attractive because it was very easy for me to get along and communicate with employees at different levels of the organization (Haddock, Sanyal and Müller, 2016). The key factor according to my perception for extreme satisfaction was the training and career development programs within the organization. There were different tools and courses that were offered by the company to enable eth employees to achieve their professional and personal goals simultaneously. There are so many opportunities that were offered by Pizza Hut; for example, there is an opportunity for the workers of the company to continue education to reach the highest level of potential. I am very happy to work in Pizza Hut because this company has provided me with the opportunity to give great focus on my personal growth by taking part in the Leadership Excel program. The key focus I noticed in Pizza Hut is that management work based on investing in the people working in the company because they believe that highly skilled employees could understand the customers more electrically. By working as a shift manager in Pizza Hut for one year, I gained valuable management experience. Some of the most important benefits I gained by working as shift manager include the development of leadership skills by mentoring and managing others, development of skill to handle pressure and to work well under pressure and most important is the development of interpersonal and communication skills. There is a culture within Pizza Hut in which the senior management recognizes the hard work of employees that eventually increases the motivation of workers. This opportunity developed my understanding that money is not always a great motivator because recognizing and praising other’s hard work help in increasing job satisfaction (Putra, Minarsih and Paramita, 2016).
Application of Theories of Motivation to my Job
- According to Maslow’s Theory of Need Hierarchy, the motivation of employees is directly based on predetermined hierarchy needs. By applying this theory in my case, I would say that the management of Pizza Hut realizes the importance of the basic needs of the employees. This is the reason that the job satisfaction level in the company is high. I was extremely satisfied with the management because I came to realize that the package offered by the company for Shift managers was enough to meet my physiological needs. I am still happy with the culture developed in Pizza Hut because it was directly based on keeping in mind the security and safety needs of employees. As I was working on behalf of the manager, there was some safety threat like discrimination or favoritism, but the effective policy structure of the company has protected me. The training system within the organization has allowed me to meet my esteem needs based on my career growth and development (Taormina and Gao, 2013).
- In context of considering the Hertzberg’s Two Factor Theory, I came to realize by working as shift manager in Pizza Hut that motivation is something that is influenced by both the hygiene and motivator factors such as in my case the policy and motivator factor of Pizza Hut management was to give support and appreciate the hard work of staff as I noticed. The growth and development strategies were also part of a motivator in the organization to keep me motivated and satisfied. Along with it, I came to realize that to prevent job dissatisfaction I was treated in exactly similar to the manager because I had provided fair pay and best possible working conditions (Sanjeev and Surya, 2016).
- In the context of considering the expectancy theory of motivation, I am extremely satisfied by working as a shift manager in Pizza Hut because the goals and targets set for me in the organization were achievable and there was a system to reward the employees according to their needs and wants as this theory indicated that reward does not have to come in the form of bonuses or increase in pay because rather than these, the praise and progression and development opportunities could play a more significant role in increasing the motivation. Similar thing I observed in Pizza Hut because there were growth and development plans based on the performance of employees (Lloyd and Mertens, 2018).
Conclusion
In the end, it can be concluded that Job satisfaction is the main factor for every organization because that organization can sustain key employees in the organization for a longer period which have strong job satisfaction level. It is concluded that job satisfaction could be increased by realizing the personal and professional needs of the employees. The key theories of motivation pointed out that the motivation of employees in the company could only be developed when management have an understanding that what the employees are expecting from the company. It is concluded by looking at Maslow’s Theory of Need Hierarchy that the basic needs should be considered first because the motivation in employees could not be developed by ignoring the basic needs such as physiological needs. By evaluating Hertzberg’s Two Factor Theory, it is concluded that management should have to focus on both the motivator and hygiene factors for keeping the employees satisfied. It is concluded form expectancy theory of motivation that the motivation of the employees is directly linked with the attitude and behavior of the people. It is concluded that expectancy, instrumentality, and valence are three factors by the expectancy theory of motivation. It is concluded that there are factors which are considered to engage motivation in any activity.
References
Great (2019) Shift Manager Job Description, 22 February, [Online], Available: https://www.greatsampleresume.com/job-descriptions/shift-manager-job-description/ [27 April 2019].
Haddock, J., Sanyal, C. and Müller, M. (2016) ‘Green human resource management: a comparative qualitative case study of a United States multinational corporation’, The International Journal of Human Resource Management, vol. 27, no. 2, pp. 192-211.
HR Zone (2019) What is Employee Satisfaction? 10 January, [Online], Available: https://www.hrzone.com/hr-glossary/what-is-employee-satisfaction [27 April 2019].
Iedunote (2019) Theories of Job Satisfaction, 23 February, [Online], Available: https://iedunote.com/job-satisfaction-theories [27 April 2019].
Lloyd, R. and Mertens, (2018) ‘Expecting more out of expectancy theory: History urges inclusion of the social context’, International Management Review, vol. 14, no. 1, pp. 24-66.
Pizza Hut (2019) More Than Great Food, 23 March, [Online], Available: https://jobs.pizzahut.com/about-us/ [27 April 2019].
Putra, C.A., Minarsih, M.M. and Paramita, P.D. (2016) ‘Effect Of Human Relationship, Compensation And Organization Commitment On The Job Satisfaction In” Pizza Hut” Semarang’, Journal of Management, vol. 2, no. 2, pp. 12-25.
Sanjeev, .M.A.. and Surya, .A.V. (2016) ‘Two factor theory of motivation and satisfaction: an empirical verification’, Annals of Data Science, vol. 3, no. 2, pp. 155-173.
Taormina, R.J. and Gao, J.H. (2013) ‘Maslow and the Motivation Hierarchy: Measuring Satisfaction of the Needs’, The American Journal of Psychology, vol. 126, no. 2, pp. 155-177.
Velmurugan, T.A. and Sankar, J.G. (2017) ‘A Comparative Study on Motivation Theory with Maslow’s Hierarchy theory and Two-factor theory in Organization’, Indo-Iranian J Science Research, vol. 1, no. 1, pp. 204-8.
