Work Satisfaction and Motivation

- THE RELATIONSHIP BETWEEN REWARDS, wisdom AND MOTIVATION AT AN INSURANCE COMPANY - IN THE WESTERN ness ABSTRACT Increasingly, organizations atomic number 18 realizing that they involve to establish an equitable proportionateness in the midst of the employees contribution to the organization and the organizations contribution to the employee. Establishing this balance is one of the main reasons to reward and recognize employees.Organizations that follow a strategical approach to creating this balance focus on the three main components of a reward system, which includes, compensation, benefits and realisation (Deeprose, 1994). Studies that have been conducted on the topic indicates that the most vulgar problem in organizations today is that they miss the important component of recognition, which is the low-cost, high-return constituent to a well-balanced reward system. A key focus of recognition is to make employees feel appreciated and valued (Sarvadi, 2005).Research has pr oven that employees who work over recognized tend to have higher self-esteem, more confidence, more allowingness to deal on late challenges and more eagerness to be innovative (Mason, 2001). The target of this study is to investigate whether rewards and recognition has an impact on employee motivation. A biographic and Work motif Questionnaire was administered to respondents (De Beer, 1987). The sample group (N= 184) consists of male and female employees on post-grade levels 5 to 12. The results of the research indicated that there is a positive relationship surrounded by rewards, recognition and motivation.The results also revealed that women and employees from non-white racial backgrounds experienced lower levels of rewards, recognition and motivation. prospective research on the latter issues could yield interesting insights into the different factors that touch off employees. - Notwithstanding the insights derived from the current research, results need to be interpret ed with caution since a convenience sample was utilise, thereby restricting the generalizability to the wider population. - - DATA GATHERING promoter For the purpose of this study a quantitative methodology was followed and a questionnaire was used as the measuring instrument. According to Leary (2004), the major advantages of questionnaires are that they can be administered to groups of people simultaneously, and they are less costly and less time-consuming than some new(prenominal) measuring instruments. The data gathering techniques used included a biographical questionnaire and the Work Satisfaction and Motivation Questionnaire as set bulge out by De Beer (1987). BIOGRAPHICAL QUESTIONNAIRE The biographical questionnaire was a self-developed questionnaire that incorporated the following personal study of the respondents, gender, home language, marital status, age, race, job classification, education, qualifications, job grade and tenure. Refer to appendix 2. - WORK SATIS FACTION AND MOTIVATION QUESTIONNAIRE The questionnaire as set out by De Beer (1987) incorporates the sixteen factors of Herzbergs two-factor theory.The questionnaire consisted of nine dimensions that impact employee bliss and motivation. Refer to cecal appendage 3. - THE NINE DIMENSIONS OF THE QUESTIONNAIRE According to De Beer (1987) the nine dimensions are as follows 1. Work contentedness probed the respondents feelings about the type of work they do. 2. Payment probed respondents satisfaction with their salaries. 3. Promotion probed for the fortune that the organization offers for promotion. 4. Recognition probed whether the respondent was receiving the recognition and feedback for the jobs they perform. . Working conditions were probed as the one-fifth factor and looked at prospect to mix with colleagues and interpersonal relations. 6. Benefits looked at whether the benefits such as pension, medical schemes and leave were satisfactory. 7. Personal probed the respondents fe elings towards their job. 8. Leadership or inadvertence probed the level of satisfaction with the manager. 9. General probed if the respondents had conceiveed alternative employment, and hence their level of satisfaction with the organization. Appendix 2 - BIOGRAPHICAL INFORMATION . Gender Male pistillate 2. Home / Preferred language English Afrikaans Xhosa early(a) 3. marital Status Single Married Divorced Widowed 4. Age under(a) 20 long time 21 30 age 31 40 geezerhood 41 50 years 51 60 years 61 years & older 5. Race African Asian morose White 6. Job Classification Specialist Line Manager clerical/ Administration If you are unsure which category, please state your occupation 7. educational Qualification Std 8 Matric Diploma Degree Masters Other ( occupy specify) 8. Job Grade PG 9 PG 10 PG 11 PG 12 PG 13 PG 14 PG 15 9. How long have you been employed at this association?Less than 1 year 1 year 5 years 6 years 10 years 11 years 15 years 16 years 20 years 21 years or longer Appendix 3 - Work Satisfaction and Motivation Questionnaire 1. INTRODUCTION It is fairly obvious that people differ from one another(prenominal) in what they need and expect to get from different areas of their lives. Please value about the work you do and because most jobs are not perfect, consider what would make it better from your point of view. 2. METHOD FOR ANSWERING QUESTIONS With each question, you have a alternative of three answers.Choose one of the following uncoiled = T NOT SURE = NS UNTRUE = U Mark your answers with a cross (X). 3. WORK CONTENT T NS UT 3. 1 I am interested in my work 1 2 3 3. 2 My work consists of a variety of work 1 2 3 3. 3 I receive training daily which teaches me something new 1 2 3 3. 4 My work is easy 1 2 3 3. 5 The derive of work is easy to cut through 1 2 3 3. 6 I control the amount of work I do myself 1 2 3 3. 7 I am completely independent of others 1 2 3 3. 8 I regard the content of my work as trusty 1 2 3 3. I know exactl y what my mistakes are 1 2 3 3. 10 I am allowed to regulate on the methods for doing the work 1 2 3 3. 11 I am proud to say what kind of work I do 1 2 3 3. 12 My work is the look to afterlife success 1 2 3 3. 13 I will not be dismissed without good reason 1 2 3 3. 14 I have the opportunity to take bring out when decisions are made 1 2 3 3. 15 I feel that my work is of value in my department 1 2 3 3. 16 There is not time for idleness 1 2 3 3. 17 I have a received degree of authority in my work 1 2 3 4. PAYMENT T NS UT . 1 My salary is satisfactory in relation to what I do 1 2 3 4. 2 I earn the same as or more that other people in a similar job 1 2 3 4. 3 The basis of payment, for example overtime payment, is valid 1 2 3 4. 4 Salary increases are decided on a fair manner 1 2 3 5. promotional material T NS UT 5. 1 I will be promoted inwardly the next two years 1 2 3 5. 2 Everyone has an equal chance to be promoted 1 2 3 5. 3 Staff are promoted in a fair and ho nest way 1 2 3 6. RECOGNITION T NS UT 6. 1 I am praised regularly for my work 1 2 3 6. I receive constructive criticism about my work 1 2 3 6. 3 I get credit for what I do 1 2 3 6. 4 I am told that I am making progress 1 2 3 7. WORKING CONDITIONS T NS UT 7. 1 My working hours are reasonable 1 2 3 7. 2 I am never overworked 1 2 3 7. 3 I get the opportunity to mix with my colleagues and to communicate on aspects of our work 1 2 3 8. BENEFITS T NS UT 8. 1 My pensions benefits are good 1 2 3 8. 2 My medical scheme is satisfactory 1 2 3 8. 3 I never have problems with my arrangements for leave 1 2 3 9. PERSONAL T NS UT 9. I am given work in accordance with my qualifications a skills 1 2 3 9. 2 I work in the department of my choice 1 2 3 10. MY LEADER/ SUPERVISOR T NS UT 10. 1 Is satisfied easily 1 2 3 10. 2 Will support me if there are problems 1 2 3 10. 3 Can be convinced and persuaded 1 2 3 10. 4 Is a warm-hearted person 1 2 3 11. superior general T NS UT 11. 1 I have considered changing jobs 1 2 3 1. 2 I have been looking out for another job 1 2 3 11. 3 I am thinking of resigning 1 2 3 THANK YOU Please check to make sure that you have not missed both questions.