Motivation, Engagement, and
Satisfaction
The intent here is to share and enhance the
motivation in the workplace, as a Leader.
Motivation is what drives people to accomplish
things whether it be small tasks or large
undertakings. Without motivations, things
simply would not get done. The ability to
create an environment that encourages
motivation takes both practice and skill as it
not a quantity inherent in most people. As a
leader, the capacity form motivating plays a
key element in the success of the
organization. It provides with an
understanding of why motivating strategies
are important as a leader. It provides with
practical techniques for encouraging
motivation among co-employee in the
organization. When employees are,
unmotivated Morale Tends to Below and
because employees are so vital to success
keeping motivating high is critical. Motivating
impacts employee performance and satisfied
employee performance and satisfied employee
lead to a satisfied customer. Demotivation
frequently generates feelings of frustration
and /or exclusion and fail to provide space for
good ideas to emerge and germinate. This
means huge amounts of time and money are
spent working the wrong way. More time and
money are spent trying to fix the unintended
consequences. Figure 1 shows all the possible
things which are going through the mind of the
demotivated employee.
Figure-1: Demotivated Mind
When we feel, included and engaged, we do you
a better job. There are three psychological
conditions are crucial for motivating employees
to engage more. These are psychological
meaningfulness, psychological safety,
psychological availability. There are four critical
reasons why an engaged employee can perform
better than a disengaged one.
Firstly, as engaged employees hold positive
emotions which enhance their confident and
optimistic attitude towards work they may
perform better. Secondly, engaged employees
have more physical resources which lead to
better performance than disengagement
counterparts. Thirdly, when employees receive
economic and socioemotional resources from an
organization, they realize an obligation to
respond in kind and repay the organization due
to the "rules" of exchange philosophy. Finally,
engaged employees are capable to transfer
their level of engagement from one employee
to another, which will increase the company
performance as organizational performance
depends on a combined effort of all the
individuals. Figure 2 shows the matrix to
highlight the relationship between employee
engagement, disengagement, positive employee
outcomes, and negative outcomes.
Figure-2: Employee Matrix
The employee job satisfaction has defined as
the extent to which an employee feel good at
work and the degree to which employee has
some positive emotions that they show during
performing their work role. Employee
engagement has a positive correlation with job
satisfaction as highly engaged employees are
full of energy and have a strong involvement
with their job that may help them to identify
themselves strongly in their workplace.
Moreover, the job satisfaction under the
engagement-burnout synthesis arguing that
increasing level of job demands lead employees
to the more stress at job i.e. employee burnout
and that is inversely linked with job
satisfaction. On the other hand, engaged
employees get enough job resources and will
experience a positive feeling at their job that
leads them to a higher level of job satisfaction.
Figure 3 shows the employee reactions &
implications for managing corporate social
performance.
Figure-3: Employee Reactions
1
Learnings from Motivating Employees 5) Frequently conduct a job
satisfaction survey.
1) Inspiring motivation in employees will
recognize actions that encourage
motivation by enlisting the support of
workplace systems.
2) Inspiring motivation in employees It drives
people to accomplish things whether it be
small tasks or large undertakings.
3) Inspiring motivation in employees creates
an environment that encourages
motivation takes both practice and skill.
4) Inspiring motivation in employees
provides practical techniques for
encouraging motivation among employees
in an organization.

Learnings from Employee Engagement

1) Improve collaboration and cross-

functional teaming to reduce corporate
silos and project timelines.
2) Improve corporate awareness and
communication by driving messaging
throughout the company.
3) Improving process and procedures to
increase employee productivity.

How to Boost Job Satisfaction

1) Give consistent praise, and

focus on impact.

2) Offer career development,

training, or education
opportunities.

3) Show you care about your

employee's mental and
physical well-being.

4) Foster an environment in
which coworkers can bond
and develop friendships.