英语论文网

过时的组织和工业心理学的模式接近组织设计的前提下，所有的工人都应该得到相同的待遇。这种方法忽略了每个人的独特性，并采用了“标准化设计”。本设计是特别受欢迎的因为它补充了大规模生产的组织经常在一个标准化的处理自己的员工，大批量生产方式的设计与一般的人”。然而这种方法，有它的缺陷，人是独特的，因此需要一种个性和自主性的工作环境。缺乏这被认为导致了很大程度的工作不满和低动机，最终影响他们的工作效率。然后提出的问题是：一个组织如何可能满足个人的需求，并匹配每个员工的独特特点，他们的工作？尽管在实现这方面的复杂性，理论家提出了一些模型，旨在提高满意度和动机。这两个结构被视为生产力的核心。

本文将讨论结构的满意度和动机，探讨它们之间的关系，并提供了一个论据，在区分它们在工作的情况下的用处。

Table of Content

Introduction
The Relationship between Motivation and Satisfaction in the workplace
Motivation
Satisfaction
The Relationship
Conclusion
Bibliography

1. Introduction 简介

Outdated models of organisational and industrial psychology approached organisational design from the premise that all workers should be treated the same. This approach ignored the uniqueness of each individual, and adopted a 'standardised design'. This design was particularly popular as it complemented the mass-productive organisations who 'frequently handle their employees in a standardized, mass-production way designed to deal with the average person' (Lawler & Oldham, 1974: 21). This approach, however, had it's pitfall in that people are unique and as such require a sense of individuality and autonomy in their work environment. A lack of this was seen to result in a great degree of job dissatisfaction and low motivation, which ultimately impacted on their work productivity. The question was then raised: how can one organisation possibly meet the individual needs and match the unique characteristics of each employee to their job? Despite the complexity involved in achieving this, theorists have put forth a number of models aimed at increasing satisfaction and motivation. These two constructs are viewed as being central to productivity.

This essay will discuss the constructs satisfaction and motivation, explore the relationship between them and provide an argument for the usefulness in distinguishing between them in a work situation.

2. The Relationship between Motivation and Satisfaction in the Workplace 工作场所激励与满意度的关系

This section will begin by looking at the individual constructs of motivation and satisfaction, providing a definition for each and considering related theories. This will be followed by a discussion of the relationship between them.

2.1 Motivation

Work motivation has been shown by the research to have a significant impact on work efficacy and productivity. As such, organisations have become increasingly interested in what it is that moves a person towards a goal. Factors that have been found to affect employee motivation include (BMGT, 1998):

Job Characteristics – this includes the aspects of the job and the limitations and challenges of the job position.
Personal Characteristics – these are the individual needs, attitudes, interests and values of the employee.
Organisational Practice – these are the policies and practices of the organisation.
A number of theories of work motivation have emerged over the years, with two approaches being at the forefront, namely the content and process approaches (BMGT, 1998). The content approach highlights the notion that people are motivated towards having their needs fulfilled. This approach therefore explores the role of intrinsic motivation. Theories such as Maslow's Hierarchy of needs, McClelland's Learned Needs, and Herzberg's