Motivation And Job Satisfaction At Airlines Commerce Essay

penury And labor satisfaction At Airlines Commerce EssayOn twenty-third October 1946, a new air lane was born. Initially registered as a flee project in Calcutta, manoeuver Airways Ltd. had at its helm Mr. M.A. Ispahani as touch and Air vice Marshal O.K. Carter as General Manager. The new carriers domicile remained in Calcutta and an operating license was obtained in May 1947.Four Douglas DC-3s were purchased from stride of Texas in February 1947 and trading operations commenced on 4th June 1947. The designated route for Orient Airways was Calcutta-Akyab-Rangoon, which alike happened to be the first post-war international sector to be flown by an airline registered in India. Within two months of Orient Airways operational beginnings, Pakistan was born. The birth of a new nation generated one of the largest transfers of population in the history of mankind.Orient Airways, along with the help of BOAC aircraft which had been chartered by the Government of Pakistan, started r elief operations and transportation of people between Delhi and Karachi, the two capitals. Subsequently, Orient Airways transferred its base to Pakistan and realized a vital link between Karachi and Dacca, the two capitals of the two locomote of Pakistan. With a skeleton fleet of just two DC-3s, three caboodle members, and twelve mechanics, Orient Airways launched its scheduled operations in a fairy-tale manner. The sign routes were Karachi-Lahore-Peshawar, Karachi-Quetta-Lahore and Karachi-Delhi Calcutta-Dacca. By the end of 1949, Orient Airways had acquired 10 DC-3s and 3 Convair 240s which were operated on these routes. In 1950, it had bend increasingly app atomic number 18nt that additional capacity would beat to be inducted to cater to the growing inevitably of the sub-continent.Research ObjectiveThe purpose of this read is to investigate the impact of Job Satisfaction and Motivation of the employees employed by PIA (Pakistan International Airline). The idea of this d irect is to investigate and identify those factors which atomic number 18 causing high motive and job gaiety among the employees.This is a descriptive study based on the impact of demand and jobs among employees employed by PIA. In todays fast paced era environment of the guidance is to how the managers washbasin rectify the direct of motivation and job merriment of employees. So that the company take in a reliable and efficient scoreforce. The questions that ar to be answered by this study argonHow some employees be well-off from their job as equation to otherwises.How some employees perform better than othersWhat argon the ways through which management contribute improve the motivation of its employeesAttracting, rewarding, awarding and motivating customers be a challenge. It requires better service, realistic mental serve well, expectations and a supportive work environment publications SurveyTheories of MotivationMotivation theories be of two types i.e. Cont ent ashes and subroutine surmisalBasically content guess of motivation focuses on those factors which argon involved with the individuals that energizes, directs, takes and stops deportment. To motivate people they rig the actualized and precise needfully. On the other hand process possibleness describes and analyzes that how the demeanour on individual or individual is stopped by those factors which are international i.e. energized, directed and sustained. Both theories have alpha impact on managers who are involved in the motivational process as per their job character (Gibson et al, 2000).Kini and Hobson (2002) agreed with the distinction explained above between content and process theories which suggested that the possibleness of content is associated with the importance of internal elements which are identified and the prioritization involved with the individuals score of these elements. While process hypothesis imposes on digressicular psychological process es profound action and emphasized on explaining the functioning of individual decision system in put in to relate it to the behaviour.Process theory of MotivationProcess theory of motivation tries to explain and describe the factors which are external to the individual, that energize, direct, sustain and stop behaviour. The major(ip) theories of motivation are discussed above includes the following theories which are as followsSocial discipline theoryOperant instruct forecast theoryEquity theory name and address range theoryJob design theorySocial scholarship theoryLearning is typically the fundamental processes which are based on the behaviour and in turn, motivation. In brass sections al nigh e very individuals behaviour is learnt. Perception, attitudes, drawencys and emotional reactions are learned. Skills e.g. programming a system or counselling de- motivated employee can be learned. Basically core and uses of language utilise are learned. Learning is an ongoing proc ess by which the relatively occurring changes in the behaviour as a result of practise (Gibson et al, 2000).Operant conditioningIn another point of view learning occurs as a result of behaviour, and this learning is called operant conditioning. Late valet de chambre famous behaviourist B.F.Skinner is the person closely associated with this type of learning that is operant conditioning. Many principles of this theory can help managers who attempt to influence behaviour. An chief(prenominal) principle of learning is enforcement. Generally internal cause of behaviour is motivation while external cause is financial backing.Positive reinforcement occurs when a affirmatoryly valued incentives follows a response to a stimulus. Positive reinforcement can be anything that both increases the strength of response and induces repetitions of the behaviours that preceded the reinforcement.Negative reinforcement occurs when the carrying out of the behaviour is increased or diverted due to und esirable function immediately after the response.Expectancy theoryThe real explanation of expectancy theory was developed by Victor Vroom. Early studies (about 50) tested the tax write-off tested the accuracy of expectancy theory in predicting employee behaviour. The expectancy theory defined in vrooms concept is that motivation as a process governing choices among the alternatives forms of voluntary activity. From his point of view mostly behaviours are chthonian chink of the individuals and are persistently motivated. Expectancy theory is generally explained in four conceptsFirst and second level sequels- the outcomes of the first level are resulting from behaviour that is linked with doing the job itself which includes turnover, quality of productivity, absenteeism and productivity. The outcomes of the second level are those events such as punishments and rewards that the outcomes of the first level are likely to constitute such as group acceptance or rejection, merit exp ect addition and promotion.The reference to the individuals intelligence that the outcome of the first level is link with outcomes of second level is instrumentality.As seen by the individual the preference of the outcomes is cornice e.g. a person mar prefer a 10% increment in the pay over a transfer to another branch. The outcome is that the in positively valent the offer is preferred and in negatively valent it is avoided.The individuals mental picture refers to the expectancy is concerned with the likelihood or descriptive possibility that a accepted behaviour entrust be followed by a certain outcome such as level of performance (Gibson et al, 2000160-161).Equity theoryEquity theory of motivation was tested and developed by J.Stacey Adams. The canonic concept of equity theory of motivation is that the efforts and rewards of the employees are compared with others in similar work situations. Basically the theory of motivation is based on the presumptuousness that individua ls, who work for rewards from the firm, and are motivated with a perception to be every bit treated at work. The maintenance of the employees perception of equity in the working environment is administered by the management. in that respect are four terms on which the theory is based i.e.Person the individual for equity or unjustness is perceivedComparison with others any individual(s) or group used by person as referent regarding the ratios of inputs and outcomes.Inputs the individual characteristic brought by person to the job this may be achieved (e.g. skills, experience, knowledge and learning) or ascribed (e.g. age, gender, race).Outcomes what person sure from the job (e.g. recognition, fringe benefits and pay).The ratio of the inputs (efforts) to their outcomes (rewards) is equivalent to the ratios of other similar employees is the perception of the employees where the equity exists. When an individuals own ratio of inputs to outcomes could be greater or less(prenominal) than that of others, the ratio arent equivalent, inequity exist (Gibson et al, 2000 164-165).The proposition of this theory is that the individuals are motivated to stabilize fair or equitable relationships between themselves and to change those unfair inequitable relationships (Kini and Hobson, 2002 605). aim panorama theoryEdwin Locke proposed that terminus setting theory was a cognitive process of some practical utility. Edwins view was that an individuals intentions and certified cultivations are the primary factors of behaviour. A goal is the action of an object i.e. its a person attempts to achieve. Locke also carefully situated the characteristics of the cognitive (mental) processes of goal setting which are as followsThe degree of quantitative precision (clarity) of the goal refers to the goal specificity.The degree of proficiency or the level of performance sought is goal unmanageabley.Goal intensity pertains to the process of setting the goal or find how to reach it .Higher effort and performance results when people commit to difficult and specific goals rather than to vague commitments.Monetary incentives will affect performance only to the extent that such incentives influence the choice of goals and the extent of goal commitment.Goal commitment will interact with goal difficulty to determine performance.Goal setting is rather coordination compound and difficult to sustainGoal setting works well for simple jobs (clerks, typists, loggers, and technicians), but not for complex jobs. Goal setting with jobs in which goals arent measured has posed some problemsGoal setting encourages game playing. Setting low goals to look good.Goal setting is used as another check on employees. Its a control device to monitor performanceGoal accomplishment can become an obsession. In some situations, goal setters have become so preoccupy with achieving their goals that they neglect other important areas of their jobs (Gibson et al,2000)Job Design Theory chore c haracteristic theory (job design) (JD) Seek to identify occupation characteristics of jobs, how these characteristics combined in ordination to form jobs that are different, and their relationships to employee motivation, satisfaction, and performance (Kini and Hobson, 2002 605). The Hackman-Oldman job characteristics model, a derived of this theory developed in Japan which contends that providing employees with task variety, task identify, task significance, task autonomy, and feed back, will lead to three critical psychological states (experienced meaningfulness of the work, experienced responsibility for outcomes, and knowledge of the actual results) which, in turn, will lead to high internal motivation, high quality work performance, high work satisfaction, and low absenteeism and turnover (McAfee, Quarstein, and Ardalan,1995).The impact of this theory for management is in order to keep the employees fulfill and motivated in their jobs, so managers mustEmployees should be pr ovided with a variety of skills on their workplaceEmployees should be given license and freedom to schedule and plan their tasksOne on the most important part that managers must provide constant feedback as to how employees are bill to set goals.Content theories of MotivationEmployees on their work bring their feelings, beliefs and perceptions which determine their modus on daily operation and daily tasks. It is the reason that managers constantly look to understand, explain the nature of employees behaviour is world predicted by the managers. Content theories of motivation explain and describe factors within the person that energize, direct, sustain and stop behaviour. The major theories of motivation are explained as underMaslows need hierarchyAderfers ERG theoryMcClellands learned need and theory of takeMaslows Hierarchy of NeedsThe wide cited and discussed motivation theory i.e. the need hierarchy model is presented by Abraham Maslow. In this model the lowest level needs a re the physiological needs, and the highest -level needs are for self-actualization. Maslow defined tender-hearted needs as underphysiologic the need for water, food, shelter and relief from pain.Safety and security the need for freedom from threat and safety of life.Belongingness, genial, and love the need for friendship, affiliation, interaction and love family and so onEsteem the need for self- reckon and for respect from othersSelf-actualization the need of fulfilling oneself by maximize the use of abilities and skills.Maslows theory assumes that an individual attempts to satisfy the more basic needs i.e. the physiological needs before directing the behaviour towards satisfying speeding level needs i.e. self-actualization.Lower order or level needs must be satisfied before a higher order need such as self-actualization begins to control an individuals behaviour. check to Maslow, a satisfied needs leads motivation or it motivates.Aldersfers ERG theoryAlderfer agreed with A braham Maslow that needs are arranged in hierarchy. His proposed hierarchy of needs involves three sets of needs which are followsExistence the needs which are satisfied with such factors as water, air, pay, food and working conditions.Relatedness the needs that are satisfied with the love of family, friends, social and interpersonal relationships.Growth the needs which are satisfied by an individual do productive and creative contributions.Three needs presented by Aldefers existence (E), relatedness (R), and offset (G), or ERG relates or correspond to Maslows in the existence needs are similar to Maslows physiological and safety categories the relatedness needs are similar to the hold upingness, social and love category and the growth needs are similar to the esteem and self-actualization categories. Maslow proposed that unfilled needs at one level are most of the importance and that needs on the next higher level arent emotional until the currently need s are fulfilled or sat isfied. In contrast to Alderfers ERG theory says that in addition to satisfaction-progression process that Maslow proposed, a foiling regression process is also at work by the aforesaid(prenominal) time. Alderfer and Maslow need theories of motivation have been criticized. Need theories have been regarded as simple, very easily expressed views of human behaviour (Gibson et al, 2000).McClellands learned theory of needsLearned theory of motivation was proposed and presented by David C. McClelland and this theory is closely related with learning concepts. David believed that many of our needs are acquired from the culture of a society. There are three learned needs which are the need for exploit (n Ach), the need for affiliation (n Aff), and the need of power (n Pow).It was suggested by McClelland that when need is heavy in an individual, the moments that arises is to motivate him or her to use behaviour track to satisfaction.Motivation and Job SatisfactionBased on perceptions, a ttitudes, personality and learning motivation plays a very important role in intellectual behaviour. Job satisfaction is a result of employees thinking that how their jobs provide them what is important. According to (Mitchell and lasan, 1987), it is recognized that in the field of organizational behaviour that job satisfaction frequently and most studied attitude.Motivation and job satisfaction can be studied through several approaches content theories and through reinforcement theories. Specifically the term employee motivation is complicated and difficult to define. The liveliness of an organization whether its private or public, comes from the motivation of their workforce and their abilities plays crucial role in their work performance (Lewis, Goodman and Fandt, 1995).Reinforcement TheoriesReinforcement is explained as any effect that causes behaviour to be iterate which can be either positive or negative (Naylor, 1999, p.540). Skinner (1939, 1971) conducted several studies a nd came up with the idea of conditioning model which proposed that if pleasant consequences follow a behaviour, the behaviour will tend to continue whereas, if unpleasant behaviour will tend to continue therefore the behaviour will tend to continue whereas, if unpleasant consequences follow a behaviour the behaviour tends to stop. (Luthans Kreitner, 1985). Reinforcement theory relies on two assumptions first, behaviour of human is determined by the surroundings and environment and second, human behaviour is subject to observable laws. The Law of effect is the foundation of the reinforcement consequences whether are negative or Positive behaviour will be repeated (Lewis et al, 1995).Job SatisfactionThe work motivation theories that have been just explained have been used for centuries just to explain that what motivates individuals to work. And the same theories can be used to find out that how other people are satisfied in their jobs. For example as Maslows Hierarchy of needs expl ains that if people are quick-witted and satisfied o their jobs if there needs are met. And learning theories proposed that by seeing others rewarded for certain standards of performance people would be motivated. And on the other hand if people will see their co-workers are being penalize for not meeting the standards of the organization or not fulfilling the requirements of the organization they will try to work harder to avoid the pain or insult of being punished and so on.Some people say that job satisfaction is simple that how people feel regarding their jobs and different phases of their jobs (Sector, 1997). This assumes that employees will be satisfied or happy if they like their jobs. Another view of Job Satisfaction is that happiness is associated with doing a particular job as expressed by the job-holder (Gibson et al, 2000). The feelings and attitudes one has about ones job whether positive and negative, good and bad are likely to contribute for the development of feeli ngs of satisfaction (Riggio, 2000).MethodologyThe methodology that has been follow for the related subject study is precisely described below painsThe industry which I select for the research is the Airline Industry.Population and taste sizeThe population of the industry was very large therefore gismo sampling has been done for this study. The sample consists of individuals who are working in PIAs human resource department and Information technology department on marrow level and lower level employees.RespondentsSample drawn from this industry is 60 respondents. From them 30 are working as a middle level and 30 are working as lower level employees. The respondents belong to departments i.e. human resource department and information technology department.Data charm methodFor the purpose of data collection an instrument (i.e. questionnaires) will be used.Data AnalysisData will be analyzed on the basis of the employees response to the questionnaire, in which bar and pie charts are a part of analysis