A COMPARITIVE STUDY OF MOTIVATION, JOB SATISFACTION AND COMMITMENT IN TWO PRIVATE SECTOR ORGANIZATIONS - AN EMPARICAL REVIEW (Pages 117-130) by Dr. S. M. Muralikrishna in THE INTERNATIONAL MANAGER / ISSN: 2348-9413 (Online); 2348-9405 (Print)

The business organizations faced key challenge that as to how they continue to deliver sustained competitive advantage aiming long-term success. The success of an organization depends on the strength of linkage between people processes with business strategy. If linkage is strong the process remains flexible, adoptable to ongoing transformation with behavioral orientation. The people are crucial, their skills and motivation develop from portfolio of policies procedures and process which sure to train develop and retain. The people process is strong by activating in built motivated, satisfied and committed workforce. Motivation is the desire and willingness of a person to expend effort to reach a particular goal or outcome. Individual motivation is a consequence of many forces operating simultaneously on the person and based on his personality environment. Enhancing motivation can lead to improved performance and greater organizational success. Motivation has its origin in certain basic needs which govern people’s behavior. The needs are grouped into five categories such as physiological, safety, affection, esteem and self actualization needs which have multi dimensional effect. The combined effect of ability and will may be said as motivation. Job satisfaction is a Person’s emotional response to aspects of work, such as pay, supervision and benefits or to the work itself. Like motivation, job satisfaction is a complex notion that manifests itself in different ways in different people. The level of job satisfaction depends on a number of factors, including how a Person’s needs will and wants are met through work, working conditions themselves, the individual’s personal traits. The assumption that performance is improved by simply satisfying workers is not accepted now. Modern theory and research suggest that focusing solely on satisfying workers will not result in high performance and productivity. The relationship may be other way around. High performance may cause high job satisfaction which is reinforced by rewards that accompany performance. In other words, performance leads to rewards that in turn results in satisfaction.
Key Words: Motivation, Persistent behavior, Assigned task, Job Satisfaction, Personal Trait, Commitment, Physiologica, Psychologica, Job Enrichment, Self – Correction etc.