The Impact of Motivation with Employee job Satisfaction During Covid 19 pandemic Sri Lanka

              

         

The World Health Organization has declared the COVID-19 coronavirus outbreak to be a pandemic. Many governments have taken stringent steps to contain and/or delay the spread of the virus. When covid 19 external shock in Sri Lanka, its economy was already in weaken position.GDP growth had fallen to a low 2.3 per cent while the average GDP growth rate for the five years preceding was around 4.1 percent, the lowest growth rate for countries in South Asia.It was facing daunting economic issues to deal with an international debt repayment burden around US $ 16 billion to be repaid during the 2020-2023 period.

While that, In Sri Lanka Actions taken in response to the spread of COVID-19 have resulted in significant disruption to business operations and a significant increase in economic uncertainty, with more volatile asset prices and currency exchange rates, and a marked decline in long-term interest rates in developed economies.

These events and conditions create a level of uncertainty and risk that companies may not have encountered before, and may result in significant change in all the sector as well as specially job uncertainty, Human Resources Management matters such as Efficiency and effectiveness of employees and Job motivation and job satisfaction.

Job Satisfaction

When it comes to the efficiency and effectiveness of Employees, job satisfaction is the most important elements. In fact, the new managerial pattern stresses that employees should be treated and thought of as human beings first and foremost. Job satisfaction is a fascinating and essential topic to research since it has numerous positive implications for employees, organizations, and society. Individuals might pursue happiness by conducting research into the causes and sources of job satisfaction. Job satisfaction research is conducted for the organization in order to increase production and lower expenses by improving employee attitudes and behaviour. Furthermore, people will benefit from the industrial world's maximum capacity output as well as growing human value in the situation of employment (Pio & Lengkong, 2020).

 The capacity of an institution to maintain a quality team of employees is linked to its capacity to manage the workforce and acknowledge each individual's contributions. Motivation is one of those factors that has a strong influence on employee behaviours and activities. A highly motivated workforce aids in the achievement of an organization's or institution's goals. Institutions are better able to compete with competitors when their aims are aligned, and morale is also stronger when staff are appropriately motivated (Shah et al., 2012).

Thus, job satisfaction is tightly linked to one's work effort. Employees who are dissatisfied with their jobs are less likely to behave optimally, to try their hardest, and to take the time and make extra efforts in their work. Employees who are pleased with their jobs are more likely to be able to accomplish their jobs more effectively and willing to work beyond of their normal responsibilities to help the business achieve its objectives (Hakim & Fernandes, 2017).

Health is the most important component in improving people's physical and emotional well-being. Employees in all the sectors in covid 19 pandemic time act a major role in providing needed services to the nation while facing the pandemic. In their professional life, people happened to  taking more risks. As a result, motivation and job satisfaction are the most significant factors in the world for these types of individuals.

The pandemic has a significant impact on the economies of all countries around the world, as it affects export, import, entrepreneurship, and private enterprises. In addition, most government and business organizations are closed till further notice and/or offering their staff roaster work systems. In his research report, Opatha (2020) stated that since February 2020, a terrible ailment known as COVID-19 or Corona has been assaulting individuals all over the world. Coronavirus is the most recent difficulty for corporate companies in terms of human resources management. In fact, it is not wrong to state that Coronavirus is the most dangerous disaster we have ever seen. From the perspective of human resource management, this is the most important health danger that the company must deal with when managing its employees.

Motivation

“Motivation means the willingness of an individual to do efforts and take action towards organizational” (Dobre, 2013, pp. 59). Luthans (2011, pp.) stated that “motivation is a process that starts with a physiological or psychological deficiency or need that activates a behaviour or a drive that is aimed at a goal or incentive”. According to Singh (2011, pp.161), “Motivation is defined as an internal drive that activates behaviour and gives it direction”. Further Singh (2011) indicated that the activation of goal-oriented behaviour is referred to as motivation. Intrinsic and extrinsic motivation are two types of motivation. The word is most commonly applied to humans, but it could possibly be applied to animal behaviour as well. Different views of motivation may be based on the basic need to reduce physical discomfort and increase pleasure, or it may involve specific demands such as eating and relaxing, or a desired object, passion, aim, state of being, or ideal, or it may be linked to less-obvious causes such as altruism, selfishness, morality, or the desire to avoid mortality. According to Singh (2011), intrinsic motivation is defined as motivation that stems from a personal interest or satisfaction in the activity at hand, rather than relying on external pressure. Extrinsic motivation is derived from sources other than the self. Extrinsic motives include monetary and academic benefits, as well as coercion and the prospect of punishment. Smerek and Peterson (2007) indicated that Herzberg classified the work dimensions into motivators and hygiene factors. Motivators included achievement, recognition, work itself, responsibility, advancement, and growth. Further, Smerek and Peterson (2007) developed the motivators as Recognition, Work itself, Opportunities for advancement, Professional growth opportunities, Responsibly, Good feelings about organization and Clarity of mission from Herzberg’s theory.

Relationship between Motivation and job satisfaction

  Maslow’s Need Hierarchy Theory & Herzberg's theory -

 Abraham Maslow is credited with developing the most well-known content theory. People are driven by multiple needs, according to Maslow's hierarchy of needs theory. These needs are arranged in a hierarchical order. In order of ascendance, Maslow defined five general forms of motivating needs (Daft, 2010). Once a certain level of need has been satisfied, it is no longer motivating. In order to motivate the participant, the next higher level of need must be triggered (Luthans, 2011). Motivation and satisfaction are inextricably linked from this perspective.

Maslow's need hierarchy, according to Luthans (2011), has five levels:

* Physiological needs,

*Safety needs,

*Love needs,

*Esteem needs,

*Needs for self-actualization.

 Low-order requirements, according to Maslow's principle, take precedence. Prior to the activation of higher order needs, they must be satisfied. The requirements are satisfied in order. Physiological needs take precedence over safety needs, and safety needs take precedence over social needs, and so on (Daft, 2010). Herzberg’s Two-Factor Theory of Motivation Maslow's need hierarchy and Herzberg's theory are closely linked. The hygiene factors are preventative in nature and are approximately similar to Maslow's lower-level needs. These hygiene variables help to avoid dissatisfaction, but they don't guarantee satisfaction. Only the motivators, according to Herzberg, will inspire workers on the job. They're almost the same as Maslow's higher-level needs.

According to Herzberg's theory, in order to be truly motivated, one must have a job with a demanding content (Luthnas, 2011). Feelings of satisfaction or no satisfaction are affected by ‘motivators' or growth factors, but not dissatisfaction. (Mullins, 2010). Advancement, recognition, the work itself, achievement, growth and responsibilities were all factors that contributed to job satisfaction. These characteristics were referred as 'motivators' by Hertzberg (Selvakumaran et al., 2014). Motivation and job satisfaction are inextricably linked from the above mentioned theoretical perspective.

 Finally, numerous researchers indicated that there is a relationship between motivation and job satisfaction (Rajan, 2015; Mallikarjuna, 2012; Ghazanfar et al., 2011; Zafar et al., 2014; Bautista, 2014; Kamdron, 2015; Scheers & Botha, 2014; Omotayo1 et al, 2014; Bwire Mc et al., 2014) These finding stated that there is a strong relationship between motivation and job satisfaction.

Reference:

* The relationship between Spiritual leadership to quality of work life and ethical behavior and its implications to increase the organizational citizenship behavior -2020 Journal of Management Development ahead of print -Riane Johnlt Pio

* International Journal Of Business and Socisl Seience-Job Satisfaction  and Mortivation of Teachers of Public Educational Institution -2021Shah et al

* Management Analysis Journal 8 2018-The Effects of Environment ,TRaining ,Mortivation and Satisfaction on Workh Productivity -Astrid M H ,S Martono

* H H D N P Opatha-2021,Sustainable Human Resorse Management-University of Sri Jayawardhanapura

* Employment Mortivation and Organizational Performance. Review of applied Socio Economic Research-Dobre O 2013

* K .Singh 2011- Study of Achivements Mortivation in Relation to Academic Achievements of Students-University of Singhania India

* Examination Herzbergs Theory: Improving Job Satisfaction among Non acedemic employees at a university-Ryan E Smerek and Marvin Peterson