Introducing the Introduction
The introduction to a research study has a proscribed purpose and functionality that sets it apart from
introductions you have probably read in books and popular literature. Although the introduction should
engage the reader, it should also highlight particular information about the study and its orientation. Take
note that everything should be center around your topic which is Employee job satisfaction and
productivity, that you started in the problem statement.
Using the sample outline for an introduction on p. 100 and the annotated sample on pp. 100�102 of your
course text, Research Design: Qualitative, Quantitative, and Mixed Methods Approaches, write an
Introduction that addresses and includes the elements suggested by this week’s Learning Resources. For
the purposes of this paper, you should assume that your Literature Review from last Week was
exhaustive and that it included substantive breadth and depth of the scholarship with regard to your topic
(Employee job satisfaction and productivity). Consider the following in preparing your Introduction:
� Is the opening sentence engaging, and does it encourage readers to continue?
� Is a problem or issue identified that justifies this study?
Introducing the Introduction 2
� Is the problem framed in a way that is consistent with the research approach?
� Do you refer to groups of studies to justify the problem’s importance?
� Do you cite recent literature (within the past 10 years)?
� Are specific deficiencies in past studies identified?
� Do you explain how the study will address these efficiencies?
� Do you explain why the study is significant for audiences?
Introduction
Introducing the Introduction 3
Job satisfaction and productivity are directly related but the nature of work engagement
determines the level of job satisfaction and the required output per employee. According to
Bakker (2011) Job satisfaction and the level of productivity differs from one employee to the
other. Employees are motivated differently depending on their preferences and work
engagement. Satisfied and engaged workers approach their duties and obligation with dedication,
energy and focus. These workers are more productive, open minded and are always ready to go
extra mile. Employees’ job satisfaction is achieved by motivation and provision of favorable
working conditions.
However, high quality performance is also witnessed only when the job demands are high
and the personal resources of individual employees are also conducive to quality production. For
example, employee’s self-esteem and optimism are crucial and contribute significantly to the
eventual quality of the company’s output (Bakker, 2011). These personal attributes allow the
employees to remain in good health hence the ability to focus clearly on the demands of the job.
Social support, autonomy, growth and an effective feedback system are also some of the job
resources that create a suitable environment for job satisfaction.
A company must research on all the motivation factors that resonate well with their
employees. The level of performance can be greatly eroded if the motivation factors are not
consistent with the employee’s wishes or are lacking all together (Zenoff, 2013). Some workers
are motivated by their own achievements or by recognition of their efforts. It’s the company
management’s task to identify what the company needs to optimize the workers productivity
(Stack, 2013).
Introducing the Introduction 5
References
Bakker, A.B. (2011) Work Engagement, Job Satisfaction and Productivity- They are a Virtuos
Cycle; Association for Psychological Science
satisfaction-and-productivitytheyre-a-virtuous-cycle.html
Corporate Leadership Council (2003) Linking Employee Satisfaction with Productivity,
Performance and Customer Satisfaction, Corporate Executive Board
Highlands Ranch, CO: Productivity Pro.
Zenoff, D. B. (2013) The soul of the organization: How to ignite employee engagement and
productivity. Place of publication not identified: A press.
