oyees), the second experimental group (all night shift employees), and two further nonequivalent control groups. The study had three measurement occasions which were after 6, 18, and 30 months of production. Information on employees, perceptions and attitudes were acquired by responses on questionnaires that were administered after each period of measurement. The results suggested that a significant and lasting effect on employees’ basic internal job satisfaction, a more brief effect on extrinsic job satisfaction, and no effect on work motivation, job performance, and mental health. At an organizational level, enhancements in efficiency were made possible through the removal of supervisory positions. Also, labor turnover increased. Overall, the Wall et al. (1986) study demonstrated that autonomous workgroups had specific rather than wide-ranging effects on employee attitudes and behaviors.The Wall et al. (1986) study was significant to investigate because it demonstrates the effects of work when the employees are in control. The study would help business supervisors increase their employees’ overall job satisfaction by allocating more control to their workers. More research should be done to indicate the positive and negative effects on autonomous workgroups.All of these studies relate to job satisfaction, motivation, and productivity. They demonstrate factors that might related to possible relationships between the variables. These studies can help provide useful information to businesses as well as employees in creating maximum productivity with high job satisfaction and motivation. Overall these studies were significant in examining the causes and effects of the three variables that were being investigated.In conclusion, the relationship between job satisfaction, motivation, and efficiency are influenced by each other. The effect that each variable can have on each other is significant. In order to he...
