Job Motisfaction And Organizational Satisfaction At Apple Inc.

The way people act relects the way they feel about their jobs and it has a lot to do with their values and attudide about their workplace. Their job satisfaction and organizational commitment has to do with values in the workplace specifically with expectations, outcomes, acceptable behaviors those values are what an employee holds in regards to work.

Alsofor Applethey make sure their products such Iphone 6 etc are working andnot faulty. In addition to this the employees working in the Apple business bring success in the business as without them the business cant co-operate as much because the employees help the business to sell their products in order to increase the amount of money coming into the business. The one way they help is by matching the customers by the product. This means that the staff within the business shouldn’t be selling really expensive products to the customers but instead the staff should try and meet the needs of customers by giving them those products that they want not just because they are expensive and they want more money to come into the business.Employees are really key stakeholders for Apple as they make sure all the area within the business is controlled by professionals. Alsothe employee’s job is to sell the product to the customers making sure that the products are in good state and also they help the customers if they have difficulties in finding the best possible product for that individual.

At Apple we strive on a daily basis, to offer an amazing experience to all of our customers and employees. We are part of an amazing company with extremely talented teammates who want their work to make a difference. As our credo states "At Apple our most important resource, our soul is our people”.

Job satisfaction is a very simple concept in organizational behavior. It is simply a yes or no question. Is an individual satisfied with their current employment.

Current studies indicate that job satisfaction brings relevance to organizational responsibility that affects employee commitment. Researchers determined that workplace experience is a direct correlation to job satisfaction and commitment. It is believed that job satisfaction is an important component in maintaining commitment. Commitment is an important factor in getting a person to stay with their organization. Committed employees are more than likely to consent to organizational goals. Employees who remain committed to the organizational objectives, are more likely

Job satisfaction comes from the attitude that employees have towards their work. There is a close relationship between the degree of satisfaction and the motivation level of employees. Explaining that if there is a lack of motivation in the workplace, it is likely due to a lack

Organizational commitment is one of the two individual outcomes derived from individual mechanisms like job satisfaction, stress, motivation, trust, justice, ethics, and learning and decision making. These mechanisms and outcomes can be found on the integrative model of organizational behavior (OB). Colquitt, LePine, and Wesson defined organizational commitment in their Organizational Behavior 5th Edition book as the desire of an employee to remain a member of the organization (p 64).

They classified job satisfaction into eight categories: supervision, company identity, kind of work, amount of work, physical working conditions, co-workers, financial rewards, and career future. There are three major limitations of their study however. First, they subsumed organizational commitment (company identity) within job satisfaction. Thus, their findings have confounded the effects of job satisfaction and organization commitment. The second major problem of their study is that some of their measures had low reliabilities. Low reliabilities of scales make their findings suspect. The last major limitation of their study concerns generalizability of their findings.

“Compare the difference between job satisfaction and organizational commitment.” Job satisfaction is how happy an individual is with his or her job, their supervisors, coworkers, and the job itself. According to our textbook, organizational commitment is “the strength of an individual’s identification with an organization.” (Nelson and Quick, p.61) In some cases, the individual may not enjoy or like certain areas of their job, which can affect job satisfaction also. “There are five dimensions which can lead to satisfaction on the job, they are challenging work, valued rewards, opportunities for advancement, competent supervision, and supportive coworkers.” (Nelson and Quick, p.58)

The relationship between job satisfaction and job performance needs to be analyzed before a decision can be made to increase job satisfaction to positively affect job performance. Conventional opinion holds that increased levels of job satisfaction leads to increased job performance. Empirical evidence does not validate such a strong correlation. Alternative models exist that describe job satisfaction and job performance having mutual influence on one another as well as no influence at all. Job performance may also be enhanced through organizational and personal factors like reward systems and self-esteem. Job performance itself has multiple aspects and each aspect can be affected through different means. A simplistic correlation between job satisfaction and job performance should be avoided. Job performance can be improved by providing training and development opportunities to employees.

Apple Inc. is a world renowned company, recognized for its contribution to the technological market. The company has been around for over 30 years and in its time has grown and developed with the many changes in the

Apple prides itself on offering innovative technology to a society that has become dependent on it. In markets inundated with companies offering similar products and services, Apple has had to rise above and distinguish itself from the masses. While their products have a cultivated a devoted-customer following (our family is one of them), their organization and the values it espouses are what will help them to remain a relevant and successful company in the tech world.

Job satisfaction consists of how the employee feels about their job. When other people talk about employee attitudes, they are linking this with job satisfaction. Job Involvement and Organization Commitment are similar because they are the gradation to which an employee relates with their job. The only difference is that job involvement is the degree to which an employee relates with their job, actively participates in it, and considers their job performance to be important to their pride and organization promise is the degree to which an employee relates with their job and its goals and wishes to maintain membership in that organization. Employee Engagement is when managers want their employees to be connected to, satisfied with, and enthusiastic about their goals.

The main difference between organizational commitment and job satisfaction is that while organizational commitment can be defined as the emotional responses which an employee has towards his organization. Job satisfaction is the responses that an employee has towards any job. In other words, while an employee has positive feelings towards the organization, its values and objectives, it possible for him to be unsatisfied with the job he or she has in the organization (Celik, 2008).

At times employees go to work each day knowing they have to complete the daily task of doing so. Some individuals may not like their current job or what occupation they currently hold for one reason or another. At times, it may not be the fact they may not like their job, but the working conditions, policies or even the people they make work with. Job satisfaction and organizational commitment are two of the most important roles people live with each and every day.