Organizational Commitment: Job Satisfaction, Stress, Motivation

In any workplace, workers are no doubt the essential mainstay that holds any business or corporation together. Employees achieve important tasks to help the company’s long term vision and goals to be successful and efficient. A business can’t be successful without a proper management that is why it is important for employees to enjoy going to work and they also have maintain a positive attitude while being productive and completing tasks. Motivation is what gives a person the purpose to perform or behave in a certain way with the desire or willingness to gain something. There are two types of motivations, motivation that comes from a person and motivation that comes from materially goals. It is very necessary that employers keep their employees motivated and encourage them to perform above expectations.

Brenner, D. A. (2007). Achieving a succesful project by motivating the project team. Cost Engineering, 49(5), 16-20. Retrieved from http://eds.b.ebscohost.com.ezproxy.umuc.edu

Two business problems commonly faced by managers are stress in the workplace and lack of motivation. There are basic insights that can help managers understand the relationship between stress and motivation. Positive Organizational Behavior outlines comprehensive approaches that managers can use to, not only mitigate stress and increase motivation, but to increase overall individual and organizational wellness.

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.

The three most important things when maintaining a motivated team is to show them respect a sense of accomplishment and recognition. As a leader I involve all of my team so they feel a part of the development and progress in the initiative. My team often has insightful ideas which help make a difference in the company. When the team is involved and valued they buy in fast and resist less. This makes the process more efficient overall. Communication is crucial when motivating a team; in a business over communication is never an issue. By giving the employees regular updates on the progress of the business or project it gives them initiative. It stops them from feeling as if they are stagnant in the process. This type of encouraging

An Organization’s productivity and efficiency depends to a large extent on what employees think or perceive about their organization. It is a well-known concept that “If you keep your employees happy, they will make your customers happy”. So to make them happy or motivated, challenging jobs, tasks, assignments are to be provided along with better or superior environment to excel in. As a result, we can have two benefits; on one hand it will enhance the employees’ job experience and on the other hand organization’s productivity will increase. Turnover and absenteeism will be low, employee commitment will be high. In short, job satisfaction and dissatisfaction play a major role behind overall employee motivation. Herzberg’s Motivator-Hygiene

In this regard, human resources are considerably the most significant asset for an organization as it can be the source of success and even failure for the company. Therefore, employee management that focuses on critical aspects such as motivation, stress and communication is of grave importance. In order to comprehend the crucial factors of motivation, stress and communication, it is imperative to select a job title for which research study can be carried out (Daly, 2011).

Effectively managing human resources in the organizations is a big concern both for HR managers and the policy makers of the organization. To have a satisfied, motivated, less stressed performing workforce an organization must have consistency amongst its structure, system, people, culture and good fit with the strategy. In this paper an attempt has been made to identify the various factors of organizational structure and culture which have positive and negative impact on job satisfaction, job stress and employee motivation through the extensive review of the existing literature. The findings

Compare the difference between job satisfaction and organizational commitment. Determine which is more strongly related to performance for your selected company.

Corporations in today’s society are emphasizing there motives on distinctive reasoning’s on time and resources in the industry. As this is, an accepted reality that no agency in the world can contend in this world just on the mere cornerstone of their product and services. In place for a corporation to be successful, it has to reserve greatly into the field of people skills, and their performance. Contribution to stressful working environment, many corporations fail to keep employees due to inadequate of motivation, stress, lower employee job appeasement and other contributing factors of behavioral sciences and psychology. All these circumstances have negative effects on the corporation and organizational demeanor as well. Countless specialist are in acceptance that all these factors create disoriented and unmotivated employees that affect the corporation overall targets and higher discontent of the employees. Due to all these circumstances supervisors have come up with different tactics to reconcile employees problems and to enhance company behavior by examining out the employee who does not fit the peculiar company culture, and specific job based on attraction and knowledge instead of traditional approach. These initiatives are very beneficial in elevating the employee 's complete job fulfillment, which in return lowers the nonappearance and employees turnover, thus improving the corporation in improving its services and products.

With the rapid changes of modern business environment, the competition between organizations becomes more and more fierce. In order to be competitive enough to stand out from the rest, businesses try to enhance their competitiveness by improving different area in the management aspect. In addition to, as service sector has become the most dominant industry nowadays, employee?s performance become more crucial as it can directly affect company?s performance under the close relationship between customers and business in service sector. Motivation strategy for employees thus become one of the issues that highly considered by managers nowadays. According to Hermanta Doloi?s research on the relationship between productivity and motivation, he has proven that employers are able to determine what factors will influence employee motivation in order to increase the productivity. (Hermanta, 2007, P.5) Therefore, it is crucial to figure out a suitable applicable motivation strategy for managers in order to increase the competitiveness of organization. In this article, it will mainly focus on two theories of motivation, Herzberg?s two factors theories and expectancy theories by Vroom. In the first part of the article, it will first briefly introducing the main characteristics of both

The purpose of this research paper is to show that organizations are taking steps to enhance the commitment of their employees, thus reducing turnover and increasing workplace productivity. Organizational commitment is generally defined as “(1) a strong desire to remain a member of a particular organization; (2) a willingness to exert high levels of effort on behalf of the organization; and (3) a definite belief in, and acceptance of, the values and goals of the organization” (F. Luthans, B. Luthans, & C. Luthans, 2015). Two main ways organizations are doing this is by offering new types of benefits and improving workplace conditions in order to increase the overall well-being of their employees. Google will first be exemplified to

A look at an organization’s communication and leadership styles can say a lot about the organization as a whole. Google has a relaxed atmosphere, where management allows workers to create their own schedules; and fosters creativity by allowing and encouraging their workers to explore side projects (Google Culture, 2011). What would happen if the leadership style were to change? This is one of the elements this paper will explore. A look will also be taken at: sources of power within the organization, the employee’s commitment to Google, how communication within Google relates to the worker, other motivational theories which would work at Google

Employee motivation a powerful new model explores drivers of employee motivation, the levers the managers can pull to address them and the local strategies that can boost motivation despite organizational constraints. Finding of new research introduce a model that establishes the four basic emotional need people exhibit; they are the drive to acquire, bond, comprehend and defend. Also it exhort organizations take an holistic approach to satisfy employee’s emotional needs through its reward system, culture, management systems, and design of jobs. The potential benefit of a motivated workforce to an

What is organisational commitment? Explain the links between the various types of organisational commitment and job-related outcomes. Are committed employees necessarily more valuable to organisations than less committed employees?