The Job Satisfaction And Organizational Commitment On A Company 's Workforce Essay

There are three separate dimensions to organizational commitment: 1. Affective commitment is an emotional attachment to the organization and a belief in its values. For example, a Petco employee may be affectively committed to the company because of its involvement with animals. 2. Continuance commitment is the perceived economic value of remaining with an organization. An employee may be committed to an employer because she is paid well and feels it would hurt her family to quit. 3. Normative commitment is an obligation to remain with the organization for moral or ethical reasons. An employee spearheading a new initiative may remain with an employer because he feels he would “leave the employer in the lurch” if he left." (Robbins & Judge, 2011, p 77)

Many may argue that job satisfaction and organizational commitment are the same, but they are actually different.

This essay will discuss about what is motivation? what motivate people toward satisfy needs. The paper will includes three main artical theory by Abraham Maslow ( Maslow's Hierarchy of needs ), Clayton Alderfer ( Alderfer's ERC Theory ) and Psychologist David Mcclelland ( McClelland's Theory of needs ). The author will explain why motivation is important in an organization and how it will impact the organization. The three motivation theories will also be used together in order to enhance the staff’s motivation level to work and help the organization towards success. In the end will be the conclusion and opinions with my own expreriences.

Two prominent theories – Maslow’s hierarchy of needs theory and Herzberg’s dual-factor motivational theory have been widely cited in the management literature. Though very straightforward and simple Maslow’s theory reveals a fundamental structure of human motivation. Many researchers have developed motivational theories, which provide guiding frameworks to understand the retention issues of employees such as Maslow, 1943. From lower to higher levels, employees seek to satisfy five levels of needs from their jobs. They are the physiological, safety and social needs at the bottom, and the needs for self-esteem and self-actualization at the top (Maslow, 1943).

These are the respective theories of motivation and how it may drive an employee commitment in an organization. Five approaches of amplification behavior; needs, reinforcement, cognition, job characteristics, and feelings/emotions – underlie the evolution of modern theories of human motivation. In this motivational theory effort, the following motivation theories were selected; need theories, equity theory, expectancy theory, and job design model given their emphasis and reported significance on employee retention.

The literature review, explain the theories which are related to the case study’s problems in order to the motivation and satisfy employees’ needs. There are three important theories include; organizational motivation justice, Maslow’s hierarchy needs theory, and expectancy theory.

Organizational commitment is critical to organizations due to the desire to retain a strong workforce. Organizations want to know why employees stay or leave their organizations so if correction is needed they have some tools to proceed with the correction. High turnover of employees in an organization can determine if an organization is successful or not. While turnover is related to all three areas of commitment researchers have determined that Affective commitment is one most associated with absenteeism and organizational citizenship (Williams J. 2004).

Another factor an organization structure implements that change the employees’ attitude towards an organization is the job involvement. It is the extent to which employees identify with their job, become active in it, and take it as a core of their self-worth (Steers, 1981). Job involvement contributes to employees having the perception of self-worth. It also increases the desire of employees to be physically and psychologically being in their work to forestall for promising job outcomes. According to Rabinovitz and Hall (1977), job involvement is a core component of someone’s contentment with life.

The Purpose of Study: In Pakistan, there is a general belief that Theory X does work and Theory Y has no room here people are neither willing to put more efforts in their work nor they are not engaged into their Jobs and eventually it is causing a lot of waste of human capital which is considered as the major root cause of low employee performance. In order to motivate the employees, their job work should be designed in such a way that they would find meaning in their work which ultimately will increase their productivity. Introduction: According to a survey (Flade, 2003) over 80% of the UK workforce are currently lacking any real commitment in their jobs. Peters (1994) recognized that there was a huge potential reserve of energy and commitment in organizations which could be released by making “meaning for people” and highlighted the fact that people desperately need meaning in their lives and will sacrifice a great deal to institutions that will provide this meaning for them.

Varying employee needs lead to different kinds of motivation. Different kinds of motivation influence employees’ job satisfaction. Employees’ motivation will be affected by factors such as occupation, gender, social culture and organisational structure. This study will attempt to explore the differences in motivation between core-workers and periphery workers, and whether these differences in motivators are distinctive. Previous researchers have directed most of their attention towards the questions like, why people behave as they do on the job and what can be done to influence employees’ work motivation? Several theories of work motivation have been formulated to identify factors that influence work behaviours and factors that contribute to the maintenance and termination of these behaviours (Maslow, 1954; Herzberg, 1966). Although motivation as a concept represents a highly complex phenomenon that affects, and is affected by a multitude of factors in the organisation (Kanungo, l994), it is accepted by most scholars and practitioners that thereisa positive relationship between motivation and job satisfaction, individual performance, and physical and mental health. They believe that behavioural influences, such as job satisfaction, have a very important impact on quality of service, organisational commitment and total organisational effectiveness (MacRobert, et al. 1993; Beall 1994; Joseph and Deshpande 1997; cited: Lewis et al.2001; Morgan et al. 1995).

Employers constantly look for ways to hire and retain the best talent for critical positions within their organization. This process involves a commitment to recruiters, visits to college campuses, and human resource departments dedicated to finding top talent. However, once a key employee is hired, employers must monitor various facets of the work environment to retain talented employees. Researchers have explored the relationship of compensation to job satisfaction and determined that compensation is a leading factor of employee job satisfaction and retention, and one of the most studied concepts in organizational behavior literature (Ruiz-Palomino, Saez-Martinez, & Martinez-Canas, 2013). However, additional data has emerged to indicate that compensation is not the only factor that influences job satisfaction. People spend a significant amount of their life at work and satisfaction with work has become more than just a paycheck. Many people depend on their jobs for their social network, identity, self-esteem, and happiness (Burnette & Pollack, 2013). The purpose of this study is to examine the influence of an employer respecting an employee in the workplace to an employee’s satisfaction with their job. This analysis seeks to answer the question; does an employer’s respect for an employee positively influence the employee’s job satisfaction? The answer to this question has important implications for employers as they seek to establish positive work environments, in an

Author explained that there are lot of disappointments and depression factors that cause the employees to be less effective in their jobs and that will lead to decrease their performance and such as conducting or sticking to a specific timetable or using the academic or the correct educational equipments. To add more, Peterson and Quintanilla (2003) did some studies and showed that there is a linkage between motivation and socialization and some social work values and norms play an important role too in applying the organizational applications of the motivation of the intrinsic factors and they are related to two theories such as namely cognitive evaluation theory and job characteristic theory. Furthermore, according to Lord (2002), he said that there are two important factors which related to motivation such and they are productivity and retention. Also Herzberg (1968) did some arguments which can end the cause of dissatisfaction and it won't be appear in the satisfaction field. And satisfaction level or motivation level can be appear only if there is a use of motivation. Also according to Maslow 1970, he said that there are popular needs which the human can't live without and this theory is very important to understand more about the motivation. This theory was named the hierarchy needs includes the most five basic levels of needs which lead the human to be satisfied. These factors of the motivation

But they not only have to provide the information to the clients but also manage the information and keep updating it from time to time. This effective informative website will promote the company’s image by showing its dynamism and innovative spirit and also create brand loyalty. They believed that this will not only represent a step towards efficient relationship but also a way to increase loyalty and show customers that how they can add value. This will also act as differentiation strategy and at the same time reduce the on-site assistance and its related costs.

John Meyer and Natalie Allen proposed the Three Components of Commitment model, which explains how organizational commitment is a psychological-related idea. They suggested three factors that affect how an employee sees his/her organization. With this knowledge and better understanding, one can increase not only the engagement of the employees, but their well-being and job satisfaction as well. By using these components together with various appropriate approaches, a manager now has the ability to effectively motivate and work with his/her team.

There are two theories that are of great use for employee motivation and satisfaction; the first one is Herzberg’s two factor theory of work motivation. And the second one is the Complexity theory to solve contrarian case conundrums.