Motivation and Performance Management

Question

Assignment 2: Motivation and Performance Management
Compare the difference between job satisfaction and organizational commitment. Determine which is more strongly related to performance for your selected company.
Apply motivational theory and performance management principles to evaluate the company as a potential employer.
Analyze motivational theories and their impact on work behavior and performance.
Use technology to research issues affecting organizational behavior in order to deliver assignments which are clear, concise and have proper writing mechanics.
Write clearly and concisely about operations management using proper writing mechanics.

Sample

Motivation and Performance Management

Job satisfaction is the positive emotional state that comes from the upcoming of a person’s job or previous job experiences. It has been categorized as the general attitude and as satisfaction with five particular dimensions of the job these dimensions include the compensation package, the work itself, promotion opportunities, and supervision and fellow employees. Additionally, job satisfaction can also be described as the degree of how well a job provides fulfillment of need or want.  On the other hand, organizational commitment is the bond and relationship of employees experience with their company or entity (Bertelsen, 2012).   Employees who are committed to their organization feel the connection with their company, feel that they are part of the entity and feel that they fully understand the objectives of the organization.

Job satisfaction is, however closely and strongly related to the performance of the company. Notably, job satisfaction has a psychological and cognitive effect on an employee.  The improving economy has been heavily linked with the increase in the number of employees who claim to be satisfied with their current position in the company.  According to a report by the employee job satisfaction and engagement, the number of employees who are excited and satisfied with their job rose from 81% to 88% in 2016 (Morin & IRSST (Québec), 2008).  There is a positive and strong correlation between job satisfaction and their performance since the more satisfied they are, the more they are committed to the organization.  Research shows that different employees have different attitudes towards the various aspects of the job satisfaction and it is the duty of the human resource management to make sure all employees are satisfied and happy with their contribution and position in the company.  Some of the aspects of job satisfaction that the human resource manager should focus on include better compensation package, respect, healthy working environment, and trust and job security. In most cases, job dissatisfaction can negatively affect the performance of individual employees as well as the organization in general.

For any organization to grow and expand, it must show high levels of discipline and commitment.   Therefore, the human resource management should manage the performances of individual employees as well as that of the organization in general. Moreover, it is the duty of the company to motivate and inspire their employees to make sure that they give their best to the company. According to Maslow’s hierarchy of needs, an employee must meet the following five levels for them to become motivated.  These levels include psychological needs, safety, love and belonging, self-esteem and self-actualization. However, considering that different employees are motivated by different factors, it is the duty of a company to find the best factors that motivate employees to give their best to the company (Novis, 2011).  On the other hand, the company should work hand in hand with the employees to plan, manage and review an employee’s work objectives and their overall contribution towards the achievement of the organizational goals and objectives.  Some of the notable principles of management that have been put forth by scholars to govern the management of employee efforts include honesty and openness of the employer, establishing a close relationship with the employees, providing feedback to employee performance as well as advising where necessary and leading by example (Novis, 2011).  The company should be at the forefront to praise and encourage good work while at the same time condemning poor performance openly as this encourages commitment and cohesion in the workplace.

References

Bertelsen, B. (2012). Everything you need to know about employee motivation. Newmarket, Ont.: BrainMass Inc.

Morin, E. M., & IRSST (Québec). (2008). The meaning of work, mental health and organizational commitment. Montréal, Que: Institut de recherche en santé et en sécurité du travail du Québec.

Novis, G. (2011). Performance management. Johannesburg: Freeman Productions.

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