Motivation and Performance Management

Motivation and Performance Management

BUS322: Organizational Behavior

Introduction

Everyone has a job at some point in their life. The real question would be do anyone love their job or you are just going to pick up a check? Job satisfaction has several components whether it is work life balance, salary, benefits, and an opportunity for growth. However, with job satisfaction comes organizational commitment. Do you feel the sense of responsibility of helping the organization that you work for meet their mission and goals? Below I will explain the difference between job satisfaction, organizational commitment, and how it affects your performance on your job.

Job Satisfaction vs Organizational Commitment

What is the difference between job satisfaction and organizational commitment? Job satisfaction is defined as a pleasurable or positive emotional state resulting from the appraisal of one’s job or experiences. Job satisfaction is basically the attitude within where you work. Examples are opportunities for promotions, pay, and of course the workload within your job description. Employees that are satisfied in their jobs often are more productive and feel a sense of performing better and better in our roles. For example, my manager has the one of the hardest jobs as they must make sure all their employees are happy within my role for the team to have good performance.

Organization commitment is defined as the strength of an individual’s identification with an organization. Just to sum up the definition organization commitment is the feeling of responsibility to help a company towards their mission and goals. There are three kinds of organizational commitment: affective, continuance, and normative. Affective commitment is an employee’s intention to remain in an organization because of a strong desire to do so. Continuance commitment is and employee’s tendency to remain in an organization because he or she cannot afford to leave. Lastly, normative commitment is the perceived obligation to remain in an organization. Regarding my performance at my place of employment I would lean towards job satisfaction. My reasoning for job satisfaction is everything we do in life is a choice. I have learned that in organizations employees are considered numbers just like your employee ID. I am not obligated to stay at any organization as my main concern is what make me happy.

Applying Motivational Theory and Performance Management Principles

The motivation factor is defined as a work condition that satisfies the need for psychological growth (Quick, 2015). The two-factor theory (also known as Herzberg’s motivation-hygiene theory and dual-factor theory) states that there are certain factors in the workplace that cause job satisfaction, while a separate set of factors cause dissatisfaction (Quick, 2015). The company that I work for has motivational factors such as achievements, recognitions for years of service and appreciation, career growth, and work life balance. With these motivational factors, it helps me perform my best on my job. Regarding performance management is defined as the process of defining, appraising, and measuring. At my company our managers perform annual performance reviews to determine how we are doing. There are several areas that our performance is measured based on five competencies such as adaptability, stress tolerance, action oriented, professionalism, and patient/customer oriented. Within each competency, you are give a rating of one through five to be evaluated.

Conclusion

In conclusion, job satisfaction, organizational commitment, and performance management principles all go hand in hand to the success of the company. They all are equally important. A happy employee helps the company achieve its mission and goals. As an employee you feel happy within your position.