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Job Satisfaction vs. Organizational Commitment
First Name Last Name
Organizational Behavior
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Job Satisfaction vs. Organizational Commitment: A Comparative Analysis in the Workplace, Assignments of Business Administration
This essay explores the relationship between job satisfaction and organizational commitment, arguing that organizational commitment holds greater significance for employee performance and organizational success. It examines the impact of organizational commitment on individual productivity, team collaboration, and advocacy, drawing on real-world examples and theoretical frameworks like the expectancy theory. The essay emphasizes the importance of fostering a culture of commitment within organizations to drive employee motivation and achieve long-term growth.
Typology: Assignments
2023/2024
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Job Satisfaction vs. Organizational Commitment First Name Last Name Organizational Behavior
Job Satisfaction vs. Organizational Commitment In today’s highly dynamic working and business environment, companies have realized that employees are their most valuable asset. Employees bring human capital, which is costly and challenging to replace or maintain. Motivated and satisfied employees are critical to the growth and sustainability of contemporary business. Employees' satisfaction and commitment to their jobs are the main factors separating successful employees from others. The biggest challenge many organizations face is ensuring their workforce is satisfied and always committed to their course (Pancasila et al., 2020). Similarly, more employees are looking for jobs that give them a better work-life balance. I feel that organizational commitment is more important than job satisfaction. Companies should attract the best talent to maintain quality human resources. Technological advancement and changes in the business environment encourage companies to invest in quality improvement. Employees' commitment to the organization is an indicator of this quality improvement. On the other hand, companies must invest in job satisfaction to improve the quality of services. There are two sides to job satisfaction-the employer or company side and the employee side (Pancasila et al., 2020). Job satisfaction from the employee perspective creates a pleasant feeling at work. From the employer’s perspective, job satisfaction improves employees' attitudes toward their work. It improves productivity and leads to quality services. Despite the importance of these two to an organization, organizational commitment can have the strongest influence on the performance of an organization. A committed workforce is more motivated to improve organizational performance at the individual and group levels (Mala & Sugiyanto, 2023). Organizational commitment can inspire people to give optimal effort voluntarily for the success of their organization. A committed team
support, and determination. Because of my commitment to my duties and my role in ensuring my organization succeeds, I am less likely to call in sick or leave the organization without a genuine reason. We have experienced employees who only care about the perk they take home. Any setback that affects their routine often makes them work against the organization and impedes its growth and success. Commitment to the organization has also made me an excellent team player. My strong dedication to the organization incentivizes me to invest heavily in time and skills. A high commitment makes me want to see the organization succeed in all aspects, which makes me great at collaborating and working in teams. The organization's success depends on the team's success, which is why I find it important to be a critical team player to boost its productivity. Organizational commitment has also enhanced my advocacy role in the organization. I believe in the organization and commit to its success. I believe I can contribute through my defined role in the organization and by being a positive advocate of its products, services, and policies. I use advocacy to achieve positive change through improved sales or a positive reputation. Strong advocacy can help attract a loyal customer base and increase the organization's performance in the long term. The Expectancy Theory I have witnessed the application of expectancy theory in my organization. This theory suggests that people are incentivized to perform certain activities or exhibit specific behaviors if they believe such actions contribute to desirable outcomes (Supatn & Puapradit, 2019). The theory has been applied to improve productivity, team collaboration, and efficiency. According to this theory, employees must believe that a given task is achievable for them to invest their efforts to achieve it. If they find it achievable, they will be keen on performing it in the
expectation it will lead to a positive outcome, such as improved productivity or more bonuses to their monthly perks. People often tie their decisions to the rewards they expect to gain. My organization has used this concept to apply expectancy theory principles in motivating employees. Incentives such as rewards for the best-performing employee every month, performance-based appraisals, and flexible working hours for the best-performing employees are some examples of the expectancy theory that has been applied in my organization. All these factors motivate employees to put more effort in the expectation that they will be rewarded for their hard work after achieving certain outcomes. The application is based on the principle that rewards lead to increased motivation as it promotes the idea that more effort and commitment will increase performance and achieve the desired outcome. Employees are an asset to any organization. Even as technology continues to replace human activities in many areas, the contribution of employees will continue to be critical to the growth and success of any organization. Employees' contribution is highly influenced by their perceived job satisfaction and organizational commitment. Though these two concepts are highly connected, organizational commitment has the potential for more impact than job satisfaction.