Job Satisfaction vs. Organizational Commitment
Thinking again about your previous and current work experiences, consider what is more important to you: job satisfaction or organizational commitment. In this paper you will explain your choice, your rationale for that choice, and how it has impacted your work performance, as well as identify motivational theories and their impact on employees.
Write a 2–3 page paper (excluding the title page and reference page in the count) in which you respond to the following:
What is more important to you: job satisfaction or organizational commitment, and why?
How has that impacted your work performance?
What motivational theory is used for performance management purposes by your organization, and what is the impact on employee morale?
You will need to reference at least three quality sources in your paper.
This course requires the use of Strayer Writing Standards. For assistance and information, please refer to the Strayer Writing Standards link in the left-hand menu of your course. Check with your professor for any additional instructions.
The specific course learning outcome associated with this assignment is:
Examine employee work performance and motivational theory in the context of a real-world organization.
Sample Solution
When considering what is more important to me, job satisfaction or organizational commitment, I believe that both are equally important. Job satisfaction refers to an individual’s positive attitude towards their work and how much they enjoy performing it (Kowalski & St John 2016). On the other hand, organizational commitment involves loyalty and dedication to a company’s goals and objectives (Baron et al., 2017).
I feel that achieving a balance between job satisfaction and organizational commitment is key in order for me to be a successful employee. If I were only focused on job satisfaction without any sense of loyalty or accountability, then this could potentially lead to unproductiveness or lack of motivation down the line. Similarly, if I am overly committed yet lack enjoyment from my daily duties—or worse still have feelings of animosity towards them—then this can lead to lower productivity as well as potential burnout over time.
Thus in order for me to perform optimally at work it is essential that I have a good balance between enjoying what I do while also feeling accountable for ensuring that the organization succeeds through my efforts. This can help create an environment where everyone involved benefits from the relationship—the employer gains higher quality output from workers who are engaged with their tasks while employees gain emotional reward based on their contributions (Lazenby et al., 2018). By having both these aspects working together harmoniously one can reap great rewards when properly managed.
