Individual Mechanisms There are several individual mechanisms, internal as well as external, that not only affect the employee but the success of the company as well. Managerial principles can be a positive or negative influence on the behavior of employees. The degree of fulfillment that an employee feels toward their job can affect both job satisfaction and motivation. Motivation, or the willingness to exert a certain level of effort toward an assignment can be a major factor that influences job performance. Finally, stress, can significantly affect job satisfaction and personal well-being.
Job Satisfaction
Job satisfaction directly related to an employee’s motivation, performance and loyalty. “There are various components that are considered …show more content…
Employee motivation is a complex combination of employee recognition, praise, employee coaching, leadership opportunities and healthy relationships with superiors and co-workers. Motivated employees tend to be very eager to support the organization in reaching objectives and improving overall operations. All subjects agreed that individual personalities play a big role in motivation. Secondly, appreciation was noted to be one of the highest contributors to creating positive motivation. Inequity was the largest factor that was cited to decrease motivation. As all interviewees felt that rewards were not granted on merit or performance, instead they were granted on personal beliefs and opinions. Surprisingly, with the lack of appreciation and inequalities felt throughout the interviews, all subjects agreed that levels of high performance resulted in promotion and increased compensation. However, with increased compensation and responsibility, increased workloads are expected. In some cases, increased workloads were expected without compensation resulting in feelings of …show more content…
Only one employee felt that directions with parameters were given at the top level and employees were able to make decisions inside those parameters. Employees are sometimes encouraged to make decisions, but their decisions are often superseded. Job experience does not seem to be valued, as the perception is that the company philosophy is that everyone is replaceable. Opportunities to grow, learn and develop are encouraged in the company, as many are promoted from within. Learning is valued as long as it doesn’t interfere with the job responsibilities. However, training is not consistent and could afford to be ramped up.
Individual Outcomes There is a positive correlation between job performance and organizational commitment. Employees that are committed to an organization tend to have higher performance levels. The textbook defines organizational commitment as “the desire on the part of an employee to remain a member of the organization” (Colquitt, et al, 2013). While job performance is measured upon the ability of an employee to perform required tasks. Both components are necessary for the company and the individual to thrive.
Job
Job Satisfaction
Job satisfaction directly related to an employee’s motivation, performance and loyalty. “There are various components that are considered …show more content…
Employee motivation is a complex combination of employee recognition, praise, employee coaching, leadership opportunities and healthy relationships with superiors and co-workers. Motivated employees tend to be very eager to support the organization in reaching objectives and improving overall operations. All subjects agreed that individual personalities play a big role in motivation. Secondly, appreciation was noted to be one of the highest contributors to creating positive motivation. Inequity was the largest factor that was cited to decrease motivation. As all interviewees felt that rewards were not granted on merit or performance, instead they were granted on personal beliefs and opinions. Surprisingly, with the lack of appreciation and inequalities felt throughout the interviews, all subjects agreed that levels of high performance resulted in promotion and increased compensation. However, with increased compensation and responsibility, increased workloads are expected. In some cases, increased workloads were expected without compensation resulting in feelings of …show more content…
Only one employee felt that directions with parameters were given at the top level and employees were able to make decisions inside those parameters. Employees are sometimes encouraged to make decisions, but their decisions are often superseded. Job experience does not seem to be valued, as the perception is that the company philosophy is that everyone is replaceable. Opportunities to grow, learn and develop are encouraged in the company, as many are promoted from within. Learning is valued as long as it doesn’t interfere with the job responsibilities. However, training is not consistent and could afford to be ramped up.
Individual Outcomes There is a positive correlation between job performance and organizational commitment. Employees that are committed to an organization tend to have higher performance levels. The textbook defines organizational commitment as “the desire on the part of an employee to remain a member of the organization” (Colquitt, et al, 2013). While job performance is measured upon the ability of an employee to perform required tasks. Both components are necessary for the company and the individual to thrive.
Job