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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 400 words 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. Citation format is APA, INCLUDE REFRENCES.
For me, job satisfaction is more important than organizational commitment when considering my work experiences. Job satisfaction is closely related to the enjoyment that comes with the work I perform, whereas organizational commitment focuses more on loyalty to my employer and a sense of trust that I have in the organization. It can be argued that both are important for success in any profession; however, as an employee, job satisfaction is what drives me to perform at high levels.
I believe that job satisfaction has had a positive impact on my work performance. Being passionate about my career makes it easier for me to stay focused on tasks and complete them with enthusiasm. This improved performance not only pleases employers but also creates an enjoyable work experience for myself as well. Additionally, research shows that job satisfaction leads to increases in productivity (Luthans & Youssef-Morgan 2015). Therefore, by focusing on job satisfaction I am able to maintain a successful working relationship while achieving greater results than if I put all of my energy into organizational commitment instead.
The motivational theory used by my current employer is Goal Setting Theory (GST) which was developed by Edwin Locke and Gary Latham (Robbins et al., 2020). The primary purpose of this theory is to focus employees’ attention and efforts towards specific goals which need to be achieved within certain timeframes (Chuang & Tsai 2019). By setting goals for employees – both short-term and long-term – managers are able create incentives such as rewards or recognition for those who meet their targets successfully whilst simultaneously improving overall workplace morale. Furthermore, GST emphasizes individual responsibility regarding achievement which can be seen as beneficial when attempting to increase motivation among workers due its emphasis on autonomy rather than external factors such as supervision or salary (Chuang & Tsai 2019). In conclusion, Goal Setting Theory provides employees with an opportunity reach higher standards through goal setting and reinforces our belief in ourselves which leads us towards increased motivation levels within our workplace environment making it ideal choice for use here at company X .