Motivation & Performance Management

6 June 2017

In this paper, I will provide the definition of Job satisfaction and organizational commitment and the ifferences between the two. I will also provide the motivational theory and performance management principles to evaluate the company as a potential employer. Compare the difference between Job satisfaction and organizational commitment. Determine which is more strongly related to performance. Job satisfaction is defined as contentment (or lack of it) arising out of relationship of employee’s position and negative feelings toward his or her work (www. usinessdictionary. com); Job satisfaction relates to an attitude toward your job. Organizational commitment is defined as the strength of the feeling of esponsibility that an employee has towards the mission of the organization (www. businessdictionary. com); organizational commitment is the employee’s commitment or attachment to their workplace. Attitude has direct impact on Job satisfaction. Organizational commitment on the other hand, focuses on their attitudes towards the entire organization.

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Although there is a strong relationship between satisfaction and commitment, in my organization, it gives more support to the idea that commitment causes satisfaction. However, in some organizations, satisfaction and commitment is viewed differently, especially in light of things like ownsizing that plays a huge part of business organizations. Based on my experience within my organization, Job satisfaction would to be strongly related to performance, more so than organizational commitment.

I know that the more confident I feel about the high-level of execution of a given task, the better my performance. Apply motivational theory and performance management principles to evaluate the company as potential employer. The motivation factor is defined as a work condition that satisfies the need for psychological growth (Quick, 2013; p80). 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, 2013; p 80).

One factor was labeled as ‘motivational factors’, which related to Job satisfaction; and ‘hygiene factors’, which was related to Job dissatisfaction (Quick, 2013; p81). My company meets the ‘motivation factors’ criteria of Job satisfaction which consists of: Responsibility Achievement Recognition of achievement Work itself Advancement Growth Due to the fact that motivational factors improves positive mental health and hallenge growth within, I am able to invest in the organization and provides the motivation to perform the best Job that I can, at all times (Quick, 2013).

Performance management is the process of defining, measuring, appraising, providing feedback includes activities, which ensure that goals are consistently being met in an effective and efficient manner. Performance management can focus on the performance of an employee, department or organization. I have found that in my experience that the most comprehensive performance feedback is the 360-Degree Feedback. It is the ost comprehensive because it provides feedback from not only your manager, but also your team members and cross-functional teams alike.

My company has a 360- Degree Feedback as a form of performance appraisal review, which includes a self- evaluation. Based on the points given by your peers, you would be awarded a percentage-based increase. This is performance review is performed on an annual basis. In many business environments, employees’ attitudes toward their Job and the organizations, and relationships between them, play a huge part in Job satisfaction and organizational commitment. In selecting an employee, it is important to research very aspect of that company.

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