Employees play an integral role in the success of organizations. Organizational goals and objectives are achieved through the collaborative effort of employees. Road to organizational success is followed by the achievement level importance and effort put in by employees. In consideration of employee abilities, work is scattered over departments in order to maximize productivity and employee efficiency.
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Effectiveness of organizational work procedure and policy structure is not the only impact on the goal’s achievement. Several intrinsic and extrinsic factors also play a key role that is most closely related to the person performing the activity or series of activities heading towards the accomplishment of tasks (McNamara, 2008). These factors are characterized as the partial interrelated factors in association with the organizational culture and policy framework. Organization management needs to place considerable importance on influencing the factors that affect the employee behavior and his attitude towards the job (Glen, 2008). Such factors define the attitude of employees towards their job and result in job satisfaction or dissatisfaction in case of negative attitude building by the employees.
Organizational Culture Role in Job Satisfaction
Organizational culture behaves as a framework in defining the expectations that can be associated by employees with the respective tasks assigned to them and with their job. This enables a thought provoking stimulus to make employees more flexible with their jobs and decision outcomes. Employees actively monitor the surrounding environment in an organization that helps them build attitude and reform their behavior towards workplace. This defines the considerable importance shown by employees in order to set the job expectation and value return in the form of intangible rewards for them. However, organizational policies to some extent embargo the autonomy of employees to discipline the environment, in concern of stabilizing the workplace behavior (Phillips & Connell, 2003). Organizational culture provides an opportunity to employees to adjust their behavior and understand the flexible conduct which supports the causes for job satisfaction. Stringent culture eventually restricts the autonomy of employees that lower down the employee productivity and result in building pessimistic behavior towards the job (Spector, 1997). Therefore, creative organizational policies help to shape the workplace environment and culture positively influencing the employee’s commitment to job.
Employee Commitment and Job Satisfaction
Employee commitment to a job is not based only on internal factors but several external factors also influence the employee and subsequently job satisfaction level. Survey results revealed that I am enough motivated in relation to the workload so tasks should be arranged with autonomic decision power to influence job satisfaction. Therefore, my job should be enriched with better reward for the efforts required. These remarks the factors range in various categories that include employee recognition, organizational culture, job designing, autonomy of decision, responsibility assigning and employee empowerment. These factors cumulatively help in motivating the employee and ultimately have an effect on employee commitment to job. The more an employee is committed to job; more efforts and desperate delegation towards work completion will be shown by him. This shows the job satisfaction resulting due to above specifies interrelated components of job design and structuring.
Activity arrangement and time allocated to achieve the tasks build pressure on the employee behavior which in certain cases has resulted in decreasing the employee productivity; whereas employees attitude towards their work also show convergence to job dissatisfaction (Glen, 2008). Survey findings reveal that such possible outcomes badly hit the reputation of organization in long-run. Survey conducted online shows that job designing and associated rewards strategy needs to be formalize by the organization focusing on building the employee relations and commitment with the organization. Job satisfaction is a resultant series outcome by the employees in evaluation of their work design rating and comprehensive culture function. Such pattern keeps the employee focused on their task outcome and the achievement level importance for them that is a reason for establishing employee commitment towards his word in order to enhance job satisfaction for effective achievement of objectives.
Job Satisfaction – A Theoretical Perspective and Survey Outcomes
Many theorists and researchers have defined many factors for being the causes of job satisfaction and employee behavior. These factors are not only related to the workplace but also intrinsically exist in the employee as the basis for defining employee behavior towards his work. Evaluation of tasks and duties solely differ from person to person as no two persons possess similar abilities which make differentiating the intrinsic motives of employees (Jost, 2008). These motives are actually driven forces of employees behavior in addition to the external factors specified in the above text. Job design clearly helps setting standards for the refining the employee abilities in assessment of job satisfaction and workload (Bratton & Gold, 2001; McNamara, 2008). This enables employees to show their motivation and factors they evaluate to increase their motivation. My commitment level to organization in survey findings shows that motivation level inspired through job responsibilities signifies high satisfaction level. Employees focus on career growth to increase their living standards; such that it facilitate in their learning experience and transforming skill abilities. Employees are more committed to organizations where they can predict career growth incremental to the financial benefits (Janus et al., 2008). Tasks delegation by the management to the employee also defines the concern by the organization towards the person in consideration of his abilities, experience and motivation level. These three factors solidify the concept of employee commitment independently to the job satisfaction which means that motivation leads to the job satisfaction in appraisal of outcome.
Irrespective of the above specified factors employee morale may decrease subsequently resulting in job dissatisfaction if organization do not emphasize on job design restructuring from environment demand perspective and technological influence on the job (Janus et al., 2008). Therefore, it is to be understood clearly that employees focus on job enrichment and recognition on the tasks achievement. Employee rewards policy for their work also helps organization to change the employee attitude with respect to job commitment level organization is seeking in an employee for the accomplishment of organizational goals. Herzberg clearly defines these factors separately as motivators and hygiene factors; one associated with motivation level and other with job satisfaction. Herzberg pointed out that motivators to perform an activity do not always result in increasing job satisfaction; but certain other extrinsic factors outside the employee’s inner motives but supporting inner motives need result in employee’s job satisfaction (Bratton & Gold, 2001). In evaluation of my survey outcomes, it has been found out that employees focus on work spirit, their relation with co-workers, tasks responsibility, rewarding system, working environment and job designing. All factors being the external factors affect the internal motives that include employee recognition, prestige, value for efforts, need for power and affiliation and social status.
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Job Satisfaction and Employee Performance
Employees focus more on activities that helps giving some tangible and intangible benefit to them either in the form of monetary rewards or skill building outcomes (Liu et al., 2008). I have evaluated from the research findings that employees consistent in performance needs to motivate him in order to increase his performance and tasks achieving abilities. Organizations gets advantage in such situations as management can reflect its purpose and objective on the employee behavior by stimulating the employee inconsistent need related to motivation factors. Such actions would require considering the abilities of the employee and assistance required by him that would act as motivator following establishment of basis for increased employee commitment to job and job satisfaction. Management can arrange team coordinated activities that would require individuals to collaboratively work on specific projects in relation to opportunity provision for new learning methods and understanding of organization culture (Jost, 2008). This will require constructive strategies to motivate employees so that in-group conflicts can be resolved without affecting the employee performance and job fulfillment. Management policies should show flexibility in accordance to the demand and workers ability so that specific tasks procedures can actively provide autonomy to employees in decision; decentralized pattern of thinking and decision setting can help overcome the tasks role for a selective person appreciation.
Management by objective is an efficient method being used by many organizations currently worldwide in order to increase employee productivity and job satisfaction. This is positively related to employee organizational commitment, motivation level and internal motives alleviation (Bratton & Gold, 2001). I have evaluated from the survey findings that when employees are involved in setting the tasks for the pre-set goals of the organizations they show more commitment to the task; their performance level increase as to their stake in the organization decision and responsibility. Therefore organization can prefer to go for management by objective strategies if focusing on giving liberation to employees in decision and autonomic unity in consistent with the organization goals. Employees emphasize more on activity carry out policies that eventually followed by collaborative effort of top management with the technical core of the organization as it synchronize the communication hassles; therefore influencing the employees to increase involvement in tasks accomplishment benefiting the objectives of organization. Pressure at work, working conditions, stress level and management communication helps formalize the work setting and expectation (Spector, 1997). Informal role of the management in consideration of informal communication for tasks setting helps the organization to communicate its activities and power delegations to the respective authorize persons. It gives the employee involvement a more recognized outlook for defining the job specification and establishing of employee expectation which ultimately represents the importance of informal communication in organization.
Employee Performance and Internal Motives
Employees’ performance and job satisfaction is not only influenced by the external factors but employee’s individual life also impacts their responses at workplace regarding the setting of expectations and performance level related to job satisfaction. Employees are more motivated to perform a task when they are fulfilled with the internal need for achievement (Rutherford et al., 2009). Desires to fill social and self actualization needs help an employee to be more committed to his work. Interdependent events taken place in employee’s social life also result in changing behavior and attitude towards work and job. Management needs to design jobs in such a way so that employees internal motives for achievement can show a better employee performance and more commitment to the work; whereas distress events having a substantial impact on the social life of individual do not inter-mix with the factors drive the employee motivation level and job satisfaction.
Employee’s job satisfaction is dependent on the need for achievement and employee commitment to the organization. External factors influence the motivation level of the employee which ultimately impacts the performance of an employee resulting in shaping his behavior towards the job. Job enrichment and enlargement, job design restructuring, organization culture and workplace environment actually act as motivators to derive the employee towards job satisfaction. Moreover, an employee’s nothing wrong withi independent evaluation of the task and rewards affect his attitude towards job satisfaction that formulates a reason for the effectiveness of organization policies in response to expectations for increased employee performance.
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