Job Satisfaction and Organizational Commitment

This assignment delves into the crucial concepts of job satisfaction and organizational commitment within a business context. It examines how these factors contribute to employee retention, motivation, and overall organizational performance. The text highlights the significance of factors like remuneration, appreciation, work culture, and engaging tasks in shaping job satisfaction. Furthermore, it emphasizes the role of management in fostering a positive work environment that encourages both job satisfaction and organizational commitment.

Running head: ORGANIZATIONAL BEHAVIOR
Organizational Behavior
Name of the Student
Name of the University
Author’s note

1ORGANIZATIONAL BEHAVIOR
Behavior and personality of a person heavily depends on the cultural and societal
background that person is from. A business organization operates on human resource and when
two or more people come together there are certain ways of mannerisms and globally accepted
principles that have to be followed to maintain respect, honesty and a sense of professionalism.
The study that deals with the human behavior in an institutional or organizational setting is
called organizational behavior. It is the process of analyzing the interaction, communication. It is
important to understand the trends of organizational behavior to motivate the employees and help
them to increase high efficiency. There are two divisions to organizational behavior firstly it
deals with the nature of human beings and secondly the nature of an institution. The concept that
are studied under organizational behavior have significant impact on improving the productivity
and ensuring high performance of the employees of the organization, it also helps in increasing
the level of job satisfaction, encouraging leadership and promoting innovation and creativity.
Several ideas and planning of policies and decision making takes place in an organization so that
positive outcomes are achieved from the work force of the company in order to generate high
performance. It is not only important for the general aim and objective of the company it also
plays a significant role in achieving smooth day to day operations (Christina et al. 2014).
Common policies and decisions taken by the management owing to the concept of organizational
behavior are: reorganization a group so that people get more opportunity to work with each other
rather than adjusting to a group which he or she may be unhappy with, improving and execution
of employee friendly method of performance assessment, improving the remuneration and
compensation policies etc. In order to understand the importance of organizational behavior here
is an example, differences in the cultural background of the people working together is good for
the organization but a kiss on the check as a way of appreciation is a western culture where as it
is regarded as offensive in some eastern cultures. Organizational behavior study offers the
management insights about the diverse cultural background of the resources employed in
organization. It provides the management with an opportunity to identify the challenges and
issues faced by the resources and help the management find a solution to the problems and issues
(Christina et al. 2014).
Together with the human resource department, the management and the executives of an
organization are able to formulate policies and take decisions to make the work culture of the
organization more efficient for the employees. One of the significant aspects of organizational

2ORGANIZATIONAL BEHAVIOR
behavior is motivation. Motivation is very important to make the employees feel that the work
they are doing for the company is valuable and that the company is happy to have them. It is seen
that motivation increases the work efficiency and appreciation gives an individual a boost of
confidence. Maslow’s needs theory works in an organization as it give the management an idea
about what can motivate an individual. It is easy to think that monetary increment behaves as an
incentive, but it is always not the case (Wood et al. 2016). The next theory is the ABC model of
attitude describes that there are three basic elements that affect the attitude of an individual:
affective, behavioral and cognitive. A certain situation, circumstance, thought, idea or any other
individual might impact the attitude of an individual this is called the affective attitude. For
example, two associates in an organization have an argument over a certain topic therefore
refusing to work as a team with each other. When an individual interacts or counter acts with an
attitude it’s called behavior. Example: An employee offers a resignation because he or she had an
argument or a disagreement with the senior or a fellow employee. Cognitive element is the
thought that is associated with an attitude. Example: A person bows down to represent hour and
respect and the other person appreciates the effort and reciprocates (Christina et al. 2014).
For a business organization it is very common to face a crisis situation on a daily basis.
For example: health and safety of the employees are a common issue when it comes to oil and
gas industry. There are several incidents of falls, explosions and exposure to hazardous gas and
chemicals. The industry has received a lot of criticism and complaints regarding the ethical stand
point of the industry in these cases. In order to combat the situation and reducing the incidents of
occupational dangers that are associated with the industry several technological and innovations
are in the pipeline for the management of these companies to implement. Guideline and rules that
are set by third party authorities are strictly followed in order to reduce accidents and health
hazards. Another ethical issue that is commonly faced by organization is the gender
discrimination. Women and men being treated in a different way is one of the most common
issues of the society since ages. It is seen that some companies offer night shifts only to men
workers to safeguard the women employees from various problems that can occur due t night
shifts. But it is debatable how fair it is for the male employees. Rotational shifts can be
introduced and a choice can be offered to both the male and the female employees to opt for
night shifts. Special compensation for people working in the night shifts can be introduced in
order to motivate the workers (Wood et al. 2016).

3ORGANIZATIONAL BEHAVIOR
According to Zhou, Meier and Spector (2014) discusses about counterproductive work
behavior. The impact of this is negative in the work culture and organizational behavior along
with the daily operation of the business. The employees who are highly agreeable that is they
understand the reasons for a policy or a decision taken by the management tend to be more
supportive than the others who are not easy to convince. Furthermore, the people who are highly
conscientious are careful and take their job seriously in a responsible manner. Apart from this the
resources that have a high emotional stability offer a positive impact on the work culture as a
whole motivating and inspiring people around to increase efficiency and encourage high
performance. However, job satisfaction is directly responsible to the amount o stress a person is
in the work environment. Attitude is a significant and useful aspect in an individual. It drives a
person towards positivity or negativity, for example an individual with a positive attitude and is
motivated in nature, this aspect will drive the person to work in a better and improved manner
and guarantee high performance without any external motivation form the management. It is also
seen that positive attitude is contagious and it influences people around to work better as well.
Positive attitude helps a person have a positive outlook to any crisis situation as well, which in
turns helps that person to deal with the situation better (Baldonado 2015).
Organizational behavior study also helps the human resource department of a business
organization in the hiring process as it clearly designated the qualities and the attributes that will
be required for the vacant place in the organization. Understanding of Organizational behavior
provides the management aid with rules, regulations and guidelines for the smooth operation on
a daily basis (Demirtas and Akdogan 2015).
Job satisfaction is the level at which a person feels committed towards an organization in
respect to the type of work, work environment work culture etc. Factors that determine job
satisfaction are firstly remuneration or the salary that the employee is being offered in exchange
for the service and the job that he or she has to perform for the organization is the primary reason
of job satisfaction for many people. An employee gets a boost of confidence and morale when
they are being appreciated by their seniors or co-workers; this is an important abstract factor
affecting job satisfaction. Sometimes organizations become too strict on the rules and regulations
to the extent where the employee starts feeling chocked within the organization (Pinder 2014).

4ORGANIZATIONAL BEHAVIOR
Hence it is important for the management to involve in a mixture of formal and informal
approach in interaction and communication. It is important to have an interactive relation in
between an employee and the management of the company in order to create a situation of ease
and comfort. Lastly, if the work that the employee is engaged in is not pleasing him or her; or
doesn’t cater to his or her forte then it may be difficult for him to continue with the job reducing
the satisfaction level even if the remuneration and other factors are positive (Demirtas and
Akdogan 2015).
Management should care about the job satisfaction level and organizational
commitment as it offers high rate of employee retention which in turn increases the goodwill of
the company in the industry and also among the employees. Motivated and satisfied employee
ensures high performance and high productivity for the organization which is very important and
also ensures that the work environment in the organization is happy and content.

5ORGANIZATIONAL BEHAVIOR
Reference list:
Baldonado, A.M., 2015. Workplace fun: Learning from google, southwest airlines, and
facebook. International Journal, 15.
Christina, S., Dainty, A., Daniels, K. and Waterson, P., 2014. How organisational behaviour and
attitudes can impact building energy use in the UK retail environment: a theoretical
framework. Architectural Engineering and Design Management, 10(1-2), pp.164-179
Demirtas, O. and Akdogan, A.A., 2015. The effect of ethical leadership behavior on ethical
climate, turnover intention, and affective commitment. Journal of Business Ethics, 130(1),
pp.59-67.
Pinder, C.C., 2014. Work motivation in organizational behavior. Psychology Press.
Wood, J.M., Zeffane, R.M., Fromholtz, M., Wiesner, R., Morrison, R., Factor, A., McKeown, T.,
Schermerhorn, J.R., Hunt, J.G. and Osborn, R.N., 2016. Organisational behaviour: Core
concepts and applications. John Wiley & Sons Australia, Ltd.
Zhou, Z.E., Meier, L.L. and Spector, P.E., 2014. The role of personality and job stressors in
predicting counterproductive work behavior: A three‐way interaction. International Journal of
Selection and Assessment, 22(3), pp.286-296.