Organizational Commitment and Job Satisfaction

This assignment analyzes the significant roles of organizational commitment and job satisfaction in fostering organizational success. It emphasizes how these factors contribute to productivity and profitability while providing insights into their interconnectedness.

Running head: MANAGEMENT AND ORGAIZATIONAL BEHAVIOR
Management and Organizational behavior
Name of the Student
Name of the University
Author note

1MANAGEMENT AND ORGANIZATIONAL BEHAVIOR
The purpose of this essay is to highlight the factors that how various theories of
organizational behavior can be applied in an organizational environment and to evaluate
some organizational issues with managerial interventions with high concern about sensitive
social, cultural and ethical issues. The essay further elaborates more findings on the recent
developments in the organizational behavior. It can be said that success of each business
organization highly depends on the effectiveness of the management body and the managerial
skills are also dependent on the human skills of the general workforce. Organizational
behavior can be referred to as the specific field of study that allows investigating the impact
of the workforce have on behaviors within the business organization.
It is a matter of fact that, attitude can positively or negatively affect an individual’s behavior
and that individual may or may not be aware of his or her attitude that can affect his or her
behavior (Yücel 2012). An individual who has a positive attitude towards work and towards
the colleagues can positively influence the organization and the individuals around them. A
man with good attitude is generally active and productive and they usually help to improve
the general mood in the workplace. The attitude and behavior of the individuals in the
workplace can be categorized into four sections and those are mentioned below.
Utilitarian attitude can be referred to as a person’s attitude that can be derived from
community or self interest (Weng and McElroy 2012). As an example it can be said that
getting a raise means more disposable income and the individuals would have a positive
attitude at the workplace after getting a raise and that would definitely affect the behavior of
the general workforce.
Rationalizing is another means by which individuals form attitudes. Whenever
organizations appeal to the individual’s logic and describe why they are pursuing a specific

2MANAGEMENT AND ORGANIZATIONAL BEHAVIOR
strategy, it can gather positive attitude towards the strategy or task. On the other hand, if the
task or strategy looks illogical the attitude towards the task gets negative.
Some individuals have a tendency of protecting their ego and that results in a general
negative attitude in the organization (Van Dierendonck and Jacobs 2012). If the management
criticizes a specific employee’s work without providing any suggestions for further
improvement, workers can form a negative attitude and eventually may think that the
management is not good for defending their work. Thus, the managers must carefully try to
manage the criticism and provide solution, without pointing out only the issues.
Within the organizations individuals tend to develop central values and those values
are not every time simple or explicit. The managerial body must be aware of the fact that
what might be more important to the workers of the organization from a value’s perspective.
It can be said, that, having such awareness in the managerial body can enhance passion
among the workers of the organization.
At times, attitudes can become infectious and may influence the behavior of the
surrounding individuals (Nagar 2012). Thus, the organizations must recognize that it is quite
possible to influence a person’s attitude and behavior. Job satisfaction, positive work
environment and reward system these all help to reinforce specified behavior. Consistency is
the key to alter one’s behavior and fostering initiatives to influence specific behaviors is not
enough, and everyone in the workplace needs to have commitment towards the success of
the initiatives.it is also equally important that some activities would be more effective some
specific individuals than the general workforce. Thus, the managerial body would like to
structure various behavior change strategies for getting the best result in the workplace.
The term job satisfaction is one of the most researched job attitudes. Various
motivation theories regarding work have explained the implied role of satisfaction of job.

3MANAGEMENT AND ORGANIZATIONAL BEHAVIOR
This kind of expansive research has been linked with productivity, motivation, accidents,
mental health and general satisfaction of life (Sageer, Rafat and Agarwal 2012). A common
theory states that emotional state of a person gets affected by the interactions within their
workplace. Individuals can identify themselves by their profession like doctor, teacher or a
lawyer. This it can be said that individual’s well being at workplace is a potentially
significant aspect of research.
Job satisfaction can be defined as a pleasurable or emotional state that results from the
appraisal of an individual’s job or experiences of job. The term job satisfaction consists of
emotional, behavioral and cognitive components. Emotional component can be referred to as
the feelings which are related to jobs, such as anxiety, boredom, excitement and
acknowledgement. Another component of job satisfaction is cognitive component and that is
applicable to the beliefs related an individual’s job whether it is respectable and mentally
challenging and also rewarding. The final component of job satisfaction is behavioral
component and this section includes individual’s actions with respect to their work, like
working late, tardiness or faking (Wang and Hsieh 2012) illness just to avoid work.
Job satisfaction can be referred to as the positive attitude or emotional disposition
individuals acquire in the workplace (Fu and Deshpande 2014). The workers job satisfaction
emerges as the central attraction in various researches as it is strongly linked with job
performance. It is a matter of fact that job satisfaction can be categorized into two parts, the
first one is global job satisfaction, which deals with the worker’s general feelings about their
jobs and the latter one is facet satisfaction and it is referred to as feelings related to specified
job aspects, like remuneration, benefits, growth opportunities and many more (Eslami and
Gharakhani 2012).

4MANAGEMENT AND ORGANIZATIONAL BEHAVIOR
There are various myths about the topic of job satisfaction and regarding this issue.
One of them is that an employee, who is happy, must be a productive worker, but researches
do not support this myth and on the other hand many researches show that sometimes
casualness can affect productivity (Collie, Shapka and Perry 2012). On the contrary it is also
a fact that a happy employee promotes positive ambience in the workplace and they do not
spread negativity and in a way boosts the general productivity. Another popular myth is the
more you pay the workers the more productivity can be achieved, but this is another baseless
comment. As in many cases, it is seen that employees with huge salary structure does not
ensure productivity as they may get bored by the type of their job (Aydin, Sarier and Uysal
2013).
It is a matter of fact that organizational commitment is something highly valuable in
the workplace. Various researches have shown that commitment deeply impacts the
productivity of an organization (Chun et al. 2013). It is a fact that a highly committed
workforce would easily identify the targets and values of the organization and in most cases
has a desire to work in the organization and portray a great organizational citizenship
behavior. For an example it can be said that, these individuals have a will power to surpass
their allocated job duties. In this case, it can be said that if human source can be said as the
asset of an organization, then a motivated and committed workforce can be referred to as
having a competitive advantage of the organization over its rivals (Braun et al. 2013).
Various studies have proven that there is a positive relationship between organizational
commitment and the behavior of the employees, like higher effort given by the employees,
better employee retention and better work attendance and many more. In short, it can be said
that in today’s changing work environment organizations cannot guarantee that an employee
would get stuck into one organization for the rest of his or her life.

5MANAGEMENT AND ORGANIZATIONAL BEHAVIOR
Thus to conclude, it can be said that attitude of the employees and organizational
commitment is very important factors for an organization to grow with higher productivity
and profitability. In today’s changing market it is a matter of fact that if the organization
cannot provide job satisfaction, the employees would lose their motivation to work and that
would directly affect the productivity and profitability of the organization. Thus, the
managerial body of the organizations should look into this matter and ensure that the
employees are satisfied with the ambience and environment of the organization, so that they
can work peacefully to maintain the productivity and the profitability of the organization. In
short, thus, it can be said that organizational commitment is highly dependent on the job
satisfaction and the managerial body of the organizations should stress on the factors that
would keep the satisfaction level of the employees on the higher side. Thus ii can be said that
organizational commitment and job satisfaction both are important for an rganization to grow
while maintaining both its productivity and profitability.

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References
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