Motivation and Performance Management

Motivation and Performance Management

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Motivation and Performance Management

Compare the difference between job satisfaction and organizational commitment. Determine which is more strongly related to performance for your selected company

According to Brethower (2015), job satisfaction is depicted as the positive or pleasurable emotional state that results from the appraisal of an individual’s job and their experiences at the workplace in the course of duty. It refers to the general level of satisfaction and attitude which is shaped by five key dimensions of the job which include promotion opportunities, coworkers, supervision, the work itself and most importantly pay. It hence follows that opportunities for growth and advancement, supportive coworkers, valued rewards, and challenging work are some of the dimensions that can lead to satisfaction.

On the other hand, organizational commitment refers to the level of strength of a person’s identification with the organization in question. It is hence important to underscore the fact that there are three key types of organizational commitment. These include normative, continuance and affective (Brethower, 2015). Affective commitment refers to the intention of the employees to remain part of the organization primarily because of the strong desire they have of doing so. Continuance commitment depicts the tendency of the employees to remain in the organization because they cannot afford to exit. Finally, normative commitment is referred to as the perceived level of obligation that an employee has to remain part of the organization (Moseley, 2017).

Job satisfaction characterizes Microsoft’s level of performance today. Microsoft Corporation is a company that has given great focus on creativity and innovation, something that has propelled it to the level of success that it boosts today. It has invested immense resources to train and support ideas from the employees (Moseley, 2017). The key focus is also to make sure that employees are recognized individually for their contribution to the organizational success. This is why the company has been reviewing the compensation schemes of the employees to make sure that they remain the best in the market and as well enhance retention rates. The primary goal of doing this is to make sure that employees do not remain at their job to earn a living but do so because they enjoy being part of the Microsoft Corporation Fraternity.

Apply motivational theory and performance management principles to evaluate the company as a potential employer.

Employees in the private and public service experience different employment relationships and working conditions. Maslow’s theory is one of the motivation theories that can be used to evaluate Microsoft Corporation as a potential employer. This can be achieved by breaking it down into three key areas which include growth needs, relatedness needs and existence needs (Markovits, 2017). The starting point of Microsoft’s approach to make sure that the employees are satisfied is ensuring that the existence needs are catered for. Existence needs takes into consideration physiological needs and safety/security needs. The organization has achieved these with proper compensation schemes and other related offers such as offs and paid overtime. Relatedness needs takes into consideration social and esteem needs which are achieved by making every individual in the organization feel valued and important. Self-actualization needs are fulfilled in the organization by giving employees opportunities for growth including training, sponsorship for further studies, financing research projects among others (Markovits, 2017). When it comes to the performance management principles, the company has been keen to get the right tools for the job to make sure that adequate resources are available to undertake job responsibilities. Other key areas of focus include motivation, mentorship, recognizing and acknowledging good performance and building on strengths other than corrective weaknesses.

References

Brethower, D. (2015). Behavior Analysis in Business and Industry: A Total Performance System. Kalamazoo, MI: Behaviordelia Press.

Markovits, Y. (2017). Committed workforce: Evidence from the field. Cambridge: McGraw-Hill.

Moseley, T. (2017). Organization culture and job satisfaction. Brentwood: Earlybrave.