reply to the 2 attached DB Post 200-250 words for each

This week’s discussion board topics proved particularly interesting from my perspective. After studying different business issues identified through our course literature, presentation lesson and video presentations I decided to focus my discussion on the business issues of job satisfaction and organizational commitment. Job satisfaction and organizational commitment are concepts that many business organizations human resource departments have been trying to develop and maintain within their employees for a number of years. It would appear through the video presentation embedded in this week’s lessons on “The ‘Google’ Life” that the Google corporation seems to have a grasp on how to achieve a level of job satisfaction and organizational commitment beyond those of its competitors (CBS, 2008).

Google is light years ahead of its competitors in leveraging Maslow’s Hierarchy of Needs through the provision of basic necessities to its employees. This calculated business model is designed to achieve an unmatched level of loyalty and commitment from its workforce. Google did not create this philosophy. The military has been using this model for decades, especially in deployed environments. While deployed, I was provided many of the basic and physiological needs represented in Maslow’s Hierarchy of Needs, to include food, water, relationships, feeling of accomplishment, (and generally speaking) safety, security, and rest (Mcleod, 2017). The provision of these amenities is not for the sole purpose of providing a higher quality of life for employees within the organization. The aim is to achieve a greater amount of time and focus spent on work performance rather than the potential distraction of the needs of the individual outside of the employment environment.

When I think of the Biblical Application of the concepts of job satisfaction and organizational commitment the Picture of Jesus calling his first disciples in Matthew 4:18-19 comes to mind. “As Jesus was walking beside the Sea of Galilee, he saw two brothers, Simon called Peter and his brother Andrew. They were casting a net into the lake, for they were fishermen. “Come, follow me,” Jesus said, “and I will send you out to fish for people.” At once they left their nets and followed him” (New International Version). This scripture demonstrates Jesus’s ability to tap into the natural gifts and passions of his followers, with an assurance of greater fulfillment than the catching of fish. Jesus’s disciples internalized Christ’s values and goals with such an incredible passion that were still speaking of their accomplishments today. These individuals represent a true testament to the potential influence that a small group of people with a deep rooted organizational commitment can have.

“Job satisfaction indicates an individual's positive or negative attitude regarding her/his job” (Valaei & Rezaei, 2016). Job satisfaction can be displayed in a number of ways and for a number of reasons. There are typically two driving factors behind job satisfaction. The first is financial compensation and the second is a passion for the profession. The individuals that fall into these categories subscribe to two different schools of thought. Some, (myself included) don’t necessarily need to enjoy what they’re doing as long as they are being fairly compensated for the work. Others prescribed to the school of thought exemplified in the adage “If you love what you do, you’ll never work a day in your life.” Neither philosophy is superior to the other. However, the philosophy I see leveraged most often in business and in the military is an organic or even engineered passion for the profession. This job satisfaction, whether achieved through financial compensation or through a passion for the profession (learned or organic), paves the way towards organizational commitment, where “An employee who believes in, accepts, and internalizes the company goals is more likely to be committed to the organization than someone with conflicting values or goals” (Cralley, 2011).

Bibliography

 

CBS (2008, August 31). The 'Google' Life. Retrieved April 07, 2018, from

https://www.youtube.com/watch?v=_QqT38QRA84

Cralley, E. L. (2011). Organizational Commitment. In W. D. Folsom (Ed.), Facts on File Library

of American History. Encyclopedia of American Business, Rev. ed. (Vol. 2, pp. 566-567). New York: Facts on File. Retrieved from http://link.galegroup.com.ezproxy.liberty.edu/apps/doc/CX1980900640/GVRL?u=vic_liberty&sid=GVRL&xid=0aee2449

Mcleod, S. (2017). Maslow's Hierarchy of Needs. Retrieved April 07, 2018, from

https://www.simplypsychology.org/maslow.html

Valaei, N., & Rezaei, S. (2016). Job satisfaction and organizational commitment. Management

Research Review, 39(12), 1663-1694. Retrieved from http://ezproxy.liberty.edu/login?url=https://search-proquest-com.ezproxy.liberty.edu/docview/1843762645?accountid=12085