This Week’s Discussion Board Topics
Proved Particularly Interesting Fr
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 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. ). New York: Facts on File. Retrieved from Mcleod, S. (2017). Maslow's Hierarchy of Needs. Retrieved April 07, 2018, from Valaei, N., & Rezaei, S. (2016). Job satisfaction and organizational commitment. Management Research Review, 39 (12), Retrieved from Throughout life an individual may have many different occupations. In fact, in my lifetime I have held many myself. With some of my positions I have held I loved them and enjoyed the work I was doing and others I was very dissatisfied with. One such job I was dissatisfied with happened to be in the field that I am in currently and have been in for almost fourteen years. However, with the particular place that I held my first position with it was very political and a “who likes you,†type environment and made it very difficult sometimes as an employee to really enjoy. The positions that would come available to which our policy manual stated were supposed to be offered on a job board in our breakroom and then externally were normally already filled by either someone within that was liked by the hiring Manager or someone externally that was a friend of someone already in that department. Little to no room was made for anyone else to move into those larger much better paying positions. Once the Manager that hired me exited the place of employment and another Manager took over that position, quickly a restructuring of the department happened and I found myself being very unhappy. I chose to seek employment doing the same thing only a little further away. Thankfully doors opened and where I am employed now is a great environment to work in and thrives on allowing internal employees to move and grow without simply being liked by a Manager. The move has allowed me to develop more skills, gain
education and enjoy my time as an employee. It is my firm belief that job satisfaction, involvement from all employees in the particular position and that of the upper management go hand in hand. Even our textbook states that, “if you are not satisfied with a job then it has an effect on one’s involvement.†(Kinicki & Fugate, 2016) Through my previous employer I began finding it hard to be motivated to even want to go into the office. Once I would arrive I began finding it hard to be motivated to perform and would often find ways to not over perform. It is vitally important in any job situation that the environment have in place a culture that feels welcoming and warm towards the employees so that the work needing to be completed is effectively done. It is also vitally important that the customer base have a feeling that those involved care about their work place and care about them. Unfortunately, employers sometimes do not know how their employees are processing and how they are feeling about the environment that has been put before them. As the text states, “There are some great ways to give yourself and your business an edge through small gestures that will build rapport, improve motivation and ultimately make them feel valued.†(Kinicki & Fugate, 2016) Every employee has different reasons that bring them to work. Some are simply there for the paycheck and to go home. Some really truly love their position and want to excel. Others are in it to provide something else for themselves or their family such as health insurance or some other benefit. With that said, each employee will need something that will bring them a sense of feeling appreciated and valued within their work place in order to maintain their dedication and desire for their job. As one source states even giving a simple “thank you,†from time to time would be sufficient for many employees. (Fischer, 2017) Sometimes even having a small “awards†ceremony and calling out individuals for the work they have performed is a key to success. One source says, “you are not ostracizing the rest of the employees by merely rewarding and showing appreciation for someone who is going above and beyond and succeeding in doing so.†(Bailey & Madden, 2016) Biblically it is absolutely up to both the employer and the employee to create an environment within the workplace that is God honoring and creates a place that is safe feeling and caring towards everyone. One source from Colorado Christian University states, “By following Christ’s teachings in the workplace, you will accomplish the responsibilities and goals of your job while, at the same time, serving as a role model to other Christians who are subordinate to you.†(CCU CAGS, 2011) Romans 8:29 says, “And we know that all things work together for good to those who God, to those who are called according to His purpose.†(The Holy Bible, 2016). Trusting in this promise as an employer and an employee will help to create a culture that is inviting and warm and bring a lot more satisfaction than dissatisfaction. References: Kinicki, A., & Fugate, M. (2016). Organizational Behavior, A Practical, Problem-Solving Approach. New York: McGraw-Hill
Education. Fischer, K. (2017). Presentation: Lesson 2 – Individual Behavior in the Organizational. Bailey, C., & Madden, A. (2016). What Makes Work Meaningful--Or Meaningless. MIT Sloan Management Review, 57 (4), 53. CCU CAGS, 2011. Christian Leadership in the Workplace. Retrieved from The Holy Bible, 2016.