Job satisfaction is the extent to which individuals like or dislike their jobs. A variety of ways including perks, benefits, pay and fringe positively affect job satisfaction. To some people, job satisfaction is an important element in their lives, and it affects them if they are unhappy with their occupation. As such, job satisfaction is an individual’s feeling or attitude towards their job. On the other hand, organizational commitment is the effectiveness of a company which job satisfaction is a part of (Belias & Koustelios, 2014).
Job satisfaction in any organization is mainly affected by the manager-employee relationship. It comes as a result of enhancement in the relationship between a manager and the employees especially when managers act in favor of the requests of employees. Job satisfaction is also derived from the internal quality and environment that an employee is working in including their feeling towards their position in the organization (Lu et al., 2016). Organizational commitment, on the other hand, depends on the relationship between an individual and an organization. Employees are likely to be more committed if an organization fulfills their expectations by giving them an environment for personal development and professional values.
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Organizational commitment is mainly inclined to the behavior and psychology of any given organization. It can be defined as an individual’s relative strength and involvement in an organization (Nath Gangai, & Agrawal, 2015). There are several factors that form an effective workers’ commitment which include; job characteristics, decision-making processes, involvement in goal setting, and job performance. Organizational commitment strongly relates to employees’ performance and is portrayed in the management of at General Motors Limited.
Organizations require different motivation tools that should be provided by the leaders. For any company to succeed, the motivation of employees is essential. Any given organization should respect the voices of their employees for them to know that their opinions are valued. In the past, employees were viewed as just mere providers of services and goods. Today is much more different as employees are much more of an equation and they demand more than just a monthly, daily or weekly salary. Employees need motivation at work. Motivation is the psychological processes causing persistence of voluntary actions, direction and arousals which are goal-directed (Valencia, 2014).
At General Motors Limited, there is a commitment to corporate governance practices and which is longstanding. The negative and positive attitudes of employees toward their jobs depend on the role played by the managers. The CEO of General Motors limited always makes sure that his managers control their attitudes and behaviors to motivate the performance of employees and their attitude towards work. Ben Mills, the CEO of General Motors Limited told his coworkers that he has been working on being a good leader by enhancing his management skills. As such Mills, developed an attitude that in order to help others grow or improve, he needed to develop himself first rather than being defensive. Arrogance, especially displayed by a top leader, is behavior and attitude that dramatically filters down all the levels of management in an organization.
Job satisfaction and motivation in an organization often decline with the development of a “them-vs-us” mindset between employees and managers. Ben Mills had an insight. He has always been open to people about his weaknesses and makes efforts to improve which sets as an example for other people to follow. Mills has also been enlightening on how to help his employees to be successful in personal lives and also at work. As a leader, he creates a positive organizational environment by being aware of how his behaviors and attitudes motivate others. Mills is a type of leader most employees would not only want to work for but also with.
References
Belias, D., & Koustelios, A. (2014). Organizational culture and job satisfaction: A review. International Review of Management and Marketing , 4 (2), 132-149.
Lu, L., Lu, A. C. C., Gursoy, D., & Neale, N. R. (2016). Work engagement, job satisfaction, and turnover intentions: A comparison between supervisors and line-level employees. International Journal of Contemporary Hospitality Management , 28 (4), 737-761.
Nath Gangai, K., & Agrawal, R. (2015). Job satisfaction and organizational commitment: Is it important for employee performance. International journal of management and business research , 5 (4), 269-278.
Valencia, C. (2014). Motivation and Productivity in the Workplace. The Myriad .
