Summary of Work
Many factors influence the level of employee performance in an organization. Some of the influencers include compensation strategy and engagement in the decision-making process. The article aims and determining the impact that the culture of a company, level of satisfaction of employees, and personality influence the level of performance of an employee. The method being used in the investigation is quantitative, where data is being collected using questionnaires. In the methodology, five variables are created: commitment, performance, personality, decision, and organizational culture. Each of the variables is being compared to the organizational commitment of the employees. Each variable has a different outcome to the independent variable, which is represented by organizational commitment. The culture of the organization has a positive outcome to the organizational commitment. If there is an increase in the organization's culture through fostering, then the employee's commitment equally increases with the same dimension. The level of satisfaction of the employees equally had a positive correlation with the commitment level. If the compensation strategies are satisfactory enough, the employees tend to get involved in their decision-making processes. Personality is a representation of the behavior of the workers. Well-behaved employees having the right attitude towards work improves their commitment to the organizational goals and objectives. Also, the research outcomes indicate a positive connection between organizational culture, personality, and satisfaction towards the employees' level of performance.
The conclusion provided in the article indicates that there is a variation between the private and the public organization on the matter of organizational commitment and performance level. The variation arises due to the strategies used in compensation. Employees in the private sector receive much higher compensations than employees in public organizations. There are no agencies that determine the salaries of workers in the private sector. If the organization performs well by generating more income, there is an increase in compensation and rewards (Bordelois, Mustelier & Zevallos, 2018). In the process, they are more committed to the company's duties that will lead to achieving the set goals and objectives. Equally, their performance level increases as they gain more vital skills in carrying out their daily operations. The focus of a company should be on strategies that will improve the commitment and performance of workers. They can consider having rewarding systems that effectively focus on creating life-work balance solutions to the employee's problems.
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Reaction to the Work
Internal communication is an essential element in any organization. It helps the company ensure that all the operations are moving according to plan and effective coordination. According to Kawiana (2018), an organization's decision-making process is a part of its communication strategy. Thus, the management of a company needs to communicate with the works before making any decisions. It is one of the strategies that are effective in reducing employee turnover. If the communication involves the employees at the grassroots level, they will perceive themselves as part of the organization (Kawiana et al., 2018). In the long-run, their level of commitment to the organization's operations will improve. They will also be conducting most of the operations with the mentality that it is theirs and improving their performance level.
The article improves my understanding of the issue of culture. I have understood that there is a variation in the culture between organizations. That implies that the nature of activities to be conducted by each organization will have to differ. Therefore, an organization can only be successful if they first understand the organization's culture and its employees' nature. A better understanding of the culture will ensure policies are created and implemented without disrupting the company's existing norm. If the culture is tampered with, then the level of performance of the employee will largely reduce. Also, I have established a better understanding of using co-workers to gauge the level of commitment of employees in a company. In the past, I had the perception that it is only possible to measure the commitment by determining the employee turnover rate. However, through the co-workers, it is possible to know if employees are committed to their work. For instance, if an employee is not willing to change the department and is ready to collaborate with the other workers, then the employee's level of commitment towards the company is high.
My perception of the subject has changed as I now perceive employees as key stakeholders in the company. Most organizations neglect the role that workers play in the decision-making process. However, I have realized that an organization can be more successful if they perceive employees as stakeholders. They invest their opinion, skills, and knowledge in ensuring the organization moves forward towards the achievement of the set goals and objectives, which can either be short or long – term (Basak & Khanna, 2017). The relationship between the article and my life experience is based on the nature of compensation strategies an organization can use to improve employee satisfaction. I have been able to interact with people who are not willing to continue with their job. My main interest has always been the reason why a person wants to quit their job position. A key factor was on the pay from a few people that I have been able to interact with on company compensation. Most people claim that the organization is using their skills to gain more while they are earning less. The article presents me with the idea that such organizations are not improving their workers' level of commitment. It will be essential to make the workers feel that they are a part of the company. Decisions should not be made, and the top-level management and implementations are done at the bottom level (Aftab, 2012). The strategy will be very risky for the business entity's survival in the short and long – run.
Conclusion
The article's main merit is integrating more than a single variable in measuring the level of commitment and satisfaction of the employees. From the variables, it is possible to make a comprehensive comparison of the correlation in existence. The article's accuracy arises from the use of a quantitative approach at a 95% confidence interval. The level makes the outcomes to be more accurate and reliable. The article's organization and structure are pleasing, making it easy to follow by having a flow. For instance, there is an analysis of each of the variables independently, making the organization effective. Equally, the article's sources are peer-reviewed and well-articulated, making the information more accurate and reliable. The validity of the information presented in the article is present on the use of statistical data. The use of statistical information and methods of data analysis make the target audience to be able to resonate with the objectives
References
Aftab, H. (2012). A Study of Job Satisfaction and IT's Impact on the Performance in the Banking Industry of Pakistan. International Journal of Business and Social Science, 3 (19).
Basak, A., & Khanna, K. (2017). A Study on the Selection Criteria of Different Hotels of Delhi NCR in Accordance to the HR Policies and Market Trends. International Journal of Social Sciences and Humanities (IJSSH), 1 (1), 27-38.
Bordelois, M. I., Mustelier, J. J. B., & Zevallos, I. V. (2018). The Career Self Evaluation in Improving the Quality of Higher Education. International Journal of Social Sciences and Humanities (IJSSH), 2 (1), 84-91.
Kawiana, P., Dewi, C., Martini, B., & Suardana, R. (2018). The influence of organizational culture, employee satisfaction, personality and organizational commitment towards employee performance. International Research Journal of Management, IT & Social Science, 5 (3), 35-45.
