Organizational Commitment: Job Satisfaction, Stress, Motivation

at presents organization because of world-wide competition and cost cutting had overhaul to great changes in the organizations conduct to greater effect of organizational behaviors. Some organizations atomic number 18 losing employees to separate organizations and whatsoever employees atomic number 18 losing their efficiency imputable to the lack of billet gaiety, or due to underline and/or due to lack of motivation, or combination of umteen factors. Col stragglet et al has described various factor effecting employees and its organizations in organizational behaviors, second edition. Controlling stress and self motivating is actually important to pass goals, and when goals are met lesson is elevated.Job merriment leads to organizational commitment and contrast performance. Almost each organization faces whatever kind of brain drain when an employee leaves the organization. Human resource management and carriages occupy developed many strategies to gain employee s and their problems, to improve organizational behaviors by providing exactings to employees cogitate to organizational commitment and engagement, as organizational commitment leads to wear out work performance and craft satisfaction, which leads to better timberland of product or service, which leads to more than than customers and growth in revenue.For an employee, bank line satisfaction may mean many things like good wage, prevalent promotions, enjoyable coworkers, work, authority/status, moral cause, environment, etc (Colquitt et al. , 2010). An employee with mellowed task satisfaction pull up stakes have naughty positive feeling for the work and organization, and pull up stakes have high motivation also. When an employee is motivated, attains line of business satisfaction consecutively performs better. Work related and non-work related stresses have an effect on organizational behavior. An employee has to control stress and reduce the strains caused by stress to take a better mind and decisions.Every generation has been demanding something from its people, with time people also became very ambitious and people who thrived and succeeded had always been division models for many ambitious leaders. Todays work place has became more challenging as business is no more concentrating to a fiddling group of people or region, instead businesses are done more globally, across continents targeting wide variant of people. Todays organizations are facing more competition, has to deliver more quality and quantity for less cost is putting its management and employees on the inch to stick out demanding work.Employees who are motivated work hard to meet the goals, when the goals are met their job satisfaction level increases. Last year I was workings in a multinational company and their primary business was related to telecommunications and data hauling over optical fiber. Most of my projects and applications are load-bearing(a) manufacturing and operations of the organizations, whose manufacturing was spread across mainly in USA, China and Thailand. Our group size was ten employees reporting to a manager. Every employee in the police squad was very happy, enjoyed the work, and took ownership of the project, worked with full commitment.On an average, every(prenominal) employee in the team up was with the company for at least 5 years. Senior most employees in the team was working with the same organization for 13 years and youngest was 2 years. Even though every employee was committed to their work, had job satisfaction in various factors, a couple of(prenominal) employees were stressed out and had negative satisfaction with regards to foul promotions. As few employees felt that the manager was biased and showing discrimination to one of the employee, corrupt employee who were with the company, team for wideer time.Even though every employee was very committed, showed high degree of job performance due to unsportsm anlike promotions and due to lack of growth opportunity, it demoralized employees, forcing to either quit or underperform or just do the given job kind of than deriving the best for the organization. What I noticed over the period is an employee who had stayed in the company for less than 2 years have high commitment, engagement, job satisfaction and moral anticipating that his work result be recognized some day and rewarded. In the case on employees who are more than two (2) and less than five (5) ears tend to lose their commitment, job satisfaction and moral as what they have anticipated never met or addressed.In our case, as in my team for more than five to eight years in that respect was no promotions neither growth track nor visibility. During that time, when the manager showed favoritism by providing high visible projects and tasks to one employee while demoralizing that others are not capable to do the task, had deeply wounded and demoralized team biography and motivatio n. After dragging feet for a while few employees either left hand and few just underperformed and continued to work for various other reasons. some employees including me, confronted the manager and raised objection for not providing proper growth opportunity, as on that point was no improvement in the situation, unable to stay there at the same time, unable to underperform, I applied for diametric organizations and quit the company. For an employee job satisfaction can mean in many ways, for few high pay means job satisfaction, for few promotions and recognition, for few if their supervisory program is polite and good, for few if their coworkers at work are friendly and helpful, for few if they like the work they do may bring job satisfaction (Colquitt et al. 010).According the Job characteristics supposition, variety, identity, significance, autonomy and feedback play a vital role in job satisfaction as in the new job workplace, when I ask senior most employees who are with th e company for more than twenty five years, their response is similar opportunity to switch to different tasks after few years, identity and engagement, significance and importance of the work and employee, granting immunity and independence to perform work and finally feedback and employee appreciation from managers and customers.It would be rough to satisfy every factor to hundred per centum but if every factor is addressed to a degree at least will lead to job satisfaction. The job responsibility puts an employee into stressful situation. If roles are at odds(p) or very ambiguous, it will lead into very stressful situation. If roles are conflicting, there can be a possibility of hurting the coworker and other team members, as in my case because of role conflict and ambiguity, astonishment started among coworkers and ultimately the task was delayed and deliverables were delayed due to improper discussion and uplication of work.To avoid coworker misunderstandings roles has to be very well defined to avoid conflicts and ambiguity. motif is very important for anything, our team was very motivated, took ownership of every project, worked to dissolve the issue and did not wait for direction. Freedom to perform the task and utilizing the operational resources primarily motivated the team. The company departd convenient if necessary hundred percent tele-working facility, employee can work almost from home that motivated few more than anything.Due to current recession, stable job motivates few employees and more pay sometimes satisfies and motivates. I like goal setting theory, as small goals will direct and drive to big goal. Working in IT for long time, I was able to complete entire project by geological fault the project into small pieces and completing one piece at a time. Based on my experience, I think goal setting theory is the best and will provide step by step glide path to the final goal. plaque and managers have to work with employees to unders tand the emotions of the employee, understand hearty points, and understand the weak areas of the employee. Every employee may not be an capable in all areas. It is the responsibility of manager to use the resources properly. If a manager doesnt utilize the resources properly then it will create a role conflict and stress related to work and coworkers. Employees have to glide by with managers and open the dialog, express the issues.Managers have to consider employees suggestions or issues and try to clear the issues. It would be difficult to address all issues, but honest feeling and honest no is far better than political statements. Organizations have to provide required trainings and periodically conduct surveys to understand the trend of the employees thoughts and organizational commitment. Organization losing an employee is a lose for both employee and organization and not just for one.Employee has to make the trust in the new organization, learn the business and gain kno wledge and for organization has to have to hire a new suitable employee and train the employee to perform the job. Organizational commitment is very important and to achieve high level of organizational commitment employee has to have high level of job satisfaction and job performance. High job performance will lead to good recognition. Good recognition will lead to high job satisfaction. As an employees keeps attaining recognition their motivation will be high to take more job responsibility.Even though job satisfaction means many things to many employees, ultimately job satisfaction leads to job commitment. In the present world, due to recession employees are very demoralized because of many rounds of layoffs, outsourcing. HR and organizations are frequently conducting surveys and employee meetings to update the status of the company, which will help employees to open a dialogue and express their concerns to their managers. Managers have to provide an honest opinion and try to res olve the issue. Organization commitment is very important for organization and employee.