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Motivation and Performance Management

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Compare the difference between job satisfaction and organizational commitment. Determine which is more strongly related to performance for your selected company. Job satisfaction can be known to some people as an important element in their lives. Other parts of their lives can be affected, if an individual is unhappy with their occupation. Job satisfaction can be viewed as what one has in a job as to what one wants in their current job. Job satisfaction can be defined as an attitude or feeling one can have toward ones job. Job satisfaction can also be defined as “the extent to which people like (satisfaction) or dislike (dissatisfaction) in their jobs” (Specter, 1997). Job satisfaction is positively affected in a variety of ways including pay, perks, fringe benefits and perks.

Job satisfaction can be affected by a sense that pay does not reflect work, lack of pay, or a lack of belief the organization values him or her. Worker dissatisfaction can lead to a lower level of organizational commitment. Job satisfaction is a key to employee retention. Employees yearn to know the work he or she provides has value to the organization he or she works for. All these different factors can affect ones job satisfaction. Organizational commitment is considered as an important definition of company effectiveness and job satisfaction is a part of it.

The organizational commitment mostly focuses on organizational behavior and psychology. Organizational commitment may be defined as “relative strength of an individual’s identification with and involvement in a specific organization.” (Suma & Lesha, 2013). Several factors, such as job characteristics, job performance, involvement in a goal setting and decision-making processes, forms an affective commitment in workers. Job satisfaction and organizational commitment influence company performance and plays an important role in organization effectiveness. Organizational commitment and job satisfaction are coupled together and are both strongly related to performance at General Mills.

When looked at individually they demand different tools that are provided by the leaders of the organization. In order for the employees to know that their opinions are valued in the organization, the organization must respect the voice of their employees. Apply motivational theory and performance management principles to evaluate the company as a potential employer. Not too long ago, employees were considered just producers of goods and services. Today however, employees are much more of the equation and require more than just a weekly paycheck. They require motivation. “Motivation represents those psychological processes that cause arousal, direction, and persistence of voluntary actions that are goal directed” (Ford, 1992).

General Mills has a long-standing commitment to good corporate governance practices. Managers play an important role in whether employees have positive or negative attitudes toward their jobs. The CEO of General Mills recognized that managers have to pay attention to their own attitudes and behaviors to motivate the attitudes and performance of employees. Steve Sanger, CEO of General Mills, told his coworkers that he was working on being a better leader by developing his coaching skills. Sanger had reviewed his feedback, in which people told him he needed to do a better job of coaching his direct reports., Sanger adopted the attitude that he needed to improve himself to help others grow and improve, rather than become defensive. When a top leader of a company displays arrogance and tells everyone else how they need to improve, that behavior and attitude filters down to every level of management.

A “them- vs-us” mindset often develops between employees and managers and performance, job-satisfaction and motivation decline. Steve Sanger had an insight. He was open with people and admitted to his own weaknesses and efforts to improve. He also set an example for others to follow. Sanger has been noted for his enlightened attitudes about how to help employees be successful at work and in their personal lives. The first step, he knows, is for a leader to be aware of how his attitudes and behaviors motivates others and create a positive or a negative organizational environment. This is the type of leader that anyone would want to work not only for but with.


Ford, M. E. (1992). Motivating Humans:Goals, Emotions, and Personal Agency Beliefs. Newbury Park: SAGE. Specter, P. E. (1997). Job Satisfaction:
Application, Assessment, Causes, and Consequences. Thousands Oak: SAGE. Suma, S., & Lesha, J. (2013). JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT: THE CASE OF SHKODRA MUNICIPALITY. European Scientific Journal, 51.

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