Introduction
The described fantasy organization puts a particular emphasis on the aspect of job satisfaction. Its management considers it critical to address this problem in an appropriate manner, creating a favorable environment, and ensuring the conditions essential for the employees to feel satisfied with their job. The organization management assigns a high significance to the job satisfaction issue – it assumes that the high satisfaction level determines effective performance and elevates the commitment level.
At this point, it is essential to note that the organization management believes that the connection between job satisfaction and organizational commitment is very strong. This point of view is widely spread in the management community. Hence, for instance, Aamodt (2014) points out that satisfied employees show a high commitment that ensures their continuous employment for the organization (p. 360).
Analysis
Likewise, the management assumes that maintaining satisfaction in the employees helps to prevent absenteeism and turnover that have a negative impact on the organization’s growth. According to Aamodt (2014), dissatisfied employees are more likely to show a careless attitude to their responsibilities, and be absent from work without any reasonable excuses (p. 380).
As a result, the organization constantly carries out the research that studies the key factors that determine the employees’ satisfaction level. The research is performed with the help of surveys, interviews, and observations. It helps to find out what job elements are particularly important to the employees as well as what factors make them feel unsatisfied. The organization believes that there is a series of factors that are relatively stable in their impact on job satisfaction: wages, atmosphere, growth prospects, and clearly put expectations.
As a consequence, it puts a particular focus on addressing these factors. It is essential to note that Silverthorne also points out such aspects as rewards that he considers to be a powerful determinant of job satisfaction in employees (p. 171). Hence, the organization pays due regard to its rewarding policy, showing that it highly appreciates the achievements of both teams and particular individuals.
In addition, the company employs the Organization Commitment Questionnaire (OCQ) in order to measure the level of the employees’ commitment. Aamodt (2014) recommends this measuring method along with the Organization Commitment Scale as the most efficient technique for evaluating organizational commitment (p.380). The findings retrieved with the help of these methods provide some insights on the satisfaction level as well.
Thus, monitoring the employees’ attitude in terms of satisfaction and commitment allow taking timely measures and elucidating the existing flaws in the organizational system. Generally speaking, the organization management tries to understand the key motives that underpin the employees’ work and try to figure out whether the organization is able to assist them in realizing their core intentions.
Conclusion
It is also essential to note that the company trains its leaders to contribute to raising job satisfaction in the employees. The main function of the leaders is to help their employees learn to raise their inner motivation and feel more satisfied with their current employment. The trainers base their encouraging activity on the guidelines described by Professor Don Wicker. According to Wicker (2011), there are some simple steps that every employee can take in order to feel more satisfied: taking initiative, learning more about the job, sharing the valuable experience with the group, volunteering, etc. (p. 12). In other words, the leaders try to address the problem of job factors by considering both internal and external factors.
Reference List
Aamodt, M.G. (2014). Industrial/Organizational Psychology: An Applied Approach. Boston, Massachusetts: Cengage Learning.
Silverthorne, C.P. (2005). Organizational Psychology in Cross Cultural Perspective. Boston, Massachusetts: NYU Press.
Wicker, D. (2011). Job Satisfaction: Fact or Fiction: Are you satisfied with your job? Bloomington, Indiana: AuthorHouse.