Job satisfaction entails psychological, physical and environmental reasons that make an employee to feel satisfied with his or her duties. It is not all employees who are satisfied with what they do. Factors like working conditions, career development, job security, rewards and recognition are among factors that contribute to job satisfaction (Bourne, 2021). On the other hand, organizational commitment is the dedication employees in relation to their hobs and organization they work (Indeed Editorial Team, 2021). What matters to me is job satisfaction. My satisfaction is paramount than the organization I work for.
I value the services I offer. This makes me to consider the working conditions of the place I chose to work. The discrimination employees go through in their place of work is due to putting the interest of their organization ahead of their own interests. How can one accept to work in harsh conditions for peanuts? Who can choose to work in a firm that does not have employee growth processes? The pay is another factor. I work where I feel the pay and recognition is equal to the effort I put on assigned duties (Bathena, 2018). It is only when I am satisfied that I can become the best brand ambassador of the organization I work for.
Being satisfied with my job helps me to be productive. Satisfaction gives me the vigor to face the challenges I face at my work place. I serve clients well because I know I am satisfied with my duties. Job satisfaction has made me to be a committed employee where I work. Whether I am at the place of work or not I remain as a brand ambassador of that organisation. Even if I am called to work for extra hours I can do it. This is because I enjoy what I do (Beheshti, 2019).
The motivation theory in use at our workplace is equity theory. Employees are rewards for the effort they put in their jobs. The higher performers are paid higher than low performers. This has made the morale of employees to rise as no one does not want to earn more. The organization pay structure is in line with what employees are expected to offer to the organization. Though, this theory works magic in our organization, it also makes some
employees not to stretch themselves. Employees limit their productivity to what they earn at the end of the month (Montañez, 2021).
I value the services I offer. This makes me to consider the working conditions of the place I chose to work. The discrimination employees go through in their place of work is due to putting the interest of their organization ahead of their own interests. How can one accept to work in harsh conditions for peanuts? Who can choose to work in a firm that does not have employee growth processes? The pay is another factor. I work where I feel the pay and recognition is equal to the effort I put on assigned duties (Bathena, 2018). It is only when I am satisfied that I can become the best brand ambassador of the organization I work for.
Being satisfied with my job helps me to be productive. Satisfaction gives me the vigor to face the challenges I face at my work place. I serve clients well because I know I am satisfied with my duties. Job satisfaction has made me to be a committed employee where I work. Whether I am at the place of work or not I remain as a brand ambassador of that organisation. Even if I am called to work for extra hours I can do it. This is because I enjoy what I do (Beheshti, 2019).
The motivation theory in use at our workplace is equity theory. Employees are rewards for the effort they put in their jobs. The higher performers are paid higher than low performers. This has made the morale of employees to rise as no one does not want to earn more. The organization pay structure is in line with what employees are expected to offer to the organization. Though, this theory works magic in our organization, it also makes some
employees not to stretch themselves. Employees limit their productivity to what they earn at the end of the month (Montañez, 2021).
