Motivationand Performance Management
Motivationand Performance Management
Jobsatisfaction relates to the attitude of a person towards a job.Organization’s commitment refers more on how employees feel towardsthe organization or company. In other words, the effective responseto specific aspects of work can be represented as job satisfaction,whereas organization’s commitment can be represented as aneffective response to the organization as a whole (Lenenburg 2011).This shows that job satisfaction results to employees becoming morecommitted to their organization. According to (Lenenburg 2011),generally, employees are expected to be satisfied with theiroccupation and committed to their organization if they are contentedwith their work, supervisors, and coworkers and if they find thecurrent pay policies and future promotion opportunity within the firmto be adequate.
Theorganization’s commitment seems to be the driving force in theperformance of the Proctor and Gamble Company this is as attributedto the main policies applied in running the firm. According toresearch carried out by the employees working in the service andproduction industries. This is for the reason that the employee’scommitment to providing quality goods and services to their customersleads the creation of a greater commitment between the company andtheir clients, hence proving that satisfaction is a good predictor ofcommitment (Tampu, 2015). The P&G Company providing good qualityand services and also charging reasonable prices can help enhancetheir customer’s commitment to their products (Lumley 2011).Employee’s commitment to the organization is enhanced in theorganization by the policies that the firm applies. Respect in theworkplace, maintenance of high ethics and morality,workforcediversity, provision of the supportive working environment andrespect to the community are among the main attributes that enhancethe employees and customer’s commitment to the organization goalsand objective (s. The company offers highly competitive compensationand benefit for career advancement giving opportunities to gainexpertise and skills which help the workers to be fit in thecompetitive and globalized world. This policy makes a commitment tobe more effective in the organization.
Motivationtheory aims at the things that inspire an employee to provide goodservices, do the work of marketing of the organization, producteffectively, or attain the goals set for them. The Proctor and GambleCompany have effectively applied, the need motivation theory where ithas a well-stipulated channel of reward by way of promotion to anyemployee showing significant progress in their department. The theorywas set with an aim of improving the staff performance of which wouldresult to be of great benefit to the firm’s earnings.Motivation-hygiene factor is well enhanced by the company. This iswell demonstrated in the way it offers support to the surroundingcommunity and the universal human rights they offer treatment andinsurance to the employees and compensation in case of accidentswhile they are in the workplace. Job characteristic model is alsohighly used in the organization they offer a positive and supportiveworking environment for the employees to develop their careers. Thisis done by offering training programs that are meant to enhance thecapacity of the employee. This does also affect the companypositively by increasing their productivity andraising theemployee’s loyalty (Petri 2012).
Inaccordance with the performance management principle, the company hasa good forum for establishing its relation with its subjects, boththe customers and the workers it offers an honest and open way onhow it operates and shows its full commitment in providing the bestof its product quality to its customers.it makes the employee’sgoals interesting challenging and more engaging through the internalprogram development channels and the use of advanced technology.
Lunenburg,F. C. (2011). Self-efficacy in the workplace: implications formotivation and performance. Internationaljournal of management, business, and administration, 14(1),1-6.
Lumley,E. J., Coetzee, M., Tladinyane, R., & Ferreira, N. (2011).Exploring the job satisfaction and organizational commitment ofemployees in the information technology environment. SouthernAfrican Business Review,15(1).
Petri,H., & Govern, J. (2012). Motivation:Theory, research, and application.Cengage Learning.
Tampu,D. L. (2015). Impact Of Human Motivation On EmployeesPerformance. InternalAuditing & Risk Management, 10(1),43-53.