Business Psychology Employee Commitment

Question: Discuss about the Business Psychologyfor Employee Commitment. Answer: Introduction Productivity of any organization mostly can be defined by the effective usage of the resources and achieving the desired outcome. In most of the scenarios, we have limited resources; therefore various challenges are faced by the organization. This is the primary reason behind putting significance on the concepts such as motivation and job satisfaction (Abbas et al. 2014). Employee motivation and job satisfaction are the two most major issues in todays world, as the success of any project or the productivity of the organization largely depends on the job satisfaction of the employees, employee commitment and motivation (Owens 2015). There are few traditional human resources theories that have been developed such as Maslow hierarchy of needs, Herzberg's dual factor theory and many more which indicate that the employees who are satisfied with their job profile have a tendency to be more productive. This study will trigger the issue of job satisfaction and my personal experience when I w as working as a customer care officer at Convergys private limited, India for one year. I will also analyze my personal experience with the help of three motivational theories, Herzberg's dual factor theory, Maslow hierarchy of needs and expectancy theory. Job Satisfaction The concept of job satisfaction can be identified in different approaches. Several practitioners and researcher have been defined the concept, yet the mostly used definition of the job satisfaction is the "a pleasurable or positive emotional state resulting from the apprajsa1 of one's job or job experiences by Locke (Hlsheger et al. 2013). Other researchers have also indicated that the concept of job satisfaction includes the psychological response to the individual job profile and it also includes the affective, cognitive and the behavioral components. Another scholar Hoppock had defined the concept as the combination of physiological, psychological and environmental situations which causes a person to feel satisfied with his or her job. This approach also recognizes the factor that even if the concept of satisfaction depends on the external factors, it still remains as an internal factor that indicates to the feeling of the employee about their jobs. The concept presents numbers of factors which causes the feeling of contentment. Several scholars also focus on the position of the employees within the workplace while defining job satisfaction (Ebadifard, Badloo. and Rezaei 2015). Therefore, it can also be said that job satisfaction can also be defined as the affective orientation of the employees towards their job roles in the organization. Therefore it can be said that the concept of job satisfaction generally represents a numbers of negative and positive feeling which the employees have towards their individual job roles. When a employee works in an organization, the job role is related with their desires, needs and the experience that determines the expectation form the job profile. The concept of job satisfaction determines the extent to which the expectations are fulfilled. It is also linked with the behavior of the employee within the organization. It is basically the sense of accomplishment and the success of the employees. In addition to that, it is also perceived that the job satisfaction is directly linked to the productivity of the individual. It implies how the individual enjoys his or her job, individual productivity and how the person is being rewarded in the work place (Jensen and Jacobsen 2015). It also indicates to the happiness and enthusiasm with the job profile. Job satisfaction is the primary compon ent which leads to the further promotion, recognition and the accomplishment of other goals which may lead to the sense of fulfillment Therefore, job satisfaction can also be defined as the individual degree of feeling content with the job and the rewards he or she gets out of the job role, specifically in terms of the inherent motivation. This particular term usually refers to the feelings and the attitude that the employees have about their job. If the particular employee has a favorable and positive attitude about their job, that would indicate a sense of job satisfaction, on the other hand, the unfavorable and negative attitude towards the job would indicate a sense of dissatisfaction towards the job. It is the combination of the belief and feelings that the employees carry towards their job role. The degree of job satisfaction may range from the extreme satisfaction to the extreme dissatisfaction. However, it should be remembered that the sense of satisfaction or dissatisfaction can be towards several other aspects other than the specific job on a whole, it may be regarding the subordinates or the supervisors, coworkers or the remuneration. Therefore it can be said that it is a multifaceted and complex concept that can differ from person to person (Girma 2016). The concept of job satisfaction is mostly linked with the motivation, but both these concepts have a complicated relationship to share. Even though motivation is not a similar concept such as the job satisfaction, but both has a close relationship. The concept of job satisfaction is more of an internal state or an attitude. For instance, it could be associated with the individual feeling of achievement. However, the motivation is mostly an external factor. It can be considered that job satisfaction represents a sense which appears as an outcome of the awareness that this specific job fulfills all the psychological and materialistic requirements of the individual (Wong and Laschinger 2013). Therefore, it is considered as one of the primary factors when dealing with the efficiency of the business organization. The innovative managerial paradigm in todays business organizations considers that the human resources of the organization should be treated in a good way and the fulfillment of their personal desires and needs can act as an indic ator of the job satisfaction. Personal Experience Through my personal experience of working as a customer care officer at Convergys private limited, India, I will try to analyze the concept of job satisfaction. While working there my job was to interact with the customers of the company and provide them necessary information regarding the services and products about the company. In addition to that, I was also dealing with resolving the consumer complaints. As a customer care officer I was mostly responsible for few major things within the organization, handling the problems, few clerical tasks such as maintaining the consumer accounts, processing new consumer accounts, filling the documents and implementing necessary changes in the existing documents. My job also involved the direct contact with the consumers, so I was positive in building the relationship with all my consumers and by doing that I had developed a loyal consumer base of our company. While doing my job I also required determining the specific needs of the consumers a nd provide them appropriate solutions. I was very happy and content in my job as the organization made effort to recognize all the achievements of the employees. Whenever we achieved more that our daily targets, our supervisors recognized the effort and cheered us. In any situation, where I could be of a great help, my supervisors have congratulated me on helping the organization in difficult times. There was a fair reward and recognition system within the organization. They were sometimes monetary, but sometimes we were also given different gifts on our accomplishments. The company had a policy of a monthly reward and recognition system, where one person from each of the teams was selected every month whose performance was amazing. Therefore it created an ambience of healthy competition amongst the employees. Our supervisors were very much supportive and helped us with everything that we had asked while working. Our salary had increased after a certain quarter; therefore there were least monetary grievances within the organization. Therefore, overall it can be said that my one year experience in the organization was quite good and I was happy with the job. Analyzing the motivation In this section, I will analyze the motivation and job satisfaction of my previous job with the help of three theories of motivation, Herzberg's dual factor theory, Maslow hierarchy of needs and expectancy theory. According to Maslow hierarchy of needs, every individual has few basic needs such as physiological needs, safety needs, social needs and esteem needs (Lester 2013). The hierarchy of those needs can be depicted in a pyramid where the most essential needs are at the bottom and the need of self-actualization is at the top. The most basic needs or the physiological needs are the exact needs for the individual survival; if these needs are not met the human body will not be able to function. The metabolic needs such as water, air, food, shelter and clothing are included in this need. The organization can satisfy these basic needs of its employees by providing them adequate remuneration, so that the employees can satisfy their basic needs. This was entirely taken care of by my pre vious organization, as the remuneration package was quite good. When the fundamental needs are met, an individual looks out for the safety needs, which is at the second level in the hierarchical model of Maslow. This level includes emotional needs, well being and health security, safety of the property if any kind of natural calamities occur (Cherry 2015). My previous organization has also ensured that is employees are safe with the health security plan for the employee and their respective families. This health scheme has made all the employees happy and satisfied as the organization had conveyed the message that they also care about the health of employees. The next level of need is the social needs, where an individual needs the feeling of acceptance and belonging. This need can be fulfilled when an individual is a part of small groups such as office teams, clubs, school houses etc and large groups such as social media, sports team or political parties (Arekar et al. 2016). Howev er, the employees in the organization were divided into different teams and there was a healthy competition amongst them. These had generated a sense of belonging in them. The next level is the esteem needs where the individual needs to be respected by other individuals and vise versa. The last level is the self actualization need where the individual can grow and develop their abilities. The organization also took care both of these needs with their various schemes of reward and recognition. They have recognized the smallest achievements of the employees and rewarded them. The two factor theory of Herzberg indicates that there are various factors within the work place which are responsible for the job satisfaction of the employees whereas there is another set of factors that causes the job dissatisfaction. Herzberg has classified these factors into two categories. The first category is the hygiene factors or the ones which are necessary for the survival of the basic motivation within the workplace. They may not lead to the long term motivation but absence of these factors would lead to a huge amount of dissatisfaction. This category includes the pay structure, administrative policies of the organization, fringe benefits, safe working atmosphere, interpersonal relationships and job security (Park and Ryoo 2013). My previous organization was able to provide almost all the factors with their administrative policies. The next factor is the motivational factors which yield the positive satisfaction in the employees. This category includes recognition, respo nsibility, opportunity for individual growth and the meaningfulness of work (Jansen and Samuel 2014). The organization also took care of the motivational needs with their reward and recognition policies. Whereas the previous theories indicate the relationship between the external factors and the internal needs, the expectancy theory makes an attempt to separate the performance, effort and outcomes. This theory presumes that the increasing effort that rises from the motivation leads to the increased productivity (Blotnicky, Mann and Joy 2015). This affects the allover productivity of the organization. This was also seen in my previous organization where the authorities strengthened the reward system so that the employees make higher productivity. Conclusion In conclusion, it can be said that, job satisfaction largely depends on the increased motivational factors within the organization. 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