Principles Of Organizational Behavior Satisfaction: A Case Study Of CARE Australia

Factors influencing job satisfaction and organizational commitment

Discuss about the Principles of Organizational Behaviour Satisfaction.

The purpose of this essay is to give detail account of relation between job satisfaction and organizational commitment. It will give detail about one service organization and how several factors have influenced job satisfaction at the organisation. It will mention specific factors influences job commitment. It will explain it by relevant example supervisor’s management style.

CARE Australia is an Australian non-profit humanitarian aid agency which assists in disaster management and addresses the problem of global poverty in developed countries. It is a part of 12 member committee of CARE International. It is one of the world’s largest emergency aid and developmental assistance organization. It was founded by former Prime Minister of Australia, Malcolm Fraser in 1987. Their primary vision is to create a world of tolerance and social justice where people have overcome poverty and they live in dignity and security. Their employees are committed to ending poverty and maintaining dignity of people. Their vision is to serve the poorest communities in the world. They draw strength from global diversity, resources and experience to get innovative solutions to poverty (CARE Australia 2016).

Job satisfaction is the degree of contentment that employees feel towards their jobs. It can be influenced by several factors like person’s ability to meet job responsibility, level of communication in organization and the way organization treats their employees. In organizational behaviour context, organizational commitment is the individual employee’s psychological attachment with the organization. The more attached they are with the organization, the better they will perform. Organizational commitment study is the basis for predicting other work variable like turnover, employees performance and employee behaviour in organization. Quality of leadership, level of employee empowerment, job insecurity and employability are the factors that highly affect workers sense of organizational commitment (Mowday 2013 ). Job satisfaction and organizational commitment is also an important factor in ‘CARE Australia’ as they will be able to achieve their goals of serving the community only when they are committed to the vision of the company. It will enable them to pursue the goal of organization with maximum effort and passion.

Researchers have shown the perceived relationship between job satisfaction, organizational commitment and job performance. They investigated the impact of job satisfaction and job performance on organizational commitment. In one study, researchers studied the behaviour of 200 employees in Turkey after completion of standardized questionnaire on job satisfaction and job commitment. They performed regression analysis to determine the validity of result. The result showed that positive relation exists between job satisfaction and performance and organizational commitment has strong impact on employee’s attitude towards work. It highlighted the importance of giving enough job security to employees so that overall production of organization increases and they reach new goals in their service delivery. This approach would also help in decreasing the rate of absenteeism and employee turnover in organization (Cheema et al. 2014).

The relationship between job satisfaction, job performance, and organizational commitment

The happier the employees are with the employer the better attitudes they hold towards work. Again, a company, which motivates its employees and encourage new idea, is seen to progress rapidly due to the better performance of the employees with lots of dedication and to come up with new innovative and promising ideas. Job satisfaction, therefore, plays a crucial role for the better performance of the employees. Commitment towards organization depends on upon the work environment, a scope for promotions and incentives and salaries payable (Wyer and Srull 2014). Researchers have shown that organizational commitments predict certain variables such as organizational citizenship, absenteeism, work performance and turnover. If the management appreciates the initiatives of the employees, then it will enhance the commitment and the positive attitude towards the company. Better organizational commitment reduces absenteeism and improves job satisfaction (Malott and Shane 2015). Staff turnover is a significant threat to organizational commitment. The management needs to discover the causes of the job frustration and low morality of the employees as it affects their efficiency and productivity

A company must always aim to achieve organizational commitment, which is referred to the identification of the employees’ involvement in the company. It is ensured by ascertaining three factors that the employees have accepted the goals and values of the company; secondly, their willingness and capabilities to achieve such goals and values and finally, their love for the company and their strong desire to remain in the company. The attitudes of the employees have a direct impact on all the aspects of the company. Studies show that a company is incapable of attaining its goals and values if it does not possess a team of committed employees (Wilson 2013).

Employees at ‘CARE Australia’ have been influenced by changing workforce, societal change, technology and globalization. Amidst all this adversities, ‘Care Australia’ has managed to look after the needs of the employees so that they respect the mission of the organization. They had to face several challenges due to dynamic nature of work environment. They have facilitated lasting change by strengthening capacity for help in job, providing better job opportunity and growth, addressing discrimination in all forms and implementing policies related job commitment at all level (CARE Australia. 2016). 

The work at Care Australia is very dynamic. It is evident from their different long-term project for employee development. They have implemented program such as Agriculture and food security to help families produce more food and increase their income, education programme that supports the community to overcome social barriers in education, nutrition programmes that addresses malnutrition, water, sanitation and environmental health program and many others. Seeing the dynamic nature of job at CARE Australia, satisfying employees is a challenging job for them. Their efficiency may get hamper due to this factors. CARE Australia try to give better working condition to employees (CARE Australia. 2016). 

Impact of external factors on job satisfaction and commitment

Globalization has made the market scenario very unpredictable and dynamic. Hence, CARE Australia had to handle issues like cross training, widened job scope, personnel management, and interdepartmental communication. They even need to work in such a way that the companies will excel in quantity as well as quality but at a reduced cost (Kersiene and Savaneviciene 2015). Employees at Care Australia have gained from global market opportunity as it has given them the chance to work with maximum accessibility to resource. Global threat has invited new level of competition among employees of Care Australia and it has pushed them to excel despite presence of several competitors in market. The management at Care Australia must be well versed with the capabilities of the employees. This will help them to gel with the employees who in turn will bring happiness and dedication in the minds of the employees, and they will become ready to face and tackle any challenges that are being faced by the management (Borkowski 2015).

CARE Australia has efficiently used technology to enhance their performance and extending their support to a wider community. This has further enhanced employees commitment to CARE Australia. Accurate use of technological tools have enable staffs at CARE Australia to deliver life saving assistance and bring long lasting change to poor community in the world. Excellent service delivery has been possible because of talented, passionate and committed employees. Gender equality and women empowerment is central to CARE’s program for effective poverty management (Elias et al. 2012).

External factors such as modernization of technologies have made the work easier and by establishing a new equilibrium in the work structure. With the advent of new companies in the market, there is a steep rise in competition in the market with new products and new demands of the consumers. Thus, the existing buyers needed to realize the demands of the consumers and adjust to the situation. Social changes such as urbanization, education reshaped the workforce and their nature of work. Political and legal changes affected the operations of the organization compelling them to operate within the parameter of the legal sanctions (Felício et al. 2013). On the other hand, internal forces such as conflicts in an organization such as hostile working environment or employment dissatisfaction initiate an unhealthy relationship between the employer and the employee that causes low productivity, poor service to consumers, increasing employee turnovers, absenteeism and other harassments in the workplace.

Importance of technology for organizational commitment

The management styles are generally, influenced by the local culture. Different nations have different working cultures such as China gives importance to the leadership quality of the managers whereas in Norway managers focus co-operations and consensus approaches while making decisions. Job characteristics theory recognizes five core characteristics. They are the variety of the skills and talents that an employee needs to develop as per the job requirement, the intensity of the employees to complete the task with visible results, the degree of effectiveness of the task on the lives of other people, the degree by which the job guarantees the employees with discretion to plan their job and the degree to which the employees are aware of the results (Borkowski 2015). 

The Chief Executive of Care Australia, Luise Gray has played a key role in the success of services of the organization. She owns the responsibility of human resources, business support, and finance and information communication technology. Her motivational leadership style has helped the company to prosper. She looks after all the aspects of company services and ensures that all employees perform to the best of their ability. She listens to their problem and has managed to give them enough job security so that they are extremely committed to the organization. Her endeavour has helped the employees to live the vision and fulfil the mission of the company while maintaining core values (CARE Australia. 2016). 

From the essay, it can be concluded that positive attitude towards work is crucial to the sustenance of business and service in organization. Organization should provide a healthy and competitive environment relevant to the basic needs of the employees to decrease absenteeism and employee turnover rate in organizations. It emphasizes the role of managers in organization to consciously work to build and sustain good employee relationship. This is the basis for commitment to the work and satisfying employees.

References

Borkowski, N., 2015. Organizational behavior in health care. Jones & Bartlett Publishers.

CARE Australia. (2016). CARE Australia – defending dignity, fighting poverty. [online] Available at: https://www.care.org.au/ [Accessed 25 Jul. 2016].

CARE Australia. (2016). Mission & vision – CARE Australia. [online] Available at: https://www.care.org.au/who-we-are/mission-vision/ [Accessed 25 Jul. 2016].

CARE Australia. (2016). Staff & Board – CARE Australia. [online] Available at: https://www.care.org.au/who-we-are/staff-board/ [Accessed 25 Jul. 2016].

Cheema, S., Imran, H., Arif, I., and Azeem, M., 2014. Relationship between job satisfaction, job performance, attitude towards work, and organizational commitment. Entrepreneurship and innovation management journal, 2(2), pp.135-144.

Elias, S.M., Smith, W.L. and Barney, C.E., 2012. Age as a moderator of attitude towards technology in the workplace: work motivation and overall job satisfaction. Behaviour & Information Technology, 31(5), pp.453-467.

Felício, J.A., Gonçalves, H.M. and da Conceição Gonçalves, V., 2013. Social value and organizational performance in non-profit social organizations: Social entrepreneurship, leadership, and socioeconomic context effects. Journal of Business Research, 66(10), pp.2139-2146.

Kersiene, K. and Savaneviciene, A., 2015. The Formation and Management of Organizational Competence Based on CrossCultural Perspective.Engineering Economics, 65(5).

Malott, R. and Shane, J.T., 2015. Principles of behavior. Psychology Press.

Mowday, R.T., Porter, L.W. and Steers, R.M., 2013. Employee—organization linkages: The psychology of commitment, absenteeism, and turnover. Academic press.

Wilson, F.M., 2013. Organizational behaviour and work: a critical introduction. Oxford University Press.

Wyer Jr, R.S. and Srull, T.K., 2014. Handbook of Social Cognition: Volume 2: Applications. Psychology Press.