Organizational A Commitment And Attitudes -Myassignmenthelp.Com

Question: Discuss About The Organizational A Commitment And Attitudes? Answer: Introducation As stated by Fu and Deshpande, (2014), social scientists have always been fascinated by the significance of job satisfaction in modern business environment. Various inferences have been drawn from the research conducted on the impact of job satisfaction on employee performance; however, sharing of knowledge has been minimum in this regard. According to Leroy, Anseel, Gardner and Sels, (2015), measuring the level of satisfaction among all the population is difficult, as comparative analysis has not been done in this respect. Identification of a problem The nature of workforce has changed significantly in the past decade where age and gender has a significant impact so measuring job satisfaction in different sectors will have different measuring indicators. Therefore, it is necessary to conduct a literature review by taking the factors affecting level of satisfaction of employees and their performance (Kryger, 2015). None of the literature has been able to examine effectively the impact of job satisfaction on employee performance in the hotel sector. Employee performance is the dependent variable in the study and previous studies show that job satisfaction is an important component of improving employee performance. This literature review will establish this relationship in respect to the hotel industry in specific. Job Satisfaction Employees play an important role in the hotel industry as they directly deal with consumers at all time and providing the customers with better experience is essential in the service industry. As stated by Zablah, Carlson, Donavan, Maxham III and Brown, (2016), management of employees in the hotel industry has always been questionable due to their long hours of work, rigid working conditions, heavy work load and lack of effective performance management system. This the reason for the increase in turnover rates in the hotel industry and employment of casual part time workers. As opined by Purpora and Blegen, (2015), affective and cognitive examination of job profile by the employees can be defined as job satisfaction. Simplifying the context, it means the level of positivity an individual feels for their respective jobs. Therefore, positive influence will create high level of job satisfaction among the employee but negative influence will have low or no satisfaction among the employee s. There are generally different factors, which either positively or negatively influences the level of satisfaction among the employees such as compensation, benefits, performance appraisal, performance management, rewards, recognitions, working environment and leadership. Casual employment has increased significantly especially in the service industry and this especially done to increase flexibility and reduce cost. The hotel industry experiences seasonality in a particular period in each fiscal year and employment of casual employee during this period is the highest. Despite having advantages, these types of recruitments have their own set of demerits as they lack commitment to the organization, which increases the turnover rate. As stated by Khamisa, Oldenburg, Peltzer and Ilic, (2015), the highest level of turnover has been experienced in the hotel industry in Australia and some of the organizations have accepted this policy by naming it as turnover culture. On the contrary, Lu, Lu, Gursoy and Neale, (2016) states, that high turnover in an organization affects the employee morale, service quality and profits. Therefore, in order to maintain the quality of service policies are required for increasing their job satisfaction level. Job Satisfaction Theory Affect theory (1976) is the one of the most famous known model for evaluating job satisfaction. The discrepancy between the desires of the job requirement and the present things that the employee is receiving can be defined as the main premise of this theory (Huang et al., 2016). It is also defines the different of facets of job role and its impact on the employees when their desired expectation are being met and vice versa. When employees value a particular facet of work highly, then both positive impact and negative impact of such factors are much greater that that other factors. Illustrating through an examples, suppose two causal employees are working in a hotel, one values compensation where the other values recognition. Therefore, the first employee will be indifferent towards recognition whereas the second employee will be indifferent towards compensation. However, it may happen both the facets affect the employees but their level of impact is different for different employees . Factors affecting Job Satisfaction As stated by Yousef, (2017), compensation, benefits, performance appraisal, performance management, rewards, recognitions, working environment and leadership are the different factors, which affect the level of satisfaction of the employees in the industry. Compensation According to Cascio, (2018), compensation package of the causal will determine their level of commitment towards the organization. The work culture in the hotel industry is rough and it is difficult for the employees to sustain for them. As stated by the affect theory, different facets will different level of importance for different persons. Therefore, the employees that are driven my compensation or salary will require timely salary and regular increment salary to remain satisfied with their job. The casual employees lack satisfaction motivation due to the fact they are not paid on the same scale and they know that they will leave on their own and will be forced to leave due to the circumstances. The organization is unable to develop a sense of belongingness among the part-time employees as most of them consider them o be dispensable. Benefits Benefits can be both financial and non-financial which are provided to the employees so that maintain the balance between their work and personal life. The financial benefits will consist of allowances and incentives whereas the non-financial benefits will consist of medical benefits (Bal De Lange, 2015). The causal employees in the hotel industry are not provided equal benefits as the permanent employees so they level of satisfaction is less among these employees. Performance appraisal and management Performance appraisal and management is an effective way of examining the level of performance of the employees and at the same time implementing effective measures to increase their level of performance. The employees in the hotel industry have to continuously deal with customers and providing the customer with best possible experience is important (Murphy, Cleveland Hanscom, 2018). Therefore, regular monitoring and evaluating the performances of the workforce is necessary for gaining competitive advantage in the market. Training and development is an essential part of the performance management system where the employees learn new skills to grow at individual level. However, most of the casual employees in the hotel industry are provided with basic training so they feel stagnated working in the industry after a certain period. Rewards and recognition Rewards and recognition is an important type of incentive provided to employees to motivate them, which provides them satisfaction with the job role they are performing. The casual employees are less committed to the operations because they are provided with rewards and recognition for fewer occasions (Imran, Ahmad, Nisar Ahmad, 2014). There are two types of motivating factors, one is intrinsic and other is extrinsic. Rewards and recognition deal with the intrinsic factor and is a major contributor for increasing the level of motivation of the employees. on the other hand, employee motivation comes from job satisfaction so these intrinsic factors play an important in influencing the level of satisfaction of all types of employees. Leadership and Working environment As stated by Slater, (2015), leadership style is essential for developing an effective work culture which is determined by the different policies implemented to benefit the employees. There are different styles of leadership, however, according to the contingency theory; there is no correct form of leadership. All successful leaders use different types of leadership styles depending upon the situation and the requirement. In hotel industry, autocratic type of leadership is very common. Therefore, there is high level of dissatisfaction and turnover rates among the employees in the organizations. Employee performance According to Shields, et al., (2015), employee performance is a multi dimensional construct of achieving the organizational goals, which means that it has strong link to strategy. Employee performance can be defined as the effective of the execution of the activities in the job role of an employee. Anitha, (2014) states, that the value of the behavioral episodes of the employees to the organization is known as employee performance. Employee performance is one of the essential components for the organization as the sustainability and success of the organization rests upon it. Especially in the hotel, industry where the whole industry is dependent on the quality of the service provided to the customers. The employees have a regular interaction with their clients, which means that they will have to provide their best performance, but it is quite difficult to reproduce the level of service one is providing to the consumers, as service is intangible in nature. Therefore, assessing employe e performance on regular interval is essential for improving the performance level of employees. In case of casual employees, performance level does not matter as they have other priories that rank higher than their job performance. Employee performance Theory As stated by Shields et al., (2015), Hertzberg and Maslow have focused on internal needs of the employees but on the other hand, Vroom Expectancy theory distinguishes between effort, outcomes and performance. According to the expectancy theory, the employee decisions are based on their desire to minimize pain and maximize pleasure. The performances of the employees are affected by factors such as skills, abilities, personalities, abilities and knowledge. The variables taken into account in this theory are instrumentality, valence and expectancy. Expectancy is the conviction that increases in the performance is directly proportional to the increase in efforts. Therefore, essential factors such as skills, resources and support is necessary for improving the performance of the employees (Malik, Butt Choi, 2015). Instrumentality states that the nature of the effort will determine the outcome. Valence states the level of importance a persona gives to the outcome, Suppose if the person is heavily motivated by money, extra time off will have less effect on that person. Perception is crucial in expectancy theory as even though the employer may think that it work on all the employees but there will many employees unaffected by the policies implemented to improve employee performance. Therefore, these theory expects the employers to take the individual needs of the employees into account if they want to improve the level of performance of the whole workforce. Factors affecting employee performance The different factors affecting employee performance are leadership, coaching, empowerment, motivation, participation and organizational culture. As opined Guan Frenkel, (2017), leadership is an aspect, which will influence all the organizational processes, and in this context, it is seen that leadership will have an impact on job satisfaction and employee performance as they are heavily linked with other. Leadership Leadership is essential for influencing the workforce to perform at their fullest capabilities. As the employees in the hotel sector are constantly dealing with clients, an effective leader is needed to motivate the employees at all times (R?ducan R?ducan, 2014). The behavior and attitude of a leader will determine the ways of dealing with their subordinates. The organization have the option of handling their employees in a different ways, some prefer to motivate them while other pressurize them to perform. Coaching Coaching is an important component of improving employee performance as two way communication is needed for understanding the needs of the employees and helping them to overcome their liabilities effectively (Garvey, Garvey, Stokes, Megginson, 2017). The workforces in modern organizations are diverse, having different needs so it is essential for the managers to understand their issues and mitigate them to improve their level of performance. Coaching enables the employees to overcome the barriers they are facing at an organizational level so that they can maximize their level of output. Empowerment and participation Empowerment deals with process of providing employees with power of making decisions and be responsible for the results. Therefore, providing the employees with proper training so they are able to use the authority given to them in effective way is another way of addressing empowerment. Moreover, it is essential to provide the employees with some degree of power so that they can grow at an organization level. Therefore, by providing the employees the opportunity of choosing their won way of proceeding with the task there is a level of boost in their morale that will have definite affect their level of performance. As stated by (Lamm, Tosti-Kharas King, 2015), empowerment has been studied by many researchers that claim that empowerment ash the potential of enhancing task commitment, organizational performance, innovation, job satisfaction, learning, job responsibilities and improvement in organizational culture. It is seen that in most of the industries the empowerment initiatives ha ve been applied in some way or the other. However, the same cannot be said about the hotel industry where the use of empowerment has been minimum. According to (Li, Chiaburu Kirkman, 2017), empowerment is the most effective way of increasing employee motivation, commitment and satisfaction. Moreover, by sharing the power of decision making with the employees, the organization will have the time and resources to focus on the strategic decisions. This increases the level of participation of the employees within the organization decision making. This will enable them to discuss the issues freely with management so that an effective business model could be developed. Motivation As stated by Pinder, (2014), motivation is the most effective way of improving the level of performance of the employees. The different motivational theories suggest the fulfilling the needs of the employees will increase their level of motivation that will in turn increase their job performance. However, as most of the motivational theories have been formulated a long time ago, those factors needs may not hold true for most of the employees. However, it is necessary to identify the needs of the employees depending upon their diversity so that they can be motivated to perform at their full potential. Organizational culture Organizational culture is the behavior and values set by the employees, which can be used as a tool for fulfilling the organizational goals. The values, behavior and beliefs of the employees will be diverse in modern organizations, as it will consist of employees with diverse culture background. According to (Alvesson Sveningsson, 2015), developing string organizational culture is important for achieving the long-term and short term goals of the organizations. This increases the level of flexibility within the organization by providing them with the capability of adapting to different market situations. Relationship between Job Satisfaction and employee Performance Job satisfaction is a key reason any employee is joining any organization. The performance of the employees is completely dependent on the factor of satisfaction with their job. Job satisfaction provides enough amount of motivation to the Employees and apart from that there are some elements that are crucial in providing job satisfaction to the Employees. job satisfaction can be considered a positive vibe that has the ability of extracting excellent performances from the employees working in any organization (Fu Deshpande, 2014). Thus, it can be easily said that job satisfaction is the backbone of any organization. Employee performance enhancement requires the creation of a positive environment within the organization, which can ultimately lead to complete job satisfaction of the employees. Creation of this environment can include different elements like rewards, incentives, motivation and so on, which can ultimately lead and contribute to better employee performance within the orga nization. Ultimately, a satisfied employee will prompt a satisfied client. at the end of the day it is the employees who take forward the organization. Better job satisfaction can lead to better productivity; reduce turnover, improved attendance, reduced unionization and mischances. Therefore, a happy worker is a productive worker, Literature gap This literature review is based on the findings of the data gathered from the secondary sources and has not been compared with primary data so an important dimension of the study is missing. Most of the literatures have not been able to define the measuring parameters of job satisfaction and employee performance. However, this literature is only applicable to the hotel industry and casual employees in the organization. Conclusion Thus, it can be concluded, job satisfaction is essential for improving employee performance and different factors of job satisfaction may have both positive and negative influence. 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