Motivation and Performance Manager

In: Business and Management

Submitted By black247
Words 486
Pages 2
The difference between job satisfaction and organizational commitment is based on how the company rewards their employee’s based on performance or through promotion. Organizational commitment is not based on rewards it is based on how committed the individual is towards the organization. The author defines job satisfaction “is a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences” (Nelson I Quick , 2013). Most employees who receive rewards that are contingent on performance tend to perform well.
When it comes to Organizational commitment the author defines it as “The strength of an individual’s identification with an organization” (Nelson I Quick , 2013). There are three kinds of organizational commitment: affective, continuance, and normative. Affective commitment can be defined as an “individual’s strong desire to remain in an organization” (Nelson I Quick , 2013). Continuance commitment can be defined “as an employee’s tendency to remain in an organization because he or she cannot afford to leave” (Nelson I Quick , 2013). Normative commitment can be defined” as an individual’s perceived obligation to remain with an organization because they feel they should” (Nelson I Quick , 2013).
Job satisfaction is more strongly related to performance for McDonald’s corporation. McDonald’s offers their employees opportunities to grow with in the company by promotion or mentoring programs. Which will cause their employee’s to be happy and be more productive at work. McDonalds applies three components of the motivation system: financial encouragement, nonfinancial encouragement, and social policy. All these factors are described in Maslow's Motivation Theory. Maslow states “that all the needs must be fulfilled one after another” (Nelson I Quick , 2013). The research of the McDonalds Company, its strategy and structure…...

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