How can a manager determine if an employee is experiencing job satisfaction and organizational commitment? What actions can a manager take to improve employee satisfaction and commitment?

  

The assignment must be typed in MS Word, double-space between your answers for each question and single-space within the body of your answers to each question (paragraphs), minimum length should be 2 pages.Remember to properly cite all your sources using APA style.Answer each question fully, using complete sentences and in paragraph format, number each answer as it correlates to the question.Cite all outside resources used and use in-text citation for any quoted material.1.How can you tell if an employee is experiencing job satisfaction? How can you tell that they are highly committed to the organization? If a worker is not satisfied, what can a manager do to improve satisfaction? What can a manager do to improve organizational commitment?2.Discuss a team you are currently or were a member of, if you have never been a member of a team discuss a work group you have assigned to whether at work, for a charity/volunteer group or for a school project. Was the team effective? If so, why was it effective (discuss specific actions, attributes of the team, and/or resources that contributed to the effectiveness)? If not, why not and what could have been done to make it more effective? Review the team member roles (exhibit 10-7). Which role did you fulfill? How did you fulfill that role? 3.Pick a large national or multinational company. Go to that companys website, read about the company, its values, employees, careers, etc. (usually this information is posted under headings such as Careers, About Us, Our Employees, Our History) Whats your assessment of the companys work environment? Knowing what motivates you, do you feel the company would be a good fit for you? Why or why not?4.Think about what you thought you knew about Steve Jobs prior to reading this Case Application. How would you have described his leadership style (discuss one of the leadership styles outlined in text that you thought best fit your view of Steve Jobs)? Then read Case Application # 3 Leadership Legacy (on page 360 in text chapter 12) and do some quick research on Steve Jobs. After reading this Case Application and researching, how would you describe his leadership style? Is it the same as what you previously thought? If not, which leadership style do you feel he most closely followed?

Introduction:
The success of any business depends on its employees being satisfied with their job, feeling committed to the organization, and working together effectively as a team. Therefore, managers must focus on creating a positive work environment that promotes job satisfaction and organizational commitment while also fostering teamwork. In this assignment, we will explore these topics and discuss specific actions that managers can take to improve employee satisfaction, organizational commitment, and team effectiveness.

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Description:
In the first part of this assignment, we will focus on employee satisfaction and organizational commitment. We will explore how managers can identify if their employees are experiencing job satisfaction and how they can improve job satisfaction to create a more committed workforce. Additionally, we will discuss how managers can improve organizational commitment to help their employees feel more connected to the organization’s goals and culture.

In the second part of this assignment, we will shift our focus to teamwork. We will discuss a team that we are currently or were previously a member of and analyze its effectiveness. We will also review the team member roles outlined in exhibit 10-7 and reflect on the role we fulfilled in the team and how we contributed to its effectiveness.

In the third part of this assignment, we will examine a large national or multinational company’s work environment by reviewing its values, employees, history, and careers. We will assess the company’s work environment and determine if it would be a good fit for us based on what motivates us.

In the final part of this assignment, we will analyze Steve Jobs’ leadership style. We will describe his leadership style based on what we thought we knew about him before reading Case Application #3, and then we will research his leadership style to see if it matches our previous assumptions. We will also discuss which leadership style he followed most closely, based on our research and analysis.

Part 1: Employee Satisfaction and Organizational Commitment

1. How can you tell if an employee is experiencing job satisfaction? How can you tell that they are highly committed to the organization? If a worker is not satisfied, what can a manager do to improve satisfaction? What can a manager do to improve organizational commitment?

Employee satisfaction is essential to maintain a positive work environment and increase productivity. Managers can tell if employees are satisfied with their job by observing their behavior, attitude, and language at work. Satisfied employees tend to remain positive, motivated, and engaged in their work. On the other hand, dissatisfied employees may demonstrate negative behavior, poor performance, absenteeism, and high turnover rates.

Organizational commitment is another essential factor in employee retention and productivity. Managers can tell if an employee is highly committed to the organization by observing their loyalty, dedication, and willingness to go above and beyond their job requirements. Highly committed employees tend to remain with the organization longer, demonstrate a positive attitude toward their work, and have a high level of job satisfaction.

If a worker is not satisfied, a manager can take several steps to improve their satisfaction. For example, managers can conduct employee surveys to identify areas of dissatisfaction and take appropriate action to address those issues. They can also provide training and development opportunities, flexible work arrangements, and recognition programs to improve job satisfaction.

To improve organizational commitment, managers can promote a positive work environment, establish a clear sense of purpose, and provide employees opportunities to participate in decision-making. Additionally, managers can establish a culture of open communication and transparency to build trust and loyalty.

Part 2: Teamwork

2. Discuss a team you are currently or were a member of, if you have never been a member of a team discuss a workgroup you have assigned to whether at work, for a charity/volunteer group, or for a school project. Was the team effective? If so, why was it effective (discuss specific actions, attributes of the team, and/or resources that contributed to the effectiveness)? If not, why not and what could have been done to make it more effective? Review the team member roles (exhibit 10-7). Which role did you fulfill? How did you fulfill that role?

I was part of a team in my previous workplace that was responsible for implementing a new software system. The team comprised people from different departments, including IT, finance, and operations. The team was highly effective because it demonstrated the following attributes:

Clear goals: The team had a clear understanding of the project’s goals and objectives, which helped them stay focused throughout the process.

Collaboration: The team members worked together well, and there was a high level of collaboration, which helped resolve conflicts and avoid misunderstandings.

Effective communication: The team members communicated effectively, which helped avoid misunderstandings and ensure that everyone was on the same page.

Flexibility: The team demonstrated flexibility by being willing to adjust to changes in the project scope or timeline.

I fulfilled the role of a team member. I demonstrated my commitment to the goals of the project by being punctual, fully prepared for meetings, and offering suggestions and feedback when necessary. I also supported other team members when they needed help and stayed focused on the end goal of the project.

Part 3: Company Work Environment

3. Pick a large national or multinational company. Go to that company’s website, read about the company, its values, employees, careers, etc. (usually this information is posted under headings such as Careers, About Us, Our Employees, Our History) What’s your assessment of the company’s work environment? Knowing what motivates you, do you feel the company would be a good fit for you? Why or why not?

I have chosen Amazon as the company to assess their work environment. Amazon’s website mentions that their mission is to “be Earth’s most customer-centric company.” They describe their company values as customer obsession, ownership, bias for action, and high hiring bar.

Based on my assessment of Amazon’s work environment, I think it could be a good fit for me. Their emphasis on customer obsession aligns with my motivation to work in a customer-oriented role. I also appreciate their culture of ownership, which encourages employees to take charge of their work and think creatively to solve problems.

Amazon’s commitment to innovation is also attractive to me, as I am interested in staying up-to-date with the latest technology and advancements. However, based on several reports, the company has been criticized for its high-pressure work culture, which may not align with my work-life balance preferences.

Part 4: Steve Jobs’ Leadership Style

4. Think about what you thought you knew about Steve Jobs prior to reading this Case Application. How would you have described his leadership style (discuss one of the leadership styles outlined in the text that you thought best fit your view of Steve Jobs)? Then read Case Application # 3 Leadership Legacy (on page 360 in text chapter 12) and do some quick research on Steve Jobs. After reading this Case Application and researching, how would you describe his leadership style? Is it the same as what you previously thought? If not, which leadership style do you feel he most closely followed?

Before reading the case application, I believed Steve Jobs’ leadership style was transformational based on his ability to inspire and motivate his team to innovate and think creatively. However, after reading the case application and researching, I realize that he also had an autocratic leadership style, which is characterized by tight control, high expectations, and taking charge of decision-making.

Jobs is known for his intense focus, perfectionism, and willingness to take risks, which is consistent with an autocratic leadership style. He was not afraid to make unpopular decisions and was known for being tough on his employees. However, he was also a visionary who inspired his team to pursue innovative ideas and creative solutions.

Overall, Jobs’ leadership style was a unique blend of autocratic and transformational, which allowed him to inspire his team to achieve visionary goals while also maintaining tight control over the company’s direction and decision-making.

Objectives and Learning Outcomes

1. Job Satisfaction
Objective: To understand the concept of job satisfaction and organizational commitment and explore ways in which managers can improve employee satisfaction and commitment.
Learning Outcomes: By the end of this section, learners should be able to:
1. Define job satisfaction and organizational commitment
2. Identify signs of job satisfaction and organizational commitment
3. Discuss the impact of job satisfaction and organizational commitment on employee performance and organizational success
4. Explain strategies that managers can use to improve job satisfaction and organizational commitment

2. Team Dynamics
Objective: To examine the characteristics of effective teams and team member roles.
Learning Outcomes: By the end of this section, learners should be able to:
1. Identify the different characteristics of effective teams
2. Explain the importance of team member roles and responsibilities
3. Discuss strategies that team members can use to enhance teamwork and collaboration

3. Organizational Culture
Objective: To analyze the work environment of a large national or multinational company.
Learning Outcomes: By the end of this section, learners should be able to:
1. Evaluate the work environment of a large national or multinational company
2. Identify the company’s mission, values, and culture
3. Discuss how the company’s work environment may impact employee motivation and job satisfaction
4. Identify factors that may influence a person’s decision to work for the company

4. Leadership Style
Objective: To assess the leadership style of Steve Jobs.
Learning Outcomes: By the end of this section, learners should be able to:
1. Identify different leadership styles
2. Explain Steve Jobs’ leadership style according to Case Application # 3 Leadership Legacy
3. Evaluate how Steve Jobs’ leadership style influenced the success of Apple Inc.
4. Discuss the strengths and weaknesses of Steve Jobs’ leadership style.

1. Job Satisfaction

Job satisfaction is a critical aspect of employee engagement and organizational performance. A satisfied employee is productive, motivated, and committed to the organization. Signs of job satisfaction include a positive attitude towards work, a willingness to go above and beyond what is expected, and a low turnover rate. Highly committed employees are loyal to the organization, identify with its values and goals, and are willing to make personal sacrifices for its success.

If a worker is not satisfied, managers can take several actions to improve satisfaction. First, they can provide clear job expectations, meaningful work, and opportunities for growth and development. Second, they can establish a positive and supportive work environment that fosters communication, collaboration, and recognition. Finally, managers can address any concerns or complaints through fair and consistent policies and procedures.

To improve organizational commitment, managers can create an environment that fosters a sense of belonging and loyalty. They can establish a shared vision and mission and promote transparency, fairness, and open communication. Managers can also provide employees with professional development opportunities and recognition for their contributions.

2. Team Dynamics

I am a member of a virtual team that works together to develop training materials for a large corporation. Our team is effective because we have established clear roles and responsibilities, communicate effectively, and support each other. We use technology tools to share information, collaborate, and manage timelines.

According to exhibit 10-7, my role is a task-oriented role. As a task-oriented member, I am responsible for ensuring that the project meets all specific objectives, and I am also tasked with having minimal concern about the social aspects of group interactions. I have fulfilled this role by setting project goals and timelines, ensuring that our team completes assigned tasks within the provided timeline. I am focused on carrying out and achieving specific objectives.

3. Organizational Culture

Upon examining the work environment of a large national or multi-national corporation like Amazon, it is noticeable that the company values transparency, innovation, and diversity. Amazon’s strategy is centered on delivering outstanding customer service, and they put the customer first in all they do. The company promotes training and development for its employees to help keep them motivated and always improve their skills and knowledge.

The company’s work environment may impact employee motivation and job satisfaction. Amazon explicitly states that its employees are vital to its success, and they strive to provide work that is fulfilling, stimulating, challenging, and that offers growth and development opportunities. Amazon’s work environment fosters creativity and innovation, which makes it an excellent fit for individuals who are self-driven, collaborative, and innovative.

4. Leadership Style

Before reading the case application on Steve Jobs, I would describe his leadership style as autocratic. In my opinion, Steve Jobs was a visionary leader who had a clear and concise plan and expected his employees to carry out his ideas without deviation. He controlled the details of the organization and all its operations.

However, after reading Case Application #3 and doing some quick research on Steve Jobs, I found that he was more of a transformational leader. Jobs was inspirational, visionary and pursued his vision by inspiring his team to follow him and working tirelessly to make that vision a reality. He had a compelling vision for the future and was able to inspire his team to work with him to achieve it. He created a culture that promoted creativity, innovation, and excellence. His leadership style, therefore, motivated his team to work together and achieve great things.

In conclusion, job satisfaction, team dynamics, organizational culture, and leadership are essential aspects of organizational performance. These concepts are critical in the quest to achieve strategic goals and objectives. It is necessary to understand and evaluate these factors to ensure that employees remain engaged, motivated, and committed to the organization. As a result, managers must implement effective strategies that enhance these factors and ensure that they build a culture that promotes teamwork, innovation and inspires excellence.

Solution 1: Improving Employee Satisfaction and Organizational Commitment

1.1 How can you tell if an employee is experiencing job satisfaction?
Job satisfaction can be measured in several ways, including employee feedback, performance metrics, retention rates, and employee turnover. Organizations can conduct surveys to gather information from employees about their level of job satisfaction. Additionally, managers can observe employee behavior, including attendance, punctuality, and employee engagement, to assess satisfaction levels.

1.2 How can you tell that they are highly committed to the organization?
Commitment to the organization can be measured by several factors, including employee effort, loyalty, and willingness to go above and beyond in their roles. Managers can observe employee behavior, including willingness to take on additional responsibilities, willingness to support colleagues, and willingness to work outside of regular hours. Additionally, organizations can track employee retention rates to determine the level of commitment to the organization.

1.3 If a worker is not satisfied, what can a manager do to improve satisfaction?
There are several strategies that managers can use to improve employee satisfaction, including regular feedback, employee recognition, flexible working arrangements, training and development opportunities, and clear communication. Managers should encourage employees to provide feedback, listen to their concerns, and take action to address their concerns. Additionally, managers should provide opportunities for personal and professional growth to improve job satisfaction.

1.4 What can a manager do to improve organizational commitment?
To improve organizational commitment, managers can create a strong organizational culture by establishing a clear vision, mission, and values that reflect the organization’s goals and objectives. Managers should communicate the organization’s vision and goals to employees regularly and set performance targets that align with those goals. Additionally, managers should provide employees with opportunities for personal and professional growth, including training and development programs and leadership opportunities within the organization.

Solution 2: Effective Teamwork and Role Fulfillment

2.1 Discuss a team you are currently or were a member of, if you have never been a member of a team discuss a work group you have assigned to whether at work, for a charity/volunteer group, or for a school project.
As a content writer, I have been a member of a team responsible for creating content for a company website. Our team was composed of five members, including a team leader, a designer, a copywriter, and two content writers. Each member had a unique role to play in creating and publishing content on the website.

2.2 Was the team effective? If so, why was it effective (discuss specific actions, attributes of the team, and/or resources that contributed to the effectiveness)? If not, why not and what could have been done to make it more effective?
The team was effective in achieving its goals for several reasons. Firstly, the team leader was effective in delegating tasks and ensuring that each member had a clear understanding of their responsibilities. Additionally, communication was open and frequent, with team members providing regular updates on their progress and sharing feedback and ideas. Finally, each member had a strong sense of ownership and responsibility for the team’s success, which motivated them to work hard and support their colleagues.

2.3 Review the team member roles (exhibit 10-7). Which role did you fulfill? How did you fulfill that role?
As a content writer, my role was to research, write, and edit articles for the company website. I fulfilled my role by conducting thorough research on topics assigned by the team leader, creating engaging and informative articles, and collaborating with the designer and copywriter to ensure that the content met the organization’s standards for quality and accuracy.

Solution 3: Company Work Environment Assessment

3.1 Pick a large national or multinational company. Go to that company’s website, read about the company, its values, employees, careers, etc. (usually this information is posted under headings such as Careers, About Us, Our Employees, Our History). What’s your assessment of the company’s work environment?
I have chosen Google as the company to review. From my assessment of the company’s website, the work environment at Google appears to be inclusive, innovative, and collaborative. The company places a strong emphasis on diversity, equality, and respect, which is reflected in its policies and practices. Additionally, the company offers employees a range of benefits and perks, including flexible working arrangements, health and wellness programs, and opportunities for personal and professional growth.

3.2 Knowing what motivates you, do you feel the company would be a good fit for you? Why or why not?
Based on my assessment of the company’s work environment, I believe that Google would be a good fit for me. As a content writer, I value innovation, collaboration, and diversity, which are all qualities that are celebrated at Google. Additionally, the company’s commitment to employee wellness and personal growth aligns with my values and priorities. However, I would need to learn more about the specific requirements and expectations of the role to determine if it would be a good fit for me.

Solution 4: Steve Jobs’ Leadership Style

4.1 How would you have described his leadership style (discuss one of the leadership styles outlined in text that you thought best fit your view of Steve Jobs)?
Prior to reading the case application, I would have described Steve Jobs’ leadership style as transformational. This style of leadership is characterized by inspirational leadership, intellectual stimulation, and individualized consideration. Steve Jobs was known for his charismatic personality and innovative ideas, which inspired his team to achieve great things. Additionally, he challenged his team members to think outside the box and encouraged them to take calculated risks in pursuit of their goals.

4.2 After reading this Case Application and researching, how would you describe his leadership style? Is it the same as what you previously thought? If not, which leadership style do you feel he most closely followed?
After reading the case application and conducting research, I would still describe Steve Jobs’ leadership style as transformational. However, I would also add that he exhibited qualities of autocratic leadership, which is characterized by a strong focus on achieving results and a willingness to make decisions unilaterally. Steve Jobs had a clear vision for his company and was not afraid to take risks or make tough decisions to ensure that vision was realized.

Question 1: Job Satisfaction and Organizational Commitment

Job satisfaction is an employee’s overall sense of fulfillment and pleasure from their employment experience. Managers can tell if an employee is experiencing job satisfaction through various means. One of these is by gauging the employee’s mood and behavior at work. Happy employees tend to be more productive, supportive of their colleagues, and more engaged in their work. Managers can also use employee surveys or questionnaires to measure job satisfaction levels.

Highly committed employees often demonstrate loyalty and devotion to an organization. They are generally motivated and actively participate in achieving the company’s goals. Managers can tell if an employee is highly committed to the organization by observing their level of engagement, motivation, and satisfaction at work. Dedicated employees take great pride in their work and will do all they can to achieve their goals and targets.

If a worker is not satisfied with their current position, there are several things that a manager can do to improve their satisfaction levels. Clear communication and open dialogue are essential in addressing workplace concerns. Managers should provide feedback and support, as well as offer opportunities for training and professional development. Alongside this, employee recognition and incentives can help to boost morale and improve job satisfaction. Another way to facilitate this is by establishing a healthy work-life balance and offering some flexibility in terms of working hours or remote working.

To improve organizational commitment, managers must develop an organizational culture that fosters engagement, involvement, and commitment. This can be done through effective communication, feedback, empowerment, and employee recognition programs. Managers must also ensure that their employees understand the mission and goals of the organization and how their roles and responsibilities contribute to achieving these objectives. Increasing employee satisfaction with pay and benefits, as well as offering growth and development opportunities, can also help to enhance organizational commitment.

Question 2: Team Effectiveness

Being part of a team requires collaboration, communication and a strong commitment to its objectives. Whether it’s a work group, charity/volunteer organization or school project, the team’s effectiveness depends on many factors.

For any team to be effective, it must have clear objectives and agree on specific timelines for achieving these goals. This requires effective communication, including regular check-ins and feedback. Team members must also be aware of their roles, responsibilities, and contributions to the overall project.

In my previous workgroup, we had a clear understanding of our responsibilities and objectives. The team was composed of individuals with unique skill sets that complemented each other’s expertise. We often collaborated on ideas and approaches to address project challenges. We had a timeline and each member was responsible for a specific task assigned to them. We met regularly to discuss the progress, give feedback, and determine any necessary adjustments.

Identifying the different roles within the team also plays a crucial role in its effectiveness. Each team member has a specific role, such as initiator, organizer, information giver, evaluator/critic, energizer, procedural technician, and recording secretary, as shown in Exhibit 10-7. In my workgroup, I fulfilled the role of an organizer. This involved establishing clear priorities, delegating tasks, following deadlines, and ensuring that we stayed on track.

To improve team effectiveness, managers must establish clear objectives and timelines, identify roles and responsibilities, establish effective communication practices, and encourage collaboration. Providing the necessary resources, training, and support also plays a vital role in ensuring the team’s success.

Question 3: Company Assessment

Assessing a company’s environment requires an understanding of its values, employees, culture, and mission. I chose PepsiCo, a multinational company with a diverse portfolio of products and services.

PepsiCo’s work environment is generally characterized by a culture of innovation, teamwork, and a focus on employee development and growth. The company provides opportunities for advancement, skills training, and personal development, as well as a flexible work schedule.

PepsiCo emphasizes diversity, inclusivity and encourages all employees to express their viewpoints and perspectives openly. These qualities create a positive and inclusive workplace with ample opportunities to learn and grow.

From my perspective, the environment at PepsiCo suits my career aspirations and motivation. The company encourages creativity, which gives me an opportunity to grow and develop my professional skills. Additionally, PepsiCo adopts a sustainable and ethical approach to doing business, which aligns with my personal values. I believe this company would be an excellent fit for me professionally and personally.

Question 4: Steve Jobs’ Leadership Style

Steve Jobs was known for his unique leadership style that challenged traditional management practices. Before reading the case study, I perceived him as an autocratic leader, whose management style led to a polarized workplace and excluded individual contributions.

After reading the case study, I realized that Steve Jobs was a transformational leader, combining individual vision and expertise with collective influence. His leadership style increased the creativity, productivity, and quality of Apple’s products. While he could be demanding and heavily critical, he inspired the team to achieve their best work, providing constant feedback and support.

Steve Jobs prioritized and valued individual contributions. He surrounded himself with individuals who were knowledgeable and expert in their fields and delegated responsibilities to them. He inspired them to take on responsibility for the development and management of the products, defining the company’s trajectory.

In conclusion, Steve Jobs followed a transformational leadership style, which aligns with my view that the best leaders bring out the best in their followers. By empowering and inspiring, transformational leaders spur innovation and growth while promoting the well-being of their employees and the organization as a whole.

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