Professional Documents
Culture Documents
Strayer University
BUS 322
05/03/215
Abstract
MOTIVATION AND PERFORMANCE 2
This assignment will evaluate the differences between job satisfaction and organizational
commitment. Then, a conclusion will be made about which one would be more powerfully
related to performance within the Google Corporation. Lastly, a review of both motivational
theory and performance management principles will help determine if the company chosen
There are many differences between someone who is satisfied with their job or if they are just
a company, each meaning will need to be defined completely. Only then, can Google’s
performance record be traced back to employees who love their job or are just devoted to the
company. When determining if a company is a safe place to work it is helpful to know how the
personnel that work there feel about the organization they wake up for each day. By studying
“Our work can be a big part of our identity and offer insights into what is important to us,
making it a rich area of psychological study” (Weir, 2013). The definition of job satisfaction has
many meanings and according to Weir, has a lot to with an enjoyable or constructive emotive
state resulting from the meaning one finds in their work (2013). Others like Lawrence Jones see
it more as either an intrinsic or extrinsic state of satisfaction (1992). However, job satisfaction
has been treated as both an overall attitude and as fulfillment with definite dimensions dealing
with a job. Specifically, these dimensions are the work itself, pay, advancement prospects,
coworkers and management (Jones, 1992). On the other hand, an organizational commitment
has a definition that can have three meanings. According to Employment crossing, the feeling of
responsibility that an employee has towards the values and goals of an organization, the degree at
which an employee completes their job or observed behavior in the place of work can all define
employee commitment (2015). Apparently, these two definitions differ in meaning and thus are
not the same whatsoever. Meaning, a person who is committed to a job does not necessarily
have to care about pay, advancement, the task they're assigned to, management or coworkers.
MOTIVATION AND PERFORMANCE 4
In respect to whether if Google is driven more by commitment or job satisfaction let us look
at how Google runs its organization. Beginning with two college students, Google has grown to
about 37,000 employees in 40 different countries in just 15 years (Crowley, 2013). Being that
this company started as a search engine and has grown internationally and locally makes people
wonder what Google has that other companies like Yahoo, and Bing don't have. The simple
answer to this would be the fun atmosphere and Googles dedication to making the company a
place where people want to work. How many companies do you see that let people bring their
pets to work or provide game rooms like bowling and Lego's? If you guessed none, you are
correct; there is no other company like Google in the United States that has built their company
goals and values on job satisfaction. Though job satisfaction and commitment are dissimilar in
meaning it is possible to be committed to job satisfaction like Google is. "Our offices and cafes
are designed to encourage interactions between Googlers within and across teams and to spark
conversation about work, as well as play" (Google, 2015). When looking at the facts, it is clear
Though employee job commitment and satisfaction are building blocks for great
companies, they are not the only principles that matter. Motivational theory and performance
management are both some of the many ideologies that keep companies functioning on a daily
basis. Namely, motivation is defined as the process of stimulating and sustaining goal-directed
performance. Additionally, the Herzberg's motivation hygiene theory suggests decisive authority
in the workplace cause employment gratification; while the dual-factor theory means a separate
set of reasons cause dissatisfaction. More specifically, the influence labeled “motivational
factors,” is related to job happiness and hygiene factors," are related to job displeasure (Nelson &
Quick, 2015). Thus, by Google meeting the motivational factors of job enrichment, recognition,
MOTIVATION AND PERFORMANCE 5
advancement and the work itself, makes it a great place to work. When companies like Google
use motivational factors, it helps develop positive mental health, and people will produce and
contribute in their place of work. In addition to the motivational atmosphere that Google has, it
measuring, appraising, providing feedback on, and improving performance, which also helps to
boost employee commitment. Given that production supervision can be calculated, employees
get work performance updates that tell them what they are doing great in or if improvement is
needed. Meaning, it helps managers set detailed goals to help fix the employee's performance or
continue what they are doing (Nelson & Quick, 2015). Google does an excellent job by
empowering their employees to make decisions and takes failures in stride. For example, “a vice
president in charge of the company’s advertising system made a mistake costing the company
millions of dollars and apologized for the mistake, she was commended by Larry Page, who
congratulated her for making the mistake” (Noviantoro,2014). It seems evident that Google
In conclusion, job commitment and satisfaction along with motivation and performance
management principles can be seen as stepping stones to a firm's success. A company cannot
have one without the other though each holds their meaning in the world of business; they are all
equally important. When workers are happy with their positions, their jobs take on meaning that
makes them feel empowered. Furthermore, an employee who is satisfied with their job benefits
the company as it helps to improve effectiveness and lower turnover rates. When this happens,
employees increase business profits with more productivity and save the company money by not
having to hire and train new workers. In all, business managers should strive for a balance to
References
http://www.employmentcrossing.com/employers/article/900006766/The-Three-Types-of-
Organizational-Commitment-of-Employees/
Fortune (2014, April 24). Fortune’s 100 best companies to work for. Fortune Magazine.
to-work-for/year/2007
http://www.google.com/about/company/facts/culture/
Jones, K. (1992). The encyclopedia of career change and work issues. The University of
Nelson, D., & Quick, J. (2015). Organizational behavior. ORGB. Stamford, CT: Cengage
Learning
Noviantoro, T. (2014, September 14). Organizational culture in google inc. Retrieved from
https://www.linkedin.com/pulse/20140904061228-154884582-organizational-culture-in-
google-inc
Weir, K. (2013, Dec.). More than job satisfaction. American Psychology Association. Retrieved
from http://www.apa.org/monitor/2013/12/job-satisfaction.aspx