ORGANIZATIONAL SETTINGS TOWARDS EMPLOYEE'S SATISFACTION.

            Job satisfaction and organizational commitment play a great role in employee’s retention in the Goggle organization. It is a challenge to maintain employee due to the employees seeking to satisfy their own demands. This has led to the growing concern in this organization. The labor markets in the information technology organization have continued to present increasing career opportunities which require professionalism.  This has led to an increase in demand for this organization since it is technology driven. As it is the norm of the organization to maintain employees since they are an important asset to the organization (Lamping, (2011).

            Job satisfaction is a wide and a complex phenomenon that requires a proper and clear definition of this concept. It is upon the company to know what satisfies its employees. this is the individuals feeling and the attitude towards the job. This is the perception of and the evaluation of an individual that is influenced by the values, unique needs and the expectation an individual has regarding the importance of the job in their life (Lamping, (2011).

            Organizational commitment has also played a great role in maintaining a large number of clients. It attempts to know and clarify the stability and the intensity of an employee towards their dedication to the organization.  Once the individual has a greater acceptance towards the various goals of the organization and the willingness to offer put more effort in the organization then, both the organization and the individuals are better suited to perform exemplary (Lamping, (2011).

            Job satisfaction is strongly related to seeing the organization achieve its objectives. In the Goggle organization, the satisfaction of the job is keenly analyzed. This ensures that there is a reduction of adandonment behaviors and reducing employees turn over. This also creates the room for the employees to be innovative in their work which in turn give a great chance to the organization to be and also remain competitive (Lamping, (2011).

            In this organization, the motivational theory enhances a great performance of the employees. This is because the theory is based on the elements that motivate an employee. The theory address that once an employee's needs are met there will be change in their behavior. This, in turn, brings the satisfaction that will change the level of one being committed to their work. Its hierarchy categorizes them from the main important needs (Maslow, 2012). It involves self-actualization, esteem, the act of belongingness, safety and physiological needs. When this is achieved then self-satisfaction is fulfilled and in return, the organization gets the best of the employee. When the organization achieves this then the Goggle organization is identified to be the best and the most potential employer that every individual wants to be part of (Maslow, 2012).

            Performance management principles identify an organization as a potential employer due to the various strategies that are put in place. The management identifies on how to maximize the employee's engagement in the organization. This will show the commitment of the organization towards the employees in learning more about the organization and resulting to more productivity. The principle of being objective will bring about the competence which will match the responsibilities of the organization. Assessing the performance of its employee will push the employees to perform better. This can also be enhanced by rewarding performing employees. By reviewing the contribution based on the organization there will be great performance. Through these principles, the organization creates a good public image that will aspire many to in the organization (Paladino, 2013).

Reference

Lamping, A. F. (2011). Job satisfaction and organizational commitment among law enforcement             personnel in Middle Tennessee.

Maslow, A. H. (2012). A theory of human motivation. Start publishing.

Paladino, B. (2013). Five key principles of corporate performance management. Hoboken, N.J:   Wiley.