Promoting Culture of Job Satisfaction through Goal Setting Theory

The continuously deteriorating conditions in the organization are very concerning for all the employees and directors who are doing their jobs honestly and desire to see their organization prosper. There are only one portion of employees that are causing the problems in the organization by not doing their work and divulging in the activities that is causing them issues as well. In the light of these concerns I would like to promote the job satisfaction culture in the organization. The application for the approval of this program has already been forward to the executive director.

Meanwhile, I would like to bring your attention to possible issues that have caused this problem and also some recommendations that will pave the path for this program in the organization.

Job Performance: In an organization, work execution is ordinarily measured from the result of person working in an organization. More precisely it is refer to the employee’s behavior as work execution. The administrative staff working beneath their particular training director don’t have a noteworthy effect on result.

That’s why heads of the organization and also its training directors are not satisfied with administrator’s staff behavior. Result from each job performance parameters depends on the components like company culture and company economics. The working environment of a company plays crucial part on entirety execution of staff since it is connected with the main values of an organization.

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Errand execution incorporate exercises that are accommodating in fact or straight-forwardly to the center of an organization. Workers are not fulfilling their work appropriately in a given frame of time, additionally work isn’t comprehensive because it was not accepted by different employees. As a result, the training directors are finding difficulties to fulfill their duties and thus burden on them is expanding.

Considering the un-satisfaction of training directors from their respective administrative staff, the citizenship behavior which demands employee to be more sincere and extra productive with individual performance seemed to have declined. Lack of such behavior can make an organization more typical. The counter-productive behavior counts for undermines of goals and interests of a business. It is harmful for an organization because it is obviously against the legitimate interests of an organization. Counterproductive behavior within the working environment can take numerous shapes, from troublesome identities that harm group work to worker robbery that undermines organization’s money related well-being. But one can’t dispense with counterproductive behavior totally, minimize it by checking specialists and creating strict conventions for dealing with issues. Utilize positive fortification to empower accommodating behaviors, such as elevated participation.

Already, organizations took a few steps to decrease individual phone calls amid work time since it is exceptionally distractive movement. Internet surfing amid work is additionally a movement which has nothing to do with work. Organizations must take steps to constrain the time for such exercises like checking emails or social media accounts. The security convention of a company impacts a part on counterproductive behavior. A employee ought to feel secure in region of organization that he can focus on work with full spirit. Destitute participation moreover comes in counter-productive behavior. It has negative impact counting the misfortune of compensation and benefits given to employees who don’t completely contribute, and encourage costs related to enlisting transitory employees. Supervisors might lose time dealing with issues which happen due to lost employees, and quality might endure as ventures come up short to have a valid addition of consideration.

Organizational commitment: Organizational commitment can be seen as organizational individual’s mental connection with the organization. It has an imperative part in deciding whether a member of staff will remain with the organization and work thoroughly towards organizational objectives. A commitment can accomplish both organizational and staff goals without any issue. Coming to the sorts of organizational commitment, affective commitment, continuance commitment and standardizing or normative commitment are the three sorts of commitment which one can have with any organization. Affective commitment of a worker is directly comparative to positive work encounter. So, administrative engagements and methodologies that make appropriate quality and shortcoming assessments of workers, workflows and make circumstances, has been isolated due to the deviant behavior of few staff members. So, the most of the constructive work has been done by the training directors who are also now feeling disgruntled at such situation owing to the lack of support from administrative staff.

One of the off reason is that we have a tremendous emotional commitment together with our organization, we may appreciate their work and relationship with the organization. We found exceptionally rare that somebody is committed completely with his company and work with full devotion in effort to move onward efficiency of organization’s business and separately his aptitudes as well. As a result, the participation of such committed employee’s will be exceptionally big in the staff and they moreover bound themselves with gigantic rate of citizenship behavior which ultimately makes a difference in other staff individuals as well. In work time there is competition among graduates in finding a task, the continuous commitment is also essential. Witty and intelligent employees know that in this occasion they need to change an organization and switch to a other company, it can be exorbitant to them since here they have settled wages and categorized assignment connected to their work.

Job security is exceptionally critical for living a well settled life. Thus once somebody points to take off his work he must consider the results which he will get to confront after that. Remarkably another job could come after a long duration of time which that time period may well be deadly to his career and his social life. Normative commitment builds upon duties and values, and the degree to which employee stays in an organization out of a sense of commitment. There are times in little companies, when pays are postponed, and the workers ought to endure pay cuts or conceded pay, but they stay on, since they don’t need to get out of the organization among bad times. Because they feel that they are turning their backs on the organization who has provided them the roof and the salary to feed their families. In this case such behavior is only shown by the training directors who step up without any bonus to work for their organization when the administrative staff was surfing on the internet.

Normative commitment comes from a sense of ethical obligation and the esteem framework of a person. It can be a result of affective commitment, or an outcome of socialization inside of the workplace and commitment to co-workers. Normative commitment is higher in organizations that esteem devotion and regularly communicate, motivations and other methodologies. Regulating commitment in employees is also immense where workers routinely see obvious cases of the manager being committed to workers well-being. An employee with more prominent organizational commitment includes a more noteworthy chance of contributing to organizational victory and will too involve with higher levels of work requirements. Large levels of work requirements, in turn, decreases worker turnover and increase the organization’s capacity to enlist and hold talent.

Job-satisfaction. Worker’s satisfaction is usually measured in terms of the extent to which he is happy with his job, his salary, colleagues and also with higher authority of organization. Things that impact worker satisfaction in these studies might include benefit, workload, recognitions of administration, adaptability, cooperation, assets, etc. These things are all vital to companies who need to keep their employees upbeat and reduces turnover, but employee satisfaction requires a large number of arrangement. In reality, in some organizations, satisfied workers are individuals the organization may well be superior off without. Satisfaction doesn’t requires tall execution or engagement. HR thoughts and procedures centered on how to progress employee satisfaction oftentimes have come about that discouraging all administrative staff. Worker satisfaction and worker engagement are comparative concepts on the surface, and all senior and executive directors should pay special heed to this concept.

Locked in employees are urged to do more than the discovered least required in arrange to keep their employments. They have a solid sense of reason and administration. They adore to be challenged. Locked in workers are heart of a company, and their execution is verification of this. The significance of engagement cannot be exaggerated. Satisfied workers are only cheerful or substance with their occupations and the status quo. For a few, this might include doing as small work as conceivable. A worker satisfaction overview will not analyze key things that can offer assistance an organization progress engagement and execution. The issue with employee satisfaction is that it does not center on the things that are critical to your most skilled staff. An upbeat or content worker could be very satisfaction with a job that requires exceptionally small exertion. This worker may be flawlessly e doing the uncovered with minimum effort to keep his or her work. These employees are likely ‘exceptionally satisfaction’ with their employment.

They, as a whole, need authority and reason. Their execution can be unsatisfactory. They are impossible to take off the company, because they are not essentially including value. As opposed to satisfied workers, the workers having commitment include esteem stressing its limits, driving company to a whole new level. Organizations that embrace a value-centric, engagement center, as well, have to stress limits, companies with an engagement technique give casual and formal learning encounters in order to make critical openings for employees so workers feel esteemed and recognized for their work. The trust is a key tool to enhance job satisfaction. Agreeing to a study, organizations that have a lack of communication between their workers and administration regularly create aggressive working conditions. In the event that administration does not boost its professionalism, doubt may emerge, and also result in the development of workers that are not committed to their work.

Uncertain workers may feel they ought to withhold data or utilize other strategies to pick up leverage. People who take an interest in developing connections in such cases have edge over other employees in terms of favor from their connections, but they also don’t pay enough commitment to fulfill their work. So, maybe some staff in administration have that mentality which doesn’t let them perform their responsibilities. There is a need to develop programs that can train employees to have better communication and how they can fulfill their job satisfaction in rightful manner, in a meanwhile pledging their alliance to the organization as well. The benefits of these training program would provide employees with the knowledge to effectively communicate and promote a better understanding among co-workers. Through use of these classes employees will learn the critical impact that interpersonal relationships have upon one’s success in the workplace. Interpersonal relationships carry characteristics that are vital for the overall health of the employees and their ability to build healthy relationships to promote growth.

Stress in administrative staff: Job stress in organizations is widespread. Extensive research shows that excessive job stress can adversely affect the emotional and physical health of workers. The result are decreased productivity, less satisfied, and less healthy workers. The training staff is complaining almost every time of their worker don’t take interest in the job since they are squandering most of their working hours in unessential exercises like web surfing, tattles etc. This sort of behavior can cause colossal level of disappointment in employees and persuading them to switch the company. Organization will confront disastrous results in case the demeanor will keep going like this. They are bored with their free time.

A hardworking person always wish to have tough and hectic working environment. For such talented people, organization should enhance their working capabilities. Stress can make productive behavior less effective. Stressors can be isolated into those that emerge from inside a person, and those that are inferable to the environment. Inner clashes, non-specific fears, fears of insufficiency, and blame sentiments are illustrations of stressors that don’t depend on the environment. Inside sources of stress can emerge from an individual’s discernment of a natural risk, indeed in case no such threat really exists. Natural stressors are outside conditions depicts an individual’s control. There are numerous viewpoints of organizational life that can end up outside stressors. These incorporate issues of structure, management’s use of specialist, dullness, a need for an opportunity for headway, intemperate obligations, vague requests, value clashes, and improbable workloads.

When an individual is already enduring from the impacts of a stress, the primary need is to treat the side effects. This incorporates both the distinguishing proof of those enduring from the intemperate stress, as well as giving health-care and mental counseling administrations. The second approach is to assist people to construct stress administration aptitudes to create them less powerless to its impacts. Illustrations would be educating workers time administration and relaxation procedures or proposing changes to one’s slim down or exercise. The third approach is to kill or diminish the natural circumstance that’s making the stress. This would include diminishing natural stressors such as commotion and contamination, or adjusting generation plans and work-loads. Social support frameworks appear to be greatly viable in avoiding or diminishing the harmful impacts of a stress. Companions and family can give a sustaining environment that builds self-esteem and makes one less vulnerable to stress.

Most people in unpleasant situations select to stow away their stress to secure themselves from showing up weak or uncommitted to the gather. But this situation can ultimately lead to severe condition that is escalated quickly and can took control over the whole personality of the person. In such conditions stress is the main controller of the behavior. But if the policies related to stress management are administered in organization now that same staff feels comfortable talking around his viewpoint, directors will work with him to discover elective assets or set more sensible deadlines. If none of those things are conceivable, the employee can at the slightest vent to you around the situation and feel way better a short time later. Psychologists study shows how a person’s mind and body are linked. When a person’s mental health gets worse, their physical health also declines, which causes them to feel depressed.

However, having a positive outlook can help keep us healthy. Most managers are opposed to hiring candidates with mental health issues that are not fully capable of completing job duties or able to get along with other staff members. Plan to improve motivation level. I believe the goal setting theory can rescue our organization through this rough time and once again increase the motivation level of the employees. According to Locke and Latham’s study, New Directions in Goal-Setting Theory, in order for people to keep track of their progress, the main moderator for goal setting is feedback; “commitment to the goal, which is enhanced by self-efficacy and viewing the goal as important; task complexity to the extent that task knowledge is harder to acquire on complex task; and situational constraints”.

Goal-setting theory is often used in a business setting to create incentives for employees to complete a work task in a more efficient manner. The main act of the goal-setting theory is to develop the motivation to help individuals achieve their short or long term goal through motivation and use of their self-regulation skills and persistency. Locke et al.’s goal-setting literatures have shown a positive correlation between goal-difficulty and task performance. If the goal given to an individual is difficult yet specific, it can still result in a higher level performance than an individual give a vague or no goal. I believe for training, they are required to have two sets of goals, one is for the season and the second is for the next competition in which they will compete. The use of this goal choice is to create a trackable pattern than can be used to document both short term and long term growth. Learning Goals can be a little difficult due to the specificity required at times. The level of difficulty of the goal may not always lead the person to be successful in meeting that goal. Framing is more of a psychology term when applied in this case. The concept of this study was how people saw the goal.

It depended on whether the individual viewed the goal as being a threat leading to failure, or a positive goal to be met. Affect applies more towards individuals who are in the managerial and professional role who sees their goals as difficult to achieve, therefore causes a change in their affect. This strategy showed how the goal progression and importance were predictors of the individual to feel successful and well-being. Goals and Traits are when individuals who have a set learning goal, and decide to choose objectives where they gain not only knowledge but also the skills to help them succeed in the long run. Individuals will avoid tasks that may be too difficult to complete as it may cause others to judge them for possible mistakes they may make. Therefore the individual will choose the easier task where they can appear as if they have mastered the problem. Although it is true that the individual will often choose the easier task over the difficult tasks to look appealing to others, Locke states how an individual who is fully committed to their personal goal and possesses the knowledge and ability to complete the task, will most likely be able to achieve it.

Works Cited

  1. Shields, John, et al. Managing employee performance & reward: Concepts, practices, strategies. Cambridge University Press, 2015.
  2. Brocolini, Laurent, Etienne Parizet, and Patrick Chevret. ‘Effect of masking noise on cognitive performance and annoyance in open plan offices.’ Applied Acoustics 114 (2016): 44-55.

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Promoting Culture of Job Satisfaction through Goal Setting Theory. (2022, Feb 28). Retrieved from

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