A. Please write a 2-3-page paper to respond to the case study questions. Write the paper in APA format with the APA Manual (Publication Manual of the American Psychological Association (6th ed.) and/o

A. Please write a 2-3-page paper to respond to the case study questions. Write the paper in APA format with the APA Manual (Publication Manual of the American Psychological Association (6th ed.) and/or the APA Guide to help you with formatting. Please do not repeat the case study questions in your paper. Weave your responses into in integrated, coherent analysis of the case. Provide at least two references from peer-reviewed journals to support your analysis.
B. Reply to the follwoing discussions;
1. Job satisfaction refers to the positive attitudes or emotional dispositions people may gain from work or through aspects of work. (Redford, 2016) In terms of the relationship between job satisfaction and organizational commitment, there are several factors that can influence the relationship. The first factor has to do with comparison levels. For example, I may be working at an organization and feel fairly committed to the organization as a whole, but not feel satisfied with the amount of pay that I receive for the work that I put into the job. Therefore, the balance between my behavior (organizational commitment) and my attitude (job satisfaction) are not in line with one another. A second factor that influences the relationship between organizational commitment and job satisfaction has to do with the alternative options. This asks the question, “Is this organization the best for me? Or, can I do better?” The individual’s attitude toward his or her job may be satisfaction, but the individual may not feel committed to the organization. If the individual is not committed to the organization through behavior, the individual may begin to participate in counterproductive work behaviors because of the lack of commitment. A third factor that influences the relationship between organizational commitment and job satisfaction has to do with the investment that one has placed in his or her job. An individual may feel that they have invested many years into working at an organization, but may not be happy at the organization. In this case, the individual may weigh whether or not it is a wise decision to leave the organization and risk possible consequences (losing retirement funds, promotions, seniority) or to stay at a job that one is not satisfied with.
Another way an employee can be committed but not satisfied or involved is by showing up for work on time but doing the bare minimum to stay under to radar. Employees who are dissatisfied with their employment only complete the minimum workplace duties (Chen & Hung, 2006) This shows commitment to get paid, because money motivated people will work, complete every task, be good at the task, and still hate their job. I know several people that work hard for their current jobs and look for better job opportunities elsewhere, because they are unsatisfied. Ayers (2010), believes that employees who are satisfied with their work environment, and are involved in additional work duties are also likely to report higher work commitment. Some ways to keep employees satisfied is to acknowledge progress by rewarding milestones and achievements made. Bosses can also take an interest in who employees actually are by asking questions and familiarizing themselves. Or stop calculating things and make work fun at times, by having jean day or potluck day, or small things like crazy hat day.
2. In discussing job satisfaction, job involvement, organizational commitment, and work mood, I see organizational commitment as a personal trait more than the other items and the three remaining items more as factors of ones’ environment. A person may be committed to their work simply because that is the type of person they are, in all that they do, it is an innate characteristic. A situation that may support this idea is when an employee likes and is satisfied with the organization, but does not get along with their co-workers, the supervisor, or is treated as an outsider. This disconnection would cause a person to be unsatisfied and not readily become involved. Another scenario is when an employee really likes their work and believes in what the organization is about and shows commitment, however their home life may be chaotic, upsetting, and generally in turmoil. It may be very difficult to put personal life aside and be involved or in a happy mood. Sometimes it is all one can do to get daily tasks completed.
To deal with these situations, I would first observe and then speak with the employee and see what is going on at work or home to complicate their job involvement, satisfaction, and mood. As a supervisor a lot can be done just be reaching out and letting the employee know you are concerned about them. I am blessed to work in an environment that has clinical counselors available and I have connected an employee with a counselor to speak with when she needed additional assistance that I could not provide; I think it is very important to recognize when you may need additional resources. Kovjanic, Schu, and Jonas (2103) conducted a study about transformational leadership and found that it is one substantial way to create work fulfillment and engagement. An effort would need to be made by the leader to create an inclusive team to welcome everyone. Dealing with someone in turmoil will take patience and kindness, but accountability as well. Zenger (2009) gives a detailed list is his article
38 Ways Leaders Harness the Power of Emotion,
with the main categories being, “enthusiast, visionary, involver, principled, and driver” (pp. 1-2). By utilizing these ideas, a supervisor can assist employees to reach their greatest potential, build a team that is respectful of one another, and work diligently to resolve problems

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