Motivation and Organizational Commitment-Comparative Study of Public and Private Organizations

Introduction

In the practice of human resource management, attitudes of the employees are prioritized in the exploration within the idea of job satisfaction. Through the organizational behavior, the support on commitment in an organization causes the satisfaction. Part of the commitment is the contribution of the motivation and motivational factors that, together, produce a quality of output as being part of the modern organizations.

Motivation and Organizational Commitment

Part of the basic psychological process is the motivation and from the past studies, an analysis concluded that the competitiveness problems in an organization appear to be part of the motivational nature. Motivation is a very important element of behavior but it can’t alone explain the behavior of an individual. The process of learning, the interaction on different personalities and attitudes influences the management of the motivation. Both motivation and motivating process deals with the consciousness of human behavior such as the reflex actions and learned habits. On the other hand, the organizational commitment focuses on the attitudes of the employees towards the entire organization. Commitment can be described as a strong desire to remain a member of a particular organization; there is an employee’s willingness to exert high levels of efforts on behalf of the organization; and the belief and acceptability of the values and goals in the organization (Tella, Ayeni, and Popoola, 2007; Meyer, Becker, and Vandenberghe, 2004).

Comparison on Private and Public Sectors

In the investigation of the motivation and commitment in the managerial styles of the organization, the financial incentives will get people to do more of what the employees they are doing. Most of the results indicate the differences in the motivational needs of public and private sector employees, managers, and non-managers. Both public and private sectors give importance to the job satisfaction. The lack of job satisfaction can reduce the organizational commitment and sometimes became the predictor for the employees to turn down the future offers and quit the job. In the attempt of the employees to find their greener pasture, the rate of movement in their profession may be from the public to private sector and vice versa (Tella, Ayeni, and Popoola, 2007).

Exploration of Different Working Environments

In health care settings, the productivity in the medical labor, it is obvious that doctors do not simply respond on the financial and non-financial incentives. Their productivity was influenced by the behaviors including trust, call of duty, altruism, reputation, and the other concerns which specifically promotes the outcomes on health in the community. Comparing the public and private sector and their employees may be different in approaches in the motivation. The empirical studies suggest that the public sector workers tend to be highly motivated by the intrinsic rewards such as ideological goals rather those extrinsic incentives such as financial compensation (Ryan and Deci, 2000). The private practice tends to show the willingness to perform a greater amount of community service and their behavior affects their professionalism. Greater compensation of the employees raises the promotion of the productivity depends on the perception of the employees. The willingness of an employee to go far in their position within an organization is another behavior that can attract and retain employees. This also affects the type and level of the incentives or motivational factors that in the long-run can result to the organizational commitment. With the full employment and rise of the compensation in the private sector, the public sector model predicts that there should be specific schemes that can mimic the private sectors (Myers, 2008).

Human Resource Management

The application of the motivation depends on the strategies of the HR department and the approach of the employees towards it. Basically, the motivation process has a philosophical view that links on the employee’s knowledge, skills, and their needs on the nature of the work (Wright, 2001). Motivation is partly different in the pressures that an employee may receive in his performance (Winston, 1997). The manager might assess the commitment of the employee/s based on the performance they give to the organization. Therefore, together the motivation and commitment may be in sequential factors that can affect the issue of productivity in human labor (Meyer, Becker, and Vandenberghe, 2004).

Conclusion

The employee retention in every public or private sectors depends in the requirements of the organization. To be fair and square in the opportunity of retention or promotion, the managers should also commit themselves in enhancing the performances of the employees. Through the applied commitment of the employees, the job satisfaction can be achieved that can be an additional ingredient to succeed in their job.

References:

Meyer, J., Becker, T., Vandenberghe, C., 2004. Employees Commitment and Motivation: A Conceptual Analysis and Integrative Model, Journal of Applied Psychology, Vol. 89, No. 6 [Online] Available at: http://www.mona.uwi.edu/spsw/downloads/coursemat/PS66G/2005-2006/sem2/meyer_becker_vandenberghe_2004_motivation_and_employee_commi.pdf [Accessed 03 March 2010].

Myers, J., 2008. Public Service Motivation and Performance Incentives: A Literature Review [Online] Available at: http://www.opi.org.uk/documents/Publicservicemotivationandperformanceincentives_MyersJune2008.pdf [Accessed 03 March 2010].

Ryan, R., & Deci, E., 2000. Self-Determination Theory and the Facilitation of Intrinsic Motivation, Social Development, and Well-Being, American Psychologist Association, Inc. Vol. 55, No.1. [Online] Available at: http://www.psych.rochester.edu/SDT/documents/2000_RyanDeci_SDT.pdf. [Accessed 03 March 2010].

Tella, A., Ayeni, C., & Popoola, S., 2007. Work Motivation, Job Satisfaction, and Organizational Commitment of Library Personnel in Academic and Research, Library Philosophy and Practice [Online] Available at: http://www.webpages.uidaho.edu/~mbolin/tella2.pdf [Accessed 03 March 2010].

Winston, B., 1997. Theory X versus Theory Y, Be a Manager – for God’s Sake, Regent University. [Online] Available at: http://www.regent.edu/acad/global/cur/cmba640/cmba640m09/motivation.pdf [Accessed 03 March 2010].

Wright, B., 2001. Public-Sector Work Motivation: A Review of the Current Literature and a Revised Conceptual Model, Journal of Public Administration Research and Theory, Vol. 11, No. 4.