Job satisfaction is that positive feeling you feel about your job, in other words it’s your attitude towards your job. Organizational commitment is how you feel about the organization itself, not just your job. Job satisfaction can have a huge impact on organizational commitment. The more satisfied an employee is about their job, the more committed they’ll be to the organization. Organizational commitment is what employees want to stay with the company. An employee can receive job satisfaction because they may enjoy the salary and benefit related to that job, they may like the job details like the assignment or description or it could be because it’s what they went to school for. Organizational commitment can simply be a desire an employee have to want to stay with the company. It can also be because they believe in the company’s goals and values.
When it comes to the IRS, I believe organizational commitment is more strongly related to my performance with them because I believe in their mission statement which is to “Provide America’s taxpayers top quality service by helping them understand and meet their tax responsibilities and enforce the law with integrity and fairness to all” I feel good when a taxpayer calls with a problem or they’re confused about something and I’m able to help them. The reason why I believe that organizational commitment is more strongly related to my performance over job satisfaction is because the job that I’m doing now is not what I plan on doing for the rest of my life career wise. It is just a stepping-stone to what I really want to do with the IRS. I plan on staying with the IRS because I am committed, but I eventually plan on applying for their Revenue Officer position. I do my job well, not because of my satisfaction for it but because of my commitment to the organization. Internal Revenue Service has a lot of opportunities that is why I initially applied with them. Even though I’m not completely satisfied with my job, and that is mainly because I don’t care for working in a call center, I still believe IRS is a great place to work in and I am totally committed to them.
The Internal Revenue Service would be (and is) a good employer because of the way they treat their employees and even how they motivate their employees to make sure they are satisfied and want to stay with them. The motivation theory that closely fit with IRS and the way they treat their employees is Herzberg’s two-factor theory. The two-factor theory involves motivation factors, which relates to satisfaction of the need for psychological growth and also job enrichment. The IRS portrays motivation factors by recognizing employees who score well on their calls by giving them 15-min administrative leave which they can use to maybe extend a break by that 15mins or use whenever, they also recognize employees in their monthly news magazine. Their opportunity for advancement and the salary are another factor that motivates the employees and contributes to job satisfaction. The two-factor theory also involves hygiene factors, which relates to dissatisfaction and like any company their will be some factors about them that can contribute to job dissatisfaction like security, in the IRS’s case could also be advancement as well, they are constantly having a hiring freeze which sometimes can delay moving to another position. This can cause a dissatisfaction especially if you’re feeling stuck in a position. This is where organizational commitment would come into play. If you are committed to the organization, you more than likely would stay and stick it out, If you feel no attachment to the organization then you would most likely apply for other jobs in another company.
When it comes to performance management, the IRS monitors their employee’s performance by monitoring their calls and grading it, each year we are giving a performance appraisal, which includes all the calls, we’ve been monitored on whether it was good or bad. The higher the appraisal rating the higher the amount of bonus we receive. We also have weekly meetings with our manager that gives us a time to give our feedback and our comments, questions or concerns. If there is a problem with an employees performance than they are giving a one-on-one meeting where the manager would either sit down and go over the issues with that employer or get the lead to sit down with the employee to help them improve on those issues. I think overall the IRS is a great place to work at.