Job satisfaction is the degree to which individuals have a positive or negative feeling towards their jobs (Specter, 1997). It can be affected by various factors including salary, additional benefits, and the perception of how much the organization appreciates them. When employees are unsatisfied, it can result in reduced commitment to the company and possibly even cause them to leave. Hence, job satisfaction plays a critical role in employee retention and ensuring that employees perceive their contributions as valuable.
The different elements mentioned earlier can affect an individual’s job satisfaction. Job satisfaction is part of organizational commitment, which is essential for a company’s effectiveness. Organizational commitment mainly focuses on behavior and psychology within an organization. It refers to how much an individual identifies with and participates in a specific organization. Factors such as job characteristics, job performance, participation in goal setting, and decision-making processes help create emotional attachment and dedication among employees.
Job satisfaction and organizational commitment have a significant impact on company performance and are crucial for organizational effectiveness. These factors are closely interlinked and strongly associated with performance at General Mills. Leaders of the organization need to provide different tools to address each of these aspects separately. To ensure that employees feel valued, the organization must respect their opinions and listen to their voices. Evaluating the company as a potential employer, one can apply devotional theory and performance management principles.
employees used to be seen as mere producers of goods and services, but now they are considered a crucial part of the equation and require more than just a paycheck. They need motivation. According to Ford (1992), motivation refers to the psychological processes that drive goal-directed voluntary actions, including arousal, direction, and persistence. General Mills has a strong commitment to good corporate governance practices, while managers play a significant role in shaping employees’ attitudes towards their jobs.
The CEO of General Mills, Steve Ganger, acknowledged the importance of managers being mindful of their own attitudes and behaviors in order to motivate their employees. Ganger informed his colleagues about his efforts to enhance his leadership abilities by focusing on developing his coaching skills. After receiving feedback that highlighted the need for him to improve his coaching of his direct reports, Ganger embraced the mindset of self-improvement to support the growth and development of others instead of reacting defensively.
When a top leader of a company demonstrates arrogance and instructs others on their areas for improvement, this conduct and attitude will permeate throughout all levels of management. Often, an “us vs. them” mentality arises between employees and managers leading to a decrease in performance, job satisfaction, and motivation. Steve Ganger possessed a revelation. He was transparent with individuals and acknowledged his own flaws and endeavors to enhance himself. Additionally, he served as a role model for others to emulate. Ganger has been recognized for his enlightened beliefs on facilitating the success of employees both professionally and personally.
