Job Satisfaction and Organizational Commitment †MyAssignmenthelp

Question: Discuss about the Job Satisfaction and Organizational Commitment. Answer: Introduction: Top 100 employers is a competition that seeks to establish through set standards companies that have the best employee treatment which encourages retention and desire to work. The purpose of the competition is to offer the world with a list of performers and best companies to work for in the present century that adheres to the employee concepts of development and proper workplace policies. Top 100 employers is a list of organizations which have the best practice and work environment that attract and retain workers due to their unique offering (Birchall, 2016). Top 10 employers refer to the competition in place involving organizations that have the required qualification as best organizations to work. The companies present exceptional work environments which attract workers to the organization by offering particular aspects that instill motivation. There is a body that carries out the competition through analysis of a work environment and the motivational means towards creating a conducive work environment. The organizers prioritize a top 100 company list according to the performance and the survey reports registered by the workers as well as other factors observed from various organizations. The competition exists according to nations which are tallied and relayed each year in a unique business feature. A lot of companies all over the world strive to have the best image and name for their organizations. The proper name is achieved through superior employee treatment as they remain the fundamental resources to succeed. Existence in the top 100 employer list accords companies with several benefits that accompany their success. First, presence in the list acts as a marketing tool for companies which drive a good name to the clients consuming the products and services (Guiso, Sapienza Zingales, 2015). Once groups appear in the list, a lot of marketing aspects are done which raise the name of businesses. Besides, appearance in the list boosts the ratings and the quality standard assurance of company products among the clients. At the same time, the move brings a huge number of qualified individuals to a business in its recruitment and selection processes thus assisting it in acquiring the top-notch candidates for employment opportunities (Sirota Klein, 2013). On the other hand, companies strive to reach the list to retain the best employees to boost its business performance as well as the companys profits. Maintaining rich minds and concept developers assist in obtaining the best quality of products which guarantees high sales in organizations. Appearing in the list shows superior employee treatment and proper workplace environment which uplifts the spirits of employees and the consumers. Therefore, companies do all within their ability to appear and further maintain being in the list to reap the benefits associated with the listing. Employers in selected regions are eligible to join the competition as long as it has its head office in the selected regions or country. Top 100 employers in a given region have to reach a specified requirement and provision to appear in the competitive listing. The qualifications range from workers treatment at workplace, compensation plans, motivational techniques, adherence to labor laws, appraisal techniques, and health care coverage programs (Birchall, 2016). The employers undergo evaluation carried out by the mandated competition body. The authority examines the physical workplace, atmosphere of the workplace, vacation and time-off provision, performance management, communication culture in organization, corporate social responsibilities, training and development, and health, family, and financial benefits rendered to the workers (Canada Top 100 Employers, 2017). In this respect, employers undergo comparison to arrive at the best one-hundred offering a progressive program for its workers. Some companies offer benefits and programs that go beyond the labor provisions which touch on the family life of employees thus motivating performance and retention of workers. For instance, Air Canada maintains a pension and benefits program that monitors and advocates for the protection and reform in pension for its workers (Yeh, 2014). Such provisions boost the morale of workers thus making a company worth working. Companies have to attain a top-notch success rate in retaining its employees through incentives and other programs that boost production and profitability. The standards in the competition keep changing according to the latest provisions in the workplace. For instance, the issues of compensation and safe workplace shift with the latest standards that protect the workers from the environmental challenges that may affect workers such as pollution. The young generation can use the information to deduce the companies to work for based on the provisions delivered to the employees. Once aware, workers can make applications for the job advertisement in anticipation of a favorable career development. The young generation benefits from the equation where employers strive to incorporate changes that favor the young generation by making the workplace a flexible place (Bradler, Dur, Neckermann Non, 2016). Innovation is encouraged among companies in coming up with the latest technology in the workplace that appreciates and lifts the spirits of workers. The young generation benefits from the provision as the employers keep changing policies and proc edures to suit the change in employee needs thus touching the present generational needs. References Birchall, M. (2016).Times Top 100 Graduate Employers 2016-2017. High Fliers Publications. Bradler, C., Dur, R., Neckermann, S., Non, A. (2016). Employee recognition and performance: A field experiment.Management Science,62(11), 3085-3099. Canada Top 100 Employers. (2017). Selection process. Retrieved from https://www.canadastop100.com/research.html Guiso, L., Sapienza, P., Zingales, L. (2015). The value of corporate culture.Journal of Financial Economics,117(1), 60-76. Sirota, D., Klein, D. (2013).The enthusiastic employee: How companies profit by giving workers what they want. FT Press. Yeh, Y. P. (2014). Exploring the impacts of employee advocacy on job satisfaction and organizational commitment: Case of Taiwanese airlines.Journal of Air Transport Management,36, 94-100.