There are three organizational orientations: upward mobile, indifferent, and ambivalent (Goodboy 2007). These three orientations are linked to corporate communication practices and outcomes like employee job satisfaction and motivation. Companies can change their orientation by communicating better with employees.
Upward-mobile companies communicate effectively with their employees by providing clear goals, by listening to what they have to say, and by giving them opportunities for professional development. These companies also treat their employees with respect and pay them fairly.
Indifferent companies fail to communicate with their employees. They may send out annual reports but that's about it. These companies don't care what their employees think of them or their products. The only thing these companies care about is making a profit in as short a time period as possible without caring how they do it. Employees at indifferent companies are often given fixed terms contracts with no opportunity for promotion. If they're lucky they'll be offered a raise but that's about all they can expect from an indifferent company.
Ambivalent companies communicate poorly with their employees. They might give employees some benefits but not enough to make up for the lack of communication. Ambivalent companies tend to be larger corporations that use this type of management style because it's easy to do and doesn't require much effort.
A person might have millions of attitudes, but researchers in the field of organizational behavior focus on three categories of work-related attitudes. Job satisfaction, job participation, and organizational dedication are among them. These attitudes will be discussed further below.
Job satisfaction refers to a worker's overall feeling about his or her employment situation. It is generally thought to be one of the factors that determine whether a person will remain in a job. If someone does not feel satisfied with their job, they may look for another position elsewhere.
People can differ greatly in how satisfied they are with their jobs. Some workers may like some aspects of their employment but dislike others. They may also may feel positively about some aspects of their employer but not others. This diversity in opinion leads to the term "job satisfaction."
There are several factors that can affect job satisfaction. If employees do not feel valued by their employers, they will not enjoy their jobs. They may also feel overworked and underappreciated. Employees who feel as if they are being taken advantage of will likely find their jobs unfulfilling. On the other hand, individuals who feel like they have a role to play at their workplaces, who get to know their coworkers well, and who are given enough time to complete their tasks all feel more satisfied with their jobs.
Orientation should have a strong emphasis on people, procedures, and information. New workers should be aware of how the organization is structured, its history, how it runs, and what is expected of them. This procedure aids in the regulated introduction of workers to both information and people. A structured orientation program helps new employees learn about their co-workers and other key aspects of their job.
New employees should also receive all relevant information they need to start off on the right foot. This may include employee manuals, policies, and any other relevant documents. The more information new employees have before they begin work, the less likely they are to make mistakes that could lead to problems later on.
Finally, orientation programs should provide opportunities for questions and answers. This allows employees to ask any questions they may have about their new workplace and themselves. The employer can then answer these questions and address any concerns that may have arisen.
Overall, an effective orientation program should cover topics such as company history, structures and processes, roles and responsibilities, rules of conduct, office policies, benefits, compensation, training, advancement, and community service. The more information new employees have before they start work, the easier it will be for them to fit into their job and the company as a whole.