Organizational orientation is defined as an individual’s predisposition toward work, motivation to work, job satisfaction, and ways of dealing with peers, subordinates, and supervisors on the job (Papa 2008). It can also be referred to the different ways people approach their roles in an organization and the different approaches people have toward work and the place of work in their lives (organizational orientations). Three organizational orientations have been identified as, upward mobile, indifferent, and ambivalent (Goodboy 2007). These three types of orientations are associated with organizational communication behavior and organizational outcomes such as employee job satisfaction and motivation. Presthus believed that these orientations results in employees having different orientations toward work itself, motivation to work, and job satisfaction (McCroskey 1998). These orientations are also believed to be traits, people will have these orientations regardless of the organization they are working for.