Organizational Behaviour and commitment – (how to build It)
Organizational behavior refers to the study of individual and group performance in the work environment. OB also includes an examination of human behavior and ways through which humans interact in the business world. The main aim of analyzing organizational behavior is to develop effective relations in organization by evaluating the organizational behavior at three levels i.e. individual, group and organizational. Further, analysis of organizational behavior also helps in achieving competitive advantage in industrial environment by improving the culture of organization along with bringing improvement in the performance of individuals in organization (Scholastica, 2016). Further, organizational behavior helps in understanding, predicting and controlling the behavior of employees in organization.
This article elaborates different concepts, including organizational behaviour and organizational commitment. Along with this, different types of organizational commitment such as affective commitment, continuance commitment and normative commitment. The article also provides the detailed knowledge regarding methods to build the organizational commitment in efficient way. Some examples of organizations with higher employee commitment are also included in this article.
Organizational commitment refers to the commitment and physical attachment that employees hold with the organization. Analysis of employee commitment with the organization helps in determining the intention of the employee to stay in the organization. Thus, organizational commitment is the psychological commitment of employees in the organization. however, various factors such as job insecurity, stress level, and employability affect the commitment of the employee to stay in the organization.
Types of organizational commitment:
Organizational commitment helps in determining the experience of employees in the organization and also helps in determining the extent to which employees understand the goals of the organization. Organizational commitment is mainly of three types that have been identified as three mindsets of employee commitment by Meyers and Allen. Following is the detailed review of all the three types of employee commitment in organization:
Affective commitment refers to the emotional commitment or psychological commitment of the employee to remain within organization. Affective commitment highlights the desire component of employees to be the part of organization. Also, it shows the attachment of employees to the goals of the organization. Further, the affective commitment of employees gets affected by a number of demographic factors such as age, sex, education, etc (Bhat, 2019).
Continuance commitment is the emotional and mental commitment of employees in the organization. Some employees in the organization may feel that turning over from the organization will turn out to be costly and feels that staying in the organization is much better than leaving the organization. Also, employees in the organization develop some form of attachment with the employees and organizational work setting over the period of time which further influences them to stay in the organization for a longer period of time. In addition to this, various other reasons relating to pay and fringe benefits also influence the employees to stay in the organization. Some employees also believe that shifting to some other organization will not improve their pay base and other remuneration benefits which further influences the employees for continuous employment in the organization.
Normative commitment shows the level of obligation that employees feel to stay in the organization. Employees may feel strain before and after joining the organization and feels that leaving the organization will cause a number of disastrous consequences. Along with this, employees in the organization believe that organizational senior-level team has invested huge resources on training and development of employees which further creates a moral obligation upon them to stay in organization. Further, this type of commitment is high among staff members where there is presence of higher loyalty and ethicality in the organization. Thus, normatively committed employees to feel that they should stay in the organization for a much longer period of time. Also, higher job satisfaction through various rewards and incentives helps in reducing employee turnover in the organization.
Thus, it has been identified that employee commitment in an organization is influenced by a number of factors Also, employee commitment affects the level of employee turnover in the organization. a commitment of employees with the organization influences them to stay in an organization for a longer period (van der Werf, 2018).
How to build organizational commitment:
Organizational commitment relates to employee satisfaction in the organization and directly affects the level of employee to stay in the organization. This further helps in influencing the productivity and performance of employees in the organization and also helps in improving the culture of an organization. There are various ways of strengthening employee commitment in the organization. Following are some of the ways to improve organizational commitment among employees:
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Creating strong teamwork:
Building up teamwork in the organization helps in creating a positive and healthy work environment in the organization. Teamwork in the organization helps in creating motivation among staff members to work together and achieve team outcomes through higher work culture harmony. Teamwork also helps in improving the performance of the organization as a whole as all employees hold different skills and capabilities and collaborating all skills and capabilities helps in achieving the best performance outcomes.
Work ethics play a significant role in influencing employee commitment in the organization as employees also feel that an organization has high morals which creates normative obligation among employees. Work ethics creates motivation among employees to stay associated with the organization and grow their career in an ethical organization.
Communicating goals and vision of the organization:
Communicating the goals and vision of the team and organization helps in improving the performance of employees and team members in the organization by providing them detail on what is important and expected to be achieved in the organization. Communicating goals of the organization also help in creating a sense of ownership among the staff members which further increases the intention of employees to stay with the company.
Encouraging open communication:
Encouraging open communication also helps in creating motivation and satisfaction among staff members. open communication also helps in creating awareness among staff members about various work operations and plans of organization which further boosts the sense of belonging among employees. Thus, open communication and transparency are also useful in strengthening employee commitment in the organization.
Delegation of tasks:
Delegation of tasks among staff members creates motivation among staff members through higher work responsibilities. Work responsibilities create a feeling of importance and value in the organization. This strategy helps in building dedication among staff members to complete each work task on time.
Example of an organization with higher employee commitment:
Taking the example of organizations and strategies used by them to strengthen employee commitment at the workplace will help in understanding the concept of the employee or organizational commitment in more detail.
Taking the example of Samsung:
Samsung has taken various initiatives such as the creation of safe work culture for employees, encouraging employees in decision making, compliance with rules, laws, and regulations, code of conduct, regular innovations in organization, etc. (Samsung, 2019). All these initiatives by Samsung have helped in strengthening employee commitment at the workplace.
Taking the example of Woolworths:
Woolworths also regularly adopts a number of initiatives to keep its employees satisfied at the workplace. Employee safety is the topmost priority of Woolworths. Woolworths complies with various ethical obligations to maintain ethical and positive work culture. Also, various initiatives have been taken by the company to ensure equal opportunities to employees which further has strengthened organizational commitment at Woolworths (Woolworths, 2019). Woolworths being having a head office in new south wales and universities and colleges in and around New south wales are fanatic for Woolworth's case study and thus you need to have our Assignment Help New South Wales service like Assignment Help in Sydney, Assignment Help in Wollongong for securing high grades.
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Analysis of various initiatives taken by organizations to strengthen employee commitment in the organization has helped in identifying that positive work culture and delegation of tasks among employees helps in retaining a number of employees in the organization. Also, it has been identified that organizations must take initiatives to maintain an ethical work culture in an organization.
- Bhat, A. (2019). Organizational Commitment: Definition and How to Improve It | QuestionPro. Retrieved 30 December 2019, from https://www.questionpro.com/blog/organizational-commitment/
- Samsung. (2019). Our commitment. Retrieved 30 December 2019, from https://www.samsung.com/semiconductor/minisite/EHS/commitment/
- Scholastica. (2016). What is organizational behavior? Learn more about the human side of the business. Retrieved 30 December 2019, from http://www.css.edu/the-sentinel-blog/what-is-organizational-behavior-learn-more-about-the-human-side-of-business.html
- van der Werf, R. (2018). 3 Key Types of Organisational Commitment. Retrieved 30 December 2019, from https://www.effectory.com/knowledge/blog/3-key-types-of-organisational-committment/
- Woolworths. (2019). Doing the thing right. Retrieved 30 December 2019, from https://www.woolworthsgroup.com.au/icms_docs/183822_Corporate_Responsibility_Report_-