The main purpose of the report is to provide a review of literatures on the strategies for building organizational commitment. organizational commitment is considered as bonding of experience of the employees with respect to their organization. Employees who are committed with their organizations also feel connected with their respective organization. the added values of the employees tend to be more determined in the work and also show relatively high productivity as well as proactive in order to offer their support. There are mainly three types of organizational commitment such as affective commitment, continuance commitment, and normative commitment. the following report will focus on the strategies which are require in order to build organizational commitment. Also, the report includes the definition of the organizational commitment, historical background of organizational commitment, recent discoveries as well as theoretical questions for the further research. At last, the report includes a conclusion for the purpose of concluding the overall report.
Theoretical background of organizational commitment
According to (Yousef, 2016) the level of the organizational commitment of the employees has been considered as the fundamental element in an organization in order to achieve better performance in different entities. There are five most important rules in order to enhance the organizational commitment such as commit to people first values, guarantee organizational justice, community of practice, support employee development, and clarify and communicate mission.
Alternative ideological and theoretical viewpoints
(Yousef, 2016) provides an empirical study with the municipal civil servants on organizational commitment and job satisfaction. Author describes that organizational commitment and job satisfaction are somehow different constructs, but there is an unequivocal relation present between all the entries. Whereas (Lizote, Verdinelli & Nascimento, 2017) defines that organizational commitment is a feeling of an employee of the organization in order to stay with the organization.
Strategies for building organizational commitment
There are a number of ways in order to build organizational commitment such as:
- Trust: trust can be defined as the psychological statement which comprises of intention in order to accept the vulnerability on the basis of positive expectations. It is also a reciprocal activity towards organizational commitment.
- Shared values: the organizational commitment is the identification of person with organization and that identification can be highest when the employees believe that their values in an organization are congruent with the dominant value of the organization.
- Justice and support: the loyalty of employee is higher in the organizations that fulfill their obligations and abide by humanitarian values like courtesy, fairness, moral integrity, and forgiveness. These values related to the managers and needs to be continued attention to fairness in their decisions like distribution of resources and rewards. In the similar manner, organizations that support the wellbeing of an employee tend to earn highest level of loyalty.
From the overall report it is concluded that employees who are committed with their organizations also feel connected with their respective organization. The added values of the employees tend to be more determined in the work and also show relatively high productivity as well as proactive in order to offer their support. Organizational commitment is a feeling of an employee of the organization in order to stay with the organization. along with this, there are a number of ways in order to build organizational commitment such as shared values, trust, and justice and support which an employee demands in an organization.
- Yousef, D. (2016). Organizational Commitment, Job Satisfaction and Attitudes toward Organizational Change: A Study in the Local Government. International Journal Of Public Administration, 40(1), 77-88. doi: 10.1080/01900692.2015.1072217
- Lizote, S., Verdinelli, M., & Nascimento, S. (2017). Relação do comprometimento organizacional e da satisfação no trabalho de funcionários públicos municipais. Revista De Administração Pública, 51(6), 947-967. doi: 10.1590/0034-7612156382