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This organisational behavior assignment help we have discuss on strategies for organizational commitment and its factors.
The topic which this literature review will be looking into is the ways or the strategies with the help of which the organizational commitment for the internal stakeholders of the organization can be enhanced. In the current day business scenario as well as the current economic realities, it has become of utmost importance for the companies to hold on to their experienced and skilled set of employees for the maintenance of the organizational productivity. In view of the fact that the global labor market is changing, it has become increasingly easier for the employees of a certain company to leave the existing job and join some other company with a better compensation package (Briscoe, 2004). However, it is important for the companies not to lose the experienced set of employees. The reason for the same is twofold:
In view of all of these facts, the importance of developing as well as maintaining the commitment from the employees has become of utmost importance in the current day scenario.
Also organization commitment is considered to be a very significant element of the organizational success as well as learning (Randall, Fedor & Longenecker, 1990). The previous researchers as well as the industry practitioners have made various efforts for building various strategies which can enhance the individual motivation and thus commitment for the organizational stakeholders. Some of the key factors and elements which have been identified helpful for this process include choosing right set of people, development of skills and abilities for the employees, employee perception towards the company, and attitude of the employees. All of these factors as the strategies for the commitment enhancement will be looked into through this paper.
The other concept which will be looked into is action learning. This has become a widely used methodology by a significant number of organizations for developing commitment amongst the leaders, teams and individuals appears to be an ideal tool to build organizational commitment. This paper will be looking into the organizational commitment, strategies for developing and enhancing them and action learning, and ways in which action learning can build organizational commitment (Guest, 1987).
Organizational behavior stands for the collective attitude as well as conduct which are shown by the various internal stakeholders for a company and the same has a lot of corroboration as far as the organizational commitment is concerned. Hence it is necessary for the leaders as well as the human resource managers of the companies to ensure that the behavior that is being exhibited by the employees within the workplaces conducive for the organizational commitment. Some of the or strategies which can be of influence as fat as these factors are concerned are as following:
Leadership is also one factor which defines the level of the organizational commitment within the company. In view of the fact that the leaders are entrusted with the task of setting the direction as well as motivate the employees, the way they handle the entire situation has a lot of importance for organizational commitment. A leader can influence others through discussions, meetings as wells at the time of taking decisions. This also helps to achieve the organizational objectives by increasing the productivity of the employees. There are various approaches and theories on the basis of which management as well as leadership can be dealt with. Some very famous leadership can be broadly categorized in the following 5 types. These are:
Amongst these, transformation and participative are the most conducive for organizational commitment. In the transformational leadership the leader directs as well as manages the employees from a higher communication level and this type of leaders typically have the ability for motivating the employees and enhancing their efficiency in addition to productivity with their communication, charisma, and high visibility. The transformational leaders usually focus on the big picture for the team and are good delegators. These also turn into the organizational commitment for the employees. Similarly, for the participative leaders who tend to be highly democratic in their approaches receive inputs from the team members. In view of the fact that they also take the accountability for final decision making this boosts the morale and commitment levels of the employees as they get chances for providing contribution to the decision makingprocess (Armstrong, 2000).
Learning within organization is also a strategy for producing commitment. Apart from the traditional instruments for development of the organizational commitment which include compensation, benefits, assessments and promotion, the learning and developmental perspective also is very important. A framework for developing strategies to build high commitment organizations through action learning as the preferred tool can also be experiential for the employees which can increase their commitment through enhancing meaningfulness, responsibility, knowledge of results, and empowerment (Ashkenas, 1995).
The topic which this literature review will be looking into is the ways or the strategies with the help of which the organizational commitment for the internal stakeholders of the organization can be enhanced. However, it is important for the companies not to lose the experienced set of employees and keep them committed. Some of the key factors and elements which have been identified helpful for this process include choosing right set of people, development of skills and abilities for the employees, employee perception towards the company, and attitude of the employees. All of these factors as the strategies for the commitment enhancement have been looked into through this paper. Apart from the traditional instruments for development of the organizational commitment which include compensation, benefits, assessments and promotion, the learning and developmental perspective also is very important.