Organisational Behavior Proof Reading Services

Organisational Behavior Proof Reading Services

This organisational behavior assignment help we have discuss on strategies for organizational commitment and its factors.

Introduction to the Topic

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:

• The performance level of the experienced set of employees tends to be much better which ensures the overall organizational productivity for the company
• The company has invested various resources including time and money for grooming and enhancing the skill sets of the existing employees. It proves to be costlier as well as time consuming for the companies to replace the old set of employees.

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).

Strategies for Organizational Commitment

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:

• Choosing right set of people: It is important that at the time of recruitment and selection of the employees the company considers various factors including the educational, social as well as economic background, nationality, race, sex, age, etc. of the employees as the same has a lot of influence on the individuals’ behavior. Also this process ensures that the employees are aligned with the strategic objectives of the organization. This in turn helps in making sure that the general tendency of the employees will be to be and stay committed towards the organization and its objectives. Hence the companies tend to have a preference for the individuals coming from a high quality socio economic background or significantly higher level of education. Age of the applicant is also considered to be a very important factor as the young people’s commitment level is higher and hence they are recruited more often with a propensity of better performance than the older counterparts. As a result of these reasons, it is important that the companies chose the employees who are young in addition to dynamic as well as has effective communication skills for the effective stay and commitment level within the company. Good academic background is also an important factor. The study of demographic factors is significant as it helps managers to pick the suitable candidate for the job (Hatch, 2006).
• Developing the skills and abilities of the employees: In view of the fact that the skills and abilities empower the people to accomplish various work and grow in their respective fields and careers, the same leads to a lot of commitment from their side for the company. Also the same is important as the fulfillment of skills and capabilities developed for the workers through various trainingand development activities help the employees in improving their behavior in view of the fact that these factors are very important determinant of the same. The performances and behavior of the individuals are enormously influenced by the skills of the people, which in turn decided the organizational commitment (Hatch, 2006).
• Perception and attitude towards the company: Perception is the cognitive process helping the employees in interpreting environmental stimulus in a substantial way. These factors along with the attitude of the employees help in responding to various tasks or other people in various situations within the organization. This reaction which may be favorable or unfavorable also defines the organizational commitment. On the basis of the perception reference it may be probable that the employees interpret the stimuli positively which are provided by the environment and get committed to the cause of the company. There are many factors that influence the perception of an individual which are needed to be managed by the human resource managers as part of the employee commitment strategy. Also the attitude is developed as a result of the factors including culture, family, peers, and society in addition to the organizational culture. With a positive attitude it is possible for the employees to perform better for the organization as well as have a positive commitment for the company.

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:

• Transactional,
• Transformational,
• Participative,
• Autocratic, and
• Laissez-Faire

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).

Conclusion

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.

References

• Randall, D.M., Fedor, D.B., Longenecker, C.O. (1990). The behavioral expression of organizational commitment. Journal of Vocational Behavior, 36, 210-224
• Armstrong (2000) A Handbook of Human Resource Management Practice. (7^thed) London: Kogan Page
• Ashkenas, R., Ulrich, D., Jick, T. and Kerr, S. (1995) The Boundaryless Organization. SanFrancisco, CA: Jossey-Bass.
• Briscoe, D. and Schuler, R.S. (2004) International Human Resource Management, 2nd Edition.New York: Routledge.
• Guest, D. (1987) Human resource management and industrial relations. Journal of Management Studies, 24: pp. 503-521.
• Hatch, M.J. (2006), "Organization Theory: Modern, symbolic, and postmodern perspectives." 2nd Ed. Oxford University Press