Employee Commitment

Introduction

Commitment of employees is of great significance mainly during time of economic and financial crisis. When an organization has workers who are well committed such direct to high performance. Reason behind this argument is that, workers who are fully committed remain motivated toward working and adapting easily to new ideas and changes that organization goes through (Ewen, 2001). In general, employee commitment tends to develop shareholder value. Employee commitment as well increases commitment of the clients which direct to creation of better brand reputation and image. Hence, company becomes attractive among investors. After an organization has committed workers such lead to low personnel turnover. This is due to the fact that employee have a sense of belonging to the firm and have the wish to stay (Kavanagh & Ashkanasy, 2006).

There are various factors that catalyze workers success while taking part in economic growth in case of financial rise of decline speculation. Behaviors such as Culture, Values, Socialization, Individual Worker Differences, Perceptions, Attributes, and Motivation are highly impacted in this case (Gottschalg & Zollo, 2007). Organization with workers who are fully motivated and workers work hard in the workplace toward achieving their goals and objectives remain successful (Shalley, Zhou & Oldham, 2004). Payment is not the only factor that would impact the workers culture, values, socialization, motivation and other issues among workers. In general, pay affects the employee performance. Factors that impact economic growth are such as workplace environment, increased employee motivation level among others (Shalley, Zhou & Oldham, 2004).

This paper will explore these factors that have direct impact to the Culture, Values, Socialization, Individual Worker Differences, Perceptions, Attributes, and Motivation.

Workplace or Organization Culture

Organization or workplace culture is defined as pattern that contain shard crucial assumptions learned by organization while solving challenges related with external adaptation and internal integration that is considered valid and hence has to be taught to new members (Gottschalg & Zollo, 2007). Another clear definition of organization culture is that it represent collective beliefs, values and principles or firm members and is part of product market, history, strategy, technology, management style, national culture among others. Hence, from the definition provided, it is evident that organization culture tends to be a complex thing and comprise various elements. As well, organization culture depends on various factors (De Mooij, 2010).

In general, organization culture tends to be a factor that impacts the norms and behaviors of the workers while at work. Workplace culture entails many things around work from the time worker enter the work and when they leave, the manner in which they dress, it generally indicate how things are done (Shalley, Zhou & Oldham, 2004). In fact, culture of sharing knowledge, assisting each other, respect, communication and this creates flexibility to deal with challenges either in organization or economically with motivated workers (Shalley, Zhou & Oldham, 2004).

Employee Commitment

Generally, employee commitment within organization is smudged by strong belief in as well as acceptance of firm goals and values. It entails willingness of exerting efforts as part of the firm and desire of maintaining membership in the organization (Gottschalg & Zollo, 2007). According to studies, employee commitment comprise of two factors; discretionary and cognitive energy. Cognitive indicates that employees have feeling connection and be part of the firm. Employees have understanding and sharing of values and beliefs for the firm and accept the practices. Discretionary factor indicate that people working in the firm offer maximum effort toward reaching goals of organization. In most case, employees are ready to work for extra time to achieve long term success for the firm (De Mooij, 2010).

There exist various theoretical reasons why employee commitment may be considered as significant for the organization. Firstly, employee commitment is expected to improve performance (Gottschalg & Zollo, 2007). This is due to the fact that when employee remains committed they are satisfied and produce more and they are ready to undertake changes introduced by the firm. With the increase job satisfaction there is the will to place more effort on whatever they undertake. This remains the reason to why human resource division main priority is developing employee commitment (De Mooij, 2010). Another reason for having committed employees is that it creates social outcomes. The firm become better and is preferred as the best workplace since people remain friendly, cooperative, helpful and collaborative (Shalley, Zhou & Oldham, 2004). Another reason is that employee commitment directs customer commitment. The fact is that employees have believes with the firm and remain loyal hence transferring the feeling to the clients (Gottschalg & Zollo, 2007).

When client communicate with committed staffs, the customer remain satisfied on services offered and refer it as the right company. In this situation, customer commitment level tends to increase. There is another motive toward developing employee commitment is targeting building shareholder values. Such reduced cost since people remain motivated and create high volume with the same workers (De Mooij, 2010). Another fact is that, commitment of employee develops employee retention with fewer turnovers in the firm. After employees are committed they work successfully with sense of belonging. To the management, this remains as a good reason. The firm will have highly trained professional workers who are aware of the procedures and processes applied in the work (Gottschalg & Zollo, 2007). In addition, little turnover save costs for the firm mainly when it comes to training and development since there is no need to have constant training of employees who are to get introduced on how things are done in the firm. This saves on money and time and there will be no need of spending time to search for new workers, making interviews and selection of right candidates (Grojean, et al 2004).

Various analysts set claims that one reason to loose talent in an organization is management/employee relationship. Leadership style of managers needs to be appropriate and maintain good relationship (De Mooij, 2010). In case manager and leaders are poor, employees will be encouraged to seek a better opportunities elsewhere to develop commitment level. In general, effective leadership style creates employee commitment level (Shalley, Zhou & Oldham, 2004). Leader needs to be person who has capacity of motivating and inspiring other. Hence, if leadership styles are appropriate, manager must communicate honestly and needs to set right direction which makes employee more engaged and part of the organization (Liao & Chuang, 2004).

Organization needs to maintain strong and identifiable culture which directs employee engagement. When employees have understanding of organization culture and has clear values, this makes employees have feeling of belonging. The values of workers start to silhouette the values of the firm and remain inspired and devoted to contribute and work toward achieving long term profits and success of organizations (De Mooij, 2010). Organization culture of a firm generates aspect of unity as well as being part of the group since values and beliefs remain the same. This is the reason to why when organization culture is sturdy, employee are attached to the firm and do not have idea of leaving the company. This is the process in which organization culture creates employee commitment (Gottschalg & Zollo, 2007).

Leadership Styles

The role of leaders in an organization remains to be establishment of direction, aligning people, motivating and inspiring workers. One crucial perspective of leadership style remains to be trait theory (Gottschalg & Zollo, 2007). According to the theory, for an individual to be a leader, one must posses several characters. Such traits are motivational skills, intelligence, social skills, emotional skills, communication, administrative skills and dealing with people. There exists various version of trait theory such as Charismatic leadership theory (Farh, Hackett & Liang, 2007).

Relationship Among Co-workers

Workplace entails much about working closer with each other with an aim of achieving the set organization goals. Hence, it is vital that every worker maintain respect to each other and not to show any sign of disrespect toward anyone in the workplace (De Mooij, 2010). In case, workers posses better understanding of the work performed by other workers and how such duties and role add value to the organization and the economy in general, then it remain easier to have a workplace where responsibility and respect for each other triumphs. In addition, excellent relation among the employees tends to lower the stress level and employee remains in a relaxed situation while in the workplace (Lord & Brown, 2001).

Leadership Role Played at the Workplace

In fact, leaders have vital roles to play that are aimed at maintenance of conducive work environment for all. In this situation, leaders are expected to have an understanding of how to deal with different workers. It is crucial for organization leaders to have respect for the employee hence being able to maintain culture of mutual respect as well as honor for others (Gottschalg & Zollo, 2007).

Management of conflict at the Workplace

In organizations, there are people from different background or group of people working together. Due to this, there are chances that conflict among them will arise. It is imperative to manage the conflict in a manner that does not impact the work environment at workplace. Managements are in the first line to policies as well as guideline that assist in resolving the conflict (Hee Yoon, Beatty & Suh, 2001).

Workplace Compensation and Incentives

Compensation and incentives are crucial where financial results of a company are achieved. In addition, they entail how well managers are able to maintain themselves within workplace while it adds up on organization serenity. Individual who has capacity of promoting the notion of the organization assists in adding and showing respect and performance characters (De Mooij, 2010).

Conclusion

There are various factors such as leadership style and organization culture which ensure that there is preservation and development of employee commitment. Manager or leaders need to be individuals who inspire other employees and ensure that they are attracted and captivated toward achieving firm mission. As well, organization culture is factor that ensure employee have feeling of being part of the firm while sharing same beliefs and values with the entire group. Failure to consider these factors, achieving employee commitment would be challenging. Without employee commitment an organization and economy cannot be successful due to high turnover.

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