Strategies for Building Organizational Commitment

Running head: ORGANIZATIONAL BEHAVIOR
Strategies for Building Organizational Commitment
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2ORGANIZATIONAL BEHAVIOR
Introduction
Organizational commitment can be considered as the psychological commitments of the
employees towards the organization. The organizational commitment also plays a great role in
determining how often the employees stay in the enterprises for a longer duration and could
work ardently for the achievement of the administrative objectives. The organization
commitment provides employee satisfaction, job satisfaction, job security, leadership
distribution, and employee commitment (Yousef 2017). The business will be able to maintain a
healthier work environment by enhancing employee management, efficiency, consumer loyalty
measurement. Thus the following attributes help the business to maintain the organization
commitment that helps the business to compete in the business market.
The building of strong teamwork culture:
The effective team culture with the proper team collaboration helps the business to grow
the strong working environment in the business. As it is quite obvious that none of the
employees are identical therefore they come with different motives and faces different problem
in the organization. Thus the employers by forming proper team are required to interact and
accomplish more with the organization thereby promoting strong team development, which will
ensure the degree of engagement and the workplace culture is satisfactory.
Clear communication with employees about objectives and goals:
The staffs are required to focus on the team development and recognizing what is
important for the company growth and the company activities. The engagement of the employees
within the organization can be enhanced by the proper interaction and the effective

3ORGANIZATIONAL BEHAVIOR
communication strategies. Mostly the employees stay in the company for long term process only
if they feel they have a sense of belonging.
Build Transparency:
The development of transparency among the employees and the employers also provides
an additional advantage for the employees for becoming actively engaged with the organizational
events. The employees will be able to contribute more to the organization by the building up of
transparency as this enhances more employee engagement towards the organization (Mone and
London 2018). When the employee remains straight forwards with their staffs and the offering
of a large number of figures makes the employees more engaged with the organization and feels
a wider sense of belonging towards the organization.
Promotion of positive work culture:
The positive work environment and the encouraging work culture is also making the
employees more optimistic to be part of the organization that is by encouraging them to share
more of the new ideas. Thereby this ensures that the employees will be able to continue more
interaction with the employers and the management of the organization without any fear of the
misinterpretation (Mone and London 2018).
Trust building:
The trust-building is considered as one of the most significant factors off encouraging
employees and growing organization commitment with the employees. This can be considered as
a positive sign and the initiative of the organization towards organizational growth. Employees
are found out to follow the leadership qualities and the motivating authority of the organization,