Leader’s Strategy in Building Organizational Commitment

This assignment explores the strategies used by leaders to build organizational commitment. It discusses the importance of negotiation, identification, compliance, and internalization as key stages in the process. The literature review examines the impact of organizational commitment on employee behavior and the overall success of the organization.

Strategy for organizational commitment 1
Leader’s Strategy in Building Organizational Commitment

Strategy for organizational commitment 2
Literature Review
One major challenge for international organizations is to deal with inter-organizational bonding
with collaborators, governments, customers and competitors. Negotiation is one of the most
preferred process for managing interdependence and conflicts of interests between parties. The
literature review part of this assignment will review a range of articles by enchanting deliberation
of the selected topic of “Leader’s strategies for building Organizational Commitment”. There are
number of organizations that incorporate employees for attaining specific goals by optimizing
their skills. These strategies can be worked out within the organization with the support of the
leaders and their guidance. Various factors have contributed in making good future for the
organization such as commitment, motivation and adaption capability of the leader along with
the members of the company. Additionally, non-HR factors are likewise experiencing
achievement in understanding the objective of the organization later on. Teamwork and
integration have normal themes in the management of the organization (Aydin, Sarier and Uysal,
2013).
According to Koeszegi (2004), Negotiation can be viewed as an endeavor to oversee relationship
and struggle between gatherings, instead of different methods, for example, battle or evasion.
Moreover, negotiation can be viewed as a procedure to build up, characterize, or reclassify the
relationship between negotiating parties. This concept is taken by organization to improve the
themes, entailing integrated environmental management, integrated watershed management,
ecosystem management and integrated coastal management. It is necessary for the leaders to
keep focus on maintaining the strategy in the organization for getting attention of large number
of people in a one go. It is considered as the basic philosophy of the aspects in which the

Strategy for organizational commitment 3
managers should focus on the extent of economic, psychological interconnections, ecological
and improve a strategic approach to management. Approaches of integrated and collaborative are
being utilized widely around the globe, and huge numbers of these endeavors have accomplished
accord on issues and shared objectives. Although, research is showing that the issue of
implementation is risky. Specifically, coordinated approaches regularly neglect to pick up
responsibility from members to do the approaches, projects, and activities to which they have
agreed.
OC is the condition of the employees of being focused on aiding in the achievement of the
objective of the entity that incorporates the dimension of distinguishing proof of worker (Abrell-
Vogel and Rowold 2014). It will in general be considered as the eager response that can be
studied by the conduct, dispositions and conviction of people that can expand anyplace from the
lesser place to high. There are three sorts of OC, for example, affective, normative and
continuance. According to business dictionary, OC is considered in the form of perspective on
the employees towards the operation of the company. Authoritative responsibility is singular
conduct that is portrayed through quality of the sentiment of the risk that a representative has
towards the mission, objective and vision of association in future. The proposal of OC depends
on 3 components (Gunlu, Aksarayli, and Şahin Perçin, 2010).

Strategy for organizational commitment 4
Source: (Pamore, 2014).
The notion of OC is referred as three-dimensional models. These dimensions are accountable in
growing consideration of worker for finishing the allocated work of the business in limited time.
Alongside that, it is useful in intensifying the social framework in the conduct of the
representative. It is shown above assume that these elements of duty have incredible holding
with hands on conduct (Joo and Park, 2010). These contained non-attendance, citizenship and
execution. The researchers have accomplished research to search the correlation between
commitment results and OC. It can be seen through the result that emotional obligation has
positive association through the behavior of on job behavior and welfare of employee’ although,
it has adverse correlation with unconstructive outcome with yield purpose (Bachmann and
Inkpen, 2011). The progressing guarantee has inert association with profit point and aim, and
furthermore wellbeing and prosperity of workers. In a short, it tends to be supposed that
authoritative responsibility has real job with duty results in all workers in organization,

Strategy for organizational commitment 5
and this is major fundamental variable to accomplish OC in massive manner ( Abrell-Vogel
and Rowold, 2014).
By taking example of Australia and United States organization, it has been found that it is
vital to look at the setting for incorporated and shared looms in these two nations. There
are two entities such as environmental groups and industry associations that come under
nongovernment organizations, took an interest in endeavors in the two nations. The
involvement of non-governmental organizations is lesser in less populated nations such as
Australia. The government has restricted ward over natural issues contrasted in Australia.
In functional terms, this implies government offices are not legitimately engaged with
most incorporated administration endeavors in Australia, while they are all the more
ordinarily associated with US ventures. Australian bureaucratic and state governments
work under a parliamentary framework (Margerum, 2001).
Leader’s strategy in building OC
Bachmann and Inkpen (2011), stated that “OC is elevated stage development that recover
by the expansion of the efficient approach of the leadership”. The leaders has significant
role in the organization that facilitates employee to work on time with high productivity.
Along with that the leader’s correct strategy for OC motivates employee towards
performing for the organization by heart not forcefully. Effectual supervision can bring
power even in hopeless idea; likewise, the stage of appropriate supervision can develop
the efficiency of the workers, if they are receiving proper supervision from their
supervisors (Clarke and Fuller, 2010). There are certain steps that need to be followed by
the leaders in providing right guidance to their followers; these are identification,

Strategy for organizational commitment 6
compliance and international stages. The observance is the initial stage which focuses on
the employees towards accepting the impact of others benefits from them. They can be
measured as the compensation appearance in businesses. This stage has plausible role with
the continuation commitment element. Identification is the second stage that takes place in
the organization, when acceptance from the employee side demonstrated for handling the
satisfactory aspect of the company. This stage is relied on the normative dimension.
Internalization is the last stage and it takes place within the organization when the
employee finds worth in association and relied on the affective dimension.
The qualities of over-responsibility are industrial burnout, exceedingly steadfast
representatives and upper broaden of energy. On account of have an over-submitted
representative, it is fundamental for the pioneer to think to them and endeavor that the
circumstances converts into favorable to explore the goals and intend of the organization.
Finally, the victorious approach of a leader is developing OC can be distinct when workers
are in the large amount of favorable condition sector for best OC (Lee, Whittington, and
Galpin, 2010).

Strategy for organizational commitment 7
Figure: strategy of leadership
Source: (Pamore, 2014).
It has been portrayed by Pamore (2014), that in reality; the leader’s strategy implications
has specific dimension, elaborating the real opportunities and issues surrounding the major
drivers. The major drivers and their association with business strategies should have
explicit implications, for what leaders should initiate effective strategy for the endeavor of
succeeding the organization (Peachey, Cohen, Shin and Fusaro, 2018). Ultimately,
activities of leadership development should be handled to ensure that leaders of the
organization are remaining by to enlarge most basic systems in regards to key drivers. It
has been found that the employees with high OC are more likely to practice and highly
committed employees spread positive environment within business that motivates other to
do work efficiently. Lack of sense of OC can put deleterious effect on the on the
organizational financial status (McNeese-Smith and Nazarey, 2001).
In increasing a strategy of leadership, weakening is to be as careful as liable in relating the
culture of leadership that is essential to apply the business strategy (Nasomboon, 2014).
For example, to not providing clear picture about the teamwork to the employees, would
require innovative leadership culture. Other strategies that are based on the cross-
functional collaborations are same run into a rigid conflict from leaders who emphasis the
results in their own zone. It can be said that the questions are not raised after reviewing
the various literature on selected topic, that where the situations of the leaders in the
companies; it is their main thing that chooses whether the organization fizzles or succeeds.
The success of OC can be fulfilled when a leader focused on effective strategy in order to

Strategy for organizational commitment 8
maintain the decorum within the organization. Along with that there are other strategies
such as motivation, discipline and habituation as well instead of negotiations, affective,
continuous and normative commitment that can fulfill the OC within the organizations. It
has been reviewed that explicit bonding, features and attitudes can play major roles in
environment with high level of OC.

Strategy for organizational commitment 9
References
Abrell-Vogel, C and Rowold, J 2014, ‘Leaders’ commitment to change and their effectiveness in
change–a multilevel investigation’, Journal of organizational change management, vol. 27 no.6,
pp.900-921.
Bachmann, R. and Inkpen, A, C 2011, ‘Understanding institutional-based trust building
processes in inter-organizational relationships’, Organization Studies, vol. 32 no. 2, pp.281-301.
Clarke, A. and Fuller, M 2010, ‘Collaborative strategic management: Strategy formulation and
implementation by multi-organizational cross-sector social partnerships’, Journal of Business
Ethics, vol. 94 no. 1, pp.85-101.
Gunlu, E. Aksarayli, M. and Şahin Perçin, N 2010, ‘Job satisfaction and OC of hotel managers in
Turkey’, International Journal of Contemporary Hospitality Management,vol. 22 no. 5, pp.693-
717.
Joo, B.K, and Park, S 2010, ‘Career satisfaction, OC, and turnover intention: The effects of goal
orientation, organizational learning culture and developmental feedback’, Leadership &
Organization Development Journal, vol. 31 no. 6 pp.482-500.
Koeszegi, S.T, 2004, ‘Trust-building strategies in inter-organizational negotiations’, Journal of
Managerial Psychology, vol.19 no. 6, pp.640-660.
Koeszegi, S.T, 2004, ‘Trust-building strategies in inter-organizational negotiations’, Journal of
Managerial Psychology, vol. 19 no. 6, pp.640-660.

Strategy for organizational commitment 10
Lee Whittington, J. and Galpin, T.J 2010, ‘The engagement factor: Building a high-commitment
organization in a low-commitment world’, Journal of Business Strategy, vol.31 no. 5, pp.14-24.
Margerum, R.D 2001, ‘OC to integrated and collaborative management: Matching strategies to
constraints’, Environmental Management, vol. 28 no.4, pp.421-431.
McNeese-Smith, D.K. and Nazarey, M 2001, ‘A nursing shortage: Building OC among
nurses/practitioner application’. Journal of Healthcare Management, vol. no.3, p.173.
Nasomboon, B 2014, ‘The relationship among leadership commitment, organizational
performance, and employee engagement’, International Business Research, vol.7 no. 9, p.77.
Pamore, W. 2014, ‘Developing a Leadership Strategy A Critical Ingredient for Organizational’
Success. Viewed 14 April 2019
https://www.ccl.org/wp-content/uploads/2016/10/DevelopingLeadershipStrategy.pdf
Peachey, J.W, Cohen, A, Shin, N. and Fusaro, B., 2018, ‘Challenges and strategies of building
and sustaining inter-organizational partnerships in sport for development and peace’,Sport
management review, vol 21 no. 2, pp.160-175.