Exploring Strategies to Enhance Organizational Commitment in MNG82001

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MNG82001 ORGANISATIONAL
BEHAVIOUR - ASSIGNMENT 1 - PART C
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Introduction
Organizational behavior is the performance of the individual and activities in the
organizations. Organizational behavior refers to the work environment and the impact of the
environment on the performance, leadership, job structure, motivation, communication, etc.
The organizational behavior helps in providing the understanding of the behavior of the
people by determining the effects and cause of the behavioural change in the individual. The
report includes several strategies which help in building the organizational commitment. It
will include ways of improving the performance of the employees while conducting the
activities of the organizations. Organizational behavior is an important function to motivate
the employees in improving their efficiency and productivity.
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Literature Review
High Motivation
From the point of view of Meyer et. al., (2014), high motivation is a strategy which is used to
build the organizational commitment in the organizations. The employees of organizations
should be highly motivated by providing them with rewards and recognition and considering
their needs and desires. Motivation results in improving the efficiency of the employees and
inspires them to contribute to accomplishing the goals of the company. High motivation is the
behavior of the employees which helps in attaining the organizational commitment. High
motivation to employees by the employer influence the employees to be loyal towards the
company and lead to improving the goodwill and revenues of the company. The motivation
can help in increasing the retention ratio which drives the organization in the accomplishment
of the organizational goals and targets. The employees are more inclined towards the
organization which focuses on fulfilling their needs and consider the efforts they have taken
in attaining the organizational goals and provide the employee rewards and recognition for
their efforts. This will result in motivating the employees and building organizational
commitment. Motivation is the organizational behavior strategy which helps in building the
organizational commitment and provides job satisfaction to the employees.
Employee Engagement
According to Ludwig, et. al., (2012), organizational commitment is important as it
understands the behavior of the employees because employees are the integral part who is
responsible in the success of the organization. It is a psychological attitude which attracts the
employees and helps in reducing the employee turnover. The organizational commitment can
result in the higher motivation, reduced number of employee turnover, continuous support of
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the organization, etc. Employee engagement refers to the attitude of the employees towards
the work and their level of involvement in the organizational goals and activities. The
employee engagement is the strategy of organizational behavior which provides higher job
satisfaction to employees and builds organizational commitment. Employee engagement
helps in attaining higher competitive advantage and helps in the survival of the company
against the competitors. The employee engagement is an activity which predicts the
employees’ involvement, interest, in conducting the organizational activity. It is focused on
showing the positive attitude of the employees and their dedication and willingness in
completing the work. With high employee engagement, the organizations can provide a high
level of satisfaction to the customers and provide the customers with a loyalty which
improves the brand identity of the organization and increases profitability.
Equal Opportunities
In the context of Guillaume, et. al., (2017), the employees should be given equal
opportunities in the organization so that they can show their capabilities in performing the
activities and operations. The equal opportunities given to the employees results in
motivating the employees and reduce the thinking of inequality and non-participative in the
organization. Equal opportunities help in building the organizational commitment as the
employees will try to give their best and will be ready to take extra efforts in accomplishing
the goals and objectives of the company. Inequality among the employees results in
unawareness of the talent of the employees who are not given the opportunity to perform the
task. It results in discouraging the employees that lead to increased competition and conflicts
within the organization. Equal opportunities build a positive working environment and
provide job satisfaction to the employees and encourage them to accomplish the goals within
time. According to the author, the inequality can be on the basis of age, sex, gender, caste,
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etc. Equal opportunities given to the employees bring innovation in the company and result in
a better decision-making process. This helps in retaining talented employees and increasing
higher customer base.
Employee Turnover
According to Wombacher&Felfe (2017), organizational commitment results in identifying
the various relationships among the employees. The employee turnover results in building the
negative image of the company. The employees are not satisfied with the job and are not
happy with the working environment which results in higher employee turnover. For a long
turn, employee turnover can result in diminishing the image of the company and lead to
reduced profitability and decrease customer loyalty. The employees are an integral part of the
organization and are responsible for the success and development of the organization. The
employee turnover refers to employees leaving the organizations because of various reasons
such as negative organizational culture; the working environment is not good, etc. The
employee turnover creates a negative impact on the organization in the marketplace and gives
an opportunity to the competitors to increase their customer base by attracting more
customers and providing them high-quality products with an improved strategy. Employee
turnover can also help in increasing the revenues and profits of the company as the
organization can replace the less talented employee with the highly talented and skilled
employee. Employee turnover can be considered to be a strategy which can help in building
organizational commitment.
Self Determination
Self-determination is the level of confidence employees owns in themselves. It is an
important technique which helps in building confidence and improving the efficiency and
productivity of employees. Self-determination helps the employees in understanding the areas
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in which they lack and needs improvement. The self-determination is a strategy which
provides the employees to identify the areas in which they have expert knowledge and this
helps in accomplishing the goals and objectives of the organization. The organizational
commitment encourages employees in increasing their level of self-determination (Zhang, et.
al., 2013). Self-determination is the way by which the employees can improve their personal
skills and improve their responsibility and roles. The self-determination in employees of the
organization can help in motivating the employees and improving their performance and
quality of work. This helps in building the leadership quality within the employees. The self-
determination is the way through which the organization can understand the behavior of the
employees and help in building the self-commitment. Organizational behavior refers to
determining the behavior of the employees in relation to the operations and activities of the
organizations. The organizational behavior of the employees helps in increasing the
organizational commitment and thus increases the profitability of the company.
Good Reward Schemes
Good reward system refers to the recognition and appraisal given to the employees for their
efforts taken in accomplishing their tasks and activities and contributing to attaining the
organizational goals and objectives. The reward system helps in motivating the employees
and inspiring them to improve their level of trust and efficiency in order to increase the
profitability of the organizations. The good reward system is one which satisfies the
employees and encourages them to work more. Reward system is a method of retaining the
employees and motivating the employees who are not working up to the expectations of the
organizations. The reward system helps in depicting the behavior of the employees and with
good rewards, it can build organizational commitment. Organizational commitment builds the
level of trust amongst the employees and encourages them to take more efforts in fulfilling
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the targeted goals. The organizations with the reward system can improve the reputation of
the company and can result in increased retention of employees. With the reward system, the
new talent can be attracted and result in innovation in the company which can help in
attaining competitive advantage against the competitors available (MENA Report 2015).
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Conclusion
From the above report, it has been concluded that it is essential to determine the
organizational behavior of the employees so that the productivity and efficiency of the
employees can be improved. The organizational behavior is the attitude of the individual
towards an activity in the way he/ she performs the same. Organizational behavior helps in
improving organizational commitment. The report consists of the strategies which can help in
building the organizational commitment. It is the duty and responsibility of the human
resource management to keep the employees motivated by providing the employees' rewards
and recognition on a continuous basis. The organizations by conducting motivating programs
can retain the employees and earn their loyalty and trust. The report concludes that using the
strategies can influence employees in contributing to accomplishing the organizational goals
and building organizational commitment.
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References
 Meyer, C., Strong, Richard & Geerts, Jeffrey 2014, ‘Eupsychian Management:
Organizational Change, Behavior, Motivation, And Trust’, Journal of Business Case
Studies(Online), vol. 10, no. 2.
 Ludwig, Timothy D. & Frazier, Christopher B. 2012, ‘Employee Engagement and
Organizational Behavior Management’, Journal of Organizational Behavior
Management, vol. 32, no. 1, pp. 75–82.
 Guillaume, Yves R. F., Dawson, Jeremy F., Otaye‐Ebede, Lilian, Woods, Stephen A.
& West, Michael A. 2017, ‘Harnessing demographic differences in organizations:
What moderates the effects of workplace diversity?’, Journal of Organizational
Behavior, vol. 38, no. 2, pp. 276–303.
 Wombacher, Jörg & Felfe, Jörg 2017, ‘Dual commitment in the organization: Effects
of the interplay of the team and organizational commitment on employee citizenship
behavior, efficacy beliefs, and turnover intentions', Journal of Vocational Behavior,
vol. 102
 Zhang, Yan & Chen, Chao C. 2013, ‘Developmental leadership and organizational
citizenship behavior: Mediating effects of self-determination, supervisor
identification, and organizational identification’, The Leadership Quarterly, vol. 24,
no. 4, pp. 534–543.
 MENA Report 2015, ‘Waste Minimisation and Recycling Incentives and Reward
Scheme.
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