Organisational Commitment: Types, Outcomes, and Strategies (MNG82001)

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Organisational Behaviour (MNG82001)
Assignment 1 (Part b): Literature Review draft
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1. Define the term ‘Organisational Commitment’ and describe the types of organisational
outcomes it might lead to.
Organizational commitment is a term which shows the connection of employee towards its
profession because if a person is accomplishing all the assigned job in perfect way then this helps in
identifying interest of an employee towards company. In fact, numbers of authors have explained
that growth and failure of an association is totally depend upon employees. It means that,
motivation of staff members is often consider as product of their commitment towards career. This
shows that commitment related to work is really significant for association to understand in order to
analyse the employee’s interest level. At the same time, organization commitment is also classified
into various types such as; affective, normative and Continuance. Basically, all these terms are
different from each other in various manner such as; affective one shows emotional connectivity of a
person towards association whereas continuance commitment signifies the believe of an employee
that leaving a job or quitting it leads to unacceptable length of unemployment (Gomes, 2018).
Therefore, commitment is fully rely on these three components because commitment profile is seen
as interaction between these three factors only. However, these types of commitment leads to
various outcomes such as; sometime enhance the performance of staff members if there is a
presence of affective and normative commitment. On the other hand, outcome of continuance
commitment resultant into different way as in this component employee feels that he/she is
enforced to get connected with company because of negativity. Hence, it has been understood that
organizational commitment is an essential part for an enterprise because this will help an association
in understanding mental state of an employees which leads to control the possibilities of unusual
losses (Geldenhuys, et al, 2014).
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Reference List
 Geldenhuys, Madelyn, Laba, Karolina & Venter, Cornelia 2014, ‘Meaningful work, work
engagement and organisational commitment’, SA Journal of Industrial Psychology, vol. 40,
no. 1, pp. 1–10.
 Gomes, Emanuel, Mellahi, Kamel, Sahadev, Sunil & Harvey, Amy 2017, ‘Perceptions of justice
and organisational commitment in international mergers and acquisitions’, International
Marketing Review, vol. 34, no. 5, pp. 582–605.
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2. Briefly describe two strategies, supported in the academic literature, that might lead to
Organisational Commitment.
Organizational commitment is a term that shows the “bond” which is experience by employees or
entire staff members with their company. In broader sense, member who is totally dedicated
towards its association is always feel a positive connectivity with enterprise and feels that he/she
clearly understands the target of an organization. Therefore, employees who are committed towards
their work always brings added value for company with their determination, proactive support, high
productivity and awareness of quality (Peccei, et al, 2011). Thus, there are number of strategies are
available which is used by manager or company head for promoting organizational commitment at
workplace.
For example; clearing company objectives (Setting target) is one of the most appropriate technique
through which team leader or manager can motivate their newly hired staff or subordinates towards
their set objectives. Along with this, proper steps can follow by leaders for clearing company goals
such as; think about positive contribution of enterprise towards society, needs to ensure that top
management have to fully clear about goals, permit each and every section of association to
interpret the company goals for making its own and interact regularly about progress of employees.
Secondly, challenging working environment or Job Rotation is another technique which is used by
organization for promoting organizational commitment because surrounding helps in shaping the
mental state of staff members either towards positive or negative. In fact, employees whose are
challenging always tend to perform in best manner (Hashim, Junaidah, 2010). With the help of job
rotation, employees can always get an opportunity of experiencing something new or different
which helps them in enhancing personal or professional knowledge.
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Reference List
 Hashim, Junaidah 2010, ‘Human resource management practices on organisational
commitment’, Personnel Review, vol. 39, no. 6, pp. 785–799.
 Peccei, Riccardo, Giangreco, Antonio & Sebastiano, Antonio 2011, ‘The role of organisational
commitment in the analysis of resistance to change’, Personnel Review, vol. 40, no. 2, pp.
185–204.
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