Organisational Commitment: Outcomes and Strategies (MNG82001)

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Organisational Behaviour (MNG82001)
Assignment 1 (Part b): Literature
Review Draft

1. Define the term ‘Organisational Commitment’ and describe the types of organisational
outcomes it might lead to.
In every business organisation, it is the employees that create a connection with their team
members, a colleague as well as the organisation. This particular bond experience it tends to
be a commitment. As they always feel to the part of that particular organisation and work
according to the goals which are set by top management. It has been seen that the overall
growth and sustainability of an organisation is entirely relying on the effort and capability of
their staffs and group members. It is the motivation factors of employees that often associated
with a commitment towards their upcoming career.
According to Güres and Sökmen (2015), organisation commitment is said to be a human
psychological state that provides a relation between employees and the organisation. It also
analyses the implication for the decision that continues or non-continue as attainder within an
organisation.
Types of organisational outcomes:
 Affective commitment: It is basically associated with the work which is
performed by employees for an organisation. This attachment toward their job
would help to identify specific goals and values for the company. The satisfaction
level can only increase in case they feel or enjoy their work more effectively. By
doing so it will help the team to develop wide potential among employees to feel
an increment to their teammate and organisation at the same point of time. A
person that is positively committed toward their job with organisational motive
can attain its desired goals in more quick time.
 Normative commitment: It is one of the key aspects of an employee’s in case
they experience a sense of responsibility toward its organization. In other situation
of unhappiness in their job role or they are looking for a new opportunity which is
more suitable for their career growth (Kırmızı and Deniz, 2012). But the
employee perceived an obligation to stay within the company.
 Continuance commitment: Such kind of commitment is generally occurring in
case of employee consider up the favourable or adverse of leaving the
organisation. It is a measure through which the willingness of staff or employee
to remain working for a similar organisation is identified. It is one of the primary

issues as in some situation employees does not have any other option except their
own organization.
Reference List
Güres, G. C. & Sökmen. A., 2015, ‘Effects of the Leadership Styles on the Organisational
Commitment, Job Satisfaction, and Intention to Leave: A Research on Turkish
Prisons and Detention House’, İşletme Araştırmaları Dergisi, vol. 7, no. 3, pp. 59–
74, accessed from.
Kırmızı, A., and Deniz, O. 2012. The organisational commitment of IT professionals in
private banks. International Journal of Logistics Systems and Management. 11(2).
175-197.

2. Briefly describe two strategies, supported in the academic literature that might lead to
Organisational Commitment.
There are various key strategies which will be helpful for the employees to remain satisfied
with their job and responsibilities within an organisation. It is essential for the top
management to always take care of their employees by communicating with them regarding
their issues and other concern. It will assist employees to think about organisation
commitment and this would assess them to perform more effectively towards achieving goals
in more quick time. There are various types of strategies which will lead to organisational
commitment. Some of them are mentioned below:
Job enlargement: It is basically used by the organisation to increase the scope of work by
extending the areas of employee’s job duties and responsibilities. It consists of combining
different activities at the given level within an organisation. By this particular strategies, the
worker can take the additional task in an effort to create some sorts of faith and trust that they
are a valuable part of an organisation (Saleem, Shaheen and Saleem, 2012). It acts as a
horizontal expansion by which all the activities must be included at a similar level to those
with the present position. It will help the employees to work freely and remain motivated as
well as committed toward the organisation. The biggest benefit of this strategy is that
employees are responsible for handling multiple tasks. Thus, it will reduce extra pressure on
organisation growth and performance.
Job rotation: It is an essential strategy which is adopted by an organisation for the purpose
of motivating employees by rotating their job within the same business. The plan is so simple
that each employee takes on the latest activities at a various job during the period before
appointing back to their original position (Michalos, et. al, 2011). By the help of this, the
employee should gain maximum experience and capability through taking on innovative
responsibilities. This will assist them to attain overall organisational mission and objectives
in the allotted timeframe. The mayor intends to deliver valuable advantage to both employees
as well as an employer this strategy is taken into account. By the help of job rotation chances
of increasing employee satisfaction and interest, level get enhanced. Through all the efforts
and benefits provided by the organisation to their employee’s future growth opportunities for
the business would also get at a wide level.

Reference List
Michalos, G., Makris, S. and Mourtzis, D., 2011. A web-based tool for dynamic job rotation
scheduling using multiple criteria. CIRP annals. 60(1). pp.453-456.
Saleem, S., Shaheen, W. A. and Saleem, R., 2012. The impact of job enrichment and job
enlargement on employee satisfaction keeping employee performance as an
intervening variable: A correlational study from Pakistan. Kuwait Chapter of Arabian
Journal of Business and Management Review. 33(845). pp.1-21.