Organisational Commitment: Outcomes and Strategies

Desklib provides past papers and solved assignments for students. This literature review explores organizational commitment.

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

1. Define the term ‘Organisational Commitment’ and describe the types of organisational
outcomes it might lead to.
The emotional fidelity from an employee towards the organisation is termed as the organisational
commitment. The employee has a perception of trustworthiness for the organisation. There are
numerous reasons for an employee to commit himself\herself to the organisation. Any employee of
the organisation would commit to the organisation if after assessing the merits and demerits of
staying at the job. If the merits overtake the demerits, the employee would like to commit to the
organisation. The organisational commitments are segregated into three heading which is,
‘Continuance’, ‘Affective’ and ‘Normative’ commitments. The ‘Continuance Commitments’ can be
understood as the necessity of the employee to stay at the organisation. The necessity can be
derived due to the perks and benefits of the current job or the inadequacy of the substitutes. The
‘Affective Commitments’ are those commitments of the employee that are related to his fidelity,
recognition and association with the organisation towards the organisation (Mabaso, Calvin &
Dlamini, Bongani 2018). The ‘Normative Commitments’ arises due to the indebtedness the employee
has towards the organisation, even if they want to pursue better opportunities but they cannot due
to the burden because the organisation has invested in the employee in various forms like
development and training.
The organisation has the duty to make the employees feel like a valuable asset for the organisation.
When the workers don’t feel that they are not valued enough by the organisation they won’t
commit themselves to the organisation. The commitment of the best workers is very important in
this era of globalisation, where the competition is from everywhere and to have an upper hand over
the competitors. When there are lucrative offers around due to the competition the commitment of
the worker is difficult to get, the employers have to offer some benefits to make them stay (Coetzee,
et al., 2019). It is the workforce of the organisation which decides its growth trajectory if the
workforce is competent enough it can cope up with the growing competition, but if it is not
committed towards the organisation they won't produce anything which would help the business to
grow a little faster.
2

Reference List
 Coetzee, Melinde, Ferreira, Nadia & Potgieter, Ingrid 2019, ‘Perceptions of sacrifice,
workplace friendship and career concerns as explanatory mechanisms of employees’
organisational commitment’, SA Journal of Human Resource Management, vol. 17, no. 1.
 Mabaso, Calvin & Dlamini, Bongani 2018, ‘Total rewards and its effects on organisational
commitment in higher education institutions’, SA Journal of Human Resource Management,
vol. 16, no. 2, pp. e1–e8,
3

2. Briefly describe two strategies, supported in the academic literature, that might lead to
Organisational Commitment.
The globalisation has led to the cutthroat competition among the organisations. Now the
organisation has to compete domestically as well as from the foreign organisations. The concept of
organisational commitment has emerged as a key concept for the competition, the organisations
which have committed, loyal and a motivated employee has an advantage over the organisation
which has lower employee retention rate. The organisation has to adopt various strategies to make
the employees commit themselves to the organisation and aid it in attaining its objectives.
 Communication: There should be proper and regular communication between the
employees and the employer. The regular interaction between the employees and the
employer generates trust among the employees that they are an integral part of the
organisation. The gap in communication often leads to the reduction in productivity of the
employees due to the fact that they don’t consider themselves as a part of the
organisational family (Tekingündüz, et al, 2017). It is very critical for the employers to keep
the employees informed about the future track of the business plans; this enables them to
prepare for new opportunities in advance. The communication is the most effective tool to
let know of the goals of the company to the employees. This provides them with the
direction in which they have to work.
 Skill Enhancement Opportunities: development and learning is a perpetual process. Due to
new innovations and improvement in technology the skills sets of the employees need to be
improved through training, workshops, etc. The employees must be encouraged to attend
seminars related to their field of work; this would help them to keep their knowledge
updated. The training can be off the job as well on the job whichever the employers find it
convenient to provide. When the organisation invests to enhance the skills of the
employees, they get bound to the organisation and improve their productivity (Kalfa, Murat
2018). This would also lead to a higher rate of organisational commitment.
Reference List
 Kalfa, Murat 2018, ‘The effect of Europe Union common assessment framework on
organisational commitment with role of job satisfaction’, Total Quality Management &
Business Excellence, vol. 29, no. 5-6, pp. 704–726.
4

 Tekingündüz, Sabahattin, Top, Mehmet, Tengilimoğlu, Dilaver & Karabulut, Erdem 2017,
‘Effect of organisational trust, job satisfaction, individual variables on the organisational
commitment in healthcare services’, Total Quality Management & Business Excellence, vol.
28, no. 5-6, pp. 522–541.
5