The Role of Organisational Commitment in Achieving Business Objectives

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Organisational Behaviour
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Contents
Organisational behaviour................................................................................................................1
1. Define the term ‘Organisational Commitment’ and describe the types of organisational
outcomes it might lead to.................................................................................................................3
References........................................................................................................................................4
2. Briefly describe two strategies, supported in the academic literature that might lead to
Organisational Commitment............................................................................................................5
References........................................................................................................................................6
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1. Define the term ‘Organisational Commitment’ and describe the types of
organisational outcomes it might lead to.
Organisational commitment is considered as the Physiological bond that occurs in the employee
of the company where they find themselves involved in the organisational activities. This is the
commitment of the employee towards the organisation goals and the willingness that they show
to work for the betterment of the organisation. Hence this is defined as a force that binds an
individual to a course of action which is relevant for the organisation to accomplish its target and
the functions (Chua, et. al., 2014). Hence, in a nutshell, this can be termed as a psychological
commitment of the employee towards the organisation. This has been seen that if the
organisation's commitment is determined then it will help to forecast employee satisfaction and
engagement. As this is considered as the main factor which helps in determining whether the
employee will stay in the organisation or he would leave the organisation early. Also, this helps
in reducing the employee turnover which is caused due to lack of motivation in the employees.
So it is important to determine whether the employees are committed towards their work or not
or the psychological factors are able to resolve the issue of employees so that they get motivated
towards the company (Saranya & Muthumani, 2015). This has been seen that the definition
which is given by Meyer and Allen described organisational commitment as a three-dimensional
approach which contains an effective, continuance and the normative approach. The approach
can be described as below:
 The effective approach of commitment: It is in the form of commitment that the
employee shows towards the organisation. This is considered as the emotional bond with
the organisation so as to achieve success.
 Continuance commitment: In this situation employee links personal growth with the
growth of the company. Here the thought is build employee sees that he would not be
able to achieve growth out of this organisation.
 Normative commitment: This is the commitment to which the employee wants to stay in
the organisation as long as he can. Here the employee feels that he should give some
return to the organisation. Hence this return can be in terms of moral, ethical or monetary
form.
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References
 Chua, Gin Nie, Yee, Lai Juan, Sim, Bee Ai, Tan, Keat Hin, Sin, Ng Khai, Hassali,
Mohammed Azmi, Shafie, Asrul Akmal & Ooi, Guat See 2014, ‘Job satisfaction,
organisation commitment and retention in the public workforce: a survey among
pharmacists in M Malaysia', International Journal of Pharmacy Practice, vol. 22, no. 4,
pp. 265–274.
 Saranya, R. & Muthumani, S. 2015, ‘Impact of perceived organisational support and
organisation commitment on turnover intention of women employees in its industry',
Journal of Theoretical and Applied Information Technology, vol. 75, no. 2, pp. 256–261
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2. Briefly describe two strategies, supported in the academic literature that
might lead to Organisational Commitment.
Organisational commitment is considered as the term through which the employee’s attachment
towards the organisation is seen. It is derived from the attitude of the employee which can be
predicted through the work that he performs (Riasudeen & Srinivasan, 2011). Hence if the
employee is committed towards the organisation then it would help the organisation to achieve
objectives more quickly and rapidly. This would help the organisation to retain employees more
significantly. Hence for this various strategies are implemented so that the company can retain
the employees and this may lead to positive commitment among the workers. Hence some of the
organisation commitment strategies are described by the Dessler which follows:
 People first: This is considered as the procedure where organisation procure the
individuals who are progressively dedicated towards the company and has an objective of
long haul responsibility with the association. Thus for this enlistment, techniques must be
made by the organization where they should enlist the workers who need to remain long
with the organisation. Hence this would lead to an increase the in commitment among the
employees towards the organisation.
 Hard size practising: It is the strategy where the reward is given to the employee so that
they get motivated towards the company. The company should give their employees gifts,
loans and another form of incentives which helps to motivate their employees in such a
way that the goal of the organisation is achieved in a better way.
Hence the company should create the strategies in such a manner so that they are able to
motivate the employees towards the achievement of organisational goals (Thakur, et. al., 2017).
The organization should work for the improvement of the employees so that they can expand
their aptitudes. These techniques would expand the dedication of the representatives towards
their association.
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References
 Riasudeen, S & Srinivasan, P.T 2011, ‘Predictors of Organisational and Job Commitment
in Diverse Organisation’, Asia Pacific Business Review, vol. 7, no. 3, pp. 188–197.
 Thakur, K., Singh, J. & Kaur, P. 2017, ‘A study of spirituality at work and organisational
commitment of university teachers’, Pertanika Journal of Social Sciences and
Humanities, vol. 25, no. 4, pp. 1501–1514.
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