Strategies for Building Organisational Commitment: A Literature Review

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Strategies for Building Organisational
Commitment
Unit Name: Organisational Behaviour
Unit Code: MNG82001
Assignment Title: Literature Review 1C
Student Name:
Student ID No.
Word count: 1428
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Literature review:
Organisational commitment
Organisational commitment is a connection of organisation with their experienced employees. It
can be several known as employee’s attachment within the organisation. It plays an essential role
as it helps in determining the employee retention rate of the organisation. The employees are the
key essentials of organisation; it can set be as contrasted with job satisfaction, employees
feelings and their experience at the workplace. In the view of (Sofat 2015), the significant
essentials of commitments in the organisation are analysed by Meyer and Allen in 1990; the
employee commitment can be set with their mindset in the organisation, on side affective
commitment are based on the positive view or develop strong connectivity within the employees
through which they can identify the goals and accomplish these objectives in a timely manner.
According to the authors (Mitonga-Monga, et.al 2018), every organisation aims to enhance its
commitment with employees through which they can develop an effective relationship with the
employees through which they can satisfy their employees by fulfilling their needs and
requirement so they can help in accomplishing organisational objectives. Effective leadership,
job security with proper job satisfaction along with effective employee engagement leads to
successful organisational commitment (Sofat 2015).
Theories of organisational commitments
There is essentially a three-component model known as the TCM is set as the significant theory
towards organisational commitment; these essential theories are stated below:
Normative commitment: It is the type of feeling of employees which obligate them to stay in
the organisation for a long period. According to (Sofat 2015), normative commitment is the type
of fair treatment done by the organisation to make satisfy each member of the organisation. The
treatment in a fairly manner through which they develop effective employee retention rate to
maintain their position in the organisation for a long period.
Affective commitment: In the view of (Sofat, K 2015), It is a type of emotional attachment
which organisation shows towards its employees. It is one of the most effective methods in TCM
that develop high employee retention rate and develop employee engagement towards
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organisational task which helps in accomplishing the task in a timely and effective manner. Here
in this model of TCM, the organisation develops their effective relations with employees; they
also understand the needs and requirements by conducting meetings and through several
discussion they also analyse their ideas and strategies and appreciate them for their valuable
thinking for the organisation.
Continuance commitment: This is the last aspect of TCM where employee thinks they're
leaving from the organisation would be set to them costly. The word continuance refer to the stay
of an employee at continuance level, and they have to set their continuity in the organisation for
a long period. In the context of (Sofat 2015), continuance is referred to the long-time of
attachment of employees with their organisation; the attachment can be set to as mental and an
emotional level. In the case of continuance commitment, the employee feels that they have
already invested enough energy and feel attached in the organisation, so they try to continue their
work in the organisation (Sofat, K 2015).
Thus, these are the main essentials of the TCM that demonstrated on organisational commitment.
It is essential to understand the commitment levels which are severally based in various factors
and by analysing the organisational commitments, the manager or organisation can enhance the
level of organisational commitments and their relation with the employees. In the context of
building effective organisational commitments there are several approaches which should be
followed in an effective manner:
Approaches to building or improve effective organisational commitments
Communicate goals and objectives: according to (Kalfa, M 2018), employees effort leads to
the profitability of the organisation, employees are well known about their work and experience
and can set effective management in accomplishing the task and objectives of the organisation.
For the accomplishment of objectives, an organisation has to set goals by effectively
communicating their employees. They have to develop a clear mission and refer to focus on their
work. The communication is necessary through which organisation can develop effective
commitment with its members to accomplish goals promptly.
Develop and maintain work ethics: Organisational managers must develop and maintain high
standards of work ethic through which the organisation feels good in the working environment.
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These standards keep employees motivated towards their work and develop their moral level at
the workplace. Such type of standards helps the employees to know their value in the context of
the organisation. Such type of approaches is also known to affective commitment.
Power to innovation: Innovation leads to the idea that connects directly with employees and
develops their work morale in the context of organisational performance by encouraging them
for their works and by motivating them organisation can accomplish their targets promptly
(Kalfa, M 2018).
Develop open and transparent communication: transparent communication is the better
method for developing the performance of employees. The employee can communicate their
problems with their managers, and the manager must understand their aspects regarding
understanding their views, such practises help in increasing communication ways and develop
employee attachment and organisational commitment.
Develop teamwork culture: In the view of (Al‐Yami, et.al 2018), Teamwork culture is playing
an essential role in the organisation, it is the duty of team leader to develop and implement
effective leadership approaches such as maintain proper communication system, motivation to
employees, overcome problems faced by the team members and appraise them for their creative
work. Such approaches to leadership lead to enhance teamwork and develop effective teamwork
culture. Along with this such, practices leads to develop emotional attachment of employee
towards their teams and helps in building organisational commitment.
Develop positive work culture: In the views of (Sofat 2015), positive work culture leads to the
essential role of employee and develop effective management within the organisational context.
The main role of managers of the organisation is to develop effective communication ways
which help in developing an effective relationship of employees. Organisational culture is
playing an effective role in the profitability of the organisation. So every leader of a team in an
organisation should develop and maintain positive work culture which also helps in enhancing
the employee engagement towards organisational activities (Al‐Yami, et.al 2018).
Reduce criticism and engage constructive feedback method: It is necessary to identify
problems which are faced by the employees at the workplace. The main motive of every
organisation is to analyse the challenges faced by the employees and keep them satisfy by
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implementing effective strategies. The problems can be identified by constructing feedback
method within the employees, through which employee can fill the feedback in the view of the
organisational environment and can express challenges faced by them within the organisation.
Develop management and assigned task and activities efficiently: The management can set its
advantage and accomplish the organisational objectives promptly. The behaviour of the
organisation towards its employees determines how its employees are important to them.
Manager of the organisation has to develop effective management within the organisation and
has to analyse the performance of each employee carefully. It is essential to identify the
capability of the employee before accessing tasks and activities. There should be proper training
and development method to be provided to employees through which they can understand thee
aspects of activities in a clear manner. Thus, task and activities related to the organisation may be
assigned to employees I efficient manner (Al‐Yami, et.al 2018). So the development of effective
management and set activities efficiently to employees can lead to better organisational
commitments.
Appraisal and offer incentives: By offering incentives for the tasks and activities performed by
the employee through which they can appraise them in the organisation. If employees work
efficiently and effectively, for such cases employees should be promoted, rewarded on a
monetary basis which increases employee engagement and develops an emotional attachment.
Conclusion
The literature review help in examined organisational commitments are playing an essential role
in the context of employee engagement, employee satisfaction, employee performance, and
employee retention rate. Such aspects of the organisation directly depend on the attachment of
employees towards organisational commitments. The TCM model helps in determining the
various types of commitment and how some effective approaches, strategies and some
development leads to high engagement of employees. In building organisational commitments,
the leadership approaches, efficient planning and developing management is playing an essential
role in the context of organisational commitments.
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References
 Al‐Yami, M, Galdas, P and Watson, R 2018. ‘Leadership style and organisational
commitment among nursing staff in Saudi Arabia’. Journal of nursing management,
26(5), pp.531-539.
 Choi, S.B, Cundiff, N, Kim, K and Akhatib, S.N, 2018. ‘The effect of work-family
conflict and job insecurity on innovative behaviour of Korean workers: the mediating role
of organisational commitment and job satisfaction’. International Journal of Innovation
Management, 22(01), p.1850003.
 Kalfa, M 2018. ‘The effect of Europe Union common assessment framework on
organisational commitment with the role of job satisfaction’. Total Quality Management
& Business Excellence, 29(5-6), pp.704-726.
 Mitonga-Monga, J, Flotman, A.P and Cilliers, F 2018. ‘Job satisfaction and its
relationship with organisational commitment: A Democratic Republic of Congo
organisational perspective’. Acta Commercii, 18(1), pp.1-8.
 Nasurdin, AM, Ling T.C and Khan, S.N 2018. ‘The relation between turnover intention,
high-performance work practices (helps), and organisational commitment: a study among
private hospital nurses in Malaysia’. Asian Academy of Management Journal, 23(1).
 Sofat, K 2015. ‘Organizational Change and Organizational Commitment: An Empirical
Study of it Organizations in India’. Global Journal of Management And Business
Research.
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