MNG82001 - Organizational Commitment: Strategies Literature Review

This report is a literature review focused on strategies for building organizational commitment, a critical aspect of business success. The review explores various approaches, including fostering a strong teamwork culture, developing transparency and open communication, implementing effective ...Read More

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Organizational Behavior
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Organizational Behavior 1
“Strategies for Building Organisational Commitment”
Organizational commitment refers to the psychology of an individual to connect with the
organization. The attachment of the employee with the company can be regarded as an
organizational commitment in the business. The commitment of the employees to act in favour
of the organization and work hard to help them achieve mission is called organizational
commitment. The process of organizational commitment predicts the work variable like
turnover, job performance and organizational citizenship behaviour. There are various factors
that are present in business environment that connect with the organizational commitment; these
factors are role stress, distribution of leadership, job employability and insecurity.
The fact should be noted that organizational commitment is a critical task that makes the
employees to take decision that whether they want to be a part of the organization for long run or
not. The aspect of organizational commitment mainly requires the employees to work in favour
of the organization by developing a bond with it. While implementing the organizational
commitment, the employees connected with the company need to support the functions of the
company while the company will ensure that the employees attain job satisfaction and
engagement in the environment. Organizational commitment is nothing but the commitment of
the employees towards the company that they will always work for profitability of the company.
Further, the fact should be noted that the companies enjoying high level of employee
commitment in the environment attain better profitability from other companies present in the
environment. These companies attain better level of loyalty in respect to consumers as well as
employees. With the help of organizational commitment culture of the business is also improved.
There are various ways through which an organization can build commitment strategy so as to
attain prosperity in the target environment.
According to Holland 2019, the initial way through which organization can build commitment in
business is by building strong team work culture. Building a strong culture at workplace with
foster the cooperation activities in the environment. All individuals in an organization come from
different spaces and different motives due to which it becomes difficult for them to adjust in the
environment and communicate with each other. Cultural differences present in the environment
oppose them to connect with people having diverse backgrounds. So, it should be noted that if

Organizational Behavior 2
the organization will effectively build strong work culture along with team practices then the
employees will get to dissolve in the functions of the business and communicate with each other
as well. This will enhance the diversity aspect at workplace and provide a platform to the
employees to share their views and get heard. If the company will effectively create a good work
culture by building groups in the employees then the employees will automatically get
encouraged to cooperate and achieve functions of the business. This step will help in building a
strong and positive culture while providing satisfaction to the employees as well (Farrukh, et. al.,
2017).
Second aspect is development of transparency and open communication in the environment.
Most times the employees get disturbed in the environment because they do not get to know
about the opportunities present in the business environment. So, the company should make sure
that they provide optimum opportunities to employees so as to attract them in the business while
make them participate in the business activities as well. This will increase the interest of
employees in the functions of the business which will certainly increase the level of
organizational commitment as well. In the viewpoint of Chordiya, Sabharwal, and Goodman,
2017 the company should also make the employees contribute in the decision making process
and functioning of the company which will subsequently increase their connection with the
business as well. Further, it should also be noted that when the company initiate transparent
activities in the business then they get to attain greater level of trust and satisfaction in the
environment. Transparent also help the employees to know about the striving opportunities
present in the environment that can make them grow. Introduction of such opportunities to the
employees make the management feel respected and attain a sense of belongingness in the
environment (Abou Hashish 2017). Thus, it should be noted that this aspect works to improve
the performance of the employees and build up their level of commitment as well.
Additionally, it should be noted that development is one of the best method to strengthen the
position of the company in external business environment. Position of the company can only be
strengthened when the employees are adequately developed in the environment. The company
should effectively present a performance management plan so as to make the employees feel that
they are doing different things that are better. The performance management plan of the
company should also aim to deliver the income to the employees on the basis of work

Organizational Behavior 3
implemented by them (Mert Haydari, Kocaman, and Aluş Tokat 2016). So, if an employee is
working hard for the growth of the company and he is getting paid in the similar way then it will
increase his level of satisfaction which will subsequently increase the organizational
commitment as well. Further, it should be noted that peer to peer conversation can also help in
building organizational commitment strategy in the business. Peer to peer conversation will help
the employees highlight good and bad points about the company which will help them to
successfully make decision for them (Valentine, Hollingworth, and Schultz 2016).
According Srivastava, and Pathak 2019, most basic and important aspect in the process of
organizational commitment is trust. Without having adequate trust of customers in the company,
the company cannot make the purchase products from them. Similarly, without having adequate
trust of the employees of company, the management cannot make them work effectively and
retain them in the business. Trust of the employees is a positive sign that business is moving in
the right direction of growth. So, it should be noted that in order to maintain organizational
commitment for the business, it is important for the management to build trust of the employees.
Building trust is a positive sign that initiate organizational development (Walden, Jung, and
Westerman 2017). Employees constantly observe the activities of the business in terms of
inspiration and model; learn basic leadership skills that help them in changing the key aspects in
the organization. Further, it should be noted that trust cannot be developed by some specific
actions in the environment but the positive activities that top level management initiate in favour
of the employees (Mory, Wirtz, and Göttel 2016).
Further, another strategy of building organizational commitment, it is important for the company
to promote positivity in the working environment. Positive work culture will automatically
motivate the employees to work in favour of the company. A positive work culture means that
the employees feel positive while working in company and they are encouraged to share their
innovative thoughts and opinion in the environment by the way of communication. Positivity at
workplace brings the best level of communication in the business and communication
successfully helps in building a strong relationship in the environment. Positive environment will
also help the employees to stay focused in the environment without getting distracted from
negative people and opponent companies as well. So, it should be noted that creating positive
working environment is also a building step of organizational commitment (Moin 2018).

Organizational Behavior 4
Lastly, it should be noted according to Valaei, and Rezaei 2016, efficient delegation of task also
accounts as a strategy to build organizational commitment for the business. If an organization
effectively knows the art of delegating then they will successfully be able to retain more
employees and make them commit for the betterment of the company. A single person cannot
perform all the jobs in the environment so delegating the work will make the other employees
responsible in the company and through this way they can make them learn new things as well.
Thus, it should be noted that when work is efficiently delegated then no person will feel burden
in the environment. Thus, this type of strategy will help the company to induce organizational
commitment activity in the environment (Maniloff, et. al., 2015).
Thus, in the limelight of above mentioned events, the fact should be noted that the above
mentioned, the fact should be noted that the above mentioned review of literatures highlighted
details about the strategies to build organizational commitment in the business environment.
Organizational commitment is an important aspect for the business that can be successfully
attained by implementing above mentioned strategies in the environment.

Organizational Behavior 5
References
Abou Hashish, E.A., 2017. Relationship between ethical work climate and nurses’ perception of
organizational support, commitment, job satisfaction and turnover intent. Nursing ethics, 24(2),
pp.151-166.
Chordiya, R., Sabharwal, M. and Goodman, D., 2017. Affective organizational commitment and
job satisfaction: A cross‐national comparative study. Public Administration, 95(1), pp.178-195.
Farrukh, M., Chong, W.Y., Mansori, S. and Ravan Ramzani, S., 2017. Intrapreneurial behaviour:
the role of organizational commitment. World Journal of Entrepreneurship, Management and
Sustainable Development, 13(3), pp.243-256.
Holland, B., 2019. Factors and strategies that influence faculty involvement in public
service. Building the Field of Higher Education Engagement: Foundational Ideas and Future
Directions.
Maniloff, J., Park, D.Y., Laorujiralai, K., Paholski, L., Sugumar, V. and Yates, R., 2015.
Antecedents of Job Satisfaction among Intimate Partner Violence Shelter Staff: Coworker
Relational Maintenance Strategies, Communication Satisfaction, Burnout and Organizational
Commitment.
Mert Haydari, S., Kocaman, G. and Aluş Tokat, M., 2016. A survey on the intention of the
nurses’ of different generations to leave their job and profession and their organizational and
professional commitment. Journal of Health and Nursing Management, 3(3), pp.119-131.
Moin, M.F., 2018. The link between perceptions of leader emotion regulation and followers’
organizational commitment. Journal of Management Development, 37(2), pp.178-187.
Mory, L., Wirtz, B.W. and Göttel, V., 2016. Corporate social responsibility strategies and their
impact on employees’ commitment. Journal of Strategy and Management, 9(2), pp.172-201.
Srivastava, S. and Pathak, P., 2019. Impact of Self-Efficacy, Organizational Commitment and
Job Involvement on Job Performance in Private Bank Employees. Organizational Commitment
and Job Involvement on Job Performance in Private Bank Employees (January 6, 2019).

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Valaei, N. and Rezaei, S., 2016. Job satisfaction and organizational commitment: An empirical
investigation among ICT-SMEs. Management Research Review, 39(12), pp.1663-1694.
Valentine, S., Hollingworth, D. and Schultz, P., 2016. Data-Based Ethical Decision Making,
Lateral Relations, and Organizational Commitment. In Academy of Management
Proceedings (Vol. 2016, No. 1, p. 11029). Briarcliff Manor, NY 10510: Academy of
Management.
Walden, J., Jung, E.H. and Westerman, C.Y., 2017. Employee communication, job engagement,
and organizational commitment: A study of members of the Millennial Generation. Journal of
Public Relations Research, 29(2-3), pp.73-89.