Demographic Factors Influencing Organizational Commitment Essay

One constant trend throughout many organizations if not all is the struggle in finding qualified candidates to fill job openings. Not only is it difficult to recruit skilled workers, but also to retain them. Going back to my parent’s work experience, companies expected job loyalty, but today, I noticed and read stories of employees accepting other job offers only weeks after being hired. I wonder if people have changed or is it that employers are not able to satisfy employees. To completive and win the battle for workforce share, organizations should rethink their strategies to effectively recruit, motivate, and retain committed employees.

Organizational commitment is defined as “An employee who identifies with a particular organization and its goals and wishes to stay a member” (Robbins & Judge 38). Nan Capp has worked for Bumble Bee for the past four years. She has more experience which correlates to weaker organizational commitment. Throughout the book, she mentions wanting to quit more than a few times. However, because

In Tinorgea the government will have their own building called the Governmental Building of Tinorgea. In the building will be the dictator and his family. The dictator will be chosen by the previous dictator. The new dictator chosen must also be approved by Head of Security which is also chosen by the dictator at the time. To make a law, the dictator will first send a request to the Head of Security which will then approve the law it will then go back to the dictator and will be sent out for a public vote. The public will vote on the law and the majority of the population vote decides. To keep our citizens safe, we will have Watch Towers every one tenth of a mile. Inside the tower will be Security members that are armed with small guns. The

Most manager work under the expectation that their employees should be willing subjects that will do whatever it takes to get the job done. However, employees determine the amount of commitment by asking themselves several questions such as: How hard will I really have to work? What are the rewards involved in this venture? Are the awards worth the effort? Individual formulate the answer to this question by the type of relationship that they have with their boss. In other words,the individual commitment is closely related to their belief that their direct supervisor will recognize them for their efforts (Strebel, 1996)

There are three separate dimensions to organizational commitment: 1. Affective commitment is an emotional attachment to the organization and a belief in its values. For example, a Petco employee may be affectively committed to the company because of its involvement with animals. 2. Continuance commitment is the perceived economic value of remaining with an organization. An employee may be committed to an employer because she is paid well and feels it would hurt her family to quit. 3. Normative commitment is an obligation to remain with the organization for moral or ethical reasons. An employee spearheading a new initiative may remain with an employer because he feels he would “leave the employer in the lurch” if he left." (Robbins & Judge, 2011, p 77)

“The essence of propaganda consists in winning people over to an idea so sincerely, so vitally, that in the end they succumb to it utterly and can never escape site from it” wrote Joseph Goebbel; a statement that Hitler strongly agreed with (Trueman). When Nazi Germany came to power in 1933, Goebbel was a master propagandist of the “Nazi regime and dictator of its cultural life for 12 years”. With Goebbles as a propaganda leader, Germany was able to develop an organized propaganda designed to to manipulate “ a cynic, devoid of inner devotions” and “ orchestrate a pseudo religious cult” (“Joseph Goebbels”). Subliminal propaganda proved to be a more valuable weapon than artillery and man power combined. Propaganda played a key part in every nation 's war effort; though, none were as efficacious as Nazi Germany. Germany knew the power that could be harnessed from propaganda and carefully cultivated, and molded their message to become one of the most dangerous countries in the world.

The earliest organized school of economic thought is known as Classical. The father of this school is Adam Smith. Smith used the concept of the invisible hand to describe the role of the market in the allocation of resources. In the market, the interaction of demand and supply determines how much of a good will be produced and the price that is charged for that good. Absent any explicit guidance mechanism, the invisible hand guides participants in the market towards an outcome that efficiently allocates resources to the production of goods that society desires.

Commitment to our employees- Keeping our employees happy will keep the company happy as you treat your employees well and they will end up treating their jobs well.

Organizational commitment is a theory that can help explain O’Grady’s behaviour towards Devine. This theory focuses on an employee’s emotional attachment to an organization, reflecting their behavior within that organization. “Affective commitment is a

Many may argue that job satisfaction and organizational commitment are the same, but they are actually different.

Organisational commitment has grown significantly in the field of organisational psychology. Early studies of organisation commitment have shown the concept as a single dimension, which was constructed around attitudinal perspective, embracing identification, loyalty and involvement. It was suggested my Porter et al (1974) attitudinal perspective refers to the psychological attachment or affective commitment formed by an employee in relation to his identification and involvement with the respective organisation. He further describes it as an attachment to the organisation, characterised by an intention to remain in it; an identification with the values and goals of the organisation. This theory holds that people that are committed to the organisation as far as they hold their positions, regardless of the demanding conditions they experience. However, should they be given alternative benefits, they will be prepared to leave the organisation.

Organizational commitment is one of the two individual outcomes derived from individual mechanisms like job satisfaction, stress, motivation, trust, justice, ethics, and learning and decision making. These mechanisms and outcomes can be found on the integrative model of organizational behavior (OB). Colquitt, LePine, and Wesson defined organizational commitment in their Organizational Behavior 5th Edition book as the desire of an employee to remain a member of the organization (p 64).

Different leadership organisations have different leadership styles that they have adopted in their operations. However it is up to an organization to make sure that the leadership style it uses contributes to the commitment of different stakeholders in an organization. Organizational commitment is one of the salient on going organizational issues faced by managers. Past literature has highlighted the importance of retaining committed employees as an aspect of survival for organization hence many forward thinking are striving to create a positive organizational climate in order to keep those good employees through various human resource initiative (Chew, J, &

Organizational commitment is critical to organizations due to the desire to retain a strong workforce. Organizations want to know why employees stay or leave their organizations so if correction is needed they have some tools to proceed with the correction. High turnover of employees in an organization can determine if an organization is successful or not. While turnover is related to all three areas of commitment researchers have determined that Affective commitment is one most associated with absenteeism and organizational citizenship (Williams J. 2004).

Smith et al.(1969) treated job satisfaction both as a general attitude and as satisfaction with five specific dimensions: pay, work, promotion, supervision, and co-workers. According to Pareek (1989), stated organizational climate is cre¬ated by the perception of organizational members about the out¬come of interactions among five components of the organization. These interaction components are Structure, System, Culture, Leader behaviour, and employees’ psychological needs. Allen & Meyer, (1990) O’Reiily & Chatman, (1986) stated The Organizational commitment refers to the psychological attachment of workers to their workplaces Commitment to organizations is positively related to such desirable outcomes as job satisfaction (Bateman& Stasser, 1984; Mowday, Porter, & Steers, 1982), motivation (Mowday, Steers,& Porter,1979), and attendance (Mathieu & Zajac, 1990; Steers & Rhodes, 1978) and negatively related to such outcomes as absenteeism and turnover (Clegg, 1983; Cotton & Tuttle,1986). Also, Horton stated that stronger commitment could result in less turnover and absenteeism, thus increasing an organization’s productivity (Schuler & Jackson, 1996, p.302). However, the relationship between organizational commitment and