Major Factors Determining Organizational Performance And Effectiveness

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 order to determine appropriate interventions to reduce management turnover, an understanding of the underlying causes is required, in addition to an understanding of theoretical perspectives that relate to job satisfaction and organizational commitment. While the case study does not specifically describe the causes of turnover at Bubba Gump Shrimp Company, we can infer the possible causes. Employees typically leave their jobs for one of five reasons: unavoidable reasons, advancement, unmet needs, escape, and unmet expectations” (Aamodt, 2010, p. 394). Specific to the foodservice industry, poor

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).

Conflict or disagreement over the range of issues has become inherent aspect of modern organisational life. People from different cultural and education background work in an organisation. People working in an organisation may possess different goal and interest. People working in organisation may tend to different over a range of issues including organisational politics, organisational procedure, personal preference or political preference. It is also argued that conflict is essential characteristics of organisational life. Role of manager is paramount with regard to negotiating the conflict that arises in organisational life (http://www.sagepub.com/). Often lack of

Mediation is usually initiated when parties can no longer handle the conflict on their own and when the only means of resolution appears to involve impartial third-party assistance.

Every organization strives to become a high performing organization. The essential elements of effective organizations include a practical business structure, an excellent communication strategy, competent managers, and influential leaders. The elements of success are the same for all organizations; however, the process of incorporating the elements are different because every organization is unique.

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, &

Barbee et al., (2009) studied commitment for recruiting and retaining child welfare workers. The commitment contained multiple dimensions of employee commitment. Individuals in a work setting can concurrently experience varying degrees of commitment to numerous aspects of working life (Barbee, Antle, Sullivan, Huebner, Fox, & Hall, 2009). Brewer and Lok (1995) identified nurses multiple commitments, for example, to the organization, to their team, and to their profession. The research distinguished between different types of commitment, i.e., organizational commitment, team commitment, and occupational commitment (Brewer & Lok). Organizational commitment refers to identification with and loyalty to the organization and its goals (Blau 2007), which is the relative strength of an individual’s identification with and involvement in an organization. O’Driscoll and Randall (1999) found a positive relationship between perceptions on payment and affective commitment. Organizational commitment is important in childcare organizations because service quality might be inspired by high organizational commitment (Hallowel, 1996). Organizational commitment frequently leads to lower turnover rates (Meyer, Stanley, Herscovitch, &

Robinson, J. W. Jr (1972) “The Management of Conflict.” Journal of the Community Development Society, Vol 3, No. 2, pp. 100 – 105////////////////////////////////////////

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

If organization is unable to manage the conflicts at workplace then it will damage the organization (Collins and O'Rourke, 2005). Grievance procedure provides the process on which employees can process complaint against unfair actions of management (Gennard and Judge, 2005). Imppact did not have effective procedure to manage disciplinary and grievance issues. Code of practices is published to provide guidance for making effective framework (ACAS, 2015). During the recession period, conflicts increase surprisingly in workplaces (CIPD, 2011). This situation increases the need to develop effective grievance and disciplinary policies within Imppact, so that Imppact can handle these issues. To minimize the risk of these issues Imppact should follow ACAS (2015) code of practices which include mediation. The main objective of mediation is to establish and hold good employee relation and encourage parties for open and honest conversation (ACAS,

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).

Organizational commitment is a psychological attachment of an individual toward an organization. It is an emotional response that can be measured through people’s behaviors, beliefs, and attitudes. Committed employee as being one “stays with an organization, attends work regularly, puts in a full day and more, protects corporate assets, and believes in the organizational goals (Meyer & Becker, 2004). A committed employee contributes and devote oneself to the organization. Organizational commitment is the degree to which an individual embraces the values and goals of an organization (Somunoglu, Erdem & Erdem, 2012). Organizational commitment is the employees’ state of being committed to assist in the achievement of organization’s goals, and

The current study involves the analysis of relationship between Job satisfaction, Organizational commitment and Turnover intention of sales persons of private sector insurance companies of Coimbatore district. Employee perception about oneself and the various factors of attrition is also studied to assess what actually influence one to have turnover intention. The theoretical concepts of Employee attrition, Job satisfaction, Organizational Commitment, Perception is explained in this section.

Job satisfaction, the most widely studied work attitude, is then discussed. We look at job satisfaction among Canadians, the effects of job satisfaction on work behaviour, and new findings regarding the relationship between job satisfaction and employee performance and customer satisfaction. The next section provides an overview of organizational commitment, including the types of commitment, consequences of commitment, and ways to build affective commitment. Organizational commitment is strongly influenced by trust and the psychological contract, so the final section of this chapter looks at the meaning and elements of both concepts.