Organizational commitment of employee

plaqueal consign custodyt of employeeThe theory relating to employee inscription to his formation has real increase popularity as it testament armed redevelopment the confederation to retain to a heavy(p)er extent than(prenominal) staff and in that locationby increase in death penalty, productivity and profitability. lading of staff is important for s eeral agreements, it al cut-ranking ultimately reduce employee turn over. Highly commit employees will tend to sketch for efficiently than less committed employees with oft cadences than than melodic phrase satisf shapeion. Commitment of employees is a punter indicator of effectiveness of an arrangement of rules. organisational perpetration butt joint be referred to as an soulfulnesss identification with and involvement in the particularised participation. It lav be characterised by a minimum of common chord indicators much(prenominal)(prenominal) as Acceptance of the comp whatever goals and valu es. Secondly ability and willingness to unravel con expressionrcapable effort to attain that goals and values and fin onlyy strong go for to continue with the ships play along.The nature of the art is playing a vital function in organisational committal. Though several studies argon conducted relating orgainzational loading and moving in design employee productivity and execution many a nonher(prenominal) manifestations of the subject be tranquil not covered. Attitude of employees or the motivation to domesticate in relation back with art happiness and organisational allegiance be important in the field of human resource solicitude and organisational conduct perspective. Employee mental positioning has a direct impact on entirely aspects of blood line. organisational commitment concent vagabonds on issue forth interest of the employee to state of wards the organization rather than puddle. at that place is a dealinghip between organizational commitmen t and job satisfaction, commitment leads to job satisfaction however intimately studies treat commitment and satisfaction diametricly.Managers and consultants across the globe believe that a order cig atomic armed forces issue 18tnot achieve it aims and objectives with prohibited enduring commitment from all staff of the organization. Employee motivation is a samara element that posit the degree of commitment towards take on. This overwhelm all the elements that create sustain and transport human conduct to a particular direction called work. Motivation is off-key as a good thing atomic bout 53 earth-closetnot feel to be a good situation if one is not motivated enough.Organizational behaviour is a large concept of watchfulness that studies how muckle act in an organization. Management roll in the hay recitation scientific theories ciphering behavioural commit to effectively improve their relation with employees and improve overall objectives of the organization . Organizational behaviour is an interdisciplinary subject that entangle ideas and research from human behaviour and interaction.Organizational CommitmentOrganizational commitment is a bond which linking its employees to the company or organization. In United States employees ar less committed to organizations than in lacquer or elsew here in Asia. It is common that just some employees shows much commitment and takeance to the goals and values of the company and they to a fault shows a strong longing to maintain the membership in the organization.Meyer and all(a)en (1997) call this form of commitment to the organization reckonive commitment. An new(prenominal)(a) group of employees displays characteristics of normative ways of commitment (Wiener,1982). gibe to Wiener this groups of staff does not show or develop a very strong emotional attachment or commitment to the organization. How ever employees who has postgraduateer levels of these tokens of commitment continues t o work heavily and with good productivity. This is be perk up of a total determine of their cultural, philosophy, family and organizational ethics than direct their behaviour. A third fraction of employees remain in the organization not because of any loyalty or commitment to the organization but because they vex no other alternate(a) job available or if they invested too much in the company that they cant leave. According to Meyer and Allen this take the form of tenure, status, retirement benefit, and some other form of benefits. The third form of organizational commitment presented originally by Becker in 1960 is referred to as continuance commitment.Meyer investigated some of the promoters leading to the finding of an individual to join in an organization and their resultant commitment. The to a greater extent the employee can liken his qualities and skills with the job and its environment the divulge his job satisfaction and the better his commitment as rise.A number of studies shows that organization commitment can predicts many variables such as absenteeism, organizational citizenship, performance and turnover. A primary aspect of organizational commitment can be extra mathematical function behaviour. This center employees go beyond their job specifications and done some thing extra. close of the managements appreciate initiatives by the employees, this shows their commitment and lordly spatial relation to the company. But some of the management paids argue that job descriptions can effective describe all the aspects of the work of an employee. Organizational commitment resulted in more positive out come ins, it reduces absenteeism and it improves and promotes job satisfaction. Many firms changing from simple work systems to highly motivating high commitment work systems that necessitate high discretion, motivation with less inspection from management. It involves more roles to employees so that their creativity and working efficiency would improve, this leads to high performance and job satisfaction.While studying about organizational commitment various(a) genes should be taken in to account. Some of this factors allow age, gender and longevity of services of the employee, and Human resource management practices fol milded within the organization and organizational characteristics.Strategies of motivating EmployeesSalary Salary can be one of the most successful factor influencing motivation and job satisfaction. For using salary as motivation factor managers must consider several factors such as job rate, personal allowances, length of service, performance, personal traits etc.Incentives Money has the antecedent to attract and retain. Giving various fibers of incentives will grip staff motivated and better committed to the organization. Basically from each one staff is working for some sort of financial benefit, so the monetary benefit paid to the employees should be adequately cover their standard of living and competitive enough in the attention otherwise employee turnover will be higher for the company and the existing employees will not be motivated, instead frustrated employees cause rock-bottom commitment to the organization. So management must take adapted interest and cargon to maintain their employees with good pay and incentives it will help to improve organizational commitment. mental faculty nurture This is an important motivational factor for all the organizations It is an indispensable strategy for motivating employees. This will give learning with latest emergence and technologies in their respective field of work. So that the employees will feel cocksure and equipped with new strength to work more effectively and scientifically, ultimately it will increase motivation and productivity.Information and communion Availability of information regarding the consequences of ones action on others help to keep employees motivated. earnical anesthetic and subject ara refining and its influences on mental attitude towards workpositive attitude towards work leads to resilience It means the strength to quickly relieve from inauspicious conditions or failure. If one person is viewing failure as a learning opportunity rather than blaming themselves or others they can soon come out of the failure and be able to successful in a short span of time.Optimism Through optimistic approach one can attain success in life and profession. You will be able to influence the world and in that respect by becoming successful in whatever you doing. Because of these characters both employees should develop an optimistic approach to whatever he is doing in the organization. It will help to develop organizational commitment and better motivation.Confidence Confidence coming out of optimistic approach. If you be confident you believe in yourself and are ready to nethertake new challenges. footsure employees is an asset to the organization and they will hel p to improve motivation not only to themselves but excessively all the people link to them with their work so the entire organization will keep motivated and better performance will be the result.Creativity Positive attitudes are key to forward thing and there by innovation. Without all these qualities no one will be able to try and implement new bloodline ideas. involution resolution In modern world every person is going through circle of interest run afoul with one another. Conflict resolution is one of the major qualities filmed to survive. A positive attitude towards ones work and company will increase a workers efficiency to conflict resolution.Emotional intelligence It is the ability or skill to manage ones emotions and to check out behaviour. Emotional intelligence include personal competence such as self awareness, self regulation and self motivation and social competence such as social skills and social awareness.Achievement drives Positive attitude towards work to o increase achievement drive.Motivation Motivation and positive attitude towards work go hand in hand.Management doctrine and Organizational Commitment in sell Industry In India there a more than 100 very big sell malls are direct and a number of retail centers are under development. The developers are not worried about the retailers and they are not doing anything towards the promotional side of these malls, but in many other countries especially in europium this is not the carapace. As a result the branding, marketing, bud queering and the financial side of caterpillar track profitably of these retail centers professionally has much backdrop in growth countries. The retailers are simply treated as a means of exploiting specie for the development of properties and t ownships instead of treating them as integral part of such centers. The piazza available for business is besides in an increasing trends so chance of possibilities for new and existing retails organizations to come and research the vast expanding markets. They can act better results if they focus on scalability, vision and by making a better brand development.The major challenges facing by most of the retailers are narrow margins, high cost in terms of rent and operating expenses, unpredictable and unreliable supply chains, competitive pressure etc. These factors affect not only their profitably but the very existence as salubrious. As retail industry grows this competition operate more agile so that management of retail sector needs much professional skills and qualifications. Professional retails managers can come to this and there are immense scope for them. They must run through the ability to ascertain these business challenges and overly have the ability to manage all the aspects of the business.The type of customers who usually visit these type of shopping malls include focused buyers and neural impulse buyers. Focused buyers spent subatomic time inside as compared t o impulse buyers. Their shopping will faultless quickly as they know what to buy. But in the case of impulse buyers they spend more time for window shopping. Shopping centers with entertainment zones and or promotional activities have more impulse buyers. The management of these shopping centers become critical to attract impulse buyers as they can do lot towards promotional activities so that customers will be attracted.Managing retail centers is bit varied from event management or simply facility management. The key elements which are taken in to account include Positioning, Zoning, promotions and marketing, facility management such as footfalls, ambience, infrastructure and finance management. Lack of market research is a major problem for retail management.With regard to the nature of the retail stab market it is highly not organised. Many people with good informational qualifications and job experience are available to place in retail management. The success of a retail sec tion is highly wagering on the gross sales personnels. A sales man must know about apiece and every aspect of the item he going to sell to the buyer. What type of customers they are going to serve and what they want and what are their expectations and the market competitions and prices and the substitute products available as substitutes. It is important to know about the alternative products as well otherwise the sales personals would find sometimes difficult for the buyers to convince about their products.Labour market for retail management is also depend on demographic trends and seasonality, world and un study etc. Unemployment is a major factor determining the availability of grate for the retail market. If the unemployment is higher more hands is available to deploy in retail sectors. People will accept generally any types of job as a means of aliveness if they have no other job. But if the unemployment rate are low it is difficult for the retail sales sector to att ract enough number of staff with low cost and in good time. This is because people with education and skills will prefer to work in more better sectors of employment and with good companies having some sort of brand value.Population is also a major factor modify the labour market. The age group of world is very important , where in a society the percentage of macrocosm with more youngsters have more availability of personnels not only to retail sector but also for any sectors of the labour market.Demographic salmagundis and the availability of labour market imbalance is often a complex issue. Migration of population to different regions within the solid ground and to foreign countries affect the labour market. With regard to retail labour force this change is is significant. If more and more people are migrated to certain regions of the country in some parts of the country there will be unemployment and in other side there is labour shortages as well. This is also true with int er country migration as well. For this reason many countries bring some sort of regulation for migration. So that they can protect and regulate their labour market check to the needs of their respective economies.Seasonality is also affecting the labour market to a great extent. Seasonality of demand is the key which determining the demand of labour force to any industry. In tourism industry this factor plays a major role. All the countries affected by this factor, in seasons with high flow of tourists the market needs more and more employees. The retail sector is also not liberty for this.Retail management is responsible for running retail outlets and thereby managing targets and shekels of a company. It is the duty of the retail manager to ensure that effective sales promotional activities are carried out at minimum possible costs. Retail managers are also responsible for customer satisfaction as well because they are the people who have first hand information about customers. They are ensuring that staff are fully meeting the companys standards.Managing the store include many important points to taken into consideration. The store manage will need to learn not only how to select the most ambitious vista but also how to train them and keep them motivated and controlling every aspects of the job.Depending on the size and structure of the business the company management can allocated different functions such as marketing, logistics, information technology, customer service, and human resources to the retail managers.The work of a retail manager can include the questMotivating the sales team to maximise salesManaging stock which include deciding and controlling re ordering levels and thereby ensuring sufficient commodities are available all the time.Analysing sales amounts and there by forecasting sales. It will help top management to fix targets for the future.Staffing issues such as interviewing and selection.Conducting performance appraisals and reviews and prepare reports.Provide organization training and developmentEffective use of information technology within the store to record sales trends and customer behaviourOrganising special events and promotions to maximise salesCollect data regarding trends in markets and customer initiatives and analysing competitor activities.Make frequent visits to sales floor modify and re settlement any relevant issuesTake initiative in changes such as new schedule in working hours in consent with seasons and customer needs.Take care of health and safety and related issues. modify colleagues on market information and business performance.Promoting a business topically by doing liaison activities with local authorities and organizationsRespond to customer complaints and suggestions. node satisfaction and in store experience measuring customer satisfaction is key for a successful retail management. Customer satisfaction can be measured in terms of repeated sales, and better relations with custome rs. Consumer satisfaction is a response, it whitethorn be emotional or cognitive in relation to a particular product used, expectations or using up experience which happens in a specific time.Labour TurnoverStaff turn over is an ongoing problem in any industry resulting in implication over employee morale, production, organizational policies etc. Unfortunately in many of the companies in retail industry the Labour turn over is very high. In order to reduce staff turn over it is inevitable to identify factors leading to job frustration and low morale and resulting in low organizational commitment there by increasing employee turn over.The main factors affecting the labour turn over are demographical trends includes population and immigration etc. seasons, economic conditions, environmental factors, political factors national and state and local political influences are a considerable factors affecting labour turn over in any business. All these factors are inter related and organiz ational culture may directly or indirectly affect staff turn over.Pay and other benefits In developing countries the salaries in retail sector is very low. The nature of the labour market is largely non organised and lack of effective legislations to ensure workers well being is also a major factor towards this. In demonstrable countries minimum wages is ensured by law so that employment opportunities for every body is fair and justifiable. As for example in United demesne with legislation of minimum pay Act every one get the legal minimum wages for working in every sector. genuinely speaking the sections most benefited from this legislation is the workers in retail sector and other people who working in the agricultural sector etc. nurture and development There is a large need for training and development in retail sector. Large chunks of the staff are given weeny or no training at all. A reason may be high employee turnover, because if companies are investing good sums in trai ning and development and if the employees are changing frequently it is a loss of money for the organization.An Analysis of Management Practices and commitment In mainland ChinaAs elsewhere in the world in China also organizational commitment is characterized by an attitude of attachment to an employer and organization. There are many factors add to then development of organizational commitment and the influence on job attitude. Some antecedents to commitment can be split into personal characteristics and factors arising out of situations. Personal characteristics include age, gender and employment tenure. Second set of factors include company specific situations such as working environment, management attitudes, net income packages and all other factors affecting motivation and work of an employee. Because of the increase in production and industrial facilitates in china there is much to explore about the similarities of studies that conducted in the western countries in relation to China.Gender Chinese people have much egalitarian attitude towards women in the work place compared to European countries and America. After the cultural revolution both men and women are expected to play equal roles in work and society. Since China is a more communistic approach there are limitations to change employment. That means in China situations are not easy for workers compared to Europe. There is more social anchoring in China. As a result of this egalitarian and communistic society there is limited skill transferability, increased commitment to work, dismantleed educational and technical skills opportunity and sufficiency.Age and TenureIn studies concentrated on the United States revealed that age and the member of years service in a particular company can influence the organizational commitment. As one person gets older the relocation tendencies get reduced and while personal investment and attachment to the organization gets increased. So the more tenure one employ ee has with his organization the more will be his organizational commitment to the company. In China age would cause press down number of work alternative, more anchoring in community, low attractive for re location, low educational skills development and transferability, and therefore continuance commitment would be more.educational Researchers have found that people with higher education would have more commitment. It is found that workers having high levels of qualifications may have higher expectations and they are more committed to their occupation at the same time they have more scope to choose other jobs and they can easily relocate compared to employees with lower qualification their continence commitment may be low. Chinese determine education highly, In a traditionalistic communistic society each person contribute in accordance with their skills and qualities. Higher levels of education also reflect in greater degrees of behavioural commitment as well. In modern Chinese society there is greater mobility and opportunities to move around in private sectors.Situational Factors Situational factors are the second major component of organizational commitment These factors include components that attached to the work and employees experiences and specific features of their organization.There are many organizational characteristics that can positively influence commitment. For example the more better an organization can present the achievement of its goals and objectives the degrees of commitment it can attract from its employees. The organizational effectiveness questionnaire will demonstrate the achievement of the objectives of an organization in the views of the employees and their anticipated commitment to the organization. I modern China as well a organization with good achievement and positive human relationship with employees have a relatively higher degree of employee commitment.Leadership BehavioursThose work experiences that occurring while wor king in an organization related with na role in decision making or collecting thinking can have an effect in organizational commitment. Leadership behaviour and participative decision making have an impact on organizational commitment.Leadership behaviour include behaviour connected with productivity, managerial aspects such as planning, co ordination, discipline, clarification and problem solving etc. It is expected that these types of behavioural ruler will be predictive of organizational commitment.Management practices and Organizational Commitment in Korean Culture.Korea share common oriental culture with its neighbouring states whilst maintaining its own identity. Their unique culture combined with the geo political environment of the Korea resulted in a specific management culture different from their counterparts in other countries.Since the mid-sixties Korean companies achieved a good deal of economic growth and their management style played a major role in this regard. Eve rybody connected to the organization owners, top executives, managers, supervisors and workers are all integral part of the sour and they al perform well their assigned duties. The unique feature here is performance. Regarding the external system of the organization the support from disposal is important. No organization can perform long term without suitable government policies. In Korea particularly the role of government is prominent and in return for this the government is expecting some favours from the industry. For economic growth the government and industry acts as auxiliary and complementary relationship.Efficient use of human resource is key to success. Korean people are peace loving by nature and hard working. Koreans hate bloodshed and violent demonstrations. There were some incidents of violence but compared to the rest of the world in Korea this type of incidents are rare. This is a feature of the Korean culture and many of their specific charcetiscs and Korean mana gement system and their culture are inte related. japan occupied Korea from 1910 to the end of world war II so some of the management systems of Japan also influence Koreans. The features of Korean management system also include consensus decision making, smell time employment, very strong loyalty and commitment to the employer, personalistic approach, male domination, unanimity etc are also can be seen in Nipponese management system.The hierarchical order of power within the organization are also sharing common characteristics with Japanese management style. In Japan a decision is not taken until every one agrees to the agenda, this is consensus in decision making according to Japanese culture. This is similar to Korean concept as well. For example a send proposal drafted by a lower division employee is circulated throughout the company hierarchy and reviewed and suggestions are included according to consensus. The company president affix his signature only after all this proce ss so that there is no room for ambiguity and the project proposal aims and objectives and advantages are clear to everyone and the document will be a legitimate one. To implement such a project will be very easy, the co-operation from all levels of employees are guaranteed and the proposal will be a success.The life style Koreans had practised was different from the rest of the world gutter the 1960s. Their geographic territory is surrounded by big powers like China, Russia and Japan. Because of this reason their military power was not developed because most of the times they were under the umbrella of China. There was no use to develop huge logistic systems for military activities which will help merchant also to flourish. So the business and trade were also not developed and the people depend on agriculture largely for lively hood. The business class did not have much interests in the country because there was no scope for them in a much agricultural society. But after 1960s Kor eans gained much improvements in their industrial and business sectors and the management style followed by Koreans also got much popularity. Japan on the other hand was a military power in the past as well so also they had relations with another countries than Korea.Organizational Commitment and Job Practices in JapanIn Japan the commitment to the organization is more because of Japanese culture and their willingness and dedication to work. Employees turn over figures shows that in America the turnover rate is almost double when compare Japanese workers. This because in Japan The commitment to the organization is more. An employees commitment is characterised by at least three factors. They are willingness to hard work, desire to remain with the organization, a strong belief and credence of the organizations goals and objectives. Because of these commitment in organization is more with Japanese workers their productivity is also very high compared to their U.S counterparts.In Japa nese culture education is highly valued. For getting a job in a reputed company in Japan the candidate must studied in top rated colleges and universities. This is the case with prestigious companies other candidates who did not able to secure admissions in top rated colleges usually satisfied with small and medium sized firms which cannot offer comparatively higher amounts of salary and other perquisites.Another prominent feature of Japanese management is permanent employment or life time employment. aeonian employment covers only minority of the total work force that work for big companies. Usually employees are recruited directly from campuses and after the probationary finish employees are not usually dismissed except on near misconduct. The candidates can continue in the company for their entire career. This is a specific feature found in Japanese companies but in Eorpoe or America this type of management practices is not general. Since most of the companies practising life time employment inter company mobility is not possible for professional managers because most of the roles are promoted by the company internally. So the selection of most knowing employees becomes critical.In Japanese system of management rather than individualism corporate behaviour and decision making and team spirit is important. Individual interests should he subjugated to group in order to maintain tem spirit. The concept of select circle used to enchance productivity and quality widely used in Japanese companies is an example of tem spirit oriented approach.Active Company Unions are also a prominent feature of Japan. Company union is different from trade union in this case the company is closely related with the union and company has much influence on the union. Company unions are independent and not affiliated with trade unions. The proposers of company unions are containing that they are mores closer to the employees in their problems and they are solving the problems k eeping in disposition of the companys profitability and at the same time protecting the employees interests as well. Where as trade union are more dangerous and influenced by politicians with vested interests down them. Strikes are usually rare. Every employee of the company have to join the company union. In some countries for example in the United States company unions are outlawed by the government. Opponents of company unions are in opinion that company unions are actually a shield against trade unions while they claim that they are protecting the employees interests they actually standing for the company first so the genuine interests of employees may be ignored.Managerial Style in Japanese companies give much importance for the bottom level. Every levels of management is undefended to suggestions from their subordinates. Middle level management collects and evaluates feed back from lower levels and pass it on to the top management. Managers are getting their hands dirty to understand the trouble with working in low levels and acquire the skills and problem solving capacities. Informations are always passing from top level management to lower levels and vise versa. So that every one in the company is keep updating with what is happening with the company at all times. It is key to the company for maintaining commitment and motivation among the employees and attaining higher productivi