Importance Of Employee Attitude And Organizational Commitment In Workplace

Understanding Organizational Culture

Question:

Discuss about the Organizational Commitment And Attitude At The Workplaces.

The following paper focuses on the aspects of attitude at the workplaces. It is an obvious fact that workplace is something where all the employees must show their decorum and be presentable to the higher authorities. The behaviors of the employees must be cordial and they should represent the organizational culture (Alvesson 2012). The behavior of the employees reflects the image of the organizations. The attitudes of a person in the workplace are very important since it determines the graveness of an employee and thus helps them to establish their grounds in the organization. Job satisfaction is a very important aspect because an employee cannot survive or serve an organization unless he feels very comfortable at that place. The employees have to be committed towards the organization to meet the goals and missions of the organization. Thus, the organizational commitment is very important and the organizations must ensure the fact how much committed their staffs are towards the organization (Mowday, Porter and Steers 2013).

Organizational commitment is considered to be the emotional and psychological attachment to the organization and its culture (Yücel 2012). The organizational commitment can be divided into three types and these three types are affective commitment, continuance commitment and normative commitment.

The affective communication means the emotional attachment to the organization and the desire to stay in the organization. The employees having high level of emotional attachment have a good affective commitment (Ghosh, Reio and Haynes 2012).

The continuance commitment means the commitment for which the organizational employees feel that leaving an organization will be very costly for him. (Meyer et al. 2012). The particular employee might find that he or she may have to face a long term of unemployment because of that.

The normative commitment refers to the fact that the employees feel he ought to stay in the organization as it is probably the best thing to do at that moment (Eslami and Gharakhani 2012).

Job satisfaction is indeed something that the employees consider to be the most needful of all the features for working at a place (Wong and Laschinger 2013). Most of the organizations work for securing the factors for the employee satisfaction. The employees have to be satisfied by the organization that will hold the keys to employee retention. The human resource managers have to make sure that the employees are looked after well and they are paid as per their qualification and experience. Some of the major factors that are important for the job satisfaction of the employees are respect for the employees by the management, trust and faith on the employees by the senior management, the job security for the employees, providing a workplace environment in which the employees feel that they are safe and nothing can embarrass or harass them (Anitha 2014). The career path of the employees must be having a wide career path in front of them through the current employment. The employee must be paid a good amount of wages and proper benefits will be supplied by them because of this. The human resource management should make it sure that the employees are happy in that current job position. This will ensure that the employees will be retained in their workplaces.

Determinants of Employee Engagement and their Impact on Employee Performance

The attitude of the employees is very important in terms of a perfect working atmosphere and this should make sure that the employees show certain attitudes by which they can be the perfect face of the companies (Robertson, Jansen Birch and Cooper 2012). One may think that skills and experience are the most important assets for an employee in the organization but it may be countered that a perfect attitude of an employee makes him get the favors from the senior management and the higher authorities of the company. The employees of the business organizations must abide by some of the rules and regulations of the organization so that he might be considered as a loyal employee. At the same time, his behavior should not violate the ethical guidelines of the company. There are some attitudes that the employees must follow to be a part of the organization (Robertson, Jansen Birch and Cooper 2012)

Respect is a very important part of the employee attitude. It is not always helpful for the employee to show a respectful attitude towards the senior management (Grover 2014). This interaction should be based on respect as well as the ways in which the employees behave towards their clients and the co-workers should be based on respect as well. The employees who show a respectful attitude towards their seniors and co-workers at their workplace get the same from the other end as well. This helps for employee retention  (Grover 2014).

The prideful attitude of an employee is a good one in the workplace but sometimes this turns to be of a bad impact on the senior management. The employee who are prideful sometimes are complacent about their skills (Sirota and Klein 2013). This complacency with more days being passed in the same organization and they want to show their superiority with a great pride. These employees with a great prideful attitude tend to be lethargic about working harder and excelling in their skills. The prideful attitude of an employee does not mean that he will not help others in his team. Situations may arise that he may need the help of others. If he rejects to accept this help he may fall in great distress.

An employee has to be committed towards the organization for various reasons. The organizations need some employees who can be committed to their companies and their thinking lines should be aligned with that of the organizational objectives (Sirota and Klein 2013).  Employees should be so much committed to the organization that they can go to any extent to fulfill the expectations from them and justify their job positions.

Modern Industrial Organization

The employees who have an innovative attitude always tend to imply some new thoughts and strategies into the organization so that the organization can achieve some success within the organization (Tang, Pee and Iijima 2013). The organizations always find such kind of employees who have the ability to think out of the box and accomplish the tasks assigned to him by innovating new things. Sometimes these innovative approaches will go futile but this will be helpful in the long term success.

The helpfulness attitude of employees will help them to attain themselves an extent of respect from their fellow workers. The employees should be helping their co-workers and the customers so that the customers can bear a good image or the character impression from the customers.

It is of an utmost importance for the managers of the organization to care about the employees and motivate the employees. All the employees are not equally talented because talent differs and varies. Some are strong minded and some are weak minded. The weak minded employees have to be guided by the managers properly (Carlton and Perloff 2015). The managers decide the ways by which the employees should look at them. This would be very important because the employees do not have a proper view about the organization and the management. It is the duty of the managers to present a good image of the organization so the employees can feel safe and decide to stay there (Carlton and Perloff 2015).

The employees, who are dedicated and loyal to the organization and to their work, must be valued and honored properly. The managers have to present rewards and recognitions to the dedicated employees (Singh and Mohanty 2012). The managers should also make a good personal connection with the employees so that the employees can feel safe in that organizational environment. If the managers avoid any personal communication with the employees, they will be making a huge mistake. The managers must work actively to make the employees understand that they are valued.

Indeed, it is the duty of the managers to see if his subordinate employees are committed to the organizations. The reports have found about this topic that the organizational commitment should be a key feature for the success of the organizations. The more committed the employees will be towards their organizations, the productivity will increase so as the profits (Singh and Mohanty 2012). The employees will be performing their tasks more efficiently and they will feel a positive bonding between the employee attitudes and organizational commitment. The work attendance and employee performance will gain a better position. The business environment is so very dynamic and fast paced. This will require the employees to be committed to their works and to the organization. In this way only they will feel a strong connection with the organization and security to their job life. If the organizational objectives are achieved by the employees, the managers will be pleased with them and this will secure a progress in their job lives.

Conclusion

To conclude this paper, it can be said that employee attitude and organizational behavior is really important to attain a better degree of satisfaction in the job life. The employees need to be loyal and committed to their jobs all the ore. The other things that have found through this discussion is the fact that organizations have to thrive in the threating and changing business environments which is very critical. The support of the employees is very significant in this. If the employees are not committed and do not follow the organization’s guidelines properly, they should be remembered about their duties. A positive attitude towards the employment conditions will assure a better future for both employees and organizations.

References

Alvesson, M., 2012. Understanding organizational culture. Sage.

Anitha, J., 2014. Determinants of employee engagement and their impact on employee performance. International journal of productivity and performance management.

Carlton, D.W. and Perloff, J.M., 2015. Modern industrial organization. Pearson Higher Ed.

Eslami, J. and Gharakhani, D., 2012. Organizational commitment and job satisfaction. ARPN Journal of Science and Technology, 2(2), pp.85-91.

Ghosh, R., Reio, T.G. and Haynes, R.K., 2012. Mentoring and organizational citizenship behavior: Estimating the mediating effects of organization?based self?esteem and affective commitment. Human Resource Development Quarterly, 23(1), pp.41-63.

Grover, S.L., 2014. Unraveling respect in organization studies. Human Relations, 67(1), pp.27-51.

Meyer, J.P., Stanley, D.J., Jackson, T.A., McInnis, K.J., Maltin, E.R. and Sheppard, L., 2012. Affective, normative, and continuance commitment levels across cultures: A meta-analysis. Journal of Vocational Behavior, 80(2), pp.225-245.

Mowday, R.T., Porter, L.W. and Steers, R.M., 2013. Employee—organization linkages: The psychology of commitment, absenteeism, and turnover. Academic press.

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Singh, R. and Mohanty, M., 2012. Impact of training practices on employee productivity: A comparative study. Interscience Management Review, 2(2), pp.87-92.

Sirota, D. and Klein, D., 2013. The enthusiastic employee: How companies profit by giving workers what they want. FT Press.

Tang, J., Pee, L.G. and Iijima, J., 2013. Investigating the effects of business process orientation on organizational innovation performance. Information & Management, 50(8), pp.650-660.

Wong, C.A. and Laschinger, H.K., 2013. Authentic leadership, performance, and job satisfaction: the mediating role of empowerment. Journal of advanced nursing, 69(4), pp.947-959.

Yücel, ?., 2012. Examining the relationships among job satisfaction, organizational commitment, and turnover intention: An empirical study. International Journal of Business and Management, 7(20), p.44.