...Culture on Organizational Commitment on Organizational Commitment? Table of Content Introduction 3 Training and development 4 Teamwork 5 Employee/Organizational Communication 6 Emphasis on Reward 7 Corporate culture and organizational commitment 8 References 9 Introduction The employee attitude on organizational commitment has changed nowadays; they would no longer want to stay with a particular company for their whole working life. In the past, employees might be happy to remain in the organization where it could provide good job security. However, the competitive pressure from their competitors has made many organizations reluctant to focus on downsizing, restructuring therefore created less job security provided to employees. Many employees considered that their organization has broken the secure organizational bond and unhappiness might bring employees to tend to begin their new job search. With the idea of finding a new job, employees therefore might demotivate with their current job and underperform in the organization. It will become a huge issue for the organization to achieve their objectives as no organizations in fact, can survive in today’s competitive world unless their employees work effectively and are committed to the organization’s goals. Hence, organizations have no choice but have to consider maintaining their employees, especially with talent, as one of the core components of survival to increasing competition. To...
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...In the beginning we can say that the most important factors that affect the operational performance of the companies is the human resources. Therefore, in order to enhance the importance of relation the development of organizational commitment needs effective human resource management practices. The current study is intended to provide analysis of the relationships between HRM practices and organizational commitment. These include “manufacturing and human resources fit, behavior and attitude, team activities, interaction facilitation, incentives to meet objectives, training on job skills, training in multiple functions, communication of strategy, feedback on performance. In organizational behavior and industrial and organizational psychology, organizational commitment is the individual's psychological attachment to the organization. Organizational commitment predicts work variables such as turnover, organizational citizenship behavior, and job performance.. Data was analyzed using descriptive statistics to project the respondents’ profiles as well as the general patterns of the variations in the HRM variables and organizational commitment. Correlations and multiple regression, statistic regression analysis were used to explore the relationship between the variables involved in the study. As a result of analysis of the findings from top, middle and, the first-tier managers except for “training on job skills”. It was found that there was a strong and statistically positive significant...
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...How does lack of managerial communication effect worker’s productivity Brian Sadowski Dr. Sami Khan Management and Research Foundations (MGMT 500) 6 December 2015 Abstract Managerial communication does not restrict itself to corporate presentations, meetings, conferences, and media relations, official correspondences like business letters, memos, proposals and reports. This is quite obvious from the fact that today we have “ hi-tech” communication like intranet, internet, teleconferencing, video-conferencing, net meeting, etc. as part and parcel of our professional communicative life. But, communication is not always formal. In fact, informal communication is far more active in the work place than formal communication. With the lack of communication it can affect the performance of employees because of lack of direction, policy or instructions. Having the proper managerial interaction can increase the employee’s performance and ultimately meet the organizational strategic goals. Introduction Employees spend on average between 25% to 70% in face-to-face conversations with other employees or clients, and about 88% to 93% dealing with unscheduled communication with others within departments (Dasgupta, 2014). This heightens the level of informal communication employees have within the organization. Communication of this nature is sometimes supported by opportunity, and sometimes impulsiveness. On one hand, it augments...
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...Topic: - Effective communication strategies Date: - 02/feb/2015 Table of Contents Summary to effective communication1 Effective communication strategies 2 Delivering information3 objectives4 effects5 implying communication strategies 6 Conclusion Summary: In today’s competitive world leaders who success are those who communicate openly and often, have a clear and committed communications policy, initiate formal and informal programs and assess their own performance. Organizations eager to achieve strategic goals establish well-defined communications strategies. A well-defined strategy is one that engages employees, coordinate and aligns with the organization's business goals. A close relationship between business, performance technology, and communication strategies will focus understanding and support for the direction of the organization. As different combinations of performance interventions have been developed to help build a high performing organization, they cannot be effective without a communications strategy. Effective communications help to build awareness and motivate to action as well as explains a program's value to employees. Communications helps to build trust, and It contributes to the creation of an environment of trust around leaders that helps them to lead effectively, engage employees and ultimately deliver results. Communication Strategies And Their Effect On Performance. 1) strategies; For effective communication information should...
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...Optimal Results of a Well-Prepared and Well-Delivered Performance Appraisal A well-prepared and well-delivered performance appraisal assesses the degree to which the employee’s performance meets established expectations. It recognizes good performance and identifies areas of performance that need improvement. The appraisal is intended to promote effective and on-going communication between the employee and supervisor in the pursuit of individual and organizational success. The key ingredients in a successful evaluation are: clear job standards and expectations, consistent feedback regarding the degree to which the standards and expectations are met, and meaningful discussion between the employee and the supervisor. A well-prepared and well-delivered performance appraisal addresses performance expectations and competencies. There are no surprises in the appraisal and what is included in it is known to the employee during the performance period. It is written in easy understandable terms and is supported by factual, honest and clear examples. The appraisal also covers the timeline identified and is consistent to what is observed throughout the appraisal period. Preappraisal Activities A performance appraisal needs to be an on-going process and conversation. It is more than a once-a-year activity in which the appraisal is completed. There is no real preappraisal activity except that it should be a conversation, not a monologue. Supervisors should hold check-ins, weekly, monthly...
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...Select Strategy www.selectstrategy.com 1 877 HR ASSET 1 877 472 7738 Improving Performance by Breaking Down Organizational Silos Understanding Organizational Barriers Restructuring initiatives have become common rather than exceptional occurrences. Some are successful, others not. Once new organizational structures are in place, they typically have their limitations. Virtually every organizational chart or model, in medium to large sized companies, divides employees into business units and/or departments. This is necessary to focus skills and pool common interests and resources to achieve specific company objectives. There is however, a downside that is often not catered for – a silo effect which impacts performance. In this paper, the silo effect will be defined, the dangers presented by silos will be briefly outlined, and an approach and suggestions to reduce these silos will be discussed. The Silo Effect Defined Silos may be defined as groups of employees that tend to work as autonomous units within an organization. They show a reluctance to integrate their efforts with employees in other functions of the organization. The effect has the propensity to exist throughout a Company, or between subsidiaries within a wider corporation, resulting in division and fragmentation of work responsibilities within the organization. Departments and business units can fragment into even smaller silos based on strong personal bonds, and areas of commonality...
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...MICROBASE INC. DEVELOPING TALENT STRATEGIES AND ITS EFFECT ON EMPLOYEE MORALE Statement of the Problem This study tends to find out the effect of Developing Talent Strategies to Employee Morale. Precisely, it seeks answers to the following: 1. What are the demographic profile of the respondents based on the following: * Age * Gender * Civil Status * Rank or Position * Length of service 2. What are the Talent Strategies practiced by Microbase Inc.? 3. To what extent do these following Talent Strategies affect Employee Morale? 4. Which among these Talent Strategies has the greatest influence/impact on Employee Morale? 5. What is the level of Employee Morale based on the organizational behavior during fiscal year of 2012? 6. Is there a significant relationship between Developing Talent Strategies and Employee Morale? Conceptual Framework EMPLOYEE MORALE Based on organizational behavior during the fiscal year 2012 EMPLOYEE MORALE Based on organizational behavior during the fiscal year 2012 TALENT STRATEGIES * Leadership Team Assessment * Building Change Capability * Loyalty in Organization * Delivering Strategic Communication * Behavioral Training * E-recruitment TALENT STRATEGIES * Leadership Team Assessment * Building Change Capability * Loyalty in Organization * Delivering Strategic Communication * Behavioral Training * E-recruitment INDEPENDENT DEPENDENT ...
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...high-performance organization through the adaption of technology, communication, teamwork, and management skills. Of all the stress that can happen to companies because of the integration of these characteristics, it is important for the employees and employers to handle the new demands of stress on the employee. Employers must be able to give solutions on how employees handle these stresses and still work with the same efficiencies. Characteristics of high-performance workplaces and organizations Traditional and High-Performance Organizational Differences High-performance organizations share many of the same characteristics and objectives. Open communication is one of the more important characteristics. In order for there to be trust and respect in the organization there must be open communication. Communication within departments and among the organizations clients and vendors ensures that no one will be left without the proper channels to obtain the information that the clients or vendors need (Team A Discussion, 2010). High-performance organizations have the necessary technology available to their employees to help them perform at a higher standard than the standards of the traditional organization (Team A Discussion, 2010). These advances may be anything from the proper computer programs, faster computers, or employing off-site technologies such as blackberries, for the employees to use. A good management skill is another characteristic that high-performance organizations...
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...employees” and “contingent employees”. Please provide one example for each concept that highlights your understanding. * Core employees are workers who hold full time jobs in organizations. These employees usually provide some essential job tasks that require commitment in the organizations (as in governmental organizations) * Contingent workers include individuals who are typically hired for shorter periods of time. They perform specific tasks that often require special job skills and are employed when an organization is experiencing significant deviations in its workflow (as in non-profitable organizations). 2) Please explain the role of the HR department during downsizing activities. Please provide an example that highlights your understanding. * HRM must ensure that proper communications occur during downsizing. * HRM must minimize the negative effects of rumors and ensure that individuals are kept informed with factual data. * HRM must prepare individuals for the change. This requires clear and extensive communications of why the change will occur, what is to be expected, and the effects it will have on employees. * Example: During our removing to our new place, where we will replace office boys by machines, HRM ensured that proper communication occurred during this downsizing, - but it was not clear enough. Because some office boys asked if they will stay with us in new place, and HRM confirmed their existence. Office boys...
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...1.0 Performance Management Today we believe that an organization’s competitive success is achieved through people. Then, it follows that the skills and performance of people are critical. Performance management is a continuous process of identifying, measuring and developing performance of individuals and teams and aligning performance with the strategic goals of the organization. The system through which organizations set work goals, determine performance standard, assign and evaluate work, provide performance feedback, determine training and development needs and distribute rewards (Briscoe and Claus, 2008). “Performance management is a systematic approach to tracking individual performance against the targeted objectives of the organisation, and identifying strengths and opportunities for improvement” (Smith & Mazin 2004:42). Performance management refers to the on-going means by which an organization monitors, documents, corrects or rewards individual and collective employee performance in an organization by using various tools. 2.0 Employee Performance According to Tinofirei (2011), employee performance is the successful completion of tasks by a selected individual or team, as set and measured by a supervisor or organization, to pre-defined acceptable standards while utilizing available resources efficiently and effectively within a changing environment. Armstrong and Baron (2005: 122) agree that work performance management for teams is inherently the same as for individuals...
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...Knowlton Case Study Introduction The Bob Knowlton case highlights various challenges faced by contemporary organizations, indicating the need for organizations to adopt appropriate strategies that would create favorable work environments and promote harmonious relations among the workforce. The management level of any organization plays a leading role in ensuring that organizations operate effectively. Strong leadership skills are essential in boosting the performance of employees without creating negative feelings among them. On the other hand, weak leadership is likely to create undesired outcomes in the workplace. Such developments may lead to increased burnout and dissatisfaction, which reduce employees’ morale. As a result, such organizations are likely to report increased turnover rates and high costs involved in hiring and training new employees. In the Bob Knowlton case, various issues are evidently undermining the performance of the organization. Acting as Jerrold, I would seek to address and control such issues in order to achieve optimal output from the Photon Lab. This paper examines the various issues presented in the case and recommends interventions to rectify the situation. Findings of Fact Faulted due process The introduction of a newcomer in the Photon Lab was the main reason that led to the exit of Knowlton. When introducing a new employee, it is essential to ensure that such individual is introduced to other team members in an official manner. Bob...
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...Becoming a High Performance Organization: A study of Alpha Newspaper Group. Introduction The subject of my course project is Alpha Newspaper Group. Alpha is a print media company that I worked for in 2009. They own regional newspapers throughout the country that are published on a weekly basis. Alpha operates two main headquarters; one in the north of the country, where the business was established and where the owners reside, and one in the midlands where I worked. Our office oversaw the publication of 5 newspapers in the local area with a staff of 30 or so journalists, editors, production designers, HR personnel and management. The print media industry is going through tough times. Technological advances and access to free information have had a negative effect on sales and revenue raised through advertising. It’s led to serious questions being posed about the future of the industry. The need to adapt like any other industry in today’s climate is present. Added to this the economic recession has not helped. Newspapers are a staple in people’s expenditure however value for money is still sought. There is plenty of competition and the product needs to maintain high standards. Whilst I was working for the company Alpha were looking down every avenue in order to reduce costs. Alpha had an organizational structure that placed a lot of power in the northern headquarters. The owners worked predominantly from there and had far less direct contact with the midland office. They...
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...activities and decisions put the well-being of the remaining employees at risk, ultimately affecting productivity and creating further costs to the employer. It highlights four potential threats to remaining employees: trust, job satisfaction, motivation, and stress. The paper provides several suggestions for mitigating these impacts, including communication to retain trust, acting ethically to ensure satisfied employees, seeking an understanding of employee perspectives to build employee motivation, and providing good planning along with training and development to reduce employee stress. INTRODUCTION Globalization provides organizations with more options than ever before. Business leaders are continuously encouraged to adapt, reevaluate, and strategically improve processes and approaches. Best practices are reinvented rapidly in attempt to keep up with market trends. The quest to recognize new methods for increasing revenue has become the inspiration for exploring new management techniques and strategies. One such rising trend in the advent of global markets is that of outsourcing. Common purposes for outsourcing include improvements to performance, cycle time, cost-savings, market share, productivity, customer service, and quality (Elmuti & Kathawala, 2000) in industries such as information systems/technology, human resource, logistics and administrations, real estate, transportation, marketing, sales and finance (Logan, Faught, & Ganster, 2004). Outsourcing benefits are publicized...
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...Aggressive Leadership and the Effects on the Employee The manner in which leaders communicate with employees is an essential topic for organizations to recognize. Communication approaches that leaders apply towards junior employees vary in style, tone, and delivery. The literature review for this research will examine aggressive communication approaches that leaders utilize towards subordinate employees and the effect they have on the organization. The aim of this research is to gain an empirical insight to implications of the inter- and intra-personal relationships within the workplace. Aggressive communication according to Infante (1995) refers to the involvement of one individual (sender) applying force to influence another individual (receiver). In addition, abusive supervision is viewed as a significant source of psychological distress according to Restubog, Scott, and Zagenczyk (2011). The mode of communicative aggression varies from one person to another and is considered a behavioral script based on previous encounters in their lifetime. The interpretational and behavioral scripts a person brings to social situations influences that person’s preparedness for aggression (Huesmann, 1988). Communication is displayed through verbal and non-verbal means and is requisite in organizations where two or more employees have to interface either in person or remote from each other. Aggressive communication utilized by leadership breaks down the ability for the healthy ebb...
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...Healthcare Abstract Healthcare organizations can reap tremendous benefits from a motivated staff. The dynamic nature of the industry and the constant changes that governs the field requires organization to undergo changes on a consistent basis to maintain a competitive advantage. Sharp embarked on the transformation of the healthcare experience centered this vision on successfully motivating their staff. Activities such as open communication, re-recruitment, and workplace development are apart of their People Pillar of Excellence and were utilized in their motivation approach. These are intrinsic motivators, however, and may not be applicable to all employees. Similarly, their successful motivation approach may prove difficult to transplant in all healthcare organizations. Staff Motivation at Sharp Healthcare Sharp Healthcare is the largest private employer in San Diego and they have a vision to transform the healthcare experience of employees, physicians, and customers (Burns, Bradley, & Weiner, 2012, p. 114). Implementing this transformation and reaping the performance benefits requires buy-in and commitment from employees, best garnered through a motivated staff. This case study presents the motivation approaches undertaken by Sharp and seeks to identify the key to their success, any weaknesses in their approach, and the applicability to other organizations. Sharp’s Successful Approach to Motivation Sharp’s...
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