Essay: THE IMPACT OF ORGANIZATIONAL COMMITMENT ON EMPLOYEE PRODUCTIVITY

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  • THE IMPACT OF ORGANIZATIONAL COMMITMENT ON EMPLOYEE PRODUCTIVITY
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1. INTRODUCTION 2

2. ORIGIN OF NIGERIA BREWERIES PLC 3

2.1 Concept of organizational commitment 3

2.2 Strategies of motivating employees 4

3. METHODOLOGY 5

3.1 Problem structuring method 5

3.2 Implementation and organizational learning: 5

4. CONCLUSIONS AND RECOMMENDATIONS 6

4.1 Conclusion 6

4.2 Recommendations 6

Reference

TH IMPACT OF ORGANIZATIONAL COMMITMENT ON EMPLOYEE PRODUCTIVITY

1. INTRODUCTION

Generally a system is a set of parts that interact and affect each other, thereby creating a larger whole of a complex thing .Systems thinking uses concepts to develop an understanding of the interdependent structures of dynamic systems. System thinking can be defined as a technique of critical thinking by which you dissect the relationships among organized components in appropriation to comprehend a condition for better decision-making. It can also be a discipline for viewing structures that control complicated situations, and for discerning high and low leverage change (Senge, 1990). In simpler terms, you look at a lot of the trees, other plants and the weather, and how all these parts fit together in order to figure out the forest. When individuals have a better understanding of the systems, they are better able to identify decision points that lead to desired result. System thinking can be used in many area of research and has been applied to study of medical, political, economic, environmental, human resources and educational systems among many others.

System thinking can be applied in human resource department of a firm. Human resource division of a company mainly focus on the activities relating recruiting and hiring of new employees, employees benefits, training and orientation of current employees etc. The human resource plays a big role in the organization, by helping to improve employee engagement and commitment. Many successful firms are strongly committed to look after employee needs because they belief that firm that grow employee satisfaction can ensure greater employee commitment (Popoala et al 2007).

The business world is seemly universal strife and is persistently producing new challenges. There is rapid development of technologies, changing prices and changing workforces. Managers are under pressure to produce a competitive advantage, and using workers virtually is a necessary part of the task. The systems thinking technique brings to administration thinking, an appreciation that unless the whole is taken into account there can be organizational optimization. The purpose of study is to investigate the effect of organizational commitment on employees’ productivity. The problem of the study is to examine the impact of organizational commitment on employee productivity in Nigeria Brewery Plc. Insufficient organizational commitment can affects the employer productivity. I will consider the factors that can hinder the organization performance.

2. ORIGIN OF NIGERIA BREWERIES PLC

Nigeria breweries plc, is the oldest and biggest brewing company in Nigeria. It was established in the year 1946. The company built its first plant at Lagos in June 1949. The brewery first product is star lager beer. Other branches of the brewery were opened in Aba, Kaduna, Ibadan, and Enugu in 1957, 1963, 1982 and 1993 respectively. In October 2003, a sixth brewery was built at Ameke, in Enugu State. The company now has eight operational breweries from which its products are distributed to all parts of Nigeria. The headquarters of the company is suited at Iganmu House, Abebe Village Road, Iganmu, Lagos State. The company has a high quality brands, which are divided into alcoholic and non-alcoholic drinks. The alcoholic drinks include Star lager, Gulder lager, Legend extra stout, Star lite lager, Goldberg lager and Ace passion apple spark. While the non-alcoholic drinks namely Maltina, Amstel malt, Fayrouz, Climax energy drink and Malta gold. Today the company has over 3000 number of employees.

2.1 Concept of organizational commitment

Organizational commitment is defined as the degree of an individual´s relations and experiences as a sense of loyalty toward one´s organization. In addition to loyalty, organizational commitment include an individual´s willingness to extend effort in order to further an organizations goals and the degree of alignment the organization has with the goals and values of the individual (Mowday et al. 1979). Organizational commitment refers to the extent to which an employee develops an attachment and feels a sense of allegiance to his or employer (PSUWC, 2013)

Organizational commitment can be classified into three namely, affective commitment, continuance commitment and normative commitment. In affective commitment, the employee feels a strong emotional attachment to the organization because he/she believes in the organization (PSUWC, 2013). The employee is loyal to the company. Continuance commitment, there is a fear of loss. This type of organizational commitment the employee considers the advantages and disadvantages of leaving the organization. If the employee were to leave the company, he/she may lose the time vested as well as benefits and entitlements. Normative commitment occurs when the employee feel a sense of responsibility to the organization, even if he/she is unhappy in his/her duty. The employee may fear the potential disappoint in their colleagues.

2.2 Strategies of motivating employees

Organization commitment can be accomplished through motivation. Motivation is a basic psychological process. A recent data-based comphrensive analysis concluded that competiveness problems appear to be largely motivational in nature. Along with perception, personality, altitudes and learning, motivation is very important element of behaviour. However, motivation is not the only explanation of behaviour. It interacts with and acts in convergence with other cognitive processes. Motivating is the management process of influencing behaviour based on the knowledge of what people think (Anthur, 1998). He reaffirms that innovation is the process that arouses energies, directs and sustains behaviour and performance. The following strategists are used for motivation as organizational commitment.

 Staff training: Continuous learning is one of the best employee motivators. Training can help fill the gap between lack of skills and better productivity after training needs are accessed. One way managers can initiate motivation is to give relevant information on the consequences of their actions on others (Olajide, 2000)

 Salary, wages and condition of service: Employees should be well paid and as when due. Also the organization needs to have a good pay structure that allows workers to be paid according to the performance. Akintoye (2000) maintain that money is the most obvious motivational strategy. As far back as 1911. Fredrick Taylor and his scientific management associate described money as the most vital factor in motivating employees achieve greater productivity. He supported the establishment of incentive wage system as a means of encouraging workers to higher performance, satisfaction and commitment.

 Communication: The leaders must communicate frequently with their employees on issues bordering the organization. Speaking with entails that you care about them.

 Encourage contribution: The leaders should allow employee express the views and opinions. Managers should give obligations and allow the employee contribute the creativity and skills

3. METHODOLOGY

The impact of organizational commitment on employees productive were examined using two system thinking models; the problem structuring method and the implementation and organizational learning method.

3.1 P
roblem structuring method

The problems or challenges to the management were identified. In doing so, the goals of the organization were put in place. The issues identified were weak organizational culture and conflict. Weak organizational culture exist when employees do not agree with the basic values of the company.

Conflicts arises when there is no friendly climate among the workers. Members that are boldly resistant are often turned down or seen as a bad influence by the rest of the group (Guest, 1991). Preliminary information and data were collected via stakeholders’ interviews, previous studies and statistical data.

3.2 Implementation and organizational learning:

This system thinking model is the most beneficial outcomes of system thinking. A report and presentation was prepared to the management team and stakeholders. The report contain the background and development of the systems thinking project, the challenges faced and lessons learnt.

The results of the study was communicated including intervention to all stakeholders. The result here means the challenges faces by the employees such as conflict and weak culture. The reasons for the proposed intervention is to know the importance of organization commitment to employee performance. The use of learning lab process issue to spread out and help bring about learning in the organization.

4. CONCLUSIONS AND RECOMMENDATIONS

4.1 Conclusion

This study has presented a framework for understanding the importance of system thinking in the human resource management. It can be deduced that organizational commitment on employee productivity is an integral or fundamental concept; which must be embraced by any organization that wishes to actualize its goals. Organization commitment has a significant impact on the employee performance.

4.2 Recommendations

The organization should make sure that motivational strategies such as staff training, salary and wages enhancement, communication etc. are provided to the employees, because it will boast their confidence. Finally, success or failure of any firm depends on the personnel.

REFERENCES

1 Akinloye, J . O . (2000). The place of financial management in personal psychology. A paper presented as part of personal psychology Guest lecture series. Department of Guidance and counselling, University of Ibadan, Nigeria.

2 Anthur, J .k (1998) Effects of Human Resource systems on manufacturing performance and turnover. Academy of management journal of vocational of Advance studies in Educational Management 5(6):3541.

3 Guest, E.A. (1991), Human resources management, M.C. Gramu Hill London.

4 MOWDAY, R.T., STEERS; R.M., $ PORTER, I:W. The measurement of organizational commitment journal of vocational Behaviour, 1979,14,224-227.

5 Olajide .A. (2000). Getting the Best out of the Employee in a Developing Economy. A paper presented at Department of Guidance and Counselling, University of Ibadan Nigeria.

6 Popoaala, G.R (2007) commitment and the control on organizational behaviour. St Clar Press, Chicada

7 Senge (1990). The fifth Discipline: The art and practice of the

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