Article Entitled
"Commitment of Employees in the Organizations"
- Theoretical Study


By
Santhosh Kumar.N.
Faculty
Nagesh B.N
Faculty
Venkatesh
Faculty
Koshys Institute of Management Studies
 


INTRODUCTION

Human resource management is a management functions that helps manager's recruit, select, train and develops members for an organization obviously.  HRM is concerned with the people's dimension in organization. 

The HRM refers to set of programs, functions and activities designed and carried out in order to maximize both employee as well as organizational effectiveness.

MEANING

HRM means employing people, developing their resource, utilizing, maintaining and compensating their services in tune with the job and organizational requirements with a view to contribute to the goals of the organization, individual and the society.

DEFINITION

"A process consisting of four functions - acquisition, development, motivation and maintenance of human resource". - David. A. Decenzo and Stephen. P. Robins

COMMITMENT OF EMPLOYEES

Across the business landscape, we will find organizations battling for workforce share, just as they battle for market share. The success of any organizations future business strategy depends a great deal on the employee's commitment levels, which determine the success/failure of the organization. The committed employees, are valuable assets to the organization resulting in a greater efforts and overall productivity of the organization.

MEANING

Commitment is one of the very important variables in human Behavior.

In a simple sense, "Commitment is a two way process and a promise to be kept no matter what".

DEFINITION

Commitment can be defined as- "a pleasurable or positive emotional state (feelings) that individuals have towards their job and organization"

NATURE OF COMMITMENT

It is fruitful to bring out the salient features which contribute to the meaning of Commitment. They are:

1. Commitment refers to feelings and behavior of individuals or groups of  Individuals.
2. The feelings and behavior are directed towards other people, objects or ideas.
3. Commitment tends to result in action.
4. Commitment can fall anywhere along a continuum from very favorable to very unfavorable.
5. All people irrespective of their status / intelligence hold commitment.
6. Commitment can only be inferred but not seen.

SOURCES OF COMMITMENT


KEY FACTORS WHICH IMPACTS ON AN EMPLOYEE'S COMMITMENT LEVELS

1. Trust in Senior Leadership.
2. Chance to use skills on the job.
3. Job Security.
4. Competitiveness of Rewards.
5. Quality of Company's products/ services.
6. Absence of work related stress.
7. Honesty and integrity of company's Business conduct.

NEED AND IMPORTANCE OF COMMITMENT

1) Higher level of productivity.
2) Increased profitability of the organization.
3) Better achievement of aggressive business goals.
4) Increase customer satisfaction.
5) Heightened morale.
6) Reduced supervision.
7) Reduced Grievances, Absenteeism and Employee turnover
8) Results in organizational peace.
9) Results in sustainability of the organization.

FACTORS / DETERMINANTS INFLUENCING THE EMPLOYEE'S COMMITMENT

* Quality of immediate, middle and top leadership,
* Clarity in vision, mission and strategies of a firm,
* People's trust in established systems and structures,
* Conducive and participatory work atmosphere,
* Good compensation package,
* Performance based promotions,
* Efficient communication systems,
* Good training and development facilities,
* A sense of involvement inviting the suggestions to improve the efficiency levels,
*  A good employee's appraisal system.

TIPS FOR IMPROVING THE COMMITMENT OF EMPLOYEES TOWARDS THEIR JOB AND ORGANIZATION.

1. Makes adjustments in work loads in order to successfully complete assignments.
2. Makes adjustments in work hours to successfully complete assignments.
3. Persists in complete assignments; even when difficulties arise.
4. Find alternative ways to get things done; especially when encountering obstacles to successful performance.
5. Stays focused on tasks; not letting workplace distractions impact successful performance.
6. Preserves in finding solutions to problems; even when set back occur.
7. Support workplace changes even when changes are unpopular or unanticipated.
8. Supports team, office or organizational decisions; even if "personal recommendations" were not part of the final decisions.
 


Santhosh Kumar.N.
Faculty
Nagesh B.N
Faculty
Venkatesh
Faculty
Koshys Institute of Management Studies
 

Source: E-mail September 16, 2012

          

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