Lund (2003), Believes that it is this commitment that brings the collective attitude and feelings of working towards common objectives. He says that organizations can attain high productivity when its values are shared equitably by its employees. Accordingly, Robbins (2005), organization culture, through its standards, works as a way of channeling behaviors in to the right direction and shifting them from the undesired direction. This can well be conducted through selecting, recruiting and retaining workers who possess behaviors that best fit the values of the business organization (Hellriegel, D., & Slocum, J.
It gives the sense of fairness and all the employs are treated equally. By understanding each other they can work well and learn more from each other. It helps to achieve the goals of the organization. Loyalty: A good organizational culture keeps the employs loyal towards the organization and motivates them. If the employees feel themselves as a part of the culture of the organization, they will concentrate more on their work and want to achieve the success for the company.
A strong corporate culture is one of the key components that propel most organizations to be successful. Since employees come from different cultural backgrounds, the organizational culture forms a basis that they can publicly be identified with. This may include innovation, logos, the organizations mission statement and leadership. There also exist sub-cultures within the organizations, which are not implemented by the managerial department but are developed by the employees. Enforcement of the values and norms implemented begin with those high up the hierarchy of an organization (the leadership).
(Watkins 2013) A number of studies have stressed the importance of organizational culture, since its affects employee’s productivity, commitment, engagement, and shapes behavior. (Sørensen 2002; Peters & Waternman 1982) This leads to an understanding that organizational culture is indeed an
Organizational values can resonate with employees’ higher ideals and rally them around a set of meaningful goals. They also focus employees’ attention on organizational priorities, which then guide their behavior and decision-making. One method for strengthening culture is to choose new employees based on culture fit. New employees can then be socialized into the culture by being taught its values and expected behaviors. Early employee-employer interactions are vital; they can determine the employee's desire to “buy in” to the company's philosophy and establish long-lasting patterns of
The behavior of employees at workplace changes at certain level and the spiritual attachment like the desire to connect with other peoples and fairness, orientation at workplace. Every organization provides opportunities to their workforce for shaping their behavior and adopting core values. There are several characteristics on the basis of which organization achieve their goal and keep high concentration on job description of each employee, which assured strong commitment for the satisfaction of their management. According to this practice the employees of organization think about the past experiences and the present situations. These
It is your own actions that reflect the company’s culture, and it is imperative that it remains a unifying element. Maintaining your organizational culture will increase the level of employee engagement. Better yet, if there is a real fit between the values of the company and those of its members, you will witness a significant increase in the overall level of job satisfaction. And we all know that increasing job satisfaction reduces
Traditionally, both the theoretical level as organisational practice, it has been considered that employee commitment to the organisation is a variable that relevant for allowing and identifying intentions of conduct, behavior and results with direct impact on productivity and organisational effectiveness (Hunt &Morgan, 1994). Today, the effective management of this attitude requires organisations which draw human resources strategies and taking into account the nature multidimensional notion of commitment, evidenced in recent studies by theorists on the subject. The organisational commitment of employees towards the organisation has received considerable attention by both managers and scholars from behavior (Gallagher & McLean, 2001). However,
It is essential for the employees to adjust well in the organization culture for them to deliver their level best. The work culture unites the representatives who are generally from diverse back grounds, families and have changed disposition and attitudes. The culture gives the workers a feeling of solidarity at the work environment. It helps in maintaining clarity: Every employee is clear with his parts and obligations and strives hard to achieve the undertakings inside the given timeline according to the set rules. Execution of approaches is never an issue in organizations where individuals take after a set work culture.
The issue of organizational commitment within both private and public sector organizations has, generally, received significant research focus over the past 25 years (Meyer and Allen, 1997; Mowday, 1998; Hope, 2003). In addition, organizational commitment is viewed as an attitude of attachment to the organization by an employee, which leads to particular job-related behaviors such as work absenteeism, job satisfaction, turnover intensions, organizational citizen behaviors, work motivation and work performance. Commitment refers to an employee’s willingness to work positively in an organization and his continuance to work for it (Mowday, Steers & Porter, 1982). Organizational commitment is a core issue for the management of the organizations. Organizational commitment is directly related to the performance of employees and is therefore treated as an issue of great importance.