Strong organizational culture would establish better performance in an organization as a result. In the performance management and organizational culture, it reveals that a strong organizational culture can raise up the performance of employees. That is benefit for the overall performance of a firm. Employee commitment is necessary in organizational culture. It increases the awareness and obligation of employees.
With good reputation, it helps firms to create competitive advantage in the business environment. Thus, instead of focus on short-term profit maximizing or costs saving, firms should be stakeholder-oriented. A firm which is stakeholder-oriented focuses on the need of their stakeholder such as employees, customers, society and others who have a direct economic link to the firm (Habil, n.d.). Businesses that are socially responsible will avoid actions that may cause detrimental to stakeholders. They have greater concern on stakeholder well –being.
To be effective a culture must not only be efficient, but appropriate to the needs of the business, company and employees. On the other hand, Job satisfaction can be understood as a response which cannot be seen but inferred to a situation. Job satisfaction shows our attitude towards the job and is associated with the outcomes and expectations. According to Locke (1991),
While it is not the intent of the company to look for wide external publicity through its charitable acts, it is important to account for corporate social responsibility in order to share an overview through Investor Relations channels, and to enhance employee morale as a caring company. It is critical here to install a strategy and a process to ensure uniformity. Wizz Air has the opportunity to work with industry groups to impact industry issues and regulations with the intent to streamline our own operations and thus lower our costs. Corporate Communications will begin to use modern measurement techniques that have become industry standards to better evaluate the effectiveness of communication efforts and campaigns. OBJECTIVE The objective of the communication strategy is to change or reinforce behaviors and impressions of the key audiences of Wizz Air, primarily through earned media, employee communication, thought leadership and corporate social responsibility, to support overall corporate objectives.
1999, Soteriou and Zenios 1999, Hill 2007, Saccania et al. 2007, Davidson, 2004). Young (2009, p.80) also defined operational management as the management function that is associated with the creation, control and operating transformational processes in the organization; taking input from different resources and creating outputs that enhance customer satisfaction. One of the primary objectives of firms is to produce goods and services that will enhance the sustainability of the firm (Arora, 2004). For this reason, operational management is vital in enhancing the viability of the firm as it enables the management to control the elements of production in the
Executive Summary This research is aimed at analyzing employee engagement and its relation to affective commitment. Empowerment can be of great value for a company and its employees. However, to be able to benefit most from giving employees empowerment, it is not only important to focus on the achievements that could be gained by giving employees empowerment, but also to take into account the possible disadvantages and risks. This study investigates the relations between the dimensions of empowerment (impact, competence, meaning and self-determination) and affective commitment. This study also investigates the interactional effects of the dimensions of empowerment with job engagement and trust in the management on affective commitment.
An example of change to organisational culture may be changes to a reward system in place. If the existing reward system is successful in motivating employees within the organisation, changes to this system may revoke motivation and productivity as the employees feel unappreciated or deserved of. Change usually occurs by management, new or existing, for the benefit of the organisation as a whole and it is important that any changes made are acknowledged and accepted by the individuals of the organisation as they are the personalities who believed in the culture in the first place and may not believe in the changes being made. It is important that the organisation itself is adaptable to the environment around it in order to be responsive to changes being made. However it is also important to note that change within an organisation may not be by choice and that time as part of a natural process may be the main factor in organisational culture
It also focuses on the internal relationship between the different primary stakeholders. But unlike the agency theory which suggests individuals are self-serving, the stewardship theory views managers as “stewards”, who are trustworthy and always giving their best to achieve company and shareholder goals instead of thinking of their own interests (Elgaied and Rachdi, 2008). According to this theory, the principals and the agents try to create a relationship to achieve the best possible result for the organization. This way, the board would not play a big part in monitoring the managers, but more in guiding and counseling management if needed (Gabrielsson, 2003). Some authors, however, suggest that regardless of the fact that managers are seen as stewards, it is still important to monitor their actions.
Sustainable development should not be considered as a limitation or hindrance, but rather it should be considered as a social responsibility which provides different opportunities and horizons to expand. The adoption of the sustainable development principles by the organization will result in benefits. Namely- Improved operational efficiency; Preservation of license to work; Enhanced brand value and status; Promoting and increasing innovation; Customer attraction and retention; Improved access to wealth; Enhanced intellectual capital; Building and sustaining shareholder value; Improved management of risk; Generating higher revenues; Attracting and retaining talented staff; Identification of new opportunities.
Board and staff skill level Board and staff have main relation to the firm’s performance which the skill level they can reduce the agency cost through monitor the corporate governance mechanisms performance. Board and staff can influence the firm’s performance. From the previous research, (Lybaert, 1998) state that better performance is because higher level of education among board and staff .. This study shows that the relation between board and staff and firm’s performance have positive relationship. Therefore, the association of board and staff skill level and return on assets ratio have significant positive.