Organizational commitment is sense of belonging and responsibility that an employee has toward the mission of the organization (Meyers & Allen, 1991). The employees will desire on working. They have self-awareness and obligation to stay in the organization. It will increase the job satisfaction and job performance of employees (Vandenberg & Lance, 1992). Organizational commitment should be viewed as necessity in organizational culture.
Inclusive leadership is a relational leadership style characterized by openness, availability, and transparency with followers (Choi, Tran, & Park, 2015; Jin et al., 2017). Inclusive leaders share characteristics with other leadership styles. For instance, inclusive leadership and servant leadership share a focus on serving the followers and meeting their needs (Choi et al., 2017; Song, Park, & Seung-Wan, 2015). Inclusive leadership and spiritual leadership share a focus on appreciating, valuing, and empowering others by developing high-quality relationships and feelings of psychological safety (Weinberg & Locander, 2014; Jin et al., 2017). Inclusive leadership correlates positively with employee work engagement, creativity, and reduced turnover (Coi et al., 2015; Jin et al., 2017).
Cogent of Spiritual involves motivating and inspiring employees (workers) through a transcendent vision and a culture based in altruistic values to produce a more motivated, committed and productive workforce. Spirituality in modern management eradicates selfless and disseminate shared values which intertwine spirituality and profits (Gull & Doh, 2004). The cogent of spirituality generates discipline in the work, work done with discipline results into best productivity and work done without discipline is a nuisance and chaos. In advance management ‘pinnacle of productivity is the mantra for successes’. OBJECTIVES OF THE STUDY: The cogent of spirituality in advance management has numerous objectives, like employees’ job satisfaction, self motivation, better after sales service and profit to the organization.
In a business environment, Christians should demonstrate excellent work ethics to their followers through many examples and not just demanding employees to complete expectations verbally. Demonstrating hard work ethics by physically engaging with employees, properly training your followers by being hands on and available and knowing how to resolve workplace or customer conflicts are great keys to being successful in business when making important decisions as a leader. Christian leaders working in a business should always provide great work ethics in making decisions for others through
Clear and open communication helps to encourage and strengthen relationships, which can assist employees in the reaching maximum productivity. In addition, effective communication prevents employees from being isolated, builds teamwork among them and creates a more positive environment in an organization. When the relationship among them are strong means that they are be able to trust one another, seek common goals and work together to achieve these common goals by giving a high performance. Furthermore, the managers in the company maintain a productive relationship with the staffs by holding regular departmental meetings, assisting and guiding employees in their work and progress and recommending them for the career development programs. It’s a way to increase the employee’s job performance by conducting career development programs so they can apply the knowledge and skills that learned in task that assigned by the managers to seek the common
Ethics is a complex subject and shouldn’t be addressed in unilateral or absolutist terms because the world and its institutions’ structures are diverse. Ethics cannot be entirely composed of universal and fixed rules because every human is unique and specific across geographical, cultural, national or religious scopes (Sayer 2013, p.154). Indeed, in some extreme cases what one may consider very unethical in his culture may be perfectly ethical in another culture. In light of this, perhaps it is still safe to assume that ethical disparities have somewhat narrowed over the past decades since the onset of rapid globalization, at least in the sense of ethical adaptations by national and international
Employee Empowerment Meaning of Employee Empowerment Employee empowerment is known to be one of the ways of improving employee morale, job satisfaction and employee motivation. The term is used interchangeably with employee participation, workplace democracy, industrial democracy, participatory, and employee voice (Brione and Nicholson, 2012, pg, 17). It is a process of enabling employee to think, act, react, behave, and control their responsibilities in a more autonomous way (Emerson, 2012, pg, 5). It is beneficial to both the organization and the employee; for instance, it increases employee accountability, enhances customer satisfaction, and develops personal power (Bailey, 2009, pg, 1). On the contrary, other scholars suggest that employee
Public schools are educatory places where students revive education for free. As in Egypt public schools had improved a lot compared to what it has been years ago. However, there remains many problems such as lack of funds, unqualified teachers, crowded classes, and lack of facilities. This problem has to be solved as education is important for the country to gain power and improve with its children. Therefore, anyone holding the ministry of education should take acknowledge that education is not for students to learn and wright but for the economic growth of the nation (Reda, Mohamed).
Having same culture give employee’s the sense of identity, commitment with organization, reinforces values, and shape behavior. Organizational culture has the potential to enhance the performance, employee job satisfaction, and the give sense to solve the problem. Effects of organizational culture