Organizational loyalty is the strength of the individuals and with their organization. According to the Allen & Meyer, employee loyalty is a psychological condition, psychological bond among organizational management and employees which reflects the relationship of the individual in the organization in which he or she working. Also, the loyalty as a strength of correlation of the individual who working organization, and that the individual who shows a high level of organizational loyalty in the organization in which it activates it has a robust confidence to take the goals and values of the organization, ready to provide every possible exertion to serve the organization, and has a strong aspiration to continue working in such organization.
It increases the awareness and obligation of employees. They would concrete on the works and responsible for the job. Also, they clarify the values and goals of the organization. It ensures that they would not have violation on company’s goals. Strong organizational culture also benefits to decision making.
The Path-Goal Theory The Path-Goal theory is based on leader 's specific style, which best fits the employee and work environment in order to achieve goals set by the company. The idea is to increase motivation from the staff, provide empowerment and increase staff satisfaction. This will develop productive employee, which are vested in the greater good of the company. The Path-Goal leadership is based on four strategies the leader should set fourth: define the goal, explain the direction of the goal, remove obstacles so the goal can be achieved and provide support to the employee. The Path Goal Theory is forming a connection between the followers goals, and the goals of the organization.
Ethical leadership is related to employee job satisfaction by impacting a positive influence on employee performance (Resick et al., 2011). The ethical leadership also found to increase the intrinsic motivation and job responses (Piccolo, et al., 2010). The willingness of the employee to report any concern and problem also depends on the organization culture and leadership behavior (Brown et al., 2005). It is also studied that a leader with strong ethical traits can affect positively to task significance and autonomy of the employee job (Ruiz, Ruiz & Martinez, 2011). According to them, the followers have willingly perceived the good traits of their leaders and thus good moral, values are practiced in an organization that can shape the overall
Organizational Behaviour is the application of knowledge about how peoples, individuals, and groups act and react in an organization, in order to reach and accomplish the highest quality of performances, and dominant results. A leader as the head of the organisation subdivides and assigns roles, responsibilities and authority in his organisation to carry out different tasks for the employees plays an important role in performance and productivity. Therefore, the leader sets a clear vision for the organisation in order to achieve their perspective goal. A good leader not only motivates but also guide the employees through the work process and build morale through his/her behaviour. The leaders’ behaviours display their actions and styles by
It is a vital ingredient of organization success because it reflects the attitudes and sentiments of organizational members towards the organization, its objectives and policies. These attitudes and sentiments largely affect productivity and satisfaction of individuals. Morale is the total satisfaction and person derivers form his job, his workgroup, his boss, his organization and his
Task 3.2 Differences between team leader and member. Team leader. An effective team leader has a variety of traits and characteristics that encourage team members to follow him. Team leaders naturally possess certain qualities, such as compassion and integrity, or learn leadership skills through formal training and experience. The qualities of an effective team leader inspire the trust and respect of the team and stimulate production within the workplace.
Supervisors have important roles such as creation of the job environment, the flow of information and feedback to the workers. As a result of these roles, the supervisor’s behaviours have strong impact on the worker emotional responses (Durham, Knight and Locke, 1997). Another description of the supervisor support has found itself a place in the previously mentioned Organizational Support Theory. While workers develop ideas about the values that their organization gives on them, they also develop a point view on their supervisor’s interests on the workers work and well being. This point of view is called the Perceived Supervisor Support.
An organizational behavior audit is conducted within an organization to create an enhanced understanding of the organization’s environs and how the employees or staff will interrelate with it. Organizational behavior audit is very necessary in every organization as this aids management or team leaders to know what trend to take or decision to make in order for the organization to have continuity for a long period of time. Organizational behavior matters at every level within the organization and even at critical levels. Organizational behavior audit helps the organization to be more engaged with its members because the results of the audit helps them to get along with individuals and groups in the organization by getting job done greatly and effectively which also aids in the reduction of stress levels for the employees as their concerns will be resolved. This also helps management in making more effective decisions and working effectively within the various teams or individuals as the audit will help to greatly address all issues or concerns.
Customer satisfaction being an important element in evaluating the performance of employees. Management adaptations and practices of the behavior expected of employees A common set of values and code of conduct drive the behavior of employees.