Diverse Populations and Health Care
March 8, 2023Employee Commitment, Motivation and Cultural Intelligence
nIntroduction
nLeadership is regarded as the key factor in employees commitment and motivation in different organizations. The failures or success of any organization depends on the manner in which leadership influence commitment and satisfaction of employees. employees commitment refers to the psychological affection to the firm or organization. Most importantly, studies have indicated that this is important to the organization because it affectsjob performance, organizational behaviour and turnover. moreover, leaders with high levels of cultural intelligence facilitates the employees performance and satisfaction by being considerate of the effects of cultural values a persons introduced to the workplace. Cultural intelligence also play a crucial part in recognition of weaknesses of the diverse individuals represented by culturally different employees.
nEmployee Commitment
nA study by _________ noted that employee commitment is considered a core prerequisite for the efficient implementation of operational processes, projects and the positive executon of firms transformation programs. specifically, employee commitment inspires workers to contributes fully in their daily duties and efforts as well as defending the company. Furthermore, commited workers attends their responsibilities and obligations regularly and supports the objectives and goals of the organization. they are able to stick with the company in bad and good times. Therefore, scholars imply that committed workers are devoted and loyal to the organization and project team they work for. Employee commitment is believed to be emotional attachment of the workers to the firm hence he/she is able to identify himself or herself with the company. Moreover, it promotes robust desire to safeguard membership with the firm. According to _________, employee commitment has positive effect on the job performance because it reduces turnover, lateness and absenteeis. Consequently, having committed workers assigned to a program team has possibly favourable consequences for firms and project perfoamcnace.
nA study conducted by ____________ noted that one of the greatest challenge that leaders in an organization face is the way to sustain engaged and happy employees. moreover, ensuring organizational commitement among the employees should be a priority. Committed workers facilitates high productived and more profits. On the other hand, workers possess the same enthusiasm to change as their professional and personal situation adapt to their needs in their professionl career. Therefore, employee committement is vital as it help to retain top talents. Precisely, by engaging in these activities it enables the worker to feel motivated and valued and hence become a loyal asset of the organization.
n__________ suggested that one of the major activities of enhancing employees commitment is by establishing the professional growth opportunities. Workers are attracted to an organiation which offer a chance for them to have a favourable impact on firm and professional growth in their career. Most workers are determined to establish a psychhlogical attachment with the company by creating strategies to improve and adapt to their position. In fact, workers are satisfied when they recognize the opportunites for growth and progression. Therefore, organizational leaders should collaborate with their workers to facilitate their career growth. For instance, the managers need to have consistent meeting with their workers to understand how they view they work and determine where they need capacity building. Finally, the managers must have open communication and should promote team bonding.
nNatalie Allen and John Meyer formulated a Model of Employee Commitment which describes that organizational commitment is a psychological act which comprises three different components that influence the manner in which workers feel about their company. The three elements includes Affective commitment, Continuance commitment, and normative commitment. firstly, affective commitment refers to the affection for the employee job which takes place when a person feel a robust emotional bond to the firm and his/her work. Therefore, they are more likely to recognize with hthe values and goals of the organization hence want to remain with the firm. If the workers are happy and enjoy their work, they become satisfied. Subsequently, job satisfaction increases their sense of affective commitment.
nSecondly, continuance commitment refers to the fear of loss which takes place when an employee asses the cons and pros of quiting the firm. A workers feel the need to remain in the company since the loss they would experience by quiting is more thn the benefit they believe they might acquire in aa new job. some of these professed losses can be monetary sich as benefits and salary, social losses such as allies or friendships and professional including seniority. The magnitude of these losses normally rises with experience and age. A worker is more likely to suffer from continuance commitment if he/she has a successful and established role or has benefited from several promotions within a firm. Thirdly, mormative commitment refers to instances when a employee have a feeling of obligation to remain in a firm even in circumstances when he/she is unhappy at work or is determined to get better opportunities. In such instances, they feel to remain with their firm since it is the appropriate thing to do.
nCultural Intelligence or Cultural Dimensions
nEmployee Motivation
nHigh-Level Analysis of Current or Past Workplace
nIdeas for a Topic of Study
nReflection
nConclusion
