How do you respond to this in 100 words? Organizational commitment is defined as an employee's willingness to make significant efforts for their institution, desire to remain in it, and acceptance of its goals and values. Three different perspectives of organizational engagement can be distinguished. The first is the Social Exchange perspective, which suggests that an employee's commitment to the organization is a result of small investments made over time and that would prevent them from voluntarily disengaging. The second perspective is the Affective Commitment model, which emphasizes the psychological bond between the employee and the organization. The third is the Normative Commitment model, which focuses on the worker's work ethic and sense of responsibility (Herrera & De Las Heras-Rosas, 2020). Organizational commitment offers numerous benefits to both employees and employers. These benefits include increased job productivity, better attendance, and lower levels of intent to leave. Studies have shown that highly committed employees can help reduce negative consequences, such as conflicts, exhaustion, and turnover, while also improving patient health outcomes. Highly committed employees usually have higher job satisfaction levels, maintain positive relationships with coworkers, and perform tasks in favor of the organization. On the other hand, lower levels of commitment can cause various problems in an organization, including high turnover rates, absenteeism, decreased quality of health care, inconsistencies with organizational goals, declines in earnings, and other difficulties (Karami, 2017). Building Organizational Commitment is crucial for any organization to retain their employees and develop a loyal workforce. To achieve this, organizations can implement several strategies, including prioritizing employee well-being and organizational justice, aligning personal values with the organization's dominant values, building trust between employees and leaders, ensuring that employees understand the organization's direction, and involving employees in decision-making processes. By implementing these strategies, organizations can create a positive work environment where employees feel valued and appreciated, leading to increased affective commitment and loyalty (McShane, 2021). Google is an organization that has established a strong sense of organizational commitment by emphasizing transparency, innovation, and employee empowerment through its unique organizational culture. To foster employee satisfaction and commitment, Google provides a wide range of benefits such as free meals, on-site gyms, and generous parental leave policies. Additionally, Google encourages its employees to spend 20% of their time working on projects that interest them. This initiative has led to the development of some of the company's most successful products. Overall, Google's positive work environment is a result of these initiatives.
Recruitment in Business Communication
The process of discovering and employing the finest and most competent individual for a work opportunity fairly and cost-effectively is referred to as recruitment in human resource management. It is also known as the act of locating potential individuals and motivating and pushing them to compete for positions within a firm. It is a complete process with a complete life cycle that originates with the assessment of the organizational requirements in relation to the position and continues with the employee's engagement with the organization.
Recruitment
Recruitment is the most important part of Human Resource Management (HRM) which is done by HR (Human Resources) of a company, firm, or industry. To understand the policy, HR needs to understand and analyze the requirement of a profile who can fit into the position as per the company’s objectives and goals. Recruitment involves shortlisting, hiring, and analyzing candidates' skills along with experience and qualifications and comparing them with the organization's requirements or job profile. The objective of the recruitment process is to find the right candidate for the right job.
How do you respond to this in 100 words?
Organizational commitment is defined as an employee's willingness to make significant efforts for their institution, desire to remain in it, and acceptance of its goals and values. Three different perspectives of organizational engagement can be distinguished. The first is the Social Exchange perspective, which suggests that an employee's commitment to the organization is a result of small investments made over time and that would prevent them from voluntarily disengaging. The second perspective is the Affective Commitment model, which emphasizes the psychological bond between the employee and the organization. The third is the Normative Commitment model, which focuses on the worker's work ethic and sense of responsibility (Herrera & De Las Heras-Rosas, 2020).
Organizational commitment offers numerous benefits to both employees and employers. These benefits include increased job productivity, better attendance, and lower levels of intent to leave. Studies have shown that highly committed employees can help reduce negative consequences, such as conflicts, exhaustion, and turnover, while also improving patient health outcomes. Highly committed employees usually have higher job satisfaction levels, maintain positive relationships with coworkers, and perform tasks in favor of the organization. On the other hand, lower levels of commitment can cause various problems in an organization, including high turnover rates, absenteeism, decreased quality of health care, inconsistencies with organizational goals, declines in earnings, and other difficulties (Karami, 2017).
Building Organizational Commitment is crucial for any organization to retain their employees and develop a loyal workforce. To achieve this, organizations can implement several strategies, including prioritizing employee well-being and organizational justice, aligning personal values with the organization's dominant values, building trust between employees and leaders, ensuring that employees understand the organization's direction, and involving employees in decision-making processes. By implementing these strategies, organizations can create a positive work environment where employees feel valued and appreciated, leading to increased affective commitment and loyalty (McShane, 2021).
Google is an organization that has established a strong sense of organizational commitment by emphasizing transparency, innovation, and employee empowerment through its unique organizational culture. To foster employee satisfaction and commitment, Google provides a wide range of benefits such as free meals, on-site gyms, and generous parental leave policies. Additionally, Google encourages its employees to spend 20% of their time working on projects that interest them. This initiative has led to the development of some of the company's most successful products. Overall, Google's positive work environment is a result of these initiatives.
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