Organizational Commitment in Plantation †Free Samples to Students

Question: Discuss about the Organizational Commitment in Plantation. Answer: Introduction: Every individual has his own needs and wants and they have a different attitude and behavior to achieve those needs and wants. An organization is a group of individuals who work together for achieving a goal. Thus, it is important to diagnose human behavior in an organization because it impacts the organizational effectiveness (Frederick, 2014). Organisation behavior can be defined as the systematic study of actions and attitudes of people that they demonstrate within an organizational setting. Organisational behavior basically focuses on two aspects behavior that humans demonstrate in the workplace. The other argument describes the organizational behavior as the field of study. To understand organizational behavior researchers can imply RED analysis i.e., recognize, explain and develop. This approach involves recognizing the areas that require concern, explaining the implications of each type of behavior in short-term and long term and the last is to develop practices and policies f or positive organizational behavior that help the organization to flourish (Kaifi, and Noori, 2011). It was clear in the definition that attitude is the key element for any kind of behavior. Attitude is nothing but a hypothetical construct. It represents the individuals like or dislikes for a certain thing (Wicker, 2010). In other words, attitude can be defined as a set of values beliefs and opinions that individual holds or develops over a particular thing. Attitude is either positive or negative. Attitude is an important element influencing behavior at individual, group and organizational level. Basic factors in a workplace that hold potential to influence the behavior of the individual group and organizational level are job satisfaction, job security, trust among group members and knowledge sharing and organizational commitment. Job satisfaction can be defined as the set of feelings that an individual holds for his job. Job satisfaction is directly linked to workplace turnover, life satisfaction, and job performance. Therefore it is the most important aspect influencing the behav ior. Job security can be defined as the sense of assurance that an individual holds towards his job. This assurance provides him the feeling of being shielded. It is important to have a high degree of assurance for a positive behavior (Susan, 2017). The important element at the group level is trust among group members and knowledge sharing. Today knowledge is considered as power. Therefore in the highly competitive atmosphere, there is an inverse relationship between knowledge sharing intention and degree of competition. Knowledge sharing in an organization can be facilitated through trust among the team members (Hassandoust, Logeswaran, and Farzaneh, 2011). Organizational commitment can be defined as the degree that demonstrates the devotion of employee towards an organization. Attitude towards organizational commitment describes whether employees improve their performance or will leave their jobs (Chung-Chieh, and Chen, 2013). Attitude regarding organization commitment predicts th e employee performance in coming future. It influences the behavior of the employee towards the work responsibilities. There are numerous theories that can be applied to organizational behavior in organizational settings. Some of these theories are theories of motivation and leadership. Many authors have given various theories on motivation. Some well-known theories of motivation are Maslows need hierarchy theory, expectancy theory, and equity theory. Maslows theory identified five need hierarchies these are physiological needs, safety needs social needs esteem needs and self-fulfillment needs. These needs are required to fulfill in a particular order (Kaur 2013). In the context of organizational behavior, these needs are the major factor that drives the individual behavior. If an organization expects a positive behavior from employees it should make sure that different levels of needs of employees are satisfied at different times. The next theory is expectancy theory. This theory was given by vroom and is focused on outcomes rather than needs. It is based on three elements Expectancy (efforts), Inst rumentality (performance) and Valence (reward) (Hsu, Shinnar, and Powell, 2014). Organizational behavior implications of this theory are management should assign equitable rewards with the jobs and employees will only choose to perform a job if they find that it will maximize their benefit. The next is equity theory this theory states that employees usually compare their jobs inputs and outcomes with others. If the employee finds that ratio equal it is perceived that equality exists. Organization behavior of the employee will be positive if the quality exists in the system. Management must take efforts to ensure transparency in the system. Leadership theories that can relate to organizational behavior are trait theory, path goal theory, contingency theory and behavioral theory of leadership. Various different leadership theories guide the leadership styles in organizational context. Every employee behavior is affected by different leadership style of their leader. A consultative or democratic style is more successful in driving out positive behavior. There are various problems that can occur in the organizational setting because of difference in behaviors, such problems can be solved with little efforts from the management. Some of the challenges faced by managers in managing the employees of different behaviors are managing workforce diversity, resolving conflicts, managing the issue of changing demographics of the workplace, workplace issues and challenges, managing cultural diversity, employee rights, and privacy. Todays organization welcomes employees from all genders, nations, race, and ethnicity. The growing diversity in the workforce also implies a difference in their behaviors. Managers need to identify and respect the differences to manage them effectively. Responding to those references positively will ensure high performance. Conflicts may arise in the organization due to contrasting behaviors these issues can be resolved if the managers intervene before worsening of the situation. Managers need to understand the persp ective of both the parties and then reach to any conclusion. One sided decision can bring negative results for employee performance (Kashyap, 2016). Recent researches have shown developments in the field of organizational behavior. The focus of researchers has shifted to the aesthetic sphere of the organization. The role of Anthropology is also given due importance. Study of leadership has also emerged as an important part of the organizational behavior study. According to some studies, leadership plays a vital role in determining the organizational behavior. It is suggested that the leadership style of manager determines the behavior of an employee at the workplace. Few studies have identified that if the leaders considerate the employees will be more committed to the organization. The research shows that improvement in the supportive and directive style of leadership can improve the organizational commitment (Mahdi, Mohd, and Almsafir, 2014). According to Lunenburg (2010), leadership is only important when substitutes are not available. When there are self-directed teams, effective reward system, autonomous groups and self-leadership there is less important for leadership. The author also states that importance of leadership can be reduced but cannot be completely eliminated (In the recent year's anthropology has become more influential for the context of organizational behavior. Anthropology has helped the researchers to develop understanding about human activities. It determines major differences between humans of different nations in the organization. Anthropology influences the field of organizational behavior to a large extent because it gives an understanding of topics such as organizational cultures, rituals, and environment. An anthropologist studies the culture from different perspectives thus helpful in identifying the organizational behavior in different cultures (Hudelson, 2004). Thus it can be seen that anthropology and leadership concepts and theories have become the basis for the study of organizational behavior. Another important concept in the field of organizational behavior is the concept of positive organizational behavior. It was given by Luthans in the year 2000 (Parent and Lovelace, 2015). This concept applies the positive human resource psychology and strengths that can be measured and developed for improving performance at todays workplace.this concept focuses on the positive side of human behavior.It focuses on strengths and psychological capabilities rather than the weakness. This concept is different because it does not an emphasis on what is wrong it emphasizes on what is good or positive. These strengths and capabilities are hope, emotional intelligence, well being, happiness, optimism etc. The above-stated developments are just a few noticeable changes in the evolution of the concept of organization behavior overall with the change in management and organizational structures the concept has also evolved. It can be concluded that organizational behavior is an interdisciplinary approach. It is a major contributing factor in organizational performance. Organisation behavior contributes to the human resource management. It recognizes, explains and develops human behavior at the workplace. Attitude is an important component in determining the behavior of an employee at the workplace. Attitude can be negative or positive. Attitude plays a vital role in determining organizational behavior at individual, group and organizational level. Job satisfaction, trust in the group members, knowledge sharing and organizational commitment are the organizational factors that influence organizational behavior. Theories from various concepts can be applied to organizational behaviors such as leadership and motivation. The concept of organizational behavior has evolved over the years. Concepts of anthropology and leadership are gaining much dominance in the field. Another noticeable development in the fiel d of organizational behavior is the concept of positive organization culture which merges positive psychology to the organization. In todays context, the challenges have increased for the organization. Knowledge of behaviors helps the organization to deal those challenges. References Chung-Chieh, L. and Chen, C.J., 2013. The relationship between employee commitment and job attitude and its effect on service quality in the tourism industry.American Journal of Industrial and Business Management,3(2), p.196. Frederick, P.R.H., 2014. Organisational Behaviour and its Role in Management of Business.Global Journal of Finance and Management,6(6), pp.563-568. Hassandoust, F., Logeswaran, R. and Farzaneh Kazerouni, M., 2011. Behavioral factors influencing virtual knowledge sharing: theory of reasoned action.Journal of Applied Research in Higher Education,3(2), pp.116-134. Hsu, D.K., Shinnar, R.S. and Powell, B.C., 2014. Expectancy theory and entrepreneurial motivation: A longitudinal examination of the role of entrepreneurship education.Journal of Business and Entrepreneurship,26(1), p.121. Hudelson, P.M., 2004. Culture and quality: an anthropological perspective, viewed on 31 August 2017 from https://academic.oup.com/intqhc/article/16/5/345/1822533/Culture-and-quality-an-aanthropological-perspective Kaifi, B.A. and Noori, S.A., 2011. Organizational ssbehavior: A study of managers, employees, and teams.Journal of Management Policy and Practice,12(1), p.88. Kashyap, D., 2016. Organizational Behaviour Issues Faced by Todays Manager, viewed on 31 August 2017 from https://www.yourarticlelibrary.com/organization/organizational-behaviour/organizational-behaviour-issues-faced-by-todays-manager/63755/ Kaur, A., 2013. Maslows need hierarchy theory: Applications and criticisms.Global Journal of Management and Business Studies,3(10), pp.1061-1064. Lazaroiu, G., 2015. Employee Motivation and Job Performance.Linguistic and Philosophical Investigations,14, p.97. Lunenburg, F.C., 2010. Substitutes for Leadership Theory: Implications for University Faculty, viewed on 31 August 2017 from https://www.nationalforum.com/Electronic%20Journal%20Volumes/Lunenburg,%20Fred%20C.%20Substitutes%20for%20Leadership%20Theory%20FOCUS%20V4%20N1%202010.pdf Mahdi, O.R., Mohd, E.S.B.G. and Almsafir, M.K., 2014. Empirical study on the impact of leadership behavior on organizational commitment in plantation companies in Malaysia.Procedia-Social and Behavioral Sciences,109, pp.1076-1087. Parent, J.D. and Lovelace, K.J., 2015. The Impact of Employee Engagement and a Positive Organizational Culture on an Individuals Ability to Adapt to Organization Change. Susan, J., 2017. Organizational Change and Employees Resistance.International Journal of Innovative Knowledge Concepts,3(7). Wicker, D., 2010. Attitude is #1: An Interactive Guide to Determine the Correct Attitude in Real-life Situations. AuthorHouse.