Organizational Commitment Is the State

Organizational commitment is the state with which a worker identifies with a specific organization and goals and desires to maintain membership in the organization. Commitment is an important factor to the productivity and employee turnover in an organization since workers who are engaged and committed to their work increases a firm's competitive advantage. Consequently, many organizations have invested significantly in policies and practices that promote employee engagement and commitment despite of their sizes and types. However, managers can enhance organizational commitment of their employees through various steps including

Training and Development:

These two methods can serve as extra levers for improving an employee's commitment and normally starts with orientation. Orientation is conducted for new employees and provides various important opportunities like explaining company policies, work schedules, and pay. One of the most important ways with which orientation encourages employee commitment is through explanations of the new worker's contribution to the organization's mission and goals. Through orientation, a manager introduces the employee to the company, his/her new co-workers, describes the firm's organization, and explains procedural matters and safety regulations.

Training and development assist new and existing workers to obtain knowledge and skills that are necessary for them to perform their job tasks. Employees with improved skills on how to perform their jobs become more committed to their work since they gain satisfaction from mastering new responsibilities. In addition, training and development improves a worker's value to the organization and increases their probability of employment or employability in the marketplace (Vance, 2006).

Compensation:

Similar to training and development, compensation is an element that significantly influences employee commitment and engagement in the organization. While some compensation components stimulate an employee's engagement in the job, other components motivate the worker's commitment to employers. It's important for organizations to promote both of these aspects because it's possible to stimulate one without the other. For instance, employees are likely to express exceptional engagement to a company that provides a strong performance rewards system with no retirement plan. However, these employees are likely to commit to another company that offers the strong rewards system and a good retirement plan.

Consequently, managers need to design the organization's compensation plans through the strategic and careful consideration of employee commitment and engagement. While compensation contains financial and non-financial elements, the most suitable compensation plan supports the organization's strategic objectives. This component also enhances an organization's competitive advantage by helping it to attract suitable job candidates, encouraging them for maximum performance, and promoting long-term maintenance of workers.