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Strategies for building organisational commitment


In todays competitive era, it is very difficult for companies to retain their employees. Moreover, the success of the organisation depends on the performance of the employees and they are considered as the asset of the organisation. It is very important for the organisation to encourage and motivate their employees so as to achieve its goals and objectives in a more effective way. The term Organisational commitment can be referred to as trust or commitment of the employees towards the organisation. Many organisation aims to increase the employees trust and loyalty and it is believed that the employees who are more attached to the organisation may give the more positive performance as well as growth. Organisational commitment is mainly related to job involvement of the employees. Moreover, the structure of the organisations is also changing in various organisations. This also impacts the work of the employees that includes their job security as well as their careers. Organisational commitment plays a very significant role in determining whether the employees will be staying in the organisation or not. There are different leadership styles are adopted in the organisation which helps in motivating the employees to do the organisational work more effectively. The structure of the study includes types of organisational commitment, strategies for building organizational commitment and factors affecting the organisational commitment.

Types of Organisational Commitment

Affective Commitment-it mainly determines the feelings of the employees towards the organisation. If the employee is effectively committed to the organisation than it is considered that they wish to stay in the organisation. Affection commitment mainly occurs when the employees feel an emotional connection towards the organisation. The organisational commitment is mainly affected by the needs and expectations of the individual person with respect to the organisation are matched by the actual experiences. The effective model is greatly influenced by various factors that include goals, challenges of the jobs, individual participation, and individual work involvement and so on (Carlos Pinho et al. 2014).
Continuance commitment-in this type of commitment the employees evaluates the pros and cons of the employees while leaving the organisation. It is mainly driven by the culture of the organisation. The employees mainly consider the economic costs and social costs. In this type of commitment, the individual is mainly associated with the organisation due to economic benefits.
Normative commitment-in this type of commitment the employees feel the sense of obligation in the organisation. The employees generally feel that they should stay with their organization. The employees feel that leaving the organization may lead to a sense of guilt and may lead to the consequences (Mercurio 2015). The employees are mainly committed to organizations because of moral reasons.

Strategies for building organisational commitment

Positive and healthy work environment

The organisational commitment is mainly developed by the orientation of the employees towards the organisation. The companies can increase the employees commitment towards the organisation by creating positive work and healthy environment in the organisation. The organisations should also focus more on creating a strong team environment (Thomas et al. 2013). There are different people who exhibit different culture, language, values and so many other variables.The employees working in the organisation will be having different backgrounds as well. If the organisation aims to promote the culture of strong team building, this will be resulting in the increase in the motivation level of the employees and they will feel more enthusiastic and energetic while performing their task in the team. This will also boost the commitment level of the employees and will create long term relationships between the employees and the organisation.

Engagement of employees in the decision making process

The organisation can also increase the commitment level of the employees by encouraging the employees to participate in the decision-making process and developing the open and transparent environment in the organisation (Carlos Pinho et al. 2014). The employees will be able to share their more innovative ideas in an open and transparent environment. Moreover, they will feel a sense of belongingness towards the organisation. Thus, this can also increase the performance of the employees and they will be able to contribute more to the development of the organisation. The conflicts that arise in the organisation may decrease the employees commitment level. There are three elements of organisational commitment that includes accepting the goals of the organisation, to make better efforts on the organisations behalf and to remain loyal in the organisation.

Maintaining work ethics in the organisation

Organisations should also focus more on maintaining work ethics in the organisation. The employees are motivated more if the organisation establishes high standards of work ethics. Employees are connected more with the organisation if the organisation builds high morale and work ethics. Moreover, the leaders plays a crucial role in the success of the organisation and the leadership and motivation are closely linked with each other. Furthermore, the organisation should encourage and appreciate the employees this will be resulting in an increase in the loyalty of the employees towards the organisation. Organisational commitment can be improved by the level of work engagement. There is a linkage between organisational commitment and work engagement in the business workplace, organisational commitment denotes the employees involvement towards the organisation whereas, and work engagement denotes the employees involvement in their work.

Development of new ideas

The organizations should also encourage their employees in developing new ideas in the various fields of knowledge and should effectively delegate the work to its employees. They should give intrinsic as well as intrinsic rewards to their employees the organizations should value the contribution of the employees towards their work (Simons et al. 2013). If the organization aims to increase the employees commitment that the management should give rewards to the employees. The employees who are more satisfied and are engaged in their work are considered as the asset of the organization. Moreover, organizations should solve the problems of the employees and should take actions so as to reduce employee turnover. The employees are mainly motivated by the reward system and are considered as the most influencing factor. The managers of the organization must consider the performance of the employees, personality traits of the individual and so many other factors. Incentives are also considered important elements so as to attract and retain the employees working in the organization. The management must give intrinsic and extrinsic rewards to their employees in order to improve organizational commitment (Geldenhuys et al. 2014). The nature and type of job play a very significant role in organizational commitment. Employee motivation is considered a very important component and it determines the level of commitment towards the employees work.

Factors affecting organizational commitment

There are various factors that affect the organizational commitment includes factors related to the job, opportunities related to the employment, working environment, structure of the organization, style of management and leadership and personal traits and many other factors. Organizational commitment is mainly influenced by the nature of the job. The management of the organizations must create the job ideal conditions so that the employees feel more committed towards the organization (Studer et al. 2013). The organization should use different leadership and management styles so as to increase employee commitment towards the organization. Many organizations adopt different leadership styles so as to motivate the employees in getting the work done in a more effective way. There are the different role of the leader that includes emotional and mission-related roles. The organization should focus on developing and fostering a healthy environment in the organization. Moreover, the organizations should encourage their employees in the decision-making process as well as should be encouraged more to develop and share their new ideas. The new ideas can help the organization in achieving growth as well as profits. Open communication helps the employees in gaining more confidence as well as transparency in any firm.


It can be concluded that the organisation will be able to retain their employees only when the organisation value the work and appreciate the performance of the employees. The organisation can use many strategies so as to increase the commitment level of the employees such as creating positive work culture environment, open communication and transparent environment, providing extrinsic as well as intrinsic rewards to the employees and through many other factors, the organisation can increase the commitment level of the employees. Moreover, there are many types of the organisational commitment that includes normative, effective and Continuance commitment. It can be also stated the employees who are more committed to the organisation results in higher productivity as well as growth. Moreover, the organisation can also adopt many leadership and management styles which will also help in the job satisfaction of the employees. The main aim of every organisation is to achieve the goals and objectives in a more effective manner. The success of every firm depends on the performance level of employees. Hence, it is very important for the firm to retain and motivate its employees. Many organisations provide many training and development programs to their employees so as to achieve maximum profits as well as growth.


Carlos Pinho, J., Paula Rodrigues, A. and Dibb, S., 2014. The role of corporate culture, market orientation and organisational commitment in organisational performance the case of non-profit organisations.Journal of Management Development,33(4), pp.374-398.Geldenhuys, M., Laba, K. and Venter, C.M., 2014. Meaningful work, work engagement and organisational commitment.SA Journal of Industrial Psychology,40(1), pp.01-10.Mercurio, Z.A., 2015., Affective commitment as a core essence of organizational commitment an integrative literature review.Human Resource Development Review,14(4), pp.389-414.Simons, J.C. and Buitendach, J.H., 2013. Psychological capital, work engagement and organisational commitment amongst call centre employees in South Africa.SA Journal of Industrial Psychology,39(2), pp.1-12.Studer, S. and Von Schnurbein, G., 2013. Organizational factors affecting volunteers A literature review on volunteer coordination.VOLUNTAS International Journal of Voluntary and Nonprofit Organizations,24(2), pp.403-440.
Thomas, L. and Galla, C., 2013. Building a culture of safety through team training and engagement.BMJ Qual Saf,22(5), pp.425-434.

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