Organizational Behavior Assignment: The Benefit Of The New Position

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Organizational Behavior Assignment
Question 1
In respect to the case study, increasing organizational commitment is very important in addressing the existing challenges. Affective commitment refers to the situation whereby an employee remains in an organization because of the emotional attachment he or she has with it. Such an employee believes strongly in the company’s objectives, and can turn down an offer from another company even if it is more rewarding. Continuance commitment, on the other hand, refers to the degree to which an employee chooses to stay in a company because the loss of leaving his current role would be greater than the benefit of the new position elsewhere (Nyhan).
Affective commitment can be created if the company puts in place the necessary measures. Firstly, encouraging both interpersonal trust and systems’ trust will be significant in creating higher levels of affective commitment. Secondly, effective and frequent communication from the management team to the employees will go a long way in creating transparency and, thus improving affective commitment from the employees. Thirdly, creating an environment whereby employees have a sense of belonging in the company is highly viable. This could comprise of involving employees in the company’s decisions. This is imperative in boosting support and being mindful of the thoughts and feelings of the employees. Lastly, the management needs to encourage employee innovation by investing in the creative ideas of every employee. This fosters greater satisfaction for work and improved commitment (Nyhan).
Question 2
In reference to the details of the scenario described in the case study, the Expectancy Theory model is needed to motivate the unmotivated employees. The most relevant element of the theory is instrumentality. Instrumentality refers to the expectation that if an employee performs well, he will get a suitable outcome from the efforts. In other words, it is the faith that the efforts of an employee will lead to rewards. In respect to the case study in question, the employees lost motivation because the company did not believe they had the qualifications to fill the vacant senior positions. From the case scenario, there is little or no believe from the company’s top management whether the existing employees have the capacity to be promoted to senior positions, thus leading to low motivation and performance.
There are steps that can be taken to overcome the problems identified in the scenario. One of the major steps to take to overco...