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Commitment in the Workplace

The empowerment of groups within an organization also sees to it that the goals of the organization are met apart from individual members’ goals (Graham: 1982). This brings about job satisfaction in that the members of the group realize their importance to the organization and thus behave as stakeholders and not like underdogs. Thus, it is important to integrate group goals with those of the organization for them to be effective motivators, from the perspective of the organization. When this is done-empowerment of groups in an organization- the individuals within the group are motivated and thus satisfied by the job they do.

Recommendations Contrary to the strategies of managing change the managers at Galaxy Star Trading do not ask for the employees’ opinions when they want to introduce a certain change in the organization. The managers do not equally bother to train and sensitize the employees about the change they are about to undertake. This leads to a situation where the employees do not feel and see themselves as part of the company but as outsiders. For the process of change to be successful it is recommended that the company’s management to take the initiative in ensuring that the information about

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the need for change reaches all the employees.

In this regards the employees should be made worthwhile by being asked what they think about the change that should be undertaken. Change should not be pushed down the throats of employees. Galaxy Star Trading is managed mostly through authoritarian leadership. The manager is the supreme person in the organization and rarely asks for advice from the employees. This indeed has had detrimental effects that have seen the company’s employees going for a strike at a time. The company is recommended to have a democratic leadership style.

This will ensure that the employees are given the opportunity to air their views and grievances without the fear of losing their jobs. It will also enable the leaders to learn from the employees what they do not know. The managers are recommended to open communication channels so that they are in a position to know the interests of their employees. In addition a democratic leadership method will enable the managers to identify the leaders within the organization and thus make it easier for them when they want to delegate responsibilities.

Also a democratic leadership will ensure that the leaders come up with a more fluent and articulate decision. In essence this will make the managers to come up with the best decisions in favor of both the employees and the organizational. For Galaxy Star Trading to soar the sky of performance, it has to have a well-qualified, empowered and motivated workforce. The company should endeavor to empower its employees. The management can do this by hiring consultants to train their staff on technological skills and other organizational behavior aspects.

In so doing the managers will update their skills and this will be an eye opener for the rest of the members in the organization. The managers are recommended to delegate their duties to employees such that employees are put in groups with group leaders and then they are given specific tasks to accomplish. The managers should later reward the groups than have done their duties to perfection. This will eventually bring internal competition that is healthy for the development of the organization. In addition the result from this competition will be intrinsic motivation to all members of the organization.

Theory expectations expect that the organization is run in a way that the communication flow is impeccable and all the members should be motivated. This is contrary to how Galaxy Star Trading is managed. For it to thrive in higher business realm the management has to work towards improvement of the organization. The management should overhaul their authoritarian structure and come up with a democratic one that will ensure that all the employees are comfortable with what transpires in the organization.

They should also come up with a strategy to ensure that the employees are positive in their undertaking and feel a sense of belonging.

List of References

Allen, N. (1997) Commitment in the Workplace. Thousand Oaks: Sage Publications. Belbin, R. (1993) Team Roles at Work. Oxford: Butterworth-Heinemann Dreyfuss, H (1967) Designing for People. Boston: Allworth Press Graham, G (1982) Understanding Human Relations. The individual Organizations and Management. Chicago: Science Research Associates

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