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Hospitality Management - Essay Example

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Summary
Workers who have positive feelings on the organization that they work for will have organizational commitment, which results in an increase in productivity and motivation…
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Hospitality Management
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Insert Introduction It is the responsibility of organizational managers to make their organizations appealing to their workers. Workers who have positive feelings on the organization that they work for will have organizational commitment, which results in an increase in productivity and motivation. Managers can create organizational commitment among workers through a number of ways.
Discussion
Managers should first look at the activities of other organizations that have higher degrees of organizational commitment. These are the businesses that are in a similar industry as the organization. This is to be able to understand how they make their workers committed to the organization. This will be useful in determining the appropriate methods for their organization.
One way of increasing workers’ motivation is by building trust between the workers and the management. Also, there should be trust between the worker and the company as a whole. Enhancing both of these trusts leads to employees feeling secure about working for the organization and thus increasing their commitment.
A manager can increase the commitment of employees by encouraging their motivation. Most of the workers enjoy working in an environment that is progressive and promotes personal innovations, as well as creative ideas. Employees, who have a feeling that they are contributors to the strategic direction of an organization may have a bigger ownership of their work. This always results to improved organizational commitment (Bulut, Cagri, and Osman, 311).
A manager ought to communicate often with his employees. Many workers will appreciate a management that is transparent as it keeps them informed on the administrative decisions that may have an effect on their jobs. Consistent corporate communication helps in lowering rumors that are negative, which would lead to the damage worker loyalty (Filstad, 378).
The manager should take steps that would lead to retaining of employees. He should let them know that he appreciates their efforts. This can be done by instituting organizational loyalty programs and visibly honoring and promoting workers who work hard and show commitment to the company. Term timetables can also be instituted and the rewarding the commitment of the old workers can also be used to these ends (Meyer, John and Natalie, 1).
A manger can apply the history of the organization in instilling a corporate culture that is wanted. Some organizations have extensive history that is full of stories that are inspiring and add to the culture of the company and encourage ongoing loyalty. Such stories should be told during workers’ orientation so as to instill commitment of the new workers. A rich employment environment should also be created. This is through hosting worker events, team building, picnics and parties. This makes an organization an enjoyable place to work in (Meyer, John and Natalie, 1).
Conclusion
Whereas employees may develop a culture of commitment to an organization naturally with time, there are a number of ways that managers ought to develop the employees’ level of commitment. Approaches such as building trust, encouraging motivation, communication, appreciation, positively using organizational history and having a rich surrounding in the organization can be applied. Whenever managers go past ordinary expectations of the employees in treating them well, with no aim of gaining in the organization, workers feel indebted and they develop a sense of commitment.
Work Cited
Bulut, Cagri and Osman Culha. "The Effects of Organizational Training on Organizational Commitment." International Journal of Training and Development, 14.4 (2010): 309-322. Print
Filstad, Cathrine. "Organizational Commitment through Organizational Socialization Tactics." Journal of Workplace Learning, 23.6 (2011): 376-390. Print
Meyer, John P. and Natalie, J. Allen. Commitment in the Workplace: Theory, Research, and Application. Thousand Oaks, California: Sage Publications, 1997. Electronic Read More
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