International People Management - Essay Example

Download file to see previous pages... Employees encounter more ambiguity and decreased job security (Coetzee, 2005). Because of lack of job security, the employees too expect the employers to demonstrate their commitment in terms or providing the right work environment like safety and work-life balance. Even change management requires not just effective leaders but committed followers. Thus, gaining and maintaining employee commitment is a challenge that management faces because they need committed employees. The HR functions have to be integrated and this includes recruitment and selection, training and development, performance appraisal, remuneration and managing workforce diversity.
Employee commitment has been defined by various authors in different ways and there is no consensus. This force is experienced as a mindset. Commitment has been defined as the basis of an individual’s psychological attachment to the organization (Caldwell, Chatman & O’Reilly, 1990; Jafri, 2010). It has been defined as a stabilizing force that acts to maintain behavioural direction….an obliging force that requires that the employee honour the commitment ….the psychological attachment felt by the individual….or that state which binds the individual to the organization. Thus all the definitions suggest that there has to be a force that directs the individual’s behaviour (Coetzee, 2005). Authors also differ on the various forms that commitment can take. Commitment can be retain their organizational membership or a commitment to support the goals of the organization. Organizational commitment has also been defined as an attitude toward the organization manifested as identification with organizational goals, willingness to exert effort on behalf of the organization, and a strong desire to maintain membership in the organization (Taylor, Levy, Boyacigiller & Beechler, 2008).
Two approaches have been used to define commitment by the ...Download file to see next pagesRead More