The organizational structure of a company is the formal composition of the leadership that is involved in task and responsibility that makes it possible for the company’s management to control, coordinate and motivate employees for the full realization of a common goal (George & Jones, 2005). Every company has a different model of organization even though there are between five to eight organizational models that shape the structures of companies. While building an organizational structure, the management considers productivity, communication, and performance (Ball et all, 2005). It is common that every business has to deal with situations those results into constraints with customers. However, the manner in which the company responds to customers is key to the success of the organization. The customer is the voter for the organization, and customer satisfaction should be the primary goal of the organization
Literature Review on the concept of Organizational Commitment
Meyer and Allen argued for the concept of three component organizational model. Overtime, Meyer and Allen’s theory has become the most dominant in the study of work place commitment. In this paper, we examine Meyer and Allen’s theory while focusing on the subsets of the main theory. However, before delving into Meyer and Allen’s theory, we focus on the conglomeration of theories proposed by other scholars on the idea of organizational behavior. Meyer and Allen (1997) argued that the organization of a company happens at three different levels. These segments include the affective, the normative and continuance organizational commitment. The first aspect of the organization called the affective commitment is the kind of commitment that grows out the employee’s ties with the positive experience. The positive experience at work creates a willingness by the worker to honor the company hence the normative experience. Continuance commitment accrues for the workers desire to stay on the company based on the costs of leaving the job. Meyers (1997) posits that important actions such as employee turnover, citizenship, and tardiness are all important indicators of continuance commitment in a company. Meyer and Herscovitch (2001) define commitment as a “ force that binds an individual to course of action of relevance to one or more targets.” Three scales namely affective, normative and continuance measure the idea of commitment. Measuring organization commitment requires that the three ideas be considered. The organizational behavior of a company also plays an important role in the development of the organization’s worker commitment. In addition, measuring a company’s organizational commitment include aspects such as “behavioral terms” such as measuring discretionary behavior. One such behavior is termed as “the focal behavior.” The focal behavior is the most important part of measuring an individual’s commitment to his work or an activity. Discretionary behavior is optional segments of behavior that measure one’s behavior but are released voluntarily. In the (2006) edition, Meyer noted that commitment although a good measure of organizational success, there are negatives to it. One such element includes aspects of NC, which includes such as pride and guilt. Other positive influences include the enhancement of performance in the organization through the development of what is called work ethics. The exact meaning of ethics is hard to capture. What is “ethical” varies from place to place depending on the culture and environment. For that reason, it would be an exercise in futility for this paper to make a case for some universal code of ethics. However, scholars are still entangled in the struggle of finding a comprehensive way of describing ethics. Fundamentally, ethical behavior aims to create harmonious...
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