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The
literature review intends to familiarize the reader with the certain
theoretical framework being employed along with that a gamut of agents are
being considered which possibly impacts the workplace environment. Apart from
that this chapter is focused on evaluating a range of literature which is
already existing on the under discussion studies.
Establishing an employee’s commitment of Critical Analysis
of Workplace Environment, Change Management, And Employees' Commitment–In
Profit And Non-Profit Institutions
According
to Gruman& Saks, (2011) employee commitment is emerging as a recent and
acutely serious issue in recent fast pacing times were due to the presence of
sheer capacity and talent in today’s globalized, interrelated complex
societies. Employees’ loyalty and commitment to the organization are considered
pivotal when it comes to the sustenance and management of a well-reputed
company.
They
are being considered the center around whom the process of policy formation and
devising of the latest strategies to avail the opportunities that are available
in the market, revolves. It is quite obvious that they are the one who
practically interacts with the customers and caters their needs, which stresses
their importance in the formation of a well-reputed company as it depends on
their conduct which is likewise dependent on the facilities and opportunities,
they are being offered to better their own life, by the organization which
could really instill positive impacts on their performance and subsequently on
the organization’s reputation
As
depicted by Juchnowicz (2010 ), there are
three features of employ commitment: emotional, cognitive, and behavioral. The
cognitive feature of the employ tells us about his knowledge about the company.
In addition, employ’s emotions, perceptions or views about the organization. The
emotional dimension refers to employ’s management approach and value.
Behavioral feature refers to employ’s inclination towards certain behaviors or
views against the organization
These
features collectively tell a lot about employees ' performance and roles being
played in the company. Therefore, employs should always be well-informed and
have clear knowledge about the demands, strategies, and policies of their
organization. They should be aware of their company’s short and long term plans
& objectives. Employs should understand the expectations of the company and
try to fulfill and stand proudly upon them
In
research published by Aon Hewitt, (2010) a provider of human capital and
management counseling services, it was stated that building employee commitment
has five stages:
1. Career
development index
2. Performance
management
3. The
reputation of the organization
4. Wages
5. Communication
According
to the research, 75% of the involvement was recorded among senior staff,
including managers and senior managers (Aon Hewitt). On the other hand,
according to the research conducted by Bruce & Tugana (2003) and cited by
Jaboska (2012), immediate supervisor is the person employees of the company
consider him important enough because they are in direct contact with him due
to their work assignments and daily tasks.
Wiener and Mowen (1986) said that managers
of the company are the first hand and trustworthy source of information as they
are in direct contact with employees on a daily basis. They keenly observe the
performance and behavior of employees. Since managers have an impact on
employees due to daily involvement of work and communication so this way, managers
and supervisors should be in control of performance and responsible for
building trust and commitment of work among the employees. Considering the
above information, many companies have made policies to observe and monitor the
employee’s commitment example, large private sector company in Oman like
Mansoor Al A'ali Group of Companies. However, a fast increase in commitment and
loyalty cannot be increased because companies should come up with policies that
support their employees and managers.
To
bring out the best results in economic and financial areas, many companies are
eagerly trying to bring change in their organization by making improved
policies. Some are doing it to transform from good to excellent like Mansoor Al
A'ali Group of Companies and some organizations are forced to do it due to poor
economic conditions and faulty structure which is too weak to compete with
other organizations in the market. Companies who bring change to provide a
better environment to their employees and for the betterment of the company by
slowly stepping towards change are more prone to achievement (Stabrya 2012).
To
main their position and rank in the market, companies must be ready for new
changes within their system no matter what they call it, change, evaluation,
transformation or modification but the goal is to change the organization
wholly enough to stand and work in the market having a big name attached to it.
To
have the best results, companies should come up with effective and best
policies, schemes, and procedures to handle this transformation. There are few
reasons which influence a company to bring change: increase or change in
customer demand, growing competition in the market, expectations, weak
financial performance, merges, globalization, need to increase company’s
ingenuity and inventiveness, mergers, changes in the law or strategic
alliances.
To
bring transformation, a company should make a questionnaire and come with the
reasons for change, what the company wants to achieve and what it really needs.
After asking questions, the company should look for the resources which would
help it achieve the desired change. The three sources which companies need are
financial, technological and human resources
The
interest of researchers and practitioners to study employee’s reactions towards
change is rapidly growing, and most of the researchers have analyzed that the
positive psychological experience of the employees can rapidly show
successfully transformation in the company.
According
to Battistelli et al., (2014) “the concerns about change are highly conducive
to affective, normative and continuance commitment to change; as it has
significantly interacted with innovative behavior in predicting affective
commitment to change, such that employees’ engagement in innovative courses of
actions could buffer the negative effects of concerns.”The result clearly shows
that reassuring and endorsing innovativeness and change in the workspaces shows
good sources for dealing with change-related demands, thereby increasing staff
and organizational involvement in the transformation initiatives
Shin, (2012) revealed in his study an employee in
the organization has to face different stages in his working experience passing
throughout the changing in the management and working experience with the help
of examining both professional and personal experience. There are some effects
of learning about the experience which is derived from the different behavior
of the changing environment for both individual and teamwork in the
organization. Whenever there is the trend of changing the organizational
structure, the employees with high stamina of absorbing the diversification
react positively, on the other hand, employees who couldn't understand the
diversification and changing things easily, they are most likely to react
negatively. These qualities of the employees could take the organization
towards the level of the high optimistic level which has a great impact on the
performance of the company in any field of business, which could be proved best
in the future
Phua (2012) indicated in
many organizations; there are many cases in which employees have issues
regarding work and other people working here. He has stated in his study that
it is trending nowadays that employees are most like to remain free at the
workplace which is not affordable by the industry. However, employees are
mostly given complete relaxation so that extra burden could not influence the
performance of the business. To compete for the high rate of competition and
advance business methodology, every business required to perform in a way that
is linked to a healthy and comfortable workplace. Top-level management should
not think about the reward against the performance, but it should also assume
that it should be suitable for the performance of the company. Organization
given working environment affects the performance of the business
Leblebici ( 2012)revealed it is important
to understand the signification of the relation between the workplace and the
humans working here. Sometimes, changes have positive impacts, and in some
cases, it has negative impacts on the performance of the employees. To maintain
the balance between the diversification of the workplace environment, the
organization focuses on the profit margin and goodwill of the business to
change the policies of the organization. For example, the design of
Architectural designs influences public behavior which could have a negative
impact on performance
There
have been so many organizational change models, and one of them was introduced
by Kurt Lewin. There are three stages of this model presented by Lewin
John
Kotter introduced a change model in the year 1996 after conducting research on
around 100 organizations. He presented 8 steps in his model
Employee
Commitment during change of Critical Analysis of Workplace
Environment, Change Management, And Employees' Commitment–In Profit And
Non-Profit Institutions
Many
researchers write on the topic of changing the behavior of the organization
because there is a trend to change the working culture in the economy to make
progress in the field of the relevant business. According to Battistelli et
al., (2014) The diversification in the organization is recommended by the
management to bring change to the working environment of the workplace which
remain the employees to developing the products in more advance methods
Ajala, (2012) presented in his study these
outcomes suggest that endorsing and reassuring innovation in the workplace
represents a valuable means for coping with intense change-related demands,
thereby enhancing individual and organizational involvement in the change initiatives.
These consequences recommend that advancement in the products of the business
is important for the changing requirements of the public in the market.
Employees are engaged in regulating different policies in the workplace with
the changing environment with confusion to get fail in their purpose, but they
prefer to work in a changing environment.
The
results may convert the behavior of employees in negative terms which will have
to pay by the business. Whenever there is the trend of changing the
organizational structure, the employees with high stamina of absorbing the
diversification react positively, on the other hand, employees who couldn't
understand the diversification and changing things easily, they are most likely
to react negatively.These qualities of the employees could take the
organization towards the level of the high optimistic level which has a great
impact on the performance of the company in any field of business, which could
be proved best in the future. The changes in the business are good; it improves
the performance of the business, but in some cases, there may be a negative
impact of the change in business which may affect the performance and lead to
decreasing the efficiency of the business
Workplace
Environment and Employee Performance of Critical Analysis
of Workplace Environment, Change Management, And Employees' Commitment–In
Profit And Non-Profit Institutions
According
to Nanzushi (2015), different resources
of the research and studies determine the factors which are comparatively used
in the business to perform better in the business. In his studyexamines the
limit up to the employees who could bear the flexibility according to their
social and basic needs. he also further research about mentality of the
employees about the business policies and about the interest of the employees
that in which environment they want to work, and after his research, he told
that the employees are more capable in working at the place which is according
to their nature and in this way they could work wholeheartedly even in low
return situation
Ajala, (2012) states researches show that the
employees are more committed to their working place, and they are ready to work
here without any disturbance. Improved working places contribute to the
improvement of the business unit increase the performance which results in high
margin profit. It is commonly experienced that as the environment is secure and
according to the requirements of the customers, they performed better.
Research
by Ajala (2012) explains that the issue about the workplace should be limited
such as complaining about the misconduct of the act and only focused on the
productivity of the business product. The examines of Pakistan's economy shows
that the economy of Pakistan has positive impacts if there is diversification
in the management and policies for the betterment of the performance of the
company
Organization commitment of Critical Analysis of Workplace
Environment, Change Management, And Employees' Commitment–In Profit And
Non-Profit Institutions
Fedor (2015)stated commitment to any task
is more helpful in improving the efficiency of the work of the employees.
Sometimes, changes are made transitional, in which work of different
departments is changed with the others so that job movement could be proved
better in the field of the same business. Where the employees are more
committed to their targets, it means that they are more motivated by the
policies of the company which means that there are fewer chances to leave the
organization. Moreover, sometimes, the commitment of the employees changes the
working attitude of the employees in a way to make different decisions for future
policies and projects. The employees are key stakeholders of the company, and
their positive behavior could be beneficial for the business to earn a
high-profit margin. An employee who is determinant of the goals assigned to him
represents positive behavior to the business and shows the attitude which is
being expected from him
Employee commitment of Critical Analysis of Workplace Environment, Change Management, And Employees' Commitment–In Profit And Non-Profit Institutions
According to Gul, (2015), commitment is a
physiological term that meansa sense of belonging and a sense of ownership in an
organization. Commitment is very important in the employees of the organization
because without a sense of belonging employees are not able to work toward the strategic
goal of the organization. Organizational commitment means the goal of the
organization is equally important for the employee as it is for the
organization. The employees who have the commitment toward the organization can
try to perform their work more than the expectations of the management of the
organization.
The
employees with high organizational commitment can play an important role to get
a competitive advantage for the organization. The process of change in the management
of the organization and attitude of the employee after management change can
assess employee job motivation in the organization. The physical work environment
includes internal and external factor line comfort zone decoration,
temperature, sitting arrangement, noise, and lighting arrangement. These
features also improve the employee's experience and performance in the
organization
References of Critical Analysis of Workplace Environment
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