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Introduction
One of the most persistent subjects being faced by organizations like Shell Nigeria today include the need to advance the employee commitment to significantly advance the organizational productivity. It is a prevalent belief in the contemporary business world that productivity improvements can easily be achieved through fundamental reorganizations in the area concerning employee commitments (Mowday, Porter & Steers, 2013). Therefore, the following study encompasses an analysis of the responsibility of Shell Nigeria towards the implementation of operating values, which are considered essential for the achievement of both the contemporary international business standards and also the desired production levels in the organization along with the deviations required in the structure of work to bring about such changes (Han, 2008).
The question under consideration is of much interest because employee commitment is considered to be at the root of any organizational transformation and the concept involves too many diverse dimensions. This is obvious from Shell’s performance in Nigeria which was adversely affected owing to the poverty of its employees. So, in order to improve the value of life, Shell took it as their major obligation to ensure the welfare of its employees in particular and their respective communities in general (Jex & Britt, 2008).
Relation to previous research (Theoretical Framework)
According to various researches, employee commitment is directly proportional to the participation and the attachment of the workers in an organization (Chun Et al., 2013; Meyer, Stanley & Parfyonova, 2012; and Allen & Shanock, 2013). Therefore the proposed research will also attempt to highlight the importance of employee commitment because it will determine whether or not the employees have the capability to improve the performance of the organization.
The planned research is also related to a variety of studies concerning relationships of employee commitment and organizational performance. For this purpose, certain concepts will be emphasized being referred to as attitudinal and behavioural commitments. The following study therefore deals with a three dimensional study of affective commitments, continuance commitments and normative commitments (Jønsson & Jeppe Jeppesen, 2012).
Affective commitments are related to the emotional attachment of the employees, linked to favourable working environments. The normative commitments are related to the obligation of the workers while the continuance commitments deal solely with the job contracts, making the job exit troublesome for the employees (Klein, Becker & Meyer, 2012).
Work performance as well as turnover of the organization has no doubt become a major concern to many organizations like Shell Nigeria and is majorly attributable to the lack of constancy as well as frequent job changes by the workers, who constitute a key resource of the entire corporation (Gutierrez, Candela & Carver, 2012).
Previous researches have enhanced the interest in the study of human and work values over the past few years and the following study too, gives prominence to typology and quantification of such standards over an organization’s dynamic primacies (Keskes, 2014). A number of studies have also regarded the work values of an organization as momentous while describing the commitments of employees as a manifestation of their dedication, while reflecting the standard values that are fundamental for the company’s performance (Leroy, Palanski & Simons, 2012). This study, however will attempt to establish a direct relationship between the employee commitments and organizational performance so the association between the quality of work and employee’s commitments can be studied.
In many contemporary companies this relationship has changed significantly and for this reason, many companies have turned towards unconventional working methodologies in order to provide high level of programing flexibilities and also to cut down the cost of remunerations to meet the unexpected needs more efficiently (Sibson, 1994).
The following study will keep all these key points under concern and therefore will categorize the various employee relation practices and the effects produced by these towards the productivity of any company. Moreover, the research under deliberation will also identify the issues which are currently being confronted by the employees and look at the strategies which can certainly enhance a strong relationship between employees and organizational working. This study, like its predecessors will also highlight the practices which are used to contribute towards the development and growth of companies and enhance the levels of encouragement and motivation of its employees in order to make their job more effective. The illustrations of the approaches that an organization should use to treat the employees well in order to enhance the productivity will also be exemplified in this study along with other employee commitment practices (Tansky & Cohen, 2001).
Proposed Methods
In order to analyse the relationship between the commitments of employees and their job attitudes with the effects of this relationship towards the service quality of Shell Nigeria, the research design methods include both positivist and social constructionist (Charmaz, 2011). The reason behind choosing social constructionism is to develop a much better perspective of the subject of research. The reality though can be viewed as a one sided sensation which is constructed socially to expose the new and unique implications (Bryman & Bell, 2011).
The focus through this method of study …
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