Repairing Organizational Commitment and Eliminating Toxic Subcultures
Over the years, quite a bit of research has focused on organizational commitment and job satisfaction. This research has uncovered a strong relationship between organization commitment absenteeism, turnover, performance, and attitudinal variables. Job satisfaction is an employee’s view of their job being either favorable or unfavorable. Researchers have been interested in job satisfaction due to the relationship with the variables listed above. Job satisfaction can be measured in several ways. However, the Job Descriptive Index (JDI) and the Job in General scale (JIG) are the most widely used. Post-Covid, lack of diversity and inclusion, frat house attitudes, stagnation, lack of quality work, decreased morale, and employee slandering is becoming significant areas of concern in most workplace environments.
The keys to building strong organizational commitment and job satisfaction are communication, safe training, employee empowerment, fair pay, the possibility for promotion, a positive work environment, mental health support, diversity, and inclusion. However, education, diversity, and inclusion may be the most vital. The more the employees learn and participate in training: the more prepared they will become, commitment to the organization will be enhanced, and a team atmosphere will naturally be created. Developing a team atmosphere that excludes subcultures and cliques creates a common goal where all parties work towards the organization’s mission and objectives. It is imperative to tap into your employee’s strengths. Organizational commitment and job satisfaction can stem from putting people in positions they are interested in and want to do.
Cliques destroy organizational inclusion. Cliques are tight-knit groups that exclude others. When cliques become out of control, they turn into toxic subcultures. These subcultures harm the organization by undermining the company’s core values and ethical standards. Even more astonishing, 43% of employees state cliques infiltrate their workplace. The insurgent nature of cliques often causes those on the outside to feel unimportant and insignificant. One way to stop this workplace insurgency is to bring awareness to the problem and re-organize teams. When any company or organization creates solid values and ethical standards that they follow and take seriously, this ultimately will trickle down to the employees. Organizations have the responsibility to follow through not only on the ethical standards they set forth but also their mission statement. There is a saying that goes, “it starts at the top.” Meaning, corporate officials need to set the example. Any decision must be made with the best interest of the employees, the community, and the organization in mind. This also applies to any plans and decisions made within the organization.
