Cook, Stienforth and Stewart have elaborated the purpose of this commitment and
dedication by the organizations as:
Today, we have an even greater responsibility than years past to
individuals in organizations to achieve the highest level of job satisfaction
for all of them (not just some of them. This is because our organizations
will never achieve high quality, highly competitive services unless we try
to make employees’ high expectations in terms of job satisfaction and
keep them highly motivated.(1998, p. 18 )Highlighting the importance of such commitment Kreitner and Kinicki say that
“Organizational change is more likely to succeed when the top management truly commit
to the change process and the desired goal of the change program”(2001). The need of
such kind of support has been highlighted by Armstrong as if the senior management
would play their role of supporting the process then the process of change would be much
effective.(1992, p. 88)
2.8. Employee Turnover...................................................
Employee turnover is related to job satisfaction and organizational commitment. Mathis
and Jackson (2004) had defined employee turn over as a process in which employees
leave the organization and have to be replaced. It happens when the employees are
dissatisfied with their jobs and lack motivation. Employee turnover has been identified as
an intervening variable of this study. It is because if the employee does not stay with an
organization for enough ling period needed to materialize the development plan then the
result is that it shows down the individual as well as the organizational development
process. In a Model Environment Action Plan for FFA it was established that “successful
organizations have found that their investment in employees is wasted of they
leave.”(2004)