- By providing them opportunities to grow professionally and getting feedback
from them. - Creating a sense of security among the employees by developing a policy for job
security. - Through aligning individuals and organizational goals. Based on such alignment a
performance management system is created. - Organizational success is shared with employees and developing reward strategy
that would appreciate high performance. - Through job enrichment and employee empowerment.
Armstrong (2007), while highlighting the role of HRD, has established that one of its
major objectives is to develop motivation processes and a work environment, which will
help the employees deliver the expected results.
2.7.3. Organization’s Commitment...............................
This study stresses that the commitment should be two way. Long term association
requires that both the parties are willingly to support each other’s cause. According to
Wilson (2005) delegation of authority is only effective when the line manger is aware
that the supported from the top management will be there when ever needed by him.
Here, it is worth mentioning that such kind of support comes from the senior
management of the organization. Therefore to make any process effective it should be
backed by the senior management approval. Simonsen (1997) has highlighted this role of
senior management as Commitment from senior management is a powerful force for
change in an organization”(p.114). Sugabthi and Samuel comments that it takes more
than just interest by the senior management and that is whole hearted commitment to the
process of they want the quality related interventions to be implemented in their true
spirit (2005)