We do what we love best for those we love in the place we consider our own. When an employee speaks well of the company and the corresponding behavior in scientific publications, it is often based on different terms: loyalty, commitment, devotion, patriotism. There is still no single conceptual field and unity of opinion on this issue.
The analysis of the semantic field of the concept of loyalty on the basis of vocabulary definitions allowed us to highlight the following main aspects of its meaning:
- friendliness, friendliness, the openness of the employee both in relation to the company as a whole and in relation to other employees;
- honesty, integrity;
- loyalty, devotion, commitment
Compliance with rules, laws, and refusals to take reprehensible or unfriendly actions.
The main result of successful work on forming and developing the corporate culture of the company is the commitment of employees.
Commitment is the identification of a person with his or her organization, expressed in the desire to work in it and contribute to its success.
The main components of commitment are:
- Integration is the assignment of organizational goals by employees, uniting employees around the goals of the organization$
- Involvement is the desire of the employee to make personal efforts, to contribute to the achievement of the goals of the organization
Loyalty is the emotional attachment to the organization, the desire to remain a member of it.
Staff loyalty is one of the most important conditions for professional motivation. The level of staff loyalty affects the level of motivation of employees, as well as the efficiency and effectiveness of the organization as a whole.
The most important distinguishing features that characterize loyal employees are:
- A sense of pride in the company's activity and success;
- Readiness to accept various innovations and changes;
- Ability to take into account the interests of their colleagues;
- The aspiration to achieve the best result, using a variety of means to solve problems;
- Willingness to make certain sacrifices for the sake of the company's success;
- Aspiration to overcome obstacles and professional development;
- Willingness to remain a member of this company, despite the emerging problems and difficulties
Any company, whose goal is to survive in the long term, should take care of the loyalty of its staff. Again, for every manager who is interested in the success of the organization's development, questions become important: What is the attitude of employees to work? What tools will help to increase the level of commitment and loyalty of employees?
In order to address these issues, to be developed a methodology for employee loyalty assessment, which is aimed at practitioners working in enterprises and organizations and takes into account the lack of time to conduct assessment procedures in the process of their professional activities. The results of the methodology allow you to make quantitative assessments and select the best tools to improve the quality of the situation in the team.
Order of carrying out. Employees of the company are offered to answer a number of closed questions. The procedure can be performed using an automated program. If it is necessary to obtain information about the teams, it is advisable to conduct an anonymous survey, respecting the confidentiality of the questionnaires.
Interpretation of the results may be as deep as required for practical purposes. At a minimum, the total commitment of the staff in an anonymous survey will allow assessing the quality of work on the formation of the corporate culture. The main task of all measures aimed at forming a corporate culture is to identify a person with his or her organization, which is expressed in the aspiration to work in it and contribute to its success.
Evaluation of the results by the components of commitment will allow drawing conclusions about what measures are missing, what tools can be recommended to improve individual indicators.
Thus, low royalty rates (less than 50%) indicate the need to develop social work at the enterprise (programs and special conditions for certain categories of personnel, corporate sports and entertainment events, charity, etc.) Depending on the specifics, characteristics of the company and qualitative characteristics of the personnel, these may be different activities, but the essence of them is the same - the development of social work.
The proposed methodology will allow managers to approach the understanding of development areas in the systematic work on the formation of the corporate culture of the company.
Application of the results depends to a large extent on the company's peculiarities, specifics of production and (or) rendering of services, business strategy and qualitative characteristics of the personnel.