ORGANIZATIONAL RELATIONSHIP

Organizational Inter-Association

Abstract

In this study we try to explore the concept of Organizational Relationship in a holistic context. The main focus of the research is on Organization and its relation with Inter-Associations. The study involves the contemporary data and research on the Organizational Relationship of today's world.

TABLE OF CONTENTS

Abstract2

Introduction4

Description and Analysis5

Coworker Relationships6

Coworker Relationship Maintenance8

Conclusion9

References11

Organizational Inter-Association

Introduction

Keeping employees motivated and committed to the organization has become increasingly difficult for managers in the era of downsizing and outsourcing. In challenging economic times, many companies are forced to lay off workers to remain competitive. Evidence from numerous studies suggests that Organizational Commitment (OC) among employees diminishes because of the effects of downsizing. Thus, creating an atmosphere that nourishes OC among employees in an era of growing worker distrust has become more challenging for managers.

Organizations want committed employees who will exert extra effort to accomplish the organization's goals. The benefits of a committed workforce include “increased job satisfaction, increased job performance, increased total return to shareholders, increased sales, decreased employee turnover, decreased intention to leave, and decreased absenteeism. Committed employees, therefore, represent a potential competitive advantage to employers.

The level of organizational commitment among American workers in general has been on the decline since the 1990s partially because of large-scale corporate mergers, acquisitions, and bankruptcies that eliminated long-standing companies and severely threatened job security. In the early 21st century, many organizations continued to rely on the strategy of restructuring and downsizing as a way to cut costs. This has contributed to a further decline in organizational commitment. Management has been slow to acknowledge the trend of declining organizational commitment and in many cases continues to exacerbate the problem.

Description and Analysis

Relationships developed in organizational work settings are typically initiated by members of similar or like personalities, social preferences, social or economic status, job positions, personal interests, or cultural backgrounds. These developed relationships are commonly referred to as work, peer, employee, or coworker relationships. Developing and maintaining these types of relationships in organizational settings by these relationship groups are critical to the success of organizational functions and processes. Employee relationships can directly affect organizational environments, settings, and final progress. Effective, constant communication affords, employees the ability to develop healthy relationships with or within the organization, which further cultivates, fosters, and nurtures employees and organizations' performances (Perryman, 2004).

The central tenet of this study encompasses organizational relationships. More specifically, this study focuses on how coworker or employee relationships, which excluded past and present romantic relationships. This study assessed employee interpersonal relationship development and maintenance between coworkers in the work environment. Exploration of this topic identifies the manner in which interpersonal relationships form and develop in organizations and the techniques utilized to maintain interpersonal organizational relationships.

Existing research is limited on coworker relationship development and maintenance, however, some research has examined similar types of relationships—including blended relationships, peer relationships, and coworkers as friends. Relationships are defined by patterned interaction that occurs over time, and collegial peer relationships are characterized by communication regarding both work and critical issues and by moderate ...