Companies always depended on technology and research from various companies and teams including insights from experts to improve their profitability. Correspondingly all aspects of manufacturing, finance, controls etc. were subjected to smart work and ease of job/activity completion. The more Humans were in control of operations were a burden to growth of the organization. The use of systems approaches whereby the computational skills and programmed approaches in technology led to a paradigm shift in the way companies could be monitored and controlled. With the balance sheet tallied by computers faster than by the finance team was way to expand company operations based on availability of data and for decision making. Teams that were bonded emotionally and through work processes were now replaced by systems and objective based job completion. The team leaders also had to be competent as the younger generation reporting to them were quicker in their understanding of technology and systems approach. A new world is seen in the companies today- where at each step and activity there are more than a dozen checks and balances to ensure nothing goes wrong in the business.
Companies in many sectors or categories of products and be it engineering, textiles, pharmaceuticals etc., as they grow and succeed needed a great commitment form their teams to perform with the right level of productivity and efficiency. Teams that were built in organizations were planned and assigned tasks and responsibilities that were to be done daily and planned for the year.
Companies that start, based on a new idea or concept with a single person who envisions the company operations etc. typically stays ahead of competition. Unless they don’t have the funds and resources to keep their business in leadership position. Companies like and in the TATA, BIRLA, RELIANCE in India and similar overseas are those who had great visionaries in their founders. Such companies that could retain leadership status had teams that very made effective over several years of perfecting the art of staying ahead and keeping their employees in effective and contributory engagement mode. These employees were always seen as those who could deliver repeatedly year after year as they had a vision and mission fixed by the company to follow.
The study of leadership is one of the most regularly researched management topics. However, most research and theory contributions are limited to accounting for leadership practice in the West. Effective leadership that works in the Chinese context is Paternalistic leadership. A dominant leadership style in an Eastern business environment, is compared with transformational leadership, a dominant leadership style in a Western business environment. In addition, the cultural differences between China and the West relating to leader-follower relationships suggest different leadership behaviours may be more effective in one of these cultures than in the other. For example, trust in the West is treated as the expectation that arises within a community of regular, honest, and co-operative behavior. It is important to examine how the Western versus the Chinese view of trust differs and how trust in each culture relates to leadership effectiveness.
Another factor highly prized by Chinese traditions and associated with Chinese leadership is harmony. The best Chinese leaders display a distinctive and effective way of negotiating complex environments. They do so in such a way as to create a harmonious result in which all parties are at least reasonably satisfied with the result. This study will, therefore, also explore how harmony mediates the relationship between leaders’ behavior and leadership effectiveness. Moreover, as employees’ individual differences such as generation is considered as a crucial factor that will impact the outcome as people in different generations have different values and beliefs, thus viewing leaders differently, it is interesting to see how younger people perceive leaders differently from the older people in China. Such leadership practices ensure a lot of followership attributes and the those who are subordinated tend to see a long-term perspective in their career and life stages. China as such is a closed society and believes in more control of its people and process. There seems to be democratic process yet the rule by a single individual is seen all important. As far as the corporate world is concerned the younger executives aspire to take leadership positions and the management also facilitates the process of transition in a smooth and disciplined manner. Be it the military or corporate there is a great control exercised by the top management.
In today’s conditions, majority of employees’ time is spent in their workplaces. This made the topics/subjects of understanding job satisfaction and increasing the level of satisfaction more important. Priorities of employees related to their work may vary. For that reason, employees in various levels in the organization can achieve different satisfactions from a specific situation.
When the manager of an entity provides these using various kinds of methods, creating the commitment and trust of employees to the workplace and increasing the motivation will be easier. When people are in compliant with the organization they work for, they will adapt the targets and instruments of the organization and this will contribute upon sharing the common purposes. Accordingly, increasing the level of organizational commitment becomes prominent as a prior issue in terms of entities.
Multiple commitment approach assumes that individuals offer different commitment to their profession, customers, managers, and colleagues. Total commitment individuals feel towards the organization is the total of commitment felt towards the different dimensions of organization. The groups in the organization and their targets create the center of individuals’ multiple commitments. This unity and solidarity in nature of the organization creates multiple-dimension commitment approach. In all three approaches, it is concluded that employee commitment has a multidimensional and complex structure and has a direct effect upon the firm performance; and in this sense, role of manager, leadership approaches in other words, becomes prominent to provide organizational commitment.
