Case 11

Case Study: Employee Commitment Impacted by Attitude: A Case Study in MJ Companies
Case Scenario
MJ is a business company with seven subsidiaries under its auspices. Growing in line with the
globalization development at home and abroad and having more than 200 employees in each branch,
the focus of employee attitude assessment in this assessment is the retail division which interacts
more with more and their commitment to their colleagues and customers.
Evaluate and analyse the commitments shown by each employee, and they demonstrate their
commitment in each of their jobs to achieve the KPIs and targets set by the company. Usually, people
only see or evaluate a sales assistant only selling goods that are under his care to promote to
customers. However, sales assistants are also in charge of several tasks that most customers are
unaware of. Employees will provide training or explanations to help them better grasp their job
description, making it easier for them to carry out their obligations and deliver their dedication.
Here are some to-do lists as a sales assistant at MJ's premises.
 Serve customers by helping them choose products.

 Drive sales through customer engagement and sharing product knowledge.
 Welcome and accept customers well.
 Answering customer questions.
 Instruct customers by taking them to shelves and counters.
 Provide better customer service.
 Manage financial transactions.
 Process payments with the purchase amount.
 Assist with inventory, including receiving and storing goods.
Today's difficulties necessitate structural reforms and paradigm shifts to ensure that the private
sector's existence remains relevant and appreciated. The employee's performance must be
competent by doing this. Good work performance can increase the productivity of organizations
which directly improves the country's economy. On the other hand, a less motivated employee will
cause a weakness in the administrative system of an organization due to a lack of dedication and
commitment to perform the assigned tasks, and it will interfere with the performance of the work.
To strengthen the administrative system of an organization, MJ companies need to understand the

dimensions of this commitment from an employee's point of view and not from a management
standpoint. Meanwhile, the responsibility of a manager should be to know the source of his
employee's commitment to the organization. For example, if an employer assesses a commitment in
terms of the amount of time spent working as a commitment, the global viewpoint includes other
assessments such as life balance needs to be improved since it can be a factor in enhancing
employee bonding with the organization. Employees with a high attitude of work engagement are
often associated with paying serious attention to the type of work they do. When confronted with
diverse personnel and uniforms, it is difficult for a manager to keep his staff open and positive
because 'attitude' is implied or not openly articulated. It is concealed and, at times, difficult to
interpret or explain. It will be the driving force for a reaction or reaction that is considered to have
social significance in the society of the individual. Attitude is a thick organization of beliefs around an
object or situation. This situation will cause the individual to be vulnerable and act according to his
preferences. Individual performance of work leads to behavior congruent with the purpose; it cannot
be argued that if the organization does not prioritize employee motivation, it will be detrimental to
the organization itself. Because job satisfaction has an impact on an individual's work performance.
Individual attitudes must shift to increase work performance. Work performance emphasizes that
individuals acting alone cannot develop organizational performance; only teamwork in an
organizational environment can. Furthermore, the happiness of the work itself as a result of
numerous angles, and the remuneration supplied to employees, all impact work performance. They
will endeavour to meet the company's objectives, particularly sales targets that will bring additional
returns to personnel. They will modify their attitudes and beliefs, becoming more enthusiastic,
motivated, positive-minded, committed to their obligations, and, most importantly, conscientious
while working.
work situation + interpretation of work situation + job

satisfaction = committed & motivated
Figure.1: Job satisfaction model
QUESTIONS:
1. How does the attitude of sales assistants at MJ Companies impact their level of commitment
and job satisfaction, and in turn, influence their overall work performance?
2. In what ways can MJ Companies' management strategies address the relationship between
employee motivation, work engagement, and job satisfaction to enhance organizational
productivity?
3. How can MJ Companies effectively assess and improve the alignment between individual
employee attitudes and organizational goals to foster a more committed and productive
workforce?
Analysis of Employee Commitment and Attitude in MJ Companies
MJ Companies, with its seven subsidiaries and a workforce of over 200 employees per
branch, faces the challenge of maintaining high employee commitment, particularly in the
retail division. This case study focuses on how employee attitudes influence their
commitment to colleagues, customers, and company objectives.
The Role of Sales Assistants

Sales assistants at MJ companies are more than just salespeople; they are responsible for a
variety of tasks, including:
1. Assisting customers in choosing products.
2. Driving sales through product knowledge and engagement.
3. Answering customer questions and providing better customer service.
4. Managing financial transactions, processing payments, and assisting with inventory.
These duties require a high level of commitment and engagement, as they involve both
technical and interpersonal skills. Sales assistants are key to ensuring customer satisfaction,
which directly impacts the company’s profitability.
Employee Commitment and Organizational Performance

Employee commitment is a crucial factor in achieving company objectives and KPIs.
Commitment leads to better job performance, which in turn drives organizational productivity.
The case highlights that MJ companies must look beyond just the number of hours worked
and instead consider employee engagement and motivation as crucial drivers of performance.
Low commitment or a negative attitude can have severe repercussions on the administrative
system and overall productivity. Therefore, fostering a positive work environment and
motivating employees are essential to organizational success.
Management's Role in Addressing Employee Motivation, Engagement, and Satisfaction

To strengthen employee commitment, MJ Companies must address the relationship between
motivation, work engagement, and job satisfaction. Here are some strategies to consider:
1)Developing a Positive Work Environment

Training and Development: Regular training can help employees feel more competent and
confident in their roles, increasing their engagement. This training should not only cover
technical skills but also soft skills like customer interaction, conflict resolution, and
teamwork.
Work-Life Balance: MJ companies should promote work-life balance to avoid burnout and
reduce turnover. Employees who feel that their personal needs are respected are more likely
to remain committed to the organization.
2)Employee Recognition and Reward Systems

Performance-Based Incentives: Recognizing employees who meet or exceed sales targets
with rewards or incentives can motivate them to continue delivering high-quality work. Sales
assistants should be recognized for their multifaceted role, not just for sales figures.
Non-Monetary Rewards: Rewards like employee recognition programs, team-building events,
and opportunities for advancement can also contribute to job satisfaction.
3)Enhancing Work Engagement

Clear Communication of Goals: MJ Companies must ensure that employees understand how
their daily tasks contribute to larger organizational goals. Employees who see the impact of
their work are more engaged and motivated to perform well.
Employee Autonomy: Giving employees the freedom to make decisions about their work can
lead to higher engagement and innovation. Sales assistants could be allowed to suggest
changes in product displays or promotional strategies, making them feel like valuable
contributors.
4)Building a Strong Organizational Culture

Open Communication: Employees should feel comfortable sharing their thoughts and
concerns with management. A culture of open communication encourages trust and fosters a
positive attitude toward work.
Teamwork and Collaboration: Since organizational performance relies on teamwork, MJ
Companies should foster collaboration between departments, ensuring that employees see
themselves as part of a unified team working toward common goals.
5)Job Satisfaction as a Catalyst for Commitment

Job Design and Variety: Introducing job variety can prevent monotony, which often leads to
disengagement. MJ Companies could rotate sales assistants between different roles or product
lines to keep them interested in their work.
Employee Feedback: Regular feedback sessions, where employees can share their
experiences and challenges, can help management make necessary adjustments to improve
job satisfaction.
Conclusion:
To enhance productivity, MJ Companies must integrate strategies that simultaneously address
employee motivation, work engagement, and job satisfaction. Employees who are motivated
and engaged perform better, meet company KPIs, and contribute to organizational success.
Effective management strategies will include clear communication, recognition, fostering a
positive work environment, and ensuring work-life balance, which collectively drive
commitment and improve overall company performance.

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Case Study: Employee Commitment Impacted by Attitude: A Case Study in MJ Companies

Here are some to-do lists as a sales assistant at MJ's premises.

 Serve customers by helping them choose products.

To strengthen the administrative system of an organization, MJ companies need to understand the

work situation + interpretation of work situation + job

The Role of Sales Assistants

Employee Commitment and Organizational Performance

Management's Role in Addressing Employee Motivation, Engagement, and Satisfaction

1)Developing a Positive Work Environment

2)Employee Recognition and Reward Systems

3)Enhancing Work Engagement

4)Building a Strong Organizational Culture

5)Job Satisfaction as a Catalyst for Commitment

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