Enhancing Organizational Commitment at Save-on-Foods: A Comprehensive Analysis and Industry Comparison

Organizational commitment is a critical sub-system within Organizational Behavior (OB). Organizations must cultivate a commitment culture to improve employee retention, job happiness, and overall performance. In this analysis, we will look at the organizational commitment at Save-On-Foods, a well-known chain of grocery stores in Canada, and compare it to industry standards. Save-On-Foods, headquartered in Langley, British Columbia, has a strong presence in Western Canada’s retail industry. They compete in an industry with well-known companies like Walmart, Sobeys, and Loblaws. Maintaining a knowledgeable and committed workforce depends on organizational commitment, particularly in the fiercely competitive retail industry.

Analysis of Organizational Commitment at Save-On-Foods:

1. Employee Engagement: Through several initiatives, including employee appreciation programs and training opportunities, Save-On-Foods has proven its dedication to fostering employee engagement. The ability to involve staff in decision-making processes, which can increase their sense of commitment and belonging, could be improved.
2. Job satisfaction: Developing commitment among employees depends on employee satisfaction (Abdullah et al., 2021). In general, Save-On-Foods has maintained competitive pay and benefits. However, there have been sporadic labour disputes, which may impact employees’ levels of dedication and job satisfaction.

• Leadership and Management: Strong leadership is essential for developing commitment. Because of Save-On-Foods’ decentralized management system, local store managers have more freedom. However, there may be variations in leadership philosophies between stores, which could impact the amount of commitment.

1. Organizational Culture: Save-On-Foods places a strong emphasis on a customer-centric culture, but there may be space to improve this by putting more of an emphasis on the needs of the employees. A positive corporate culture encourages employee loyalty to their jobs and the company.
2. Communication: Commitment requires effective communication. To make sure that staff members are aware of corporate objectives, changes, and opportunities, Save-On-Foods should enhance communication channels.

Industry Comparisons:

Several key factors stand out when comparing Save-On-Foods to its industry counterparts in terms of organizational commitment. The development of employees is handled competently by Save-On-Foods, which also makes modest attempts to promote inclusion, sustainability, and employee well-being. Although they have adequate training and development programs, there are few chances to rise and gain international exposure (Felske, 2022).

One major competitor, Loblaws, is known for its vigorous sustainability initiatives and heavily emphasises staff development through educational aid programs, which can increase employee pride and dedication. By placing a strong emphasis on employee well-being through health and wellness programs, Sobeys succeeds at establishing a diverse and inclusive workplace. A major international retailer, Walmart has extensive training and development programs and many prospects for global exposure and professional progress.

Overall, Save-On-Foods is competitive in several areas. However, to match the capabilities of its sector peers, it might benefit from better sustainability initiatives, including global possibilities. These comparisons show how different companies in the retail sector approach organizational commitment in different ways, emphasizing various elements to recruit and keep a committed workforce.

Recommendations for Save-On-Foods:

To enhance organizational commitment, Save-On-Foods should consider the following improvements:

1. Employee Involvement: To boost employee loyalty and sense of ownership promote greater employee participation in decision-making processes.
2. Conflict Resolution: Effective conflict resolution techniques should be used to reduce labour disputes and promote a positive work environment.

• Leadership development: Give store managers regular leadership training to ensure their guiding principles align with those of the business.

1. Employee-Centric Culture: Fostering an employee-centric culture in addition to a customer-centric one will increase levels of commitment.
2. Enhanced Communication: Create efficient communication channels to maintain staff engagement and knowledge.

Create efficient communication channels to maintain staff engagement and knowledge. A critical component of Save-On-Foods and the larger retail sector is organizational commitment. Save-On-Foods must keep funding programs that foster worker engagement, job happiness, and general dedication to keeping its competitive edge. Save-On-Foods may boost organizational commitment and build its position as a desirable employer by benchmarking against industry leaders and adopting the suggested improvements. If Save-On-Foods wants to maintain its competitive edge, it must continue sponsoring initiatives that promote employee engagement, job satisfaction, and general dedication. By comparing itself to industry leaders and implementing the proposed adjustments, Save-On-Foods may increase organizational commitment and strengthen its position as an attractive employer (Arasanmi & Krishna, 2019).

Key Findings/Strengths:

Upon analyzing Save-On-Foods’ approach to organizational commitment in comparison to its industry counterparts, several key findings and strengths emerge:

1. Employee Development: Save-On-Foods has a skilful strategy for employee development. They give their employees the chance to grow professionally, which is crucial for enhancing commitment among employees.
2. Sustainability Efforts: While modest compared to some rivals, Save-On-Foods has demonstrated a dedication to sustainability. Employees who appreciate corporate responsibility may find this appealing, which could increase their engagement.

• Inclusivity: Regarding its efforts to be inclusive, Save-On-Foods is considered moderate. There is room for growth, but it shows a desire to foster a diverse and inclusive workplace.

1. Employee Well-being: Similar to inclusion, Save-On-Foods places a modest emphasis on worker happiness. Programs that promote health and well-being help to keep employees happy and committed.
2. Training and development: The business maintains programs for training and development at a high level. These programs can aid staff members in acquiring new abilities, increasing their dedication to and satisfaction with their jobs.
3. Global Opportunities: While limited compared to a global company like Walmart, Save-On-Foods offers some chances for growth. This feature can be appealing if a person is looking to advance in their career at the company.

Recommendations and Development Opportunities:

To further strengthen its approach to organizational commitment, Save-On-Foods should consider the following recommendations and development opportunities:

1. Enhanced Employee Involvement: To cultivate a sense of commitment and ownership among employees and encourage and involve them in decision-making. Ask for their opinions and feedback on critical issues, such as company rules and procedures.
2. Sustainability Leadership: Expand on current sustainability initiatives and think about establishing more challenging sustainability objectives. To build employee pride and dedication, integrate eco-friendly practices and sustainability programs into the business culture.

• Diversity and Inclusivity: By putting initiatives that actively support inclusion and diversity in place, you can strengthen your efforts in this area. To promote inclusion, think about forming employee resource groups or affinity networks.

1. Employee Well-being: Invest in thorough staff wellness initiatives focusing on physical and mental well-being. To increase employee happiness and commitment, make services for stress management, work-life balance, and mental health support available.
2. Effective and Clear Communication: Establish effective channels for communication to keep staff members informed about corporate objectives, developments, and opportunities (Radovic et al., 2018). Ask for feedback from staff members frequently to determine how satisfied and committed they are.
3. Leadership Development: Store managers and supervisors should get regular leadership training to guarantee that leadership styles align with the company’s commitment goals. This involves strongly emphasising the value of encouraging team commitment and involvement.

Implications:

The implications of these recommendations and development opportunities are multifaceted and can significantly impact Save-On-Foods’ organizational commitment and overall performance:

1. Improved Employee Retention: These recommendations can be implemented to increase staff retention rates. Employee commitment is higher when they feel appreciated, respected, and supported by the company.
2. Improved Competitive Positioning: Save-On-Foods can improve its standing by staying current with market trends and best practices. By doing this, the business may entice top people and establish itself as an employer of choice in the fiercely competitive retail industry.

• Positive organizational Culture: Promoting an inclusive, long-lasting, and employee-friendly corporate culture can positively impact the workplace. It can improve customer service, encourage innovation, and raise employee morale, all of which benefit the bottom line.

1. Brand Reputation: Promoting inclusion and sustainability can help Save-On-Foods’ brand image. Socially conscious companies are increasingly valued by stakeholders and customers, and a strong brand reputation can improve consumer loyalty and trust.
2. Employee Productivity and Engagement: A company that values its employees’ welfare, growth, and participation generally has better levels of both. Better client experiences and higher profitability may follow from this.
3. Long-Term Success: Addressing these growth prospects may help Save-On-Foods achieve long-term success. The advantages of a dedicated and engaged workforce are apparent immediately and long-lasting, laying the groundwork for ongoing success and growth.

Save-On-Foods may strengthen its organizational commitment and prosper in the cutthroat retail sector by building on its advantages, addressing its areas for improvement, and considering the consequences of these decisions. Organizational commitment is more than just a theoretical advantage; it can boost worker satisfaction, enhance consumer experiences, and promote long-term success.

In conclusion, the analysis of Save-On-Foods’ organizational commitment strategy and its comparison to competitors in the sector show a mixed picture of opportunities for improvement. Save-On-Foods excels in sustainability and staff development but needs more employee involvement and inclusion. Comparing the organization to industry titans like Walmart, Sobeys, and Loblaws, the company would profit from implementing best practices in several areas. The recommendations for modifications provide Save-On-Foods with a tactical option to advance its commitment initiatives. Save-On-Foods can boost its competitive position, elevate employee satisfaction, and drive overall organizational performance by actively involving employees, enhancing sustainability leadership, fostering inclusivity, prioritizing employee well-being, improving communication, and investing in leadership development. This will ultimately foster a culture of commitment that fuels long-term success.

References

Abdullah, M. I., Huang, D., Sarfraz, M., Ivascu, L., & Riaz, A. (2021). Effects of internal service quality on nurses’ job satisfaction, commitment and performance: Mediating role of employee well-being. Nursing Open, 8(2), 607-619.

Arasanmi, C. N., & Krishna, A. (2019). Employer branding: perceived organisational support and employee retention–the mediating role of organisational commitment. Industrial and Commercial Training, 51(3), 174-183.

Felske, A. N. (2022). Internet-based Small Changes for young Adults’ life Longevity and wEight health: The iSCALE feasibility study (Doctoral dissertation, University of British Columbia).

Radovic Markovic, M., & Salamzadeh, A. (2018). The importance of communication in business management. In Radovic Markovic, M., & Salamzadeh, A.(2018). The Importance of Communication in Business Management, The 7th International Scientific Conference on Employment, Education and Entrepreneurship, Belgrade, Serbia.