I just finshed reading “Delivering Happiness: A Path to Profits, Passion, and Purpose” by Tony Hsieh, the CEO of Zappos. A good book that describes the founding and growth of Zappos. The book provides a lot of great lessons, but I was struck by one in particular: the organizational commitment of its employees.
Nothing harms a company more than employees not “showing up” to work. Absenteeism or turnover has obvious consequences to an organization’s success. The impact of turnover has financial costs when you consider the time and expense it takes to recruit and train an employee. Another way employees miss work, or “don’t show up,” happens when they’re not mentally engaged due to a lack of motivation or support. This combination of physical and mental absence might be viewed as a lack of commitment to the company. Organizational commitment can be described as the degree to which an employee senses a connection with a company. It includes an employee’s belief in the organization’s values, the motivation to perform organizational activities, and the desire to stay engaged with the company.
Therefore, it’s important for employers to understand that Hispanics might have unique perspectives regarding organizational commitment. Numerous management studies have shown that Hispanics have a higher sensitivity of bias in the workplace. Despite having comparable qualifications and experiences, research has shown that Hispanics still face discrepancies in income and fewer promotional and/or career opportunities. Given this data and perhaps based on their own personal experiences, Hispanics might also be more conscious of organizational inconsistencies. Taken together, Hispanics perceiving any partiality or unfairness might question the organization’s commitment to diversity and inclusion. This could eventually lead to decreased engagement with the company.
By understanding that Hispanics have unique perspectives about organizational commitment, companies can enhance the way they communicate and manage Hispanic employees. To thoroughly benefit from diversity efforts, organizations should be aware of these characteristics. A positive aspect of diversity initiatives is the opportunity to increase personal effectiveness and communication with employees as well as create an environment of fairness and equality. By engaging and understanding their perspectives as it relates to organizational commitment, employers have a greater opportunity to make Hispanic employees feel they’re part of an organization – a place where their diversity is valued. Building this awareness will also help Hispanic employees feel they’re part of an organization where professional opportunities are not only obtainable but equally distributed.