Organization Commitment and Communication

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Nordstrom, Inc.: Organization Commitment and Communication
Jennifer Morgan-McCane
COM 530
September 26, 2011
Mike Ballif

Nordstrom, Inc.: Organization Commitment and Communication
Leadership of an organization sets the tone for communication in and out of the organization. This paper will discuss leadership styles, bases of power and motivational theories as they pertain to Nordstrom, Inc. and other organizations.
Publius Syrus, wrote, “The greater a man is in power above others, the more he ought to excel them in virtue. None ought to govern who is not better than the governed.” Although this was written in the 1st century B.C., it has relevance in the world today. Nordstrom, Inc. is a company whose management embodies this …show more content…

Communication in this environment does not vary greatly from the coercive power environment as employees understand the chain of command but may have more respect for those in in charge. The power of reward is as the name suggests - there is an end-reward for work performed. An example is a bonus program for reaching a particular sales goal. Nordstrom utilizes incentive programs such as this for its sales personnel. In this scenario, the communication flow is more open and flowing in both directions. The final type is referent power. A person with this type of power generally makes people feel good around them and therefore one has a lot of influence. The responsibility involved is heavy and one can easily lose this power, but when combined with other forms of power it can be very useful ("French & Raven's Five Bases of Power," n.d.) The communication pattern is more open in this type of arrangement. Often there is a free-flow of information back and forth with managers and employees.
Motivational Theories
Motivation is the process that accounts for an individual’s intensity, direction and persistence of effort toward attaining a goal (Beebe & Masterson, p. 204, 2009). Contemporary theories of motivation are goal setting, self-efficacy, equity/organizational justice and expectancy.
The

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