Today, the loyalty of a knowledge worker to his or her employing firm has compared to his or her loyalty to his or her profession and colleagues.

The options for this question are the following:

A) increased

B) remained the same

C) decreased

D) no correlation when

The correct answer is C) decreased .

Explanation:

Organizational loyalty is an attitude of deep commitment of employees to the company and manifests itself in the things that our subordinates are willing to resign or do with sacrifice for the good of the organization.

In company management committees it is common to spend time discussing how to increase employee loyalty to the company. Often rates such as staff turnover, organizational climate, and employee satisfaction are considered key factors in increasing loyalty. While it is true that improving these indicators is convenient, their impact is not necessarily direct on what we would call genuine loyalty.

Situations such as unfair competition, information leaks, bad comments about the boss or the company are certainly signs of disloyalty on the part of the employees. But is frank disloyalty or betrayal of genuine or authentic loyalty the same? To resolve this concern, it is essential to clarify what we mean when we speak of organizational loyalty.

Loyalty is not merely compliance with the minimum requirements of labor law or the codes of conduct of our organizations. It would be strange to think that an employee who does not steal from us and who arrives to work every day on time is automatically classified as loyal. The legal minimums, while enforceable, are not exactly what we mean when we speak of loyalty.