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Organizational Loyalty Course is designed to introduce you to the importance of adhering to work ethics and job traditions because of its importance in achieving high efficiency in performance, and it is one of the factors of excellence and creativity that leads to commitment and increase the productivity of the organization. Organizational Loyalty Course covers a comprehensive definition of job loyalty concept, its importance and dimensions resulting from it, in addition to the concept of loyalty and job satisfaction, its importance, components, indicators and stages of development; to enable you to formulate values for positive dealing, and to support those values in managerial practices. The course also includes a statement regarding the entrances to organizational loyalty , its stages, and its determinants. In this course , you will learn about the five keys to create employee loyalty , what are the characteristics of a loyal employee, as well as the types of employee commitment, the keys to this commitment, and the main motives for it. The importance of institutional loyalty and its presence lies in breaking the barrier between employees and their organization and reconciling among them so that an atmosphere of cooperation, familiarity and complementarity prevails in the relationship, and institutional loyalty contributes to enhancing the knowledge and positive behaviors of the employees by instilling a positive work ethic and building true job loyalty ; to reach excellence in institutional performance. Organizational Loyalty Course aims to raise the efficiency of the facility or organization’s ability to retain its employees for the longest possible period of time to benefit from their practical experiences in the performance of the desired goals. It is also concerned with the set of sincere feelings emanating from within the employee himself regarding the affiliation and functional loyalty of the facility in which he works. It becomes in him a strong feeling of not leaving work and moving to another place .
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