Custodial Mosel

7/30/2019 Custodial Mosel

http://slidepdf.com/reader/full/custodial-mosel 1/8



In the autocratic model , the employees endured the ill treatment silently.

The result is obviously insecurity and frustrationwhich they vent out on their family and friends.

Such behavior jeopardize their personal and social relationships that is unhealthy for the community at large.

At work place, they may indulge in petty but

dangerous games for taking personal vendetta ontheir superiors.

For instance, they may complete the job butincrease the scrap, number of defective pieces and

withhold essential information.



Introduction to custodial model

To perk up the sagging morale of employees due toautocratic model, employers began to offer welfareprograms by the end of the 19th century.

In 1930s, employers offered fringe benefits for employeesecurity.

Employers, unions and the government worked to

improve the job security of employee's and reduced then- dependence on their immediate supervisor/boss.

Thus rose the custodial model of organizational behavior.



Employees, generally, prefer to join organizations that promise job security. IBM makes considerable efforts tostabilize its workforce and preserve their jobs. It reduces

overtime, freezes hiring, allows job transfers and offers earlyretirement incentives, and lessens subcontracting to adjustto IT slowdowns.

However, an organization that adopts the custodial

approach should have surplus resources to pay for benefitsand pensions. After the physical needs of employees havebeen satisfied, the employer lays emphasis on their securityneeds, which motivates the employees.



In the custodial approach , the employees cease todepend on the managers but their dependence on theorganization increases. This helps in retaining theemployees.

For example , if an organization offers regular increments, bonus, and an attractive pension package,

the employees are more likely to remain loyal to theorganization.



In the custodial approach , as employees are assured of economic rewards and benefits irrespective of

performance, they remain contented with theorganization.

However, the employees performance may declinebecause they do not bother to cooperate with their

superiors to improve organizational performance asthey are no longer dependent on them.



Thus, the drawback of the custodial model is thatemployees do not contribute to the best of their abilitiesas they are not motivated enough to realize their full

potential.

In the custodial model , employees work performanceis largely based on the kind of benefits that they get as

a result of showing optimal work performance.

Custodial Mosel

Documents

Transcript of Custodial Mosel