Excellence in Commitment

8/13/2019 Excellence in Commitment

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Commitmentfor

Excellence


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Objective of the session

1 Understanding Commitment of an

Employee with the Organization

2Actions required by an organization to

build employee commitments


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How do You Define Commitment ?

The psychological state that binds the individual to the

Organization


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How do You Define Commitment ?

The relative strength of an Individuals identification

with an involvement in a particular organization


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Can you Give few Examples of Commitment?


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Different dimensions of Commitment

Commitment to support the Goals of the

Organization


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An awareness of the Costs associated with

leaving the Organization


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A feeling of Obligation to continue Employment


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A belief in and acceptance of Organizational

Goals


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A desire to remain a member of the Organization and

Grow with it


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Attachment based on desire for affiliation

with the organization


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The degree to which an Individual is psychologically

attached to an organization through feelings such as

loyalty, affection, warmth ,belongingness, pleasure etc


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Goal

SettingEmployee

Engagement

Work

Place

Optimism

Organizational

Commitment


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Three approaches

Affective Continuance Normative

Attachment to

the

Organization

Perceived Costs

associated with

Leaving theOrganization

Obligation to

remain with it


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Three approaches

Affective

Attachment to

the

Organization

Four Factors

1 Personal Characteristics

2 Structural Characteristics

3 Job Related Characteristics

4 Work Experience


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Three approaches

Continuance Perceived Costs

1 Wasting time to acquire new skills

2 Losing attractive benefits

3 Giving up Seniority

4 Uprooting Family

5 Lack of alternative Employment

Perceived Costs

associated with

Leaving theOrganization


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Three approaches

Normative

Obligation to

remain with it

Obligation due to

1 Providing Education

2 Providing Training

3 Advancement in Career

4 Indebted to Organization


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Three approaches

Commitment

Affective Continuance Normative

Desire

Identify Relevance

Shared ValuesPersonal Involvement

Cost

Investments

Lack of Alternatives

Obligation

Internalization of Norms

Psychological CONTRACTBenefits reciprocity

Employee Behaviour


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Predictorsof Employee Commitment Behaviour

Merits/Demerits of

Approaches to

9 to 5job


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Personal Factors

Situational FactorsPositional Factors

Organizational Change


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Personal Factors


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Situational Factors

Workplace ValuesInterpersonal Relationship

Job Characteristics

Organizational Support


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Positional Factors

Organizational Tenure

Hierarchical Job Level


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Organizational Change


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Organizational ActionsEncouraging Commitment

Fairness

TrustConcern for Employees


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Fairness


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Trust


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Concern for Employees


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Motivating for Commitment

I am

motivated

to Perform

Does itMatter

Am I

Satisfied

Am IInterested

Am IConfident

No, Moving

away from

Performance

No, Moving

away from

Performance

No, Moving

away from

Performance

No, Moving

away from

Performance


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FIVE BASIC FORMS OF WORK COMMITMENT

AffectiveOrganizational

Commitment

Work Ethic

Endorsement

ContinuanceOrganizational

Commitment

Career

Commitment

Job

Involvement


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CONTINUANCE AFFECTIVE

ORGANIZATIONAL ORGANIZATIONAL

COMMITMENT COMMITMENT

Perceived Costs

associated with

Leaving the

Organization

Attachment to

the

Organization


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Extent to which one intrinsically values

work as an end in itself

Sample The most important things that happen in

Measure: life involve work

May be a Value or Personality Trait

May vary with age or cultural group

WORK ETHIC ENDORSEMENT


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Definition: The importance of ones career

Sample I like this occupation too well

Resistance to change because of

life-long dream to pursue and

educational investment

Career Commitment


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The degree of absorption in work activity an

individual experiences.

Sample I live, eat, and breathe my job.

Measure:

May be a Very Changeable Attitude

Can be affected by task assignments

JOB INVOLVEMENT


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Decline in Employee Commitment

1. Not meeting its obligations to employees

a. Downturns: layoffs, hours & compensation cut

b. Mergers & Acquisitions: employees terminated

c. Experiments with two-tiered pay systems

d. Increased use of temps & contract employees

1.


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2. Societal values have changed & organizations have failed

to accommodate these changes

a. Importance of work ethic

b. Work/family balance issues

c. Diversity issues


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The experience of paid employment has not met

expectations of post-boomers

a. Standard of living

b. Flatter orgs and lower rate of advancementc. Career is not progressing according to plan

(disillusioned by practice, employer

impediments)


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Growing numbers of jobs do not foster

commitment

a. Low challenge

b. Few opportunities for growth

c. Rising education levels


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Strengthening Work Commitment

Work

Ethic(Difficult to

Change)

Handle via selection

Lengthy socialization to instill/

reinforce values


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CareerCommitment

Sponsoring continuing education

Mentorship programs

Pay-for-skill reward systems

Development of career plans withHR staff


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Organizational

Commitment

Increase sidebetsPromote identity with firm; more we

Training to improve

(a) communication,

(b)Team building, etc.

Policies to reduce home/work conflicts


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Job

Involvement(easiest to change)

Job design, enrichment

Use of teams, participative

decision-makingMore job autonomy


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Thanks

Excellence in Commitment

Documents

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