Commitment

for Excellence

Objective of the session

1 Understanding Commitment of an Employee with the Organization

2 Actions required by an organization to build employee commitments

How do You Define Commitment ?

The psychological state that binds the individual to the Organization

How do You Define Commitment ?

The relative strength of an Individuals identification with an involvement in a particular organization

Can you Give few Examples of Commitment?

Different dimensions of Commitment

Commitment to support the Goals of the Organization

Different dimensions of Commitment

An awareness of the Costs associated with leaving the Organization

Different dimensions of Commitment

A feeling of Obligation to continue Employment

Different dimensions of Commitment

A belief in and acceptance of Organizational Goals

Different dimensions of Commitment

A desire to remain a member of the Organization and Grow with it

Different dimensions of Commitment

Attachment based on desire for affiliation with the organization

Different dimensions of Commitment

The degree to which an Individual is psychologically attached to an organization through feelings such as loyalty, affection, warmth ,belongingness, pleasure etc

Different dimensions of Commitment

Goal Setting

Employee Engagement

Work Place Optimism

Organizational

Commitment

Three approaches

Affective

Continuance

Normative

Attachment to the Organization

Perceived Costs associated with Leaving the Organization

Obligation to remain with it

Three approaches

Affective
Four Factors 1 Personal Characteristics 2 Structural Characteristics Attachment to the Organization 3 Job Related Characteristics 4 Work Experience

Three approaches

Continuance

Perceived Costs
1 Wasting time to acquire new skills 2 Losing attractive benefits

Perceived Costs associated with Leaving the Organization

3 Giving up Seniority 4 Uprooting Family

5 Lack of alternative Employment

Three approaches

Normative Obligation due to

1 Providing Education 2 Providing Training

3 Advancement in Career
4 Indebted to Organization

Obligation to remain with it

Three approaches
Commitment

Affective Desire
Identify Relevance Shared Values Personal Involvement

Continuance Cost
Investments Lack of Alternatives

Normative Obligation
Internalization of Norms Psychological CONTRACT Benefits reciprocity

Employee Behaviour

Predictors of Employee Commitment Behaviour

Merits/Demerits of Approaches to

9 to 5 job

Predictors of Employee Commitment Behaviour

Personal Factors Situational Factors Positional Factors Organizational Change

Predictors of Employee Commitment Behaviour

Personal Factors

Predictors of Employee Commitment Behaviour

Situational Factors
Workplace Values Interpersonal Relationship Job Characteristics Organizational Support

Predictors of Employee Commitment Behaviour

Positional Factors
Organizational Tenure Hierarchical Job Level

Predictors of Employee Commitment Behaviour

Organizational Change

Organizational Actions Encouraging Commitment

Fairness Trust Concern for Employees

Organizational Actions Encouraging Commitment

Fairness

Organizational Actions Encouraging Commitment

Trust

Organizational Actions Encouraging Commitment

Concern for Employees

Motivating for Commitment

No, Moving away from Performance

Does it Matter

No, Moving away from Performance

Am I
Interested

I am motivated to Perform

Am I
Confident

No, Moving away from Performance

Am I Satisfied

No, Moving away from Performance

FIVE BASIC FORMS OF WORK COMMITMENT

Affective Organizational Commitment

Continuance Organizational Commitment

Career Commitment

Work Ethic Endorsement

Job Involvement

CONTINUANCE ORGANIZATIONAL COMMITMENT

AFFECTIVE ORGANIZATIONAL COMMITMENT

Perceived Costs associated with Leaving the Organization

Attachment to the Organization

WORK ETHIC ENDORSEMENT

Extent to which one intrinsically values work as an end in itself

Sample Measure: The most important things that happen in life involve work

May be a Value or Personality Trait May vary with age or cultural group

Career Commitment

Definition:
Sample

The importance of ones career

I like this occupation too well

Resistance to change because of life-long dream to pursue and educational investment

JOB INVOLVEMENT

The degree of absorption in work activity an individual experiences.

Sample Measure:

I live, eat, and breathe my job.

May be a Very Changeable Attitude

Can be affected by task assignments

Decline in Employee Commitment

1.

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

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

The experience of paid employment has not met expectations of post-boomers a. Standard of living b. Flatter orgs and lower rate of advancement c. Career is not progressing according to plan (disillusioned by practice, employer impediments)

Growing numbers of jobs do not foster commitment

a. Low challenge b. Few opportunities for growth c. Rising education levels

Strengthening Work Commitment

Work Ethic
(Difficult to Change)

Handle via selection Lengthy socialization to instill/ reinforce values

Strengthening Work Commitment

Career
Commitment

Sponsoring continuing education Mentorship programs Pay-for-skill reward systems Development of career plans with HR staff

Strengthening Work Commitment

Organizational Commitment

Increase side bets Promote identity with firm; more we Training to improve (a) communication, (b)Team building, etc. Policies to reduce home/work conflicts

Strengthening Work Commitment

Job Involvement
(easiest to change)

Job design, enrichment Use of teams, participative decision-making More job autonomy

Thanks