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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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Different dimensions of Commitment
An awareness of the Costs associated with
leaving the Organization
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Different dimensions of Commitment
A feeling of Obligation to continue Employment
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Different dimensions of Commitment
A belief in and acceptance of Organizational
Goals
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Different dimensions of Commitment
A desire to remain a member of the Organization and
Grow with it
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Different dimensions of Commitment
Attachment based on desire for affiliation
with the organization
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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
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Different dimensions of Commitment
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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Predictorsof Employee Commitment Behaviour
Personal Factors
Situational FactorsPositional Factors
Organizational Change
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Predictorsof Employee Commitment Behaviour
Personal Factors
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Predictorsof Employee Commitment Behaviour
Situational Factors
Workplace ValuesInterpersonal Relationship
Job Characteristics
Organizational Support
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Predictorsof Employee Commitment Behaviour
Positional Factors
Organizational Tenure
Hierarchical Job Level
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Predictorsof Employee Commitment Behaviour
Organizational Change
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Organizational ActionsEncouraging Commitment
Fairness
TrustConcern for Employees
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Organizational ActionsEncouraging Commitment
Fairness
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Organizational ActionsEncouraging Commitment
Trust
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Organizational ActionsEncouraging Commitment
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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Strengthening Work Commitment
CareerCommitment
Sponsoring continuing education
Mentorship programs
Pay-for-skill reward systems
Development of career plans withHR staff
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Strengthening Work Commitment
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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Strengthening Work Commitment
Job
Involvement(easiest to change)
Job design, enrichment
Use of teams, participative
decision-makingMore job autonomy
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Thanks
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