Organisation commitment is important to consider in the future of work because understanding when and how commitments develop and how behaviour and attitudes are shaped will not only enable organizations to anticipate the impact that change will have but also understand how to manage it effectively (Meyer & Allen, 1997; Yahaya & Ebrahim, 2016)
Literature describes organisational commitment as an employee’s identification or involvement with an organisation through; acceptance of and belief in the goals and values of an organisation, devotion of considerable effort and consistent desire to remain as a member or that organisation. (Ramirez Solis & Banos Monroy, 2015). The level of connection an employee has to an organisation influences both …show more content…
Influence of technology and changes from secondary to a tertiary industries of work or has meant a redefinition of work currently and in the future. Now more than ever, long term or lifelong commitment to a career type has been altered significantly (International Labour organisation, 2016). This will be replaced by increased flexibility in work formats through the emergence and continued development of part-time workforce, short-term contracts, freelance workers, self-employment, entrepreneurship, contract work, consultancy and other transient forms of work in the future (International Labour organisation, …show more content…
They do this by their distinction of three worlds of work; Blue, Orange and Green that are motivated by different factors. The ‘Blue world’ looks at the corporate world in which individual needs are valued over collective ideas or social responsibility. They predict that employees in this work force are committed despite the fast work pace because this world of work believes in developing people and their talent as an asset to their organisation. The ‘Orange’ world of work looks at a fragmented model of work and organisations of this model are small and agile and depend on a great network of suppliers. Multiple contracts and clients – employees are technologically capable and connected to a global market on a demand and supply structure. While the ‘Green’ world of work looks at companies who have developed a strong culture of social responsibility is tied with their brand. The main focus is on sustainable and ethical business practices and attract talent with similar values. Success is driven by employee engagement, impacting decision making and how employees
Literature describes organisational commitment as an employee’s identification or involvement with an organisation through; acceptance of and belief in the goals and values of an organisation, devotion of considerable effort and consistent desire to remain as a member or that organisation. (Ramirez Solis & Banos Monroy, 2015). The level of connection an employee has to an organisation influences both …show more content…
Influence of technology and changes from secondary to a tertiary industries of work or has meant a redefinition of work currently and in the future. Now more than ever, long term or lifelong commitment to a career type has been altered significantly (International Labour organisation, 2016). This will be replaced by increased flexibility in work formats through the emergence and continued development of part-time workforce, short-term contracts, freelance workers, self-employment, entrepreneurship, contract work, consultancy and other transient forms of work in the future (International Labour organisation, …show more content…
They do this by their distinction of three worlds of work; Blue, Orange and Green that are motivated by different factors. The ‘Blue world’ looks at the corporate world in which individual needs are valued over collective ideas or social responsibility. They predict that employees in this work force are committed despite the fast work pace because this world of work believes in developing people and their talent as an asset to their organisation. The ‘Orange’ world of work looks at a fragmented model of work and organisations of this model are small and agile and depend on a great network of suppliers. Multiple contracts and clients – employees are technologically capable and connected to a global market on a demand and supply structure. While the ‘Green’ world of work looks at companies who have developed a strong culture of social responsibility is tied with their brand. The main focus is on sustainable and ethical business practices and attract talent with similar values. Success is driven by employee engagement, impacting decision making and how employees