2.2.2 Commitment
Commitment is the bond to an organization, a psychological state that binds an individual to the organisation.As a consequence employees are more loyal to an organization and less likely to leave it. There are three type of commitment as follow;
Affective Commitment
This is employee's positive emotional connected to the organization. It is aspiration component of organizational commitment. An employee who is affectively committed strongly identifies with the goals of the organization and desires to remain a part of the organization. This employee commits to the organization because he/she "wants to". This commitment can be subjective by many different demographic characteristics: age, tenure, sex, and education but these influences …show more content…
His investigations into how jobs are performed allowed him to break tasks down into their basic components in designing jobs. In Taylor's view, workers can produce more output if responsibility for decision-making and planning are removed from them in such cases, workers do not have to think, and they should just act and do. His observations also indicate that a consistent approach by workers is the best way of achieving desired outcomes.
Taylor (1920) argues that at each work-place the methods to be used by the most efficient workers should be applied by all workers. As such, workers should be trained to model the workers, who produce most output. In this regard, scientific management takes the form of what is called a ‘task centred’ approach in managing workers. Also Taylor’s (1911) ideas of Scientific Management treat workers as highly motivated by financial rewards. He insists that workers should be paid for the work they do, and not otherwise. Employers should not therefore expect what workers contribute to the organization in terms of planning, ideas, or management since these roles are for their immediate superiors or supervisors, not rank and file workers. Taylor …show more content…
Secondly, employees have different preference for different outcomes. According to Vroom (1964), motivated employees expect or believe that successful performance tends to bring desirable outcome, on this basis, the three variables were proposed, which are expectancy, instrumentality and valence. The theory suggested that motivation of an individual is the product of these three variables which are expectancy, instrumentality and valence. Therefore, the three variables are elaborated briefly as follows: Expectancy refers to the efforts a person makes to realize outcomes of an activity, the strength may be negative in the form of fear of
Commitment is the bond to an organization, a psychological state that binds an individual to the organisation.As a consequence employees are more loyal to an organization and less likely to leave it. There are three type of commitment as follow;
Affective Commitment
This is employee's positive emotional connected to the organization. It is aspiration component of organizational commitment. An employee who is affectively committed strongly identifies with the goals of the organization and desires to remain a part of the organization. This employee commits to the organization because he/she "wants to". This commitment can be subjective by many different demographic characteristics: age, tenure, sex, and education but these influences …show more content…
His investigations into how jobs are performed allowed him to break tasks down into their basic components in designing jobs. In Taylor's view, workers can produce more output if responsibility for decision-making and planning are removed from them in such cases, workers do not have to think, and they should just act and do. His observations also indicate that a consistent approach by workers is the best way of achieving desired outcomes.
Taylor (1920) argues that at each work-place the methods to be used by the most efficient workers should be applied by all workers. As such, workers should be trained to model the workers, who produce most output. In this regard, scientific management takes the form of what is called a ‘task centred’ approach in managing workers. Also Taylor’s (1911) ideas of Scientific Management treat workers as highly motivated by financial rewards. He insists that workers should be paid for the work they do, and not otherwise. Employers should not therefore expect what workers contribute to the organization in terms of planning, ideas, or management since these roles are for their immediate superiors or supervisors, not rank and file workers. Taylor …show more content…
Secondly, employees have different preference for different outcomes. According to Vroom (1964), motivated employees expect or believe that successful performance tends to bring desirable outcome, on this basis, the three variables were proposed, which are expectancy, instrumentality and valence. The theory suggested that motivation of an individual is the product of these three variables which are expectancy, instrumentality and valence. Therefore, the three variables are elaborated briefly as follows: Expectancy refers to the efforts a person makes to realize outcomes of an activity, the strength may be negative in the form of fear of