ORGANIZATIONAL

COMMITMENT:
A state in which an employee
identifies with a particular
organization and its goals and wishes
to maintain membership in the
organization.
 MODALS OF COMMITMENT

• Affective Commitment :

Defined as the employee's positive emotional

attachment to the organization. An employee
who is affectively committed strongly
identifies with the goals of the organization
and desires to remain a part of the
organization.
 Continuance Commitment :

The individual commits to the organization

because he/she perceives high costs of losing
organizational membership, including
economic costs (such as pension accruals) and
social costs (friendship ties with co-workers)
that would be incurred.
 Normative Commitment:

The individual commits to and remains with an

organization because of feelings of obligation.
These feelings may derive from many sources.

For example, the organization may have

invested resources in training an employee
who then feels a 'moral' obligation to put forth
effort on the job and stay with the organization
to 'repay the debt.'
Guidlines to enhance
organizational
commitment
1) Commit to people-first values: Put it in
writing, hire the right-kind managers, and walk
the talk.

2) Clarify and communicate your mission:

Clarify the mission and ideology; make it
charismatic; use value-based hiring practices;
stress values-based orientation and training;
build the tradition.
3) Guarantee organizational justice: Have a
comprehensive grievance procedure; provide
for extensive two-way communications.

4) Community of practise: Build value-based

homogeneitly, cross-utilization, and
teamwork; getting people to work together.
5) Support employee development: Commit to
actualizing; provide first-year job challenge;
enrich and empower; promote from within;
provide developmental activities; provide
employee security without guarantees.
 ORGANIZATIONAL
CHANGE
Is a structured approach to
transitioning individuals, teams,
and organizations from a current
state to a desired future state.
 FORCES FOR CHANGE

1 Nature Of Work Place:

EXAMPLES
More cultural diversity
Aging population
Many new entrants with inadequate skills
2 Technology:

EXAMPLE
Faster, cheaper and more mobile computers

3 Economic shocks:

EXAMPLE
Rise and fall in stock market
4 Competition:

EXAMPLES
Global competitors
Mergers and consolidators

5 Social trends:

EXAMPLES
Internet chat rooms
Retirement of baby boomers
JOB SATISFACTION
Job satisfaction has been defined as a
pleasurable emotional state resulting from
the appraisal of one’s job; an affective
reaction to one’s job; and an attitude
towards one’s job. This definition suggests
that we form attitudes towards our jobs by
taking into account our feelings, our
beliefs, and our behaviors
 Models of job satisfaction
 Affect Theory

Edwin A. Locke’s Range of Affect Theory (1976)

is arguably the most famous job satisfaction model.
The main premise of this theory is that satisfaction is
determined by a discrepancy between what one
wants in a job and what one has in a job.
  Dispositional Theory

It is a very general theory that suggests

that people have innate dispositions that
cause them to have tendencies toward a
certain level of satisfaction, regardless of
one’s job.
Two-Factor Theory (Motivator-Hygiene
Theory)

Frederick Herzberg’s Two factor theory

(also known as Motivator Hygiene Theory)
attempts to explain satisfaction and
motivation in the workplace. This theory
states that satisfaction and dissatisfaction
are driven by different factors – motivation
and hygiene factors, respectively.
  Job Characteristics Model

Hackman & Oldham proposed the Job

Characteristics Model, which is widely used as a
framework to study how particular job
characteristics impact on job outcomes, including
job satisfaction.