Custodial Mosel

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  • 7/30/2019 Custodial Mosel


  • 7/30/2019 Custodial Mosel


    In the autocratic model, the employees enduredthe ill treatment silently.

    The result is obviously insecurity and frustrationwhich they vent out on their family and friends.

    Such behavior jeopardize their personal andsocial relationships that is unhealthy for thecommunity at large.

    At work place, they may indulge in petty but

    dangerous games for taking personal vendetta ontheir superiors.

    For instance, they may complete the job butincrease the scrap, number of defective pieces and

    withhold essential information.

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    Introduction to custodial model

    To perk up the sagging morale of employees due toautocratic model, employers began to offer welfareprograms by the end of the 19th century.

    In 1930s, employers offered fringe benefits for employeesecurity.

    Employers, unions and the government worked to

    improve the job security of employee's and reducedthen- dependence on their immediate supervisor/boss.

    Thus rose the custodial model of organizationalbehavior.

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    Employees, generally, prefer to join organizations thatpromise job security. IBM makes considerable efforts tostabilize its workforce and preserve their jobs. It reduces

    overtime, freezes hiring, allows job transfers and offers earlyretirement incentives, and lessens subcontracting to adjustto IT slowdowns.

    However, an organization that adopts the custodial

    approach should have surplus resources to pay for benefitsand pensions. After the physical needs of employees havebeen satisfied, the employer lays emphasis on their securityneeds, which motivates the employees.

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    In the custodial approach, the employees cease todepend on the managers but their dependence on theorganization increases. This helps in retaining theemployees.

    For example, if an organization offers regularincrements, bonus, and an attractive pension package,

    the employees are more likely to remain loyal to theorganization.

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    In the custodial approach, as employees are assuredof economic rewards and benefits irrespective of

    performance, they remain contented with theorganization.

    However, the employees performance may declinebecause they do not bother to cooperate with their

    superiors to improve organizational performance asthey are no longer dependent on them.

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    Thus, the drawback of the custodial model is thatemployees do not contribute to the best of their abilitiesas they are not motivated enough to realize their full


    In the custodial model, employees work performanceis largely based on the kind of benefits that they get as

    a result of showing optimal work performance.

  • 7/30/2019 Custodial Mosel