Organizational Commitment,motives & goal setting

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HRM,ORganization behaviour

Text of Organizational Commitment,motives & goal setting

MASTER OF SOCIAL WORK II YRPRESENTATION

ON ORGANIZATIONAL COMMITMENT,MOTIVES & GOAL SETTING

ORGANIZATIONAL COMMITMENT:

Modes of Organizational Commitment. Guidelines to enhance Organizational Commitment.

MOTIVES/DRIVES:

Classification of Motives

GOALS & GOAL SETTING:

Purpose of setting Goal. Components of Goal setting Theory

MODES OF ORGANIZATIONAL COMMITMENT According to Meyer & Allens (1991) three component model of commitment, prior research indicated that there are 3 mind sets which can characterize an employees commitment to the Organization. They are as follows:o Affective Commitment. o Continuance Commitment. o Normative Commitment.

MODES OF COMMITMENT

AFFECTIVE COMMITMENT: Affective Commitment is 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.

Commit to people-first values :Put it in writing, hire the right-kind managers.

Support employee development :Commit to actualizing; provide firstyear job challenge; enrich and empower; provide developmental activities; provide employee security without guarantees.

Clarify and communicate your mission: Clarify the mission and ideology; use value-based hiring practices; stress values-based orientation and training; build tradition.

Community of practice: Build value-based homogeneity, teamwork; getting people to work together.

Guarantee organizational justice: Have a comprehensive grievance procedure; provide for extensive two-way communications.

MOTIVES/DRIVES

Drives/Motives propel individuals to attain their goals or satisfy their needs. A psychological drive is a condition which causes a person to work in a particular direction. Both psychological & physiological drives push an individual towards achieving a certain goal or accomplishing a certain task. Motives constitute the core element in accomplishing the drive. Motives are classified as follows: Primary Motive. Secondary Motive:- Power motive, Achievement motive, Affiliation motive, Security motive, Status motive. General Motive.

GOALS & GOAL SETTINGIn the process of attaining Organizational goals, employees should be given space to further their personal goals as well.

For e.g., an employees personal goal may be to earn a good salary & hone his skills, whereas the organizational goals may be to increase sales & return on investment. If the organization fails to facilitate the achievement of employees personal goals, in return to his contribution to the organization, he is unlikely to continue in that organization. Instead, he would prefer to join an organization which will offer him opportunities to achieve personal growth.

Goal Setting and Motivation Is a useful method of enhancing employee performance. From a motivational perspective, a goal is a desirable objective. Goal setting

Goals provide a useful framework for managing motivation. Managers and employees can set goals for themselves and then work toward them. Goals are useful for two Goals are an effective control device; control is monitoring by management of how well the organization is performing. purposes:

Is the extent to which we believe we can still reach our goals even if we failed to do so in the past. Self-efficacy

Components of Goal-Setting Theory

Edwin Lockes goal-setting theory of motivation assumes that behavior is a result of conscious goals and intentions. The components are as follows:

Goal Difficulty

Goal Specificity

Goal Acceptance

Goal Commitment

Is the extent to which a goal is challenging and requires effort. Difficult, yet realistic, goals are the most effective.

Is the clarity and precision of a goal. Specific, rather than vague, goals are the most effective.

Is the extent to which persons accept goals as their own.

Is the extent to which a person is personally interested in reaching a goal.

The Goal-Setting Theory