The Importance Of Organizational Commitment

1466 Words3 Pages
bulb-icon

Recommended: Organizational commitment relevance

Historically organisations strove to better productivity by bringing in technology and designing jobs in such a way that reduces the influence of personnel commitment on task outcomes (Harrison, 1987). Scientific management was prevalent in that employees were viewed as units of production or cost. Furthermore they made sure the little commitment needed from workers was achieved by way of multiple levels of employee supervision and stringent controls to minimise cost and maximise quality and output (Harrison, 1987). This is consistent with McGregor’s (1960) theory X, in that organisations considered workers to be lazy, dislike their work and in need of close supervision in order to be productive. Conversely the resultant boring and repetitive …show more content…

Amos and Weathinton, (2008) established that organisational commitment and job and organisation satisfaction were influenced by value congruence. Organisational commitment refers to the extent to which an employee would voluntarily remain with the organisation during good times and bad; and can be divided into three elements (Rashid, Sambasivan & Johari, 2003). Affective commitment as the name suggests is emotion based, and is the most desirable outcome in that an employee remains a part of the organisation because of their positive affect towards it (Rashid, Sambasivan & Johari, 2003). This means that the employee is satisfied with their job and with the organisation and that their values are congruent with those of the organisation (Rashid, Sambasivan & Johari, 2003). Employees with affective commitment have work engagement and love their job and enjoy working for the organisation (Rashid, Sambasivan & Johari, 2003). Organisational commitment has without fail been established to be related to crucial workplace behaviours such as citizenship behaviour (Abbott ,

Show More
Related

  • Gregor's Theory Y Play At Whole Foods Summary

    1103 Words  | 3 Pages

    McGregor has written two theories about human nature. Theory X basically assumes that people will do the least amount of work required of them. That they will need to be monitored and workers will need a set of rules for every employee to follow . There is also no incentive for them to go above their current job duty. Theory Y basically believes that if you give the employee the opportunity to do well the employee will take that opportunity and use it to the best of their abilities. They are able to set their own work goals and really strive to put their all into their career. They will be go getters that are responsible for their self and willing to do whatever the company needs from them. They will own up to any issue and trust that their co-workers will do the same (Larsson, Vinberg & Wiklund, 2007).

    Read More

  • Taylorism and Work Place Efficiency

    1844 Words  | 4 Pages

    Taylorism is a system that was designed in the late 19th century, not only to maximise managerial control, but to also expand the levels of efficiency throughout workplaces. With this being said, productivity levels increased and fair wage distribution was the main result. However, with other, more recent theories and systems, such as Maslow and Herzburg’s theories, these helped to focus on the satisfaction and motivation of the workers rather than the concern of managerial control and empowerment. Fredrick W. Taylor ended up developing 4 main principles to help increase the work efficiency and productivity in workplaces; these will be discussed later on. Other theories relating to this include, Fayol, Follett, Management Science Theory as well as Organisational-Environmental Theory. All theories listed have an influence on the way businesses work effectively and put their skills to action. This essay will highlight how Taylorism was designed to maximise managerial control and increase productivity, furthermore, showing how more recent theories were developed to focus on empowering employees and to extend the use of organisational resources.

    Read More

  • The Ryanair Case Study: The Importance Of Scientific Management

    1322 Words  | 3 Pages

    Scientific management is a way that an organisation regulates its staff within a workplace. The theory behind this is accomplished by selecting the ‘best person for the best role’, who will undertake the training to train each worker to do a ‘specific role the right way’ (Frederick Taylor). This extracts the responsibility from the employee whilst handing over executive decisions to the employer to make strategic decisions. Frederick Taylor required the managers to set the tasks for the employees in advance and that each task was to be detailed to each employee, to be done in a certain way and completed in an exact time no less. Management, D. Boddy, pg. 44.

    Read More

  • Office Space

    1547 Words  | 4 Pages

    An organization’s structure can affect its efficiency and productivity. The two main management theories are the Classic Theory and Theory X. Classical theory is defined as a management theory of a large organization in which management is led by intuition to motivate and control employees (Hamilton, 2008 p. 41). The Classic Theory can be divided into two large subgroups, scientific managers and bureaucratic theorists. Scientific manager’s focus is on reducing production costs while bureaucratic theorists focus is on administrative efficiency (Hamilton, 2008 p. 43). Although Theory X is not a large subgroup of the Classical Theory, it is under the classical theory and its crucial point is that workers are assumed lazy; therefore managers punish them to motivate them. Managers of Theory X believe that the average person; will avoid work because they do not like work, will not strive to achieve objectives, will avoid responsibilit...

    Read More

  • Compare The Management Theories Of Frederick Taylor, Henri Fayol, Elton Mayo And Douglas Mcgregor

    1864 Words  | 4 Pages

    Since the end of the 19th century, when factory manufacturing became widespread and the size of organisations increased, people have been looking for ways to motivate employees and improve productivity. A need for management ideas arise which lead to classical contributors such as Frederick Taylor and Henri Fayol generating management theories such as Taylor’ Scientific Management and Fayol’s Administrative Management. In the late 1920’s and early 1930’s the Hawthorne studies were conducted where Elton Mayo was the predominate figure and contributed to the Behavioural viewpoint. This brought about a Human Relations Movement which included Douglas McGregor’s Theory X and Theory Y approach. Similarities and differences can be found between the theories due to the relevant time period they were implemented, the motives or goal of the theory and how they view organisations. However the use of contingency theory can help negate the dissimilarities which occur as it allows the relevant elements from each theory to be applied to specific situations.

    Read More

  • Organizational Theory of Behavior of Frederick Taylor, Max Weber, and Henri Fayol

    956 Words  | 2 Pages

    Frederick Taylor thought that changes in the work process and/or rules would advance efficiency and productivity. He originated the scientific management approach in public administration. It was based on the idea that work processes should be observed via experiments which would greatly improve productivity. It would do so by doing away with the rule of thumb work methods and replacing them with the results of actual timed observations (14). The application of the scientific approach to management methods would lead to optimizing task time by simplifying the job. It would mean observing work processes to find the one best way to perform each job (15). Once the best way was discovered, all employees were to use it. The simplification of the job would improve task time. This method would lead to increased productivity, higher wag...

    Read More

  • Evaluate The Contribution Of The Hawthorne Studies To The Development Of Management Theory And Practice

    1673 Words  | 4 Pages

    In the past, managers considered workers as machinery that could be bought and sold easily. To increase production, workers were subjected to long hours, miserable wages and undesirable working conditions. The welfare of the workers and their need were disregarded. The early twentieth century brought about a change in management and scientific management was introduced. This sort of management, started by Frederick Winslow Taylor, emphasised that the best way to increase the volume of output was to have workers specializing in specific tasks just like how a certain machine would perform a particular function. His implementation of this theory brought about tremendous criticism by the masses arguing that the fundamentals of Scientific Management were to exploit employees rather than to benefit them (Mullins, 2005)

    Read More

  • Internal And External Factors Of Job Dissatisfaction

    716 Words  | 2 Pages

    The pressure can come from the need to make minimum wage money or a parent deciding on what their kids need to fulfill financially. When choosing something partaking interest in, they are content and adore what they do. Love for their work profession encourages a positive attitude and this is needed for productivity. When an employee loves what they do, they attain a constructive behavior. But, when productivity is sacrificed, it begins to suffer with negative employees who only work to make a piece of change. The only determination they pertain to is to increase their productivity in order to get more money, but in due time this makes them traumatic and hostile. Undesirable employees have no interest in the work, soon the satisfaction is hard for them to achieve, leading to insufficient motivation. The two major ways for employees to improve, productivity in their professional ranges is the choice of profession

    Read More

  • Improving Job Satisfaction and Productivity

    1402 Words  | 3 Pages

    ...n organisations of lack of job satisfaction and productivity amongst unmotivated employees, and related the problem to the risk of turnover. Conflict, absenteeism and stress were identified as major causes of loss of job satisfaction and productivity, potentially increasing the the loss of staff. The solution proposed was to implement additional training and performance pay. It was argued that training in the workplace improves an employee’s sense of worth and self-esteem, by increasing their skills and thus contribution to work efforts. This raises productivity, and in addition improves job satisfaction. Performance pay was advocated as a means of developing the organisation to support motivated and capable employees. Self-disciplined workers would receive recognition for output, improving job satisfaction; as well as financial incentive, keeping productivity high.

    Read More

  • Changes in the twenty first century workplace

    1238 Words  | 3 Pages

    It was once a common belief that if employees worked hard, showed up on time and followed the rules that they would be guaranteed a job for life. However, over the last decade there have been changes in the workplace. There are two main causes for this change. The changes in the work place in the twenty-first century are being caused by advancements in technology and expansions in globalization through the Internet.

    Read More

  • Improving Employee Job Satisfaction

    1806 Words  | 4 Pages

    Job satisfaction is a person’s emotional reaction to aspects of works such as pay, supervision, colleagues, working condition, job security, company policies and support, benefits, promotion and advancement or to the work itself (French, 1990). In other words, job satisfaction is an individual’s emotional reaction to a specific job. Falkenburg and Schyns (2007) indicate that job satisfaction can be studied from different approaches. Job satisfaction can be seen as a result of different behaviours or as a cause of behaviour. Moreover, it can be seen as an overall feeling or involving of some aspects of the job and the work situation together contribute to the feeling of satisfaction or dissatisfaction with work (Johansson, 2010).

    Read More

  • Characteristics of Scientific Management

    1667 Words  | 4 Pages

    ...iency in the work place, scientific management attempts to offer great service to the public in the shortest time possible using the limited resources. This report has highlighted the basic characteristics of scientific management and its assumptions. For instance, it advocates maximum prosperity in an organization that can be achieved if employers and employees have a common interest. Scientific management is also based on assumptions of predictable market, mass market and soldering as natural. Its principles are also applicable in modern organizations where they are applied to achieve efficiency and reduce wastage. Many organizations adopt the concept of division of labor because assigning individual workers specific tasks increases productivity. Workers are also trained to be specialists in certain areas and these are all concepts based on scientific management.

    Read More

  • Motivation And Job Design

    1090 Words  | 3 Pages

    The second approach of the Top-Down is identified as Job Enlargement. First used in the 1940s as a complaint of work done through the usage of the Scientific Management. This approach involves adding variety to the different jobs by combining specialized tasks with a hint of difficulty. Job Enlargement should work as an addition to other motivational methods, because by itself it has no positive effect on job performance.

    Read More

  • Essay On Job Dissatisfaction

    834 Words  | 2 Pages

    yes but the level appears that the level of satisfaction from employees with their place of employment seem to be dropping because of pay and promotion. Pay and Promotion are some of the major factors when an employee becomes unsatisfied with their position at their place of employment. Many employers are expecting more work from employees and are not being valued with more money or a more value based title. This is where Organizational commitment falls in an employee may feel the need to be committed to an organization based on the employee’s attachment to the place of employment. Many places of employment are now trying to see how they can better their place of employment for employees in order for them to be more committed to the organization. At my job we now have employment satisfaction surveys that come out every six months for employees. In these surveys the employee must answer a series of questions pertaining to how they feel about the job and its environment. This is an excellent way for the employees to voice their concerns as well as have the company listen to their concerns. This was also seen in the textbook and explained, Effective commitment is an emotional attachment to the organization and a belief in its values; while she disliked the job for whatever reasons, she did like her coworkers and had formed genuine friendships, so it was harder for her to exit because she had an emotional attachment to the

    Read More

  • The Future Of Work And The Future Of Work

    932 Words  | 2 Pages

    In Today’s world, the composition and how work is done has massively changed and is still continuing to change. Work is now more complex, more team base, depends greatly on technological and social skills and lastly more mobile and does not depend on geography. Companies are also opting for ways to help their employees perform their duties effectively so that huge profits are realized in the long term .The changes in the workplaces include Reduction in the structure of the hierarchy ,breakdown in the organization boundaries , improved and better management tactics and perspectives and lastly better workplace condition and health to the employees. (Frank Ackerman, Neva R. Goodwin, Laurie Dougherty, Kevin Gallagher, 2001)

    Read More

More about The Importance Of Organizational Commitment

Open Document