Respond To Components Of Organizational Commitment – Coursework Example
Respond to Components of Organizational Commitment Lecturer Tim Organizational commitment is the psychological attachment that an employee has in regards to the organization. It is very essential to determine organizational success and its great role in determining whether an employee will be loyal to the organization and work zealously towards attaining the organizational goals (Laureate Education, 2012). Herscovitch & Meyer (2002) defined organizational commitment as the strength of the responsibility feeling that the employee has perceived towards attaining the organizational goals.
Martin has demonstrated to have both affective and normative commitment as he has close connections with his supervisors and coworkers and has developed commitments to constituencies. However, his commitment is slipping away due to organizational pressures. According to Meyer, Allen and Topolnytsky 1998, affective commitment is positively related to a positive emotional attachment to the organization. Thus, the employee will strongly identify with the organizational goals and desires to be part of the team. However, affective commitment characteristics can be identified but are not clearly defined and are not reliable and consistent. Affective commitment can be affected by several factors as illustrated in Martins case diminishing the employee’s organizational commitment leading to employee’s turnout. It is important for the organization to maintain good relations with their employees to enhance their commitment. The normative commitment that Martin has towards the societal obligation will, however, strengthen his commitment towards his job.
On the other hand, Stacy feels obligated to remain with the organization because he benefited from the school loan repayment program thus, illustrating normative commitment. In this case, she feels committed to the organization because she ought to. Normative commitment is higher in the organizations that value their employee’s loyalty and an employee with a higher commitment level has more chances of contributing to the success of the organization as they have higher levels of job satisfaction. High levels of employee’s job satisfaction are important in reducing the rate of employee’s turnover and enable the organization to retain their talents. However, a major disadvantage associated with normative commitment is that it causes strain on the employees as they are forced to stay committed to their work through incentives provision and a feeling of guilt will ensue if they do not (Meyer and Allen, 1991). Even if Stacy gets a better job, she will be committed towards the organization.
Herscovitch, L., & Meyer, J. P. (2002). Commitment to organizational change: extension of a three-component model. The Journal of Applied Psychology, 87, 474–487. doi:10.1037/0021-9010.87.3.474
Meyer, J. P., & Allen, N. J. (1991). A Three-Component Conceptualization Of Organizational Commitment. Human Resource Management Review, 1(1), 61.
Meyer, J. P., Allen, N. J., & Topolnytsky, L. (1998). Commitment in a changing world of work. Canadian Psychology/Psychologie Canadienne, 39(1-2), 83-93. doi:10.1037/h0086797
Laureate Education, Inc. (Executive Producer). (2012). Introducing Walden Sports Inc. Baltimore, MD: Author.