goal setting, organizational commitment
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MASTER OF SOCIAL WORK II YR
PRESENTATION
ON
ORGANIZATIONAL COMMITMENT,MOTIVES &
GOAL SETTING
SYNOPSIS
•Modes of Organizational Commitment.•Guidelines to enhance Organizational Commitment.
ORGANIZATIONAL
COMMITMENT:
•Classification of Motives
MOTIVES/DRIVES:
•Purpose of setting Goal. •Components of Goal setting Theory
GOALS & GOAL
SETTING:
• According to Meyer & Allen’s (1991) three component model of commitment, prior research indicated that there are 3 “mind sets” which can characterize an employee’s commitment to the Organization. They are as follows:
oAffective Commitment.oContinuance Commitment. oNormative Commitment.
MODES OF ORGANIZATIONAL 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.
MODES OF COMMITMENT
Commit to people-first values :Put it in writing, hire
the right-kind managers.
Clarify and communicate your mission: Clarify the
mission and ideology; use value-based hiring
practices; stress values-based orientation and
training; build tradition.
Guarantee organizational justice: Have a comprehensive grievance procedure;
provide for extensive two-way communications.
Community of practice: Build value-based
homogeneity, teamwork; getting people to work
together.
Support employee development :Commit to actualizing; provide first-year job challenge; enrich
and empower; provide developmental activities;
provide employee security without guarantees.
GUIDELINES TO ENHANCE ORGANIZATIONAL COMMITMENT
• 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.
MOTIVES/DRIVES
In the process of attaining Organizational
goals, employees should be given space
to further their personal goals as well.
For e.g., an employee’s 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 employee’s 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.
GOALS & GOAL SETTING
Goal setting• Is a useful method of enhancing employee
performance. From a motivational perspective, a goal is a desirable objective.
Goals are useful for two purposes:
• Goals provide a useful framework for managing motivation. Managers and employees can set goals for themselves and then work toward them.
• Goals are an effective control device; control is monitoring by management of how well the organization is performing.
Self-efficacy• Is the extent to which we believe we can
still reach our goals even if we failed to do so in the past.
Goal Setting and Motivation
Edwin Locke’s goal-setting
theory of motivation
assumes that behavior is a
result of conscious goals and intentions.
The components are as follows:
Goal DifficultyIs the extent to which a
goal is challenging and requires
effort. Difficult, yet
realistic, goals are the most
effective.
Goal SpecificityIs the clarity and precision
of a goal. Specific,
rather than vague, goals are the most
effective.
Goal Acceptance
Is the extent to which persons
accept goals as their own.
Goal CommitmentIs the extent to which a person is
personally interested in reaching a
goal.
Components of Goal-Setting Theory
The Goal-Setting Theory
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