organizational commitment,motives & goal setting

11
MASTER OF SOCIAL WORK II YR PRESENTATION ON ORGANIZATIONAL COMMITMENT,MOTIVES & GOAL SETTING

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Page 1: Organizational Commitment,motives & goal setting

MASTER OF SOCIAL WORK II YR

PRESENTATION

ON

ORGANIZATIONAL COMMITMENT,MOTIVES &

GOAL SETTING

Page 2: 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:

Page 3: Organizational Commitment,motives & 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

Page 4: Organizational Commitment,motives & goal setting

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

Page 5: Organizational Commitment,motives & goal setting

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

Page 6: Organizational Commitment,motives & goal setting

• 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

Page 7: Organizational Commitment,motives & goal setting

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

Page 8: Organizational Commitment,motives & 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

Page 9: Organizational Commitment,motives & goal setting

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

Page 10: Organizational Commitment,motives & goal setting

The Goal-Setting Theory

Page 11: Organizational Commitment,motives & goal setting