Lecture note on Commitment Context: Commitment is a part of psychological contract of individual with the organization.

for long-term relationship In the context of new economy and new forms of organizations, the relevance of organizational commitment may be questioned Attention to essential elements of the concept would help managers focus on the application of the concept in their work context Objectives 1To describe various kinds of commitment employees have towards organizations and 2To explain its connection with the concept of motivation at work place. Organizational commitment is a part of motivational concept that concerns individuals psychological contract of attachment to an organization where he/she works. In the context of work motivation management philosophy toward people, systems and practices influence the level of employee motivation. The term commitment refers to the individuals equation with the organization and his/her perception of the basis of relationship with the organization. Hence organizational commitment can be measured by using following criteria 1 Period of tenure in the organization 2.identification and involvement with the goals and beliefs of the organization 3.and individuals interest and motivation in the work he is doing. Definition: Commitment is a psychological process whereby individuals come to think about and evaluate relationship with organization where they work The definition emphasizes the process rather than the outcome of commitment. The outcome of commitment is manifested in behavioral terms of involvement or withdrawal formwork. However the process aspect would determine the outcome Hence the factors taken into consideration by the employee in thinking about and evaluating the relationship decide the kinds of commitment employee would hold It is observed that employees show three kinds of commitment at workplace. These categories are based on the A committed employee is one who Has a strong desire to remain a member of the organization Is wiling to exert high levels of effort on behalf of organization, and Believes in the values and goals of the organization. Hence the concept of commitment is super ordinate to the concept of motivation since it is more than individuals motivation to put in more energy and effort in the work. It also includes something more than personal or professional interest in work. It includes shared values with organization and a positive evaluation of his relationship the strengthens his desire to remain in the organization It implies psychological ownership in the organization,

It is observed that employees show three kinds of commitment at workplace these categories are based on the factors considered by the individual in thinking and evaluating his relationship with the organization Individuals would focus on following factors with different emphasis. 1. Emotional identification with the ideology, values and goals of the organization 2.Practical considerations such as family responsibility, location, life stage etc.3.Organisational obligations such as investment in training and development, supervision. rewards etc.We can categorize these factors as three kinds of commitment Forms of Commitment Affective, Continuance and Normative Commitment ! Affective commitment refers to emotional attachment to organization. and show a deep sense of involvement with the organization. Attachment emerges from identification with the ideology, vision, mission or management philosophy towards employees. When employees are see as a cost rather than an investment, or when employees work for themselves and are self centered organizations do not get employees with affective commitment. It is observed that young employees in information Technology companies are more self centered as work requirement has changed from hiring a hand to hiring a mind from manufacturing to information technology They think than they can use information to succeed and could plan their careers and change them as they wished. In contrast old economy (manufacturing) valued security, certainty and a linear life and focused on participation, self-management and empowerment to develop affective commitment. In reality employees developed other forms of commitment. Continuance and Normative. Conceptually Normative commitment implies intrinsic commitment since employees work for the company because they WANT to rather than they NEED to (Continuance) or they OUGHT to (Normative) These forms of commitment refer to 2.Those employees who stay with the organization because they need to stay for practical reasons or family responsibility show Continuance commitment. 3.Normatively committed employees feel they ought to stay because they are obliged to the organization due to its investment in them. Though all three forms of commitment are experienced by most employees, the concept of organizational commitment in its pure form primarily refers to Affective or internal e commitment since such employees show the strong initiative, personal accountability sharing and taking joint responsibility for defining work and creating conditions for doing work with internal commitment However with best intentions of management most employees develop Continence or Normative commitment due to socialization processes, reward systems and management practices. Employees get a message that it is management who is primarily responsible for defining and controlling the task. In contrast, Internally committed (Affective)

employee is dependent on self rather than on management. Hence his commitment is to the organizational and work rather than to management or top bosses. Hence employees with Continuance commitment would show poor performance, sticking to narrow role definition and may be dissatisfied employees. Interestingly and logically research evidence suggests that Affective commitment positively and consistently related to perceived efficacy i.e. belief in ones competence to do a job. Employees are most likely to stay in the organization because they WANT to if they feel competent and when they are allowed to do a good job. With initiaive and selfaccountability. Similarly, senior employees show continuance commitment. Normative commitment is dependent on processes of socialization and person feels obliged to remain with organization culture fit. Conclusion: Commitment to profession and commitment to organization lead to potentially desirable outcomes and behaviors. Committed employees experience greater job satisfaction and are more cooperative. Hence they are less likely to leave the organization and the rate of absenteeism is low. However more study is needed on know which form of commitment result in these outcomes. In the context of new economy such a study would be most relevant. Professional and organizational commitment though complementary in real life they may remain in tension at work place. Also there is no conclusive evidence to show whether professional commitment leads to organizational commitment and better performance in organization. Questions for discussion and application 1.Conduct an interview of young and senior employees in work organization to find out the nature of commitment. 2.What kind of organizational commitment is needed for better performance? 3.To what extent Affective commitment is relevant for contemporary organizations? References 1:Intrioduction to organizational Behavior by Helga Drummond(2000, Oxford) 2.. Reasons and Rationalizations: Limits of Organizational Knowledge By Chris Argyris2004