The Commitment to Organizations Research Paper Example | Topics and Well Written Essays - 2000 words

The allegiance to Organizations - query Paper ExampleMost researchers seem to emphasize the need for high employee commitment to the cheek in order for organizational success to be secured. It has been withal revealed that most organizations demand from their employees to be committed to the organizations unavoidably without giving a commitment in return. The lack of resources for providing such support seems to be the most common reason for the above phenomenon. Even under these terms, organizations could non justify their decision non to be committed to their employees, especially when they demand by their employees to be committed to the organizations needs. 2. Commitment to organizations characteristics and role 2.1 Description of commitment The identification of the role of commitment within modern organizations requires the understanding of the context of use of commitment, i.e. of its elements and characteristics, as veritable in organizations of opposite sectors. H arper (2008) noted that organizational commitment could be describe as the commitment to an action that is consistent with the stated goals of the organization (Harper 2008, p.7). According to this view, the organizational commitment needs to meet a key criterion, meaning the promotion of the goals of the organization. Supporting organizational initiatives (plans or actions) which are not linked to the organizations goals, cannot be characterized as a commitment but rather as support to the personal interests and aims of specific members of the organization. Mowday, Porter and Steers (1982) noted that commitment is the relative strength of an individuals identification with and involvement in a particular organization (Mowday, Porter and Steers 1982, cited by Allen and Wilburn, 2002, p.24). From a different point of view, Artley (2008) notes that commitment cannot be considered as equal to loyalty. Of course, those employees who are committed to their organization are also considere d as being loyal to the particular organization, but not the vice versa. This view is aligned with that of Becker (1960), atomic number 53 of the first researchers who studied organizational commitment. According to Becker (1960), organizational commitment is based on consistent demeanour (Becker 1960, cited by Artley 2008, p.9), i.e. the behavior of employees that are aligned with organizational goals. Organizational commitment, in the above context, is not developed randomly rather, employees become committed to the organization after linking their personal interests (such as pension plans or different benefits) with specific organizational activities (Becker 1960, p.32, cited by Artley 2008, p.10). From this point of view, organizational commitment is a mutual exchange, an issue that is discussed nevertheless in section 2.3 below. At the same time, Downs and Allyson (2004) note that organizational commitment is not depended on slack communication, as one could possibly expec t.