Organizational Commitment
Organizational Commitment
Introduction
The organizational structure of a company is the formal composition of the leadership that is involved in task and responsibility that makes it possible for the company’s management to control, coordinate and motivate employees for the full realization of a common goal (George & Jones, 2005). Every company has a different model of organization even though there are between five to eight organizational models that shape the structures of companies. While building an organizational structure, the management considers productivity, communication, and performance (Ball et all, 2005). It is common that every business has to deal with situations those results into constraints with customers. However, the manner in which the company responds to customers is key to the success of the organization. The customer is the voter for the organization, and customer satisfaction should be the primary goal of the organization
Literature Review on the concept of Organizational Commitment
Meyer and Allen argued for the concept of three component organizational model. Overtime, Meyer and Allen’s theory has become the most dominant in the study of work place commitment. In this paper, we examine Meyer and Allen’s theory while focusing on the subsets of the main theory. However, before delving into Meyer and Allen’s theory, we focus on the conglomeration of theories proposed by other scholars on the idea of organizational behavior. Meyer and Allen (1997) argued that the organization of a company happens at three different levels. These segments include the affective, the normative and continuance organizational commitment. The first aspect of the organization called the affective commitment is the kind of commitment that grows out the employee’s ties with the positive experience. The positive experience at work creates a willingness by the worker
Introduction
The organizational structure of a company is the formal composition of the leadership that is involved in task and responsibility that makes it possible for the company’s management to control, coordinate and motivate employees for the full realization of a common goal (George & Jones, 2005). Every company has a different model of organization even though there are between five to eight organizational models that shape the structures of companies. While building an organizational structure, the management considers productivity, communication, and performance (Ball et all, 2005). It is common that every business has to deal with situations those results into constraints with customers. However, the manner in which the company responds to customers is key to the success of the organization. The customer is the voter for the organization, and customer satisfaction should be the primary goal of the organization
Literature Review on the concept of Organizational Commitment
Meyer and Allen argued for the concept of three component organizational model. Overtime, Meyer and Allen’s theory has become the most dominant in the study of work place commitment. In this paper, we examine Meyer and Allen’s theory while focusing on the subsets of the main theory. However, before delving into Meyer and Allen’s theory, we focus on the conglomeration of theories proposed by other scholars on the idea of organizational behavior. Meyer and Allen (1997) argued that the organization of a company happens at three different levels. These segments include the affective, the normative and continuance organizational commitment. The first aspect of the organization called the affective commitment is the kind of commitment that grows out the employee’s ties with the positive experience. The positive experience at work creates a willingness by the worker
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