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Organizational commitment essential for the success of your business

Organizational commitment: essential for the success of your business

If you had to choose all the aspects a company needs to thrive and succeed, what would you include?

Would you remember to include organizational commitment in this list? Many of us tend to forget the significance of this factor. However, for any company it is essential to have committed workers.

Their presence often results in lower rates of work abandonment, lower rates of absenteeism, better work environment and higher productivity, among other desirable effects. In short, better economic results for the company.

. . ..

If you had to choose all the aspects a company needs to thrive and succeed, what would you include?

Would you remember to include organizational commitment in this list? Many of us tend to forget the significance of this factor. However, for any company it is essential to have committed workers.

Their presence often results in lower rates of work abandonment, lower rates of absenteeism, better work environment and higher productivity, among other desirable effects. In short, better economic results for the company.

. . ..

What do we mean by compromise?

Defining what commitment is – therefore, also recognizing it – is a less straightforward task than it may seem a priori. Evidence of this is that some specialists in the subject, such as researchers Meyer & Allen, differentiate up to three types of organizational commitment:

1) Affective commitment.: refers to a strong emotional connection of the employee with the organization. This bond is acquired as a result of the satisfaction of needs – especially psychological ones – and expectations on the part of the company. As a result, the worker enjoys his continuity in the organization and is proud to belong to it.

2) Commitment to continue: the person feels attached to the institution because he has invested time, money and effort; an investment that he would lose if he left the company. Generally, people who have a high level of commitment of this type perceive that their opportunities outside the company are not very wide.

3) Regulatory commitment: moral duty that the worker feels to respond reciprocally towards the company as a correspondence to the opportunities or rewards received (good pay, job improvements, personalized treatment, etc.).

Forms of Commitment

The three types of commitment mentioned above can have a positive impact on a company. However, as a general rule, affective commitment generates much more stable fruits. This has a purpose.

The fact is that a person with a high level of emotional commitment considers that their most complex needs, self-realization and recognition, are fully satisfied in the company. When a person feels that these last steps of the pyramid are covered, we can say that he is happy.

If an organization manages to create a climate free of prejudice, where spontaneity reigns, teamwork is resolute, there is mutual trust, etc. its members will feel proud and satisfied. As a result, they will be noticeably more productive, will not want to go to another company and, moreover, will most likely act as promoters of the company of their own free will. As you can see, all advantages.

Benefits tend to be lower in other types of engagement. In the case of the continuation commitment, it is closely linked to the second step closest to the base: security. It is the fear of losing something of value that acts as a stimulant. It is not the best driver of productivity, although it can promote increasing it.

To tell the truth, a person activated solely by fear does not help to create a good working environment. In addition, as there is room for improvement in the satisfaction of that person’s needs, other companies can take advantage of the situation to obtain their services.

On the other hand, the normative commitment is more closely linked to membership. If an employee has high levels of regulatory commitment, it means that the company has managed to make him feel very appreciated by the company at some point. Because of this, the person experiences a sense of moral obligation of reciprocity towards the company.

Unlike the commitment to continue, the regulator has the advantage that the main stimulant is not fear. This special feature has greater positive effects on the working environment and staff turnover than on the commitment to continue.
In your opinionWhat traits best represent organizational commitment for you?
What keeps you united and committed to your work?

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