Factors influencing affective commitment
(Meyer & Tropoloynsky)
Ø participation in decision-making
Ø receptiveness to employees’ideas
Ø discretion over activities
Ø task autonomy
Ø role clarity & freedom from conflict
Ø positive feedback
Ø job scope, job challenge
Ø supportive leadership
Ø transactional &transformational leadership
Ø training & mentoring opportunities
Ø performance-contingent rewards
Ø job security
Ø opportunities for growth & development
“High Commitment” HRM
Ø move from control-based management practices to those based on commitment
Ø policies that promote mutuality
Ø mutual goals, influence, mutual respect, rewards, responsibility
Ø reduction in management hierarchy and division of labour, teamwork, manager as facilitator (less hands-on supervision)
Ø According to Walton, policies of mutuality will elicit greater commitment
Ø for successful work organisation, consider factors influencing job satisfaction, productivity & quality of work, innovation
Drivers of engagementInstitute of Employment Studies
Ø Involvement in decision making
Ø Freedom to voice ideas
Ø Feeling enabled to perform well
Ø Having opportunities to develop on the job
Ø Feeling the organisation is concerned for the employees’health & well-being
Importance of line managers and front-line supervisors
Above is a slide I took from a management course which inspired me a lot in how an individual employee can be motivated and be fully engaged in the organisation and his/her job.
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