MUTUAL EXCHANGE

Engage in a critical discussion of whether you think that it is appropriate for organisations to require commitment from employees but not give it in return or whether you believe that commitment is a mutual exchange

Employees Commitment

Introduction

The commitment occurs when a person emerges a relationship of affection, an emotional bond, which takes you to shop, to identify with a person with an idea to an organization. The concept of "work commitment" is identified in the companies and the bond of loyalty which the worker to stay in the organization because of its underlying motivation.

Meyer and Allen define commitment as an attitude that is expressed as the employee's psychological link to the organization that makes it unlikely that the employee leaves the organization. This psychological bond can be achieved through 3 components. Affective commitment (desire) psychological identification of the employee with the values ??and philosophy of the company. Employee shows strong belief and acceptance of the objectives and organizational values, willingness to exert effort on behalf of the organization, concern for the problems of the company and strong desire to remain. Commitment to continuity (need) the attachment of the worker with the Company is of a material. Its continuity depends on the perception in relation to what you receive from work, the personal cost to him of the work and the added costs to abandonment of the Company (marital status, children, age or time worked in the organization, education, training, labor market status) (Williams 2010, 23 - 45).

Normative commitment (moral) sense of loyalty to the company motivated by pressure of a cultural or family. The level and type of commitment of employees will affect both the residence and in the effort that the Employee is willing to do to increase their effort and contribution level in the organization. Different studies show that companies with highly committed employees have an average of 29% of most benefit, 50% more loyal customers and 44% more likely to turn negative results that companies with fewer workers involved / satisfied (Wilkinson 2004, 298-322).

Most research in Behavior Organizational been interested in three attitudes (S. Robbins, 1998): commitment to work, job satisfaction and organizational commitment. Commitment to work can be defined as the degree to which a person identifies with his job , actively participates in it and considers his performance important to self worth. Job satisfaction attitude generally of a person to his job, which will expand on later. The extent to which an employee identifies with an organization in particular, with their goals and want to keep it as one of its members (Wilkinson 2001, 12 - 56).

Trusting employees back for their commitment

Trust permeates all our communication. Without it, it is not possible as the friendships and professional interaction between staff. Many experts believe the foundation of trust, not only interpersonal relations but also the performance of companies. And of course, trust is one of the most important factors influencing the professional staff motivation. Every relationship is considered to be permanent and mutual ...