oRGANIZATIONAL bEHAVIOUR

1. MASTER OF SOCIAL WORK II YR
PRESENTATION
ON
ORGANIZATIONAL
COMMITMENT,MOTIVES &
GOAL SETTING

2. • Modes of Organizational Commitment.
ORGANIZATIONAL • Guidelines to enhance Organizational
COMMITMENT: Commitment.
• Classification of Motives
MOTIVES/DRIVES:
GOALS & GOAL • Purpose of setting Goal.
SETTING: • Components of Goal setting Theory

3. MODES OF ORGANIZATIONAL COMMITMENT
• According to Meyer & Allen’s (1991) three
component model of commitment, prior
research indicated that there are 3 “mind sets”
which can characterize an employee’s
commitment to the Organization. They are as
follows:
o Affective Commitment.
o Continuance Commitment.
o Normative Commitment.

4. MODES OF COMMITMENT
AFFECTIVE COMMITMENT: Affective Commitment
is defined as the employee's positive emotional
attachment to the organization. An employee who is
affectively committed strongly identifies with the goals of
the organization and desires to remain a part of the
organization.
CONTINUANCE COMMITMENT: The individual
commits to the organization because he/she perceives
high costs of losing organizational
membership, including economic costs (such as
pension accruals) and social costs (friendship ties with
co-workers) that would be incurred.
NORMATIVE COMMITMENT: The individual commits to
and remains with an organization because of feelings of
obligation. These feelings may derive from many sources. For
example, the organization may have invested resources in
training an employee who then feels a 'moral' obligation to put
forth effort on the job and stay with the organization to 'repay
the debt.

5. Commit to people-first values :Put it in
writing, hire the right-kind managers.
Support employee development Clarify and communicate your
:Commit to actualizing; provide first- mission: Clarify the mission and
year job challenge; enrich and ideology; use value-based hiring
empower; provide developmental practices; stress values-based
activities; provide employee security orientation and training; build
without guarantees. tradition.
Guarantee organizational justice:
Community of practice: Build
Have a comprehensive grievance
value-based homogeneity, teamwork;
procedure; provide for extensive
getting people to work together.
two-way communications.

6. MOTIVES/DRIVES
• Drives/Motives propel individuals to attain their goals or satisfy their needs.
A psychological drive is a condition which causes a person to work in a
particular direction. Both psychological & physiological drives push an
individual towards achieving a certain goal or accomplishing a certain task.
Motives constitute the core element in accomplishing the drive.
• Motives are classified as follows:
 Primary Motive.
 Secondary Motive:- Power motive, Achievement motive, Affiliation
motive, Security motive, Status motive.
 General Motive.

7. GOALS & GOAL SETTING
In the process of attaining Organizational goals, employees should
be given space to further their personal goals as well.
For e.g., an employee’s personal goal may be to earn a good
salary & hone his skills, whereas the organizational goals may
be to increase sales & return on investment. If the
organization fails to facilitate the achievement of employee’s
personal goals, in return to his contribution to the
organization, he is unlikely to continue in that organization.
Instead, he would prefer to join an organization which will
offer him opportunities to achieve personal growth.

8. Goal Setting and Motivation
• Is a useful method of enhancing employee performance. From a
motivational perspective, a goal is a desirable objective.
Goal setting
• Goals provide a useful framework for managing motivation.
Managers and employees can set goals for themselves and then
work toward them.
Goals are
useful for two • Goals are an effective control device; control is monitoring by
purposes: management of how well the organization is performing.
• Is the extent to which we believe we can still reach our goals
even if we failed to do so in the past.
Self-efficacy

9. Components of Goal-Setting
Theory
Goal
Goal Difficulty Goal Specificity Goal Acceptance Commitment
Edwin Locke’s
goal-setting theory
of motivation
assumes that
behavior is a Is the clarity and
result of conscious Is the extent to
precision of a Is the extent to Is the extent to
goals and which a goal is
goal. which persons which a person is
intentions. The challenging and
Specific, rather accept goals as personally
components are as requires effort.
than vague, goals their own. interested in
follows: Difficult, yet
are the most reaching a goal.
realistic, goals are
the most effective. effective.

10. The Goal-Setting Theory