What is organizational commitment and discuss

Top 10 unbelievable historical concurrencies Organizational commitment is a concept that has to do with the degree of commitment and loyalty that employees exhibit toward employers. As part of this concept, determining the level of responsibility that employees feel toward an employer is important.

What is organizational commitment and discuss

Leadership has a direct cause and effect relationship upon organizations and their success. Leaders determine values, culture, change tolerance and employee motivation. They shape institutional strategies including their execution and effectiveness.

Leaders can appear at any level of an institution and are not exclusive to management. Successful leaders do, however, have one thing in common.

Libraries require leadership just like business, government and non-profit organizations. With leadership potentially playing such a vital role in the success of information centers and patron experiences, it is useful to consider the different types of leaders and their potential impact on libraries as organizations.

Current leadership theories describe leaders based upon traits or how influence and power are used to achieve objectives. When using trait-based descriptions, leaders may be classified as autocratic, democratic, bureaucratic or charismatic.

If viewing leadership from the perspective of the exchange of power and its utilization to secure outcomes, leaders are situational, transactional or transformational. Understanding these different tropes can provide a vocabulary for discussion that can lead to meaningful, desired results.

It bears noting that not all leaders are created equal, and leadership quality may vary enormously across industries or simply within an organization.

Below is a brief examination of each common leadership style listed above and their potential impact on a group as well as their relative usefulness.

Typically, these leaders are inexperienced with leadership thrust upon them in the form of a new position or assignment that involves people management. There is no shared vision and little motivation beyond coercion.

Commitment, creativity and innovation are typically eliminated by autocratic leadership. In fact, most followers of autocratic leaders can be described as biding their time waiting for the inevitable failure this leadership produces and the removal of the leader that follows.

Bureaucratic Bureaucratic leaders create, and rely on, policy to meet organizational goals. Policies drive execution, strategy, objectives and outcomes.

Organizational commitment - Wikipedia

Bureaucratic leaders are most comfortable relying on a stated policy in order to convince followers to get on board. In doing so they send a very direct message that policy dictates direction.

What is organizational commitment and discuss

Bureaucratic leaders are usually strongly committed to procedures and processes instead of people, and as a result they may appear aloof and highly change adverse.

Policies are simply inadequate to the task of motivating and developing commitment. The specific risk with bureaucratic leaders is the perception that policies come before people, and complaints to that effect are usually met with resistance or disinterest.

Policies are not in themselves destructive, but thoughtlessly developed and blindly implemented policy can de-motivate employees and frustrate desired outcomes. The central problem here is similar to the one associated with autocratic leaders.

Both styles fail to motivate and have little impact on people development. In fact, the detrimental impact could be significant and far outweigh any benefits realized by these leadership styles.

Democratic It sounds easy enough. Instead of one defined leader, the group leads itself. Egalitarian to the core, democratic leaders are frustrated by the enormous effort required to build consensus for even the most mundane decisions as well as the glacial pace required to lead a group by fiat.

The potential for poor decision-making and weak execution is significant here. The biggest problem with democratic leadership is its underlying assumptions that everyone has an equal stake in an outcome as well as shared levels of expertise with regard to decisions.

While democratic leadership sounds good in theory, it often is bogged down in its own slow process, and workable results usually require an enormous amount of effort.

Charismatic By far the most successful trait-driven leadership style is charismatic. Charismatic leaders have a vision, as well as a personality that motivates followers to execute that vision.

As a result, this leadership type has traditionally been one of the most valued. Charismatic leadership provides fertile ground for creativity and innovation, and is often highly motivational.In organizational behavior and industrial and organizational psychology, organizational commitment is an individual's psychological attachment to the organization.

The basis behind many of these studies was to find ways to improve how workers feel about their jobs so that these workers would become more committed to their organizations.

significantly associated with organizational commitment, intrinsic satisfaction was significantly associated with organizational commitment, and extrinsic satisfaction was . organizational commitment (Moorman, Niehoff, & Organ, ), it seems logical that an organization with a committed force of workers may be better positioned than its competitors to meet the challenges posed by a dynamic marketplace.

Commitment, creativity and innovation are typically eliminated by autocratic leadership. In fact, most followers of autocratic leaders can be described as biding their time waiting for the inevitable failure this leadership produces and the removal of the leader that follows.

Comments Off on Leadership Style and Organizational Impact. Organizational commitment describes the level of attachment a member has towards his organization.

A leading model of organizational commitment is the 3-component model that argues that organizational commitment is a factor of three components that interact with each other.

Affective commitment is the degree you want to stay with the . Job satisfaction and organizational commitment Past research has found a positive correlation between job satisfaction and organizational commitment (Mathieu & Zajac, ). Williams and Hazer () found a direct link between job satisfaction and organizational commitment, whereby job satisfaction is an antecedent of organizational .

Leadership Style and Organizational Impact – Library Worklife: