Organizational commitment to change

Organizational commitment to change
Organizational commitment can define as the comparative effort of an individual’s identification and participation in a specific organization. It is defined as an attitude that reveals the nature and value of association between an employee and the organization. Commitment usually establishes a good relationship that employees want to maintain by attaching themselves to the organization and helping in accomplishing specific goals. Employees come to an organization to satisfy their various needs hoping that they will find a work environment where they can use their skills and abilities. When the organization can fulfil their needs, the employees will increase their commitment which does not, in any case, mean exploitation. The employees will be ready to adhere to the rules and regulations of the organization; they accept the values and goals. They even develop the desire to be associated with the organization, therefore, becoming members.
Organizational commitment has a crucial impact on the employee’s readiness and acceptance to change. Organizational commitment is another factor after union membership of attitudes to organizational change. Employees can only be willing to accept organizational change if they find it beneficial to them; otherwise, they may resist it. Even a highly committed employee may resist change if they find it not beneficial or a threat to the benefit they get. Research indicates that organizational commitment is the best indicator of behavioural intentions than job fulfilment within a changing context.

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