Imagine that you and your coworker has been given a comparable task. Discuss the impact of “Equity Theory” on the motivation to perform Job in this situation?
Discuss the type of Organizational Commitment (Affective, Continuance, or Normative) you think is more important to the majority of employees?
Do also post one response to your Peers’ post.
Reply to the post I put with line, within 50 words
When employees feel that they are treated equally, their motivation levels are likely to increase. When they think that an organization lacks equity in how it treats employees, there are higher chances of them feeling unmotivated. This type of assessment among employees is known as equity theory. Equity and the motivational circumstances that are assessed using the equity theory are not reliant on the extent to which an individual feels reward exceeds input. Equity and fairness, which commonly dictate motivation, are reliant on the connection an individual makes between personal investment/reward ratio with that enjoyed by coworkers carrying out the same responsibilities or in the same job description.
Organizational commitment is the connection employees experience within the workplace. Employees who show some level of commitment to the workplace feel connected with the organization. They feel like they belong to the organization, which makes them better understand the different objectives. The increased value such employees bring is the determination in their responsibilities, thus resulting in improved production and a more proactive approach in the support offered to other employees.
The type of organizational commitment that is important to most employees is affective commitment (Mercurio, 2015). This type of commitment correlates to how much employees wish to remain at their present workplace. When employees are affectively committed, it indicates that they want to stay at the firm. They understand and identify with the company’s objectives, feel like the organization suits their development goals, and are satisfied with their tasks. These employees feel the organization values their presence and input, making them great assets and ambassadors. The other types of organizational commitment, continuance and normative also influence whether an employee stays within an organization. Organizations need to identify the type of commitment employees exhibit and seek to promote affective commitment in each.
0 comments