How to respond to this in 100 words? Organizational commitment is one of the most prominent things that drive successful organizations; more definitively, affective organizational commitment is the attitude or overall job satisfaction of an organization's employees (McShane & Von Glinow, 2022). As a manager, this is the type of organization we all want, as they are generally happy and want to come to work, unlike the employee found in a continuance commitment employee (McShane & Von Glinow, 2022). Although there are many power sources, the ones that lead to the assurance of affective power for this post, we will use referent power as an example. In my experience, this is used to gain the backing of employees through the belief in leadership and willingness to follow their leadership to the ends of the earth due to their interpersonal communication skills that allow for loyalty and commitment to the idea that they will never leave employees behind (Toscano, 2015). Organizational compliance, by definition, is the commitment of an employee based on the need to comply with policies or beliefs in an organization's culture through discipline or other means to ensure these standards are met (McShane & Von Glinow, 2022). Like organizational commitment, numerous power sources can impact compliance, but we will use coercive power for this discussion. Although this is extreme and can lead to continuance commitment if done inappropriately, it is the only way to ensure compliance (McShane & Von Glinow, 2022). In coercive power, the managers or leaders punish employees by taking away something from them, such as incentives or other perks in the workplace, to ensure that they remain compliant, which ultimately has a psychological impact that could be negative (Ong et al., 2021).
How to respond to this in 100 words?
Organizational commitment is one of the most prominent things that drive successful organizations; more definitively, affective organizational commitment is the attitude or overall job satisfaction of an organization's employees (McShane & Von Glinow, 2022). As a manager, this is the type of organization we all want, as they are generally happy and want to come to work, unlike the employee found in a continuance commitment employee (McShane & Von Glinow, 2022). Although there are many power sources, the ones that lead to the assurance of affective power for this post, we will use referent power as an example. In my experience, this is used to gain the backing of employees through the belief in leadership and willingness to follow their leadership to the ends of the earth due to their interpersonal communication skills that allow for loyalty and commitment to the idea that they will never leave employees behind (Toscano, 2015).
Organizational compliance, by definition, is the commitment of an employee based on the need to comply with policies or beliefs in an organization's culture through discipline or other means to ensure these standards are met (McShane & Von Glinow, 2022). Like organizational commitment, numerous power sources can impact compliance, but we will use coercive power for this discussion. Although this is extreme and can lead to continuance commitment if done inappropriately, it is the only way to ensure compliance (McShane & Von Glinow, 2022). In coercive power, the managers or leaders punish employees by taking away something from them, such as incentives or other perks in the workplace, to ensure that they remain compliant, which ultimately has a psychological impact that could be negative (Ong et al., 2021).
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