Managing Organization Continuance Commitment

Question: Discuss about theManaging Organization for Continuance Commitment. Answer: Performance Review The experience of the bond workers with their respective organization is termed as employee commitment. There are mostly three types of organizational commitment, which includes affective commitment, continuance commitment as well as normative commitment. Affective commitment deals with the fact to how extent a worker is committed to its organization (Wayne et al. 2013). On the other hand, continuance commitment relates to how much workers feel the requirement to remain at their respective organization. Normative commitment relates to how much workers feel that they should remain at their respective organization. Workers who are normatively affective generally feel that they should remain in their organization (Fullerton 2014). While performing in the group there was, several challenges that were faced that included coordination costs. Coordination time mostly illustrates time and energy that group work consumes that is not consumed by individual work. It is not possible to eradicate the coordination cost, as it is imperative to coordinate the efforts of several team members. While conducting the limitations of organization commitment I also faced intellectual costs that mostly refer to traits of group behavior that can in turn diminish inspiration and productivity. I had faced problem, as I was not being able to complete the project by the deadline as I was finding it difficult to contact my other group members, Felix and Chu. I had to discuss and establish timelines with all the group members that will agree on. I also had to present a progress report at each meeting and also ask each team member to do the same. I also had to recognize precise problems that will likely to have an impact on communication. I also made sure that each member in the group is provided with a chance to speak without any disruption. I also had to remind all members in the group that they require to hear all viewpoints in relation to the topic as well as to respect those viewpoints. While describing the work-related crisis related organizational commitment, I ensured that each individual speak through what they have completed through the last meeting (Savery 2015). I also had to create restriction on contribution of individuals as well as set particular tasks that require to be completed in every session. I also had to acknowledge the fact that each member in the group requires some negotiation as well as compromise. I also had to exchange names as well as contact details that included email addresses as well as their phone numbers so that I do not find it difficult to contact with the group members in the future. In other words, if they did not pick up the call, I can at least go their house to speak with t hem regarding the project. The good factors that have been analyzed include adaptability, motivation, attendance as well as communication. With the help of adaptability, team members will work with efficiency under pressure. With the help of motivation, the team members will pursue objectives. Communication will help them to listen effectually and receive ideas. On the other hand, the bad factors that have been analyzed include stress due to full of overloaded demands, insufficient resources as well as lack of role clarity. This mostly takes when two diverse group members are provided with mismatched role at the same time. References Fullerton, G., 2014. The moderating effect of normative commitment on the service quality-customer retention relationship. European Journal of Marketing, 48(3/4), pp.657-673. Savery, J.R., 2015. Overview of problem-based learning: Definitions and distinctions. Essential readings in problem-based learning: Exploring and extending the legacy of Howard S. Barrows, pp.5-15. Wayne, J.H., Casper, W.J., Matthews, R.A. and Allen, T.D., 2013. Family-supportive organization perceptions and organizational commitment: The mediating role of workfamily conflict and enrichment and partner attitudes. Journal of Applied Psychology, 98(4), p.606.