2.7. Organizational Commitment
In this study organization commitment has been identified as a moderating variable that
will support the process of career development through organizational long term
strategies to achieve organizational development.
Tampoe (1993, in Human Resource Management Practices, Armstrong, 2006) has
identified four factors that could keep a knowledge worker motivated. These are–
Personal Growth, Occupational autonomy, Task achievement and Money reward.
Among these four factors two including Money reward and Task achievement
bears a short lived impact on the employee motivational level. The effect fizzles out after
a short period as the process moves on. In case of personal growth and occupational
autonomy the impact is long lasting.
Mathis and Jackson (2004) comment that organizations spend considerable
amount of money to keep their staff motivated. i.e. as some organizations give out small
gifts such as T-shirt, books etc. some organizations spend on arranging motivation
speakers to inspire their employees. In all these efforts the financial cost of the
intervention out weighs its impact and does not last for long and after a certain period of
time the organization has to again plan for some motivational interventions.
As stated by Mathis and Jackson (2004, p.88) motivation is a complex phenomena
and individualized. This means that the strategies of giving small gifts or motivational
speeches or small financial rewards may not be affective at times. In addition to this such
strategy may work at one time and may not be able to create any impact if practiced again
and again. This implies that keeping the staff motivated calls for persistent efforts on part
of the manager in searching for variety of ideas that would work at different times.
Newstorm explains motivation as-
Work motivation is the set of internal and external forces that cause an
employee to choose a course of action and engage in certain behaviors.
Ideally, these behaviors will be directed at the achievement of an
organizational goal.(2007, p. 101)