In this case a strong desire of membership and willingness to put considerable efforts
can result form a strong belief in values and goals of the organization.
2.7.1. Why we need Organizational Commitment.............
Organizational commitment is an effective tool to achieve organizational high-
performance. Factors through which organizational commitment could be identified
include the willingness to put relentless efforts at work. This means that the individual
works hard to achieve targeted goals according to the organizational standards, thus
adding value to his work and eventually raising organizational performance.
Organizational commitment also reflects an anticipated longer association of the
individuals with their organization. Such as association is more out of loyalty as compare
to need.
Talking about the four domains of the training assessment Marcie A. Cavenaugh
in her review of the Studying your workforce: applied research methods and tools for
Training and Development Practitioners: Industrial and Labor relation review (1999)
while describing the four domains of the training need assessment she highlighted that
Organizational and individual readiness is the fourth and most important factor to be
effective.
Armstrong (2006) has listed out certain factors that affect organizational
commitment. According to him these factors have been categorized in three categories as
follows:-
- Strategic level:
- Supportive business strategy
- Top management value commitment
- HR supportive role in strategy making and governance
- Functional level:
- Staffing based on employment stabilization
- Investment in training and development
- Contingent record strategy that reinforces cooperation participation and
contribution