Well, you could evaluate your feeling and commitment towards your job and find yourself asking yourself the same question! Many people find it hard to move back to the affective commitment in their relationships when they slide over to the continual. Juliet Engole an infoprenuer believes the best way to maintain an affective commitment is to identify what sparks and brings about the affection and always work towards maintaining that. Similarly, any individual that has affective commitment towards their job needs to work towards maintaining that one aspect that brings about the affective commitment.
Jane once worked for a tours and travel company that she had serious affective commitment for and this was because of her undying love for travel. Her commitment towards the company immediately shifted to continual the moment she was moved to the sales department. This supports Engole’s claim of how much we need to maintain the one aspect that brings about affective commitment. Similarly, in a relationship, if you are greatly attracted to your partner because of her physical attraction, both the parties have to work towards keeping the physical attraction in order to keep the relationship burning with affective commitment.
Managers all over the globe continue to ask themselves how best they can maintain the commitment. Today I capitalize on the following.
Involvement in Goal setting; Employees participation in the setting of goals and targets in the organization greatly increases how good they feel about the job. Imagine your husband greatly informs and consults you about all the decisions he intends to make for the good of the family while giving great consideration to your opinion.
This strengthens the bond with your husband and therefore greatly increasing the affective commitment. Similarly employees’ personal contribution in the goal setting of an organization through effective communication would greatly increase their organizational commitment
Employee Engagement; There seems to be a thin line between employee engagement and involvement in goal setting. However an employee is highly engaged if they go past their job description to do activities and tasks that are not necessarily locked to their job description. High employee engagement greatly increases one’s affective commitment and therefore managers need to work so hard to get the employees willingly engaged. The question is how?
Research has it that employees will only greatly engage if they are at positive terms with each other and have a sense of belonging. This brings in the aspect of team building!.
Many workers today work in settings where they feel no sense of belonging and this is attributed to the kind of relationship they have with fellow workers. It is therefore the obligation of all employers to involve their workers in team building activities like after work parties, sports, personal life follow up, employee assistance programs, personal development and many others.
So today I propose the question;- how are you relating with your employees?
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