Commitment and Motivation in Professional Organization
Personnel is vital for the companies and the performance in organizations is based on competence of personnel. Motivation and commitment are critical preconditions for organizational success. The study focuses on evaluating commitment and motivation level
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Abstract Personnel is vital for the companies and the performance in organizations is based on competence of personnel. Motivation and commitment are critical preconditions for organizational success. The study focuses on evaluating commitment and motivation levels of experts. The aim was to discover the main exceptions between the current status and the vision regarding commitment and motivation. The fluctuations of commitment and motivation levels were analyzed in terms of departments, gender, age and years of service. The survey was conducted by using Helix, an Evolute-based application, which was developed for measuring and evaluating the personnel commitment levels. This survey strongly emphasized the significance of affective commitment. In observing either the creative tensions or the product of creative tension and importance, all surfacing main categories fall under the affective commitment component. Keywords Commitment
Motivation Personnel Creative tension
1 Introduction Personnel is vital for the companies and the performance in organizations is based on competence of personnel. All organizations are, or should be, interested in achieving consistently high performance by getting the most of the personnel [1]. The best know-how, however, will be utilized only when the employees voluntarily provide their knowledge and competence for the use of organization. Motivation and commitment are critical preconditions for organizational success. The likelihood of employees leaving the company is reduced by organizational commitment. Thus it is an important factor for retaining knowledge and strengthening
J. Koskialho (&) J. Einolander H. Vanharanta Tampere University of Technology, Pohjoisranta 11, 28101 Pori, Finland e-mail: [email protected] © Springer International Publishing Switzerland 2017 J.I. Kantola et al. (eds.), Advances in Human Factors, Business Management, Training and Education, Advances in Intelligent Systems and Computing 498, DOI 10.1007/978-3-319-42070-7_5
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the sustainability of the competitive advantages of the organization [2]. There is a need for actual bottom-up evaluation due to evidence that aggregated employee opinions relate fairly strongly to important business outcomes, such as performance [3–5]. The levels of commitment and motivation have several effects on an individual and his behavior: a person who is committed and motivated reaches a higher performance level and better outcome. Regardless of the field the company operates in, productivity is based on commitment and motivation and successful operations are guaranteed by these factors. In competition, the determining difference between organizations depends on the level of commitment and the work contribution of the personnel [6–8]. The study focuses on evaluating commitment and motivation levels of the personnel of the Technical Department in a nuclear power plant. The aim was to discover the main differences between the current state and the vision for the future regarding commitment a
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