> <Carol_Anne_Ogdin@deepwoods.com>
> Date: 23 Feb 95 9:22:53 EDT
> Subject: Evidence for Commitment LO213
>
> Michael McMaster writes (in part) LO193:
> > This issue of commitment is important to our way forward.
>
> It is a *very* important issue, and is key to one of the projects we're
> working on with a client, a group about about 500 people. One of the key
> influencing factors to investors is "how committed are your people?"
> It has senior management concerned, because they have no answer, beyond
> "Uh, very!" They have no criteria for measurement or assessing commitment.
>
> Our first question is: What IS commitment?
>
I think that this is the key! Once we all share the definition of
commitment, not a dictionary definition of the term, but how it is
perceived in the organization, then we are ready to measure it .... The
definition is crucial. For instance, it is not uncommon to find that an
employee might be very committed to her job (works hard, incorporates new
learning to improve what she does, shares with others around so that they
improve too, etc.). But management may perceive this behavior as
disrruptive. It is very possible that management's definition of employee
commitment might be closer to compliance and conformance, than to what the
employees perceives as being committed!
<<< some deletions here >>>
Ivan,
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R. IVAN BLANCO, Ph.D. Voice 305 899-3515
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International Business Programs
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"Las naciones marchan hacia el termino de su grandeza, con
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