Commitment

Define Organizational Commitment
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Define Organizational Commitment
the extent to which an employee identifies with an organization and is committed to its goals
Who are the author's of the article "Three Component Model of Commitment"?
John Meyer and Natalie Allen
What are the three types of organizational commitment?
Affective commitment
Continuance commitment
Normative commitment
Affective Commitment
If an Airman is ____________ committed to their organization, it means they want to stay at their organization.

They feel valued, act as ambassadors for their organization and are generally great assets for organizations.
Continuance Commitment
In Airmen that are ______________ committed, the underlying reason for their commitment lies in their need to stay with the organization.

Possible reasons for needing to stay with organizations vary, but the main reasons relate to a lack of work alternatives, and compensation.
Normative commitment
Airmen that are _______________ committed generally feel they should stay at their organizations.

They feel that leaving their organization would have disastrous consequences, and feel a sense of guilt about the possibility of leaving.
What is Mark Sanborn's perspective on remarkable performance?
remarkable performance doesn't happen by accident. Whether delivered individually or organizationally, it is always preceded by commitment.

A remarkable performance reveals how highly you value (price) your customer, spouse, child, supervisor, co-worker, or other goal (athletics, music, academics, and so on).

A poor performance reveals how little you value (price) those same people or goals.
What are the Six Levels of Commitment?
Level 1: Interested
Level 2: Informed
Level 3: Involved
Level 4: Immersed
Level 5: Invested
Level 6: Innovative
Define the Level 1 of The Six Levels of Commitment
Interested: Interested individuals are curious enough to focus their attention on an area of interest. They are aware of the basics and add to that knowledge on a casual basis

- it rarely leads to remarkable or exceptional performance.
Define the Level 2 of The Six Levels of Commitment
Informed: These individuals consistently focus their attention and are ready to learn. This level of commitment results in persistent, intentional study and is the foundation, but not the end, of remarkable performance.
Define the Level 3 of The Six Levels of CommitmentInvolved: Involved individuals use what they learn and apply it diligently to their careers and lives. They don't just talk a good talk...they're playing the game. At this level, there is evidence of the desire for remarkable performanceDefine the Level 4 of The Six Levels of CommitmentImmersed: Immersed individuals surround themselves with their craft and practice it continually. As a result, their expert/specialist status creates desirability and indispensability. This is the gateway to remarkable performance; such individuals rise above the pack and stand out in the crowd.Define the Level 5 of The Six Levels of CommitmentInvested: Those who are recognized as leaders in their field are invested individuals. They give consistently remarkable performances because they have invested more time, talent, experience, and resources to improve whatever it is they are working on.Define the Level 6 of The Six Levels of CommitmentInnovative: Innovative individuals are those who exemplify and define remarkable performance; they set new standards of excellence and remarkable performance.How do you achieve remarkable performance? How can you increase your level of commitment?You can do so with passion, preparation, and practice, as well as being aware of pitfalls.What are the Four Insights of a Passionate Performer?1. Passionate people know for whom they are performing. (They know their audience inside and out.) 2. Passionate people know how to perform remarkably. (They innovate, create, and change the way things are done) 3. Passionate people know why they perform. (Motivated by their sense of self-worth, self-satisfaction, and self-fulfillment.) 4. Passionate people know what their performance needs to look like. (Passionate people understand their goals and objectives - and focus on meeting them.)How can preparation help you create a remarkable performance?You are creating your future right now. Whether the future is five minutes from now or five years, it is determined by your preparation - or lack of it. As you go about your workday, you don't often give thought to the kind of future your actions are creating. And yet, the future you experience will depend on the preparation you make todayWhat are four strategies for effective practice?1. Make time to practice. 2. Set goals. 3. Figure out what works for you. 4. Aim for perfection, but don't expect it.What are six pitfalls that you should prevent?1. Arrogance - The antidote to arrogance is humility. 2. Complacency - This pitfall comes about when we feel that "acceptable" is good enough. It's about investing a little more in the pursuit of getting better, regardless of how good you are now. 3. Lethargy or Procrastination - People who procrastinate often have great intentions - they just never seem to accomplish any of them. Get work done instead. 4. Fear - The antidote to fear is confidence, and confidence results from preparation and practice. 5. Apathy - Apathetic people are telling others, "I don't care." The antidote to apathy is concern. 6. Impatience - The antidote to impatience is patience - or better, persistence.