Industrial ethics

1. Chapter 20
Industrial Commitment

2. Meaning of the concept
 Sometimes called job commitment
 Industrial commitment is defined as the
degree of an individual’s relations and
experiences as a sense of loyalty btowards
one’s organization.

3. Characteristics of Industrial
Commitment
1.Attachment to the organization
2.Values and goals
3.Extra effort
4.Link
5.Force to bind
6.Relative strength

4. Objective of Industrial
Commitment
1.Psychological bond
2.Course of action
3.Relative strength
4.Feelings of obligation
5.Reflects feelings
6.employee’s relationship
7.Favorable components

5. Types of Industrial Commitment
a) Employee commitment
The employee’s expected likelihood of remaining
employed in the same organization.
b) Career commitment
Refers to identification with, and involvement in, one’s
occupation.
c) work commitment
Refers neither to the organization nor to one’s career,
but to employment itself.

6. Model of industrial commitment
Job involvement
Affective commitment
Continuance commitment
Normative commitment
Work ethics endorsement

7. Assumptions of Industrial commitment
Dealing with individuals
Dealing with groups
Designing and running
organizations

8. Functions of Industrial commitment
1.Training and professional commitment
a) Courses creation and maintenance.
b) Course prerequisites
c) Instructors
d) Link course
e) Training costs
f) Venues and resources
g) Transferring employees
h) Linking employee and organizational goal

9. 2.Performance Management
a) Weighting each employee goal
b) Entering notes
c) Entering accomplishment
d) Online approval of performance appraisals
e) Records date of incident & persons involved
f) Tracks history.

10. 3.Competency Management
a) Enables list of competency
b) Identifies gaps of competency b/w
employees and organization
c) Success planning
d) Identifies potential assignments
e) Assigns jobs
f) Follows up on high potential employees
g) Documents employee qualifications,
competencies etc.

11. Factors Affecting Industrial Commitment
 Job related factors
 Employee opportunities
 Personal characteristics
 Work environment
 Positive leadership
 Organizational structure
 Management style

12. Stages of Industrial Commitment
Compliance
stage
Identification stage
internalization
stage

13. Techniques of Industrial Commitment
Step 1: Analyzing individual’s level of
commitment.
Step 2: Creating ideal job conditions.
Step 3: providing tools for an individual to
succeed.
Step 4: acknowledgement.

14. Importance of Industrial Commitment
 Intrinsic motivation
 Increased job satisfaction
 Organizational attachment
 Increased performance
 Increased productivity
 Reduced absenteeism
 Reduced turnover

15. Importance of Industrial Commitment
 Providing positive outcomes
 Retention of productive workers
 Better quality of works
 Commitment to goal achivement
 Positive work environment
 Increased loyalty
 Increased sense of responsibility

16. Strengths and Weakness of
Industrial Commitment
 Decreases the
possibility of turnover
 Enhance job
satisfaction
 Concern and support
 Employee feels
devoted to the
organization
 Devoted not in a
satisfying way
 Discontinues
commitment
 Committed because of
the circumstances

17. Advantages to Industrial
Commitment
 Less absenteeism
 Less leave
 Strong participation
 Strong advocate
 Less fair
 Fewer turnovers
 Fewer transitions
 More satisfaction with organization

18. Advantages to Industrial
Commitment
 More efficient performance
 Organizational efficiency and effectiveness
 Strong membership
 Achievement and innovation
 Positive experience

19. Barriers to Industrial Commitment
 Lower level of commitment
 Less production
 Work dysfunction
 High rate of turnover
 Job dissatisfaction
 Better predictor
 Stay with organization
 Negative attitude of manager

20. Barriers to Industrial Commitment
 Fear of leaving
 Less participation
 Less involvement
 Lack of clarity
 Forming Trade union
 Occupational stress
 Delay in decision making
 Barriers in collective bargaining