Introduction

In today's team-based, empowered, and technology-dependent organizations, employees are increasingly expected to manage themselves. Fostering the employee commitment necessary for self-management requires clarifying and communicating a firm's mission, guaranteeing organizational justice, creating a sense of community, supporting employee development, and placing people first.

Objectives

Employee turnover has lately considerably increased in companies. Given the fact that organizational commitment is negatively related to employee turnover, the training’s aim is to show how we can enhance the level of employee organizational commitment as well as their empowerment, which can be viewed as a possible means of stimulating employee commitment, as well as the interrelationship between employee commitment and empowerment.
This implies that improvement of conditions that foster empowerment would lead to a higher level of employee organizational commitment, especially the level of affective commitment that is of greater importance for the organization, as in this case commitment rests on common values and stimulates emotional attachment to the organization.

Duration

1 Full Day

Course Outline

• Employee Commitment: A comparison between theory and business reality
• How would you define employee commitment? 
• Do employees get motivated mostly with financial rewards or with appraisals? 
• Creating Long-Term Customer Value through Employee Commitment
• The Manager-Employee Relationship: A Critical Link in the Chain: empowerment is a skill
• Leadership In Action: A Partnership With Impact
• Turning Success into Sustainability: Your performance management tool 
• Effects of Career Mentoring Experience and Perceived Organizational Support on Employee Commitment
• The Outcome: Measurable Behavior Change: your HR Indicators

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