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PERFOMANCE AND COMMITMENT IN THE WORKPLACE 2
1. Compare the findings described above for Millennials to your own views on Millennial
characteristics. What surprises you about the findings? What doesn't surprise you? (Min
words 200)
In my opinion the millennials love leisure and enjoy spending time off duty. They feel
very much entitled and do not like hard work. For this case, according to PwC, millennials like
and value volunteering compared to former generations. As expressed by the author, millennials'
preference is an excellent work life balance. They also value leisure time more than Gen-X and
Baby Boomers do. However, it is surprising that millennials are not aimed at achieving high pay
rates. Unsurprisingly though, millennials still prefer jobs that allow them some extra free time for
2. If you think about the three types of commitment—affective, continuance, and normative
towards his or her organization due to a feeling of obligation. Such has changed much among
millennials. As opposed to the former Gen-X and Baby Boomers who were forced into staying at
work or working their way up through the company in a linear trajectory, today, millennials have
several options at their disposal hence can move through different career paths and organizations
as they wish (Colquitt et al., 2014). Most of the millennials keep their jobs due to obligations
majorly since most of the jobs were acquired courtesy of their parents or godfathers or
mentorship, they have gotten from such organizations hence loyalty is used as a tool for
compensation.
PERFOMANCE AND COMMITMENT IN THE WORKPLACE 3
3. Consider all the initiatives and programs PwC uses to inspire employee loyalty. Do most
Analyzing the various strategies employed by PwC in instilling and inspiring employee
loyalty, my opinion is that PwC seeks to move the needle on affective commitment. Through
creating a flexible work environment and work schedule, strategies and programs developed by
PwC are aimed at encouraging loyalty. An employee tailored work schedule ensures that all
employees certainly stay at the company out of will and volition. Based on the traits of the
millennials and the current society, ‘move the needle’ on affective commitment is the most
applicable and suitable in ensuring employees stay (Luz et al., 2018). This is why PwC is
fostered towards establishing an emotional relationship between employees and their jobs.
Essentially it can be said that PwC is aimed at creating a desirable working environment which
has an emotional connection with its employees. With such an emotional connection, job
think is most important to the majority of employees? Which do you think is most
want to stay there. Most of such cases are characterized by employees who identify with
company goals, feel they fit into the organization and are satisfied with their output. Such
PERFOMANCE AND COMMITMENT IN THE WORKPLACE 4
employees act as ambassadors to the company, feel valued and are therefore great assets. On the
other hand, continuance commitment can be defined as the degree that an employee is attached
to an organization and therefore feel the need to stay. In such cases the underlying reasons are
who are continuance committed may lose interest and become dissatisfied with their jobs but yet
unwillingly stay back in the company. In such cases such employees may become a liability due
to poor performance and negative energy (Somers, 2009). Normative commitment relates to the
degree that an employee feels they should stay at their organizations. Such employees feel
attached to an organization because of social norms and ethical reasons and may fear leaving due
to disastrous consequences or guilt of leaving. In most of the cases the reason might be fear of a
subsequent void or increased pressure on colleagues upon leaving. Such attitude and feelings can
negatively influence an employee's performance. On analyzing all the employee commitment, all
the three forms in a way impact the duration of stay or output of an employee in an organization.
However, affective commitment is more important for employees and that extends to me. This is
because affective commitment not only favors the employee in terms of attitude and sense of
belonging but also the performance of the company due to increased output as a result of job
References
Eliyana, A., & Ma’arif, S. (2019). Job satisfaction and organizational commitment effect in the
job satisfaction and their possible influences on intent to turnover. Revista de Gestão.