Self Test

Take A Self Test

There are actually three different types of commitments that employees may experience towards their organizations; affective, continuance,
or normative.

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Employees with a strong affective commitment continue employment with the organization because they want to do so: Positive

Continuance commitment is driven by the costs associated with leaving the organization. The employee stays because they need to do so: Negative

Employees with a high level of normative commitment feel that they ought to remain with the organization: Positive

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We'll share how this directly effects your organization when you submit your
self-test...

Is YOUR organization built on a Solid Foundation? If not, ignoring the problems or treating the symptoms will lead to a more serious problem, failure to achieve organizational goals, or eventually complete dysfunction.

Check any of the “symptoms” you have observed or experienced:

	1.)	General lack of productivity: Low job satisfaction, low return on investment in personnel.
	2.)	Unable to delegate assignments… Personnel lack leadership skills and fail to address issues they are responsible for. A few key people carrying the load for the masses.
	3.)	Lack of purpose and direction, no objective standards for decision-making: Although there is activity and movement there is little overall movement in achieving the mission/ vision.
	4.)	The leader and organization no longer make a major difference, they've become reactive and no longer proactive: Leadership too consumed by day to day challenges to develop themselves and keep the organization on the cutting edge.
	5.)	Low morale, loss of trust and infighting: Leadership has encountered internal opposition to changes.
	6.)	No one seems to know what they are supposed to be doing: Communication problems, bureaucracy, and poor customer satisfaction are the complaints of clients and workers.
	7.)	Low employee morale, grapevine communication always negative, difficulty getting people excited about the future. Most workers do enough to get by, little effort to improve the organization, but seek higher pay.
	8.)	Never able to build the “dream team” that will move the organization from good to great: Frequent (or the need for) terminations, new hires do not live up to expectations.