Commitment is a positive motivational state and psychological positioning related to actions, behaviors, and deeds, characterized by vigor, high levels of faith and passion for achieving the result while performing it, and the desire to strive for it. carry out this task with excellence, frequently going further, delving into improvement proposals, encouraging teams to achieve their objectives, arguing benefits to unmotivated colleagues, seeking efficiency, exceeding customer expectations, reinforcing values with exemplary behaviors, etc.
This state of high involvement occurs in a similar way in moments of growth and also of difficulty, giving both situations a meaning, totally opposite to passivity or apathy.
This dedication of the employee committed to the project that the company or the country offers him, is manifested with feelings of meaning, enthusiasm, pride and challenge for the work and his contribution.
THEREFORE, WE ARE FACING THE GREAT ENGINE OF A SOCIETY, AND PERHAPS, THE ONE THAT IS LESS “GREASED”…. A PARADOX OF HUGE IMPORTANCE THAT DESERVES TO BE FOCUSED ON BY ANY PERSON WITH CITIZENSHIP.
WHAT ARE THE LEVERS OF COMMITMENT?
At Watch&Act we start from a premise and that is that people are born with a genome that drives us to a compulsive, irrepressible and insatiable desire to improve, an ambition to surpass, and when this attitude does not appear, it is because said psychological accesses of the that prevent him from accessing the world of enormous nuances and richness that commitment opens up for him.
Our expertise focuses on understanding what aspects slow down or drive a person’s commitment to the value proposition that the company offers, and thus be able to act appropriately on it to improve or anchor it.
APPROACH TO THE GENERATION OF COMMITMENT FROM A BUSINESS MANAGEMENT
Through the study of numerous experts worldwide and entities of recognized prestige such as Watch&Act, Harvard. MIT, Gallup, CEB, Marsía Salanova (University of Castellón) or Eva Gallardo (University of Barcelona), based on the current socioeconomic reality of people, countries and companies, commitment should be the main figure of people management in organizations currently, and its general levers are (according to the Fourflags © Model for the Proactive Management of Watch&Act Commitment):
How the Company generates commitment to employees.
How commitment is generated through Bosses and Leaders.
How Teams generate commitment.
How the tasks that the professional performs generate commitment.
APPROACH TO THE GENERATION OF COMMITMENT FROM PUBLIC MANAGEMENT
The mutual commitment between Citizens with their Nation and of political representatives and public servants (officials), should be the great lever of transformation of Spanish Society as a whole.
Commitment takes us away from confrontation and helps us converge on common, exciting and challenging points that benefit everyone and harm no one. Hence its enormous value.
THE LEVERS THAT MOVE THE MUTUAL COMMITMENT OF A COMPANY ARE:
How it generates commitment through Public Institutions and Administrations and its alignment with the values that represent Society as a whole.
How commitment is generated through political leaders and people of reference for the Citizen.
How they generate commitment through the business fabric and economic activity.
How they generate commitment through the level of quality of the participation of the Citizen with the future of their Society.
THE COMMITMENT “AGAINST”
Can you imagine now putting the Commitment to work “against” the other?
The social, business and personal damage is exponential.
Well, although it seems that only a person victim of the stupidity of some virus on the meninges could act like this, building a commitment to self-destruction, they exist!!
HOW DO WE DETECT THEM? WITH SIX EASILY VISIBLE AND IDENTIFIABLE BEHAVIORS:
I AM NOT ONE OF THESE. They feel badly treated by the Institutions or by their company, which they perceive as discredited, infected, sick, and they see themselves as saved, immune.
I DON’T WANT WHAT I HAVE. Those who feel reasonably proud, with a sense of belonging and involved in the future of their organization or in their Society, are seen as an enemy, as a danger that must be destroyed.
I DO NOT RECOGNIZE THE AUTHORITY. The referents or leaders are seen as not deserving of their position and responsibility.
RULES ARE BARRIERS TO GROWTH. They don’t like laws or regulations, they are perceived as corsets that prevent the development of people like them. You have to break the laws and regulations and this is seen as a sign of the group. Or perhaps it would be better to say, from a sect.
SOCIAL GROUPS ARE EASILY RUSHED HERDS. The groups and/or teams that make up parts or a whole of a company or a territory are interpreted as passive and sleepy herds of drugs that the decadent Society or company they fight are easily excluded and despised without any opposition. Even more when there are demonstrations of force and conviction with the rupture of the status quo.
UNDO IS BETTER THAN DO. What is done, the tasks, are worthless because they respond to the guidelines that bosses and leaders want, therefore, they distance individuals from transformation and revolution.
Doesn’t ring a bell? To do?
These individuals are really dangerous for the Society and for the companies.
They are picturesque, of that there is no doubt. And they are part of the Society and of the moment in which we have had to live. But you should be aware of their “continuous danger of extinction” and that they are part of controlled “colonies”.
SOCIAL BUSINESS CAUTERIZATION ACTIONS
There are two actions that give great and fast results:
They should know that they are few. We must make visible their limited capacity, although respect and tolerance for their “different” way of thinking and feeling.
They must know that they have little power. Isolate your interventions. Do not give visibility to their actions and proposals.
Well, now let’s fight with passion to continue BUILDING POSITIVE COMMITMENT from the company, from the Public Institutions and from us as people who decide to leave a legacy of which we only allow ourselves to be proud.
All the best.
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