Brewster- Seaview Case

MHR Individual Assignment: The Brewster-Seaview Case

1. Affective organizational commitment is the employee's emotional attachment to, involvement in, and identification with an organization, it is also a psychological bond whereby one chooses to be dedicated to and responsible for the organization (McShane, 2015 p. 95). In the case ‘The Brewster-Seaview Landscaping Co’, the old crew develop this sense of affective organizational commitment in the first summer because of justice/support, shared values and trust. Justice and support was develop because Joe, the boss and owner of the company, was always fair to the worker by giving the breaks and letting them socialize with each other. He also supported each employees’ wellbeing by letting them eat when they were hungry, letting them do the task they were more comfortable with rather than forcing them to do something they couldn’t and helping and teaching when workers asked about something. They developed shared values over that first summer as they began to identify the work they did as their own and were proud to represent the company. They were constantly checking and rechecking every job to ensure that it was being completed perfectly as they felt that their values of responsibility were congruent with that of the company’s. Trust was a major affective commitment that was developed as this meant putting faith in each other to get work done, to get trust you must give trust. The workers felt they could trust Joe has he was always there when they needed him. He allowed them to drive the truck, talked with them daily, helped and supported them, provide guidance when need and much more. With Joe’s rehire policy, he gained many workers trust as they developed that sense of job security, because when they did a good job, he would praise them. Employee involvement was a major part of building affective commitment in the first summer, as Joe allowed the workers decide which tasks they wanted to do at the job...