Commitment in learning bring enormous impacts to enhancing the learning capabilities and yield successful outcomes due to the several reasons.

I am more likely to invest more effort into learning and this would increase his performance and yield better outcome at the end of the day, based on valence expectancy theory. Besides, I would actively participates in lectures and being attentive in classes to grab all the knowledge being taught. Furthermore, I would be willing to take the initiatives to do tasks and learn by themselves without having to tell them what to do. Last but not least, I would be more curious and eager to explore the area that they have not yet explored in the past. This help the learners to learn more things and grow their knowledges in various areas.

Transformational leaders are considered to be the best type of leadership to inspire their employees (CBIA 2016). This is because they are packed with the qualities of having the transformational leadership, leading the employees to follow them and identify with them, inspiring their employees to work towards the organizational and personal goals through huge motivations and supports. Gathungu (2015) has presented four factors that how the transformational leadership qualities would affect the employee commitment and they include inspirational motivation, intellectual stimulation, idealized influence and individualized consideration.

The inspirational quality of transformation leaders would motivate the employees follow their path toward achieving organizational and personal success. Employees trust in them because of their formal acknowledgement and their consistent supports provided to them. They would usually lead the employees to work optimistically and enthusiastically to foster commitment.

Besides, they are willing to entertain new ideas and encourage their employees to be innovative and creative and be brave enough to speak out their ideas without having fears of getting condemned. They focused on solving the problems but not trying to put responsibilities on people who do wrong.

Further more, they believe that they have to be what they want their employees to be first before they demand their employees to be. They act as the role model of their employees and influence their employees in their behaviours. Their actions would always win them trust among their employees as they would place employees at the first place and show them that they are valued. By doing this, their employees would have the common goals with them, which is to achieve organizational success.

Last but not least, they are very supportive to their employees and they provide different supports to their employees and reward them based on their achievement. There is always fairness in the workplace as the employees are treated the ways they deserve to be treated. Transformational leaders try to communicate with emotion and they are very considerate so that no one would feel being left out or giving an unfair treatment under their leads.

Gathungu, D. (2015). Transformational leadership and employee’s commitment: Empirical review. Journal Of Humanities And Social Science, 20(7), pp. 01-17.

Employee commitment could be a critical issues needed to be handled well to ensure organizational success. In this case, we need to find out the factors that would have impacts on the employee commitment to ensure employee commitment. The two factors that we would discussed further on would be disparities in experience and education as well as workplace fairness.

Disparities could have negative impacts on the employee commitment when the leaders has less education, work experience, or organizational tenure that the employees, and this is also what we called status incongruence (CBIA 2016). Employees usually would not feel attachment to the organization when they feel their leaders are less qualified than they are. Researchers have found that status incongruence would weakened the employee commitment and also affective commitment, which is an attachment that the employees have on the organizations that keep them for staying longer. Apart from this, research also shown that women need to have higher credentials to prove their abilities before their employees would commit to them and trust that they have the abilities to lead them into success (CBIA 2016).

Workplace fairness is deemed to be important by the employees, which means that they need to feel that they could trust their leaders so they would commit to their work (Seifert et al. 2015). Involvement in the decision making process usually have impacts on employees’ expectations about how their future in the organizations would look like as they would predict what their leaders are likely to do and how they would execute their decision in the future. If the employees trust their leaders, they would have positive expectations on the outcome favorability and procedural fairness and hence, increase their commitment.  

CBIA. (2016). Factors affecting employee commitment [online]. Available at: https://www.cbia.com/news/hr-safety/factors-affecting-employee-commitment/ [Accessed 3 April 2019].

Seifert, M., Brockner, J., Bianchi, E. C. & Moon, H. (2015). How workplace fairness affects employee commitment [online]. Available at: https://sloanreview.mit.edu/article/how-workplace-fairness-affects-employee-commitment/ [Accessed 3 April 2019].