Which of the following describes a manager that is likely to gain commitment from employees?

Question

BlackTom AI · Accepted Answer

Consistent communication of a compelling vision and motivation taps transformational leadership, which best produces employee commitment.

1) Relevant knowledge points and concepts
- Commitment vs. compliance: Commitment means internal acceptance and willingness to go above and beyond; compliance means outwardly following directions because of pressure or obligation.
- Transformational leadership (Bass & Avolio): leaders who provide inspirational motivation, intellectual stimulation, individualized consideration, and idealized influence foster commitment.
- Motivation mechanisms: intrinsic motivation (meaning, purpose), autonomy, mastery — these drive internalization of goals and sustained effort.

2) Step-by-step reasoning
- A manager who consistently communicates a compelling vision gives employees a clear, shared purpose. That vision helps employees internalize organizational goals rather than simply obey orders.
- Motivating the team (through recognition, support, empowerment, and meaning) increases intrinsic motivation. When employees see how their work matters, they identify with the vision and choose to commit.
- Repeated, genuine communication builds trust and credibility (consistency + authenticity), which strengthens identification and long-term commitment.
- Because commitment arises from internal acceptance, these behaviors produce voluntary extra effort, persistence, and discretionary behaviors.

3) Intermediate steps (logical flow)
- Vision communicated → shared understanding of purpose.
- Motivation and support → increased intrinsic motivation and identification.
- Trust and credibility → internalization of goals.
- Internalization → sustained commitment and discretionary effort.

4) Why the correct answer is correct
The chosen option describes behaviors (inspirational vision + motivation) that lead employees to internalize goals and willingly commit. Transformational, motivational leadership is empirically linked to higher engagement, loyalty, and discretionary performance—hallmarks of commitment.

5) Why other options are incorrect
- Coercive tools/pressure: produces compliance, fear, and possible resistance; not genuine commitment.
- Focus on detailed planning/supervision: may improve efficiency and compliance but does not create intrinsic identification or discretionary commitment.
- Personal appeals/ingratiation: can produce short-term compliance or favor-trading; often perceived as manipulative and fails to build deep, lasting commitment.

6) Conclusion
Therefore, the manager who consistently communicates a compelling vision and motivates the team is most likely to gain employee commitment, matching the provided correct answer.

Which of the following describes a manager that is likely to gain commitment from employees?单项选择题

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