Affects of Similarity Model on Organizational Commitment Thesis
MOJTABA SAEIDINIA, MEHRDAD SALEHI, KAMSHAD BEHDARVANDI ALMASI, ALI FARSHID NASAB, AMINAHMAD POURMIRZA

Abstract
Motivation is the key to success in any organization. This motivational responsibility for managing and motivating the organizations staff is measured on two scales at the same time as. in reference to Hellriegel, Slocum, Woodman in Organizational Behavior (2001), “Motivation represents the forces acting on or contained by a person that cause the person to behave in a specific, goal-directed manner...Because the work motives of employees affect their productivity; one of management’s jobs is to channel employee motivation successfully toward achieving organizational goals.” Our paper’s focus is on motivational procedure in an organization; the dissimilar leadership styles that an organization can activate under, and how these styles affect the organizational commitment, and eventually the efficiency of an organization. There are many measurements of guidance, management, and models which aspire to assess the employees’ connectedness, or commitment to the organization. Transformational leaders are those who guide followers in the direction of established goals by clarifying role and task requirements. Transactional leaders hold a view of their tasks as a transactional process whereby leaders respond to subordinates' basic lower level and security needs.

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