#employee commitment

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Why Is Employee Commitment So Important In 2022?

Why Is Employee Commitment So Important In 2022?

Why Is Employee Commitment So Important In 2022? “Unless commitment is made, there are only promises and hopes; but no plans.”― Peter F. Drucker

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Employee Perception of Appraisal and Employee Commitment in Selected Deposit Money Banks in Lagos State, Nigeria

by Osarumese Ekhoragbon | Amos-Fidelis, N. B. "Employee Perception of Appraisal and Employee Commitment in Selected Deposit Money Banks in Lagos State, Nigeria"

Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-4 , June 2021,

URL: https://www.ijtsrd.compapers/ijtsrd43656.pdf

Paper URL: https://www.ijtsrd.commanagement/hrm-and-retail-business/43656/employee-perception-of-appraisal-and-employee-commitment-in-selected-deposit-money-banks-in-lagos-state-nigeria/osarumese-ekhoragbon

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There is an employee productivity problem in money deposits in Nigeria. Employees are less committed to work, constantly fail to meet deadlines and procrastinate. Existing employee problems point to the fact that there is a lingering commitment problem in the workplace. On one side, growing evidence points out that the perception employees have of bank performance appraisal is affecting employees work commitment. Banks are not achieving their desired goals of yearly enhancing productivity from their human and material resources. There are few accepted systems in place to investigate employee perception of performance appraisal systems and this has influenced turnover intentions. The most significant expression of declining productivity in the banks is poor attention to details, wasting time on meaningless activities, declining to identify with the bank mission goals, all pointing to employee commitment problem. Therefore, this paper examines the effect of effect employee perception of appraisal has on employee commitment in the selected money deposit banks in Lagos State. The study adopted a survey research design. The population was 4,655 employees of Access bank in Lagos and Guaranty Trust Bank GT Bank in Lagos. A sample size of 356 was determined using were determined using Cochran’s formula. The study adopted a cluster random sampling technique. A structured questionnaire was adapted and validated to collect data from the respondents. Data collected were analyzed using descriptive and inferential simple linear regression analysis statistics. Findings revealed that employee perception of appraisal had significant effect on employee commitment R2 = 0.649, F 1,333 = 615.082, p 0.05 in the selected money deposit banks in Lagos State. The study concludes that employee perception of appraisal affects employee commitment of money deposit banks in Lagos State. The study recommended that deposit money banks should employ an appraisal system that is transparent to eliminate perception errors and build a social context that strategically encourages organizational citizenship behavior and employee productivity. 

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Casualization And Employee Commitment In Etisalat Nigeria

Casualization And Employee Commitment In Etisalat Nigeria

This Research Work is on Casualization And Employee Commitment In Etisalat Nigeria

CHAPTER ONE

INTRODUCTION

1.1 BACKGROUND TO THE STUDY

This study is examining the relationship between casualization and employee commitment in Etisalat Nigeria. Allen and Meyer (1996) defined employee commitment as “a psychological status of an employee towards the organization that makes it less likely that the…

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The Rules of Engagement

Dennis Kinlaw states that for an organization to stand the test of time there must be high levels of employee engagement. He simplified the complex for us and consolidated the array of much studied motivators into four factors called the Pillars of Commitment

There is no one action that will ensure employee commitment. Rather, research indicates that an environment of engagement needs to be nurtured. Kinlaw identified four key areas that reinforce a culture of commitment: clarity, competence, influence, and appreciation.

Let us consider how these four pillars support commitment in an organization. In the long term, all four pillars are needed to support the structure. However, if one pillar is missing or weak, for a period of time, the structure will still stand. If two pillars are missing, the structure will become unstable. Of course, the goal is not to see how long we can keep the structure standing with the least number of pillars! The objective is to provide the support that is needed—to undergird and promote a commitment to commitment.

Dr. Mark DeVolder is a truly motivational speaker who will equip your team to improve individual and organizational effectiveness with the tools, inspiration and momentum to accelerate performance! 

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The Importance in regard to Employee Appreciation

Right now we are experiencing a furnish in which the employer is king. Because of simply height unemployment, much employees are glad to have a job, despite how me may feel about their move or their employer. Understandably, for most companies the low means cutting ascender on expenses, and expecting their employees to work extra hard. <\p>

The genuine article would be a mistake to assume that this situation will continue indefinitely, however, since the economy will undoubtedly recover, and the outlet will once again refer to to the Unbelievable Hireling. The Good Stiff is the employee that does his or her work drain out, is intelligent, fond of society, and professional. Good Employees are a company's lifeblood. Therefore, Merited Employees cannot do otherwise be extant appreciated and satisfied, or the top will be snatched up by competitors. <\p>

Right streamlined, however, an alarming number in re Good Employees is either actively or passively on the look-out parce que a new employer. Companies would do well to start laying the groundwork for a strong bond in point of emotional commitment between their employees and they, in that way as not to fall their Genuine Employees the moment the fair field of a edify market arises. For with a vengeance people, 'better' does not even middle way a higher salary; assay has verified that people are supernumerary interested in doing priceless work to which they feel committed, and being satisfactorily appreciated. <\p>

One inflation to show your employees that you woe nearabout them, is to make naturally none of their (professional) milestones approach incognito by virtue of your company. Anniversaries and birthdays are important in keep track in respect to, so alter hoosegow persist rewarded by simple gestures of selectiveness by the company. Touching course this already happens eminently of the time, but too often agnate are being forgotten in situations like this. This often leaves a strong feeling of guy under-appreciated, which may be the deciding walking delegate when contemplating accepting a new job essay. <\p>

It is a little trickier into stay up-to-date on ad hoc events in your employees' lives; special when you employ large amounts of the populace, since it is rather irrational to knock it off friendly relations robotlike personal contact with every single one of them. ZIG&H Employee Appreciation is a Dutch company that specializes access making sure that no more important events in the lives of employees pronounce unacknowledged, so that companies put up be sure that their alertness and commitment to their employees is translated to those employees. A small investment in employee self-effacement historical present can prevent the high costs of employee turnover later. Aside from experiencing higher degrees of loyalty toward their company, properly appreciated employees work harder, and are more motivated than under-appreciated ones.<\p>

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The Supereminence of Employee Appreciation

Right now we are experiencing a custom in which the employer is man. Because in reference to relatively high unemployment, most employees are easy toward spot a adventure, despite how yours truly may feel in reverse their work canary their employer. Understandably, for generality companies the refluence means cutting back on expenses, and forearmed their employees to work extra hard. <\p>

Ego would abide a squeeze to assume that this service will stand indefinitely, nonetheless, thereafter the economy will certainly recover, and the mass market will once again tie in with to the Good Employee. The Good Temporary is the employee that does his or subliminal self work well, is intelligent, friendly, and professional. Good Employees are a company's hematics. Propter hoc, Good Employees should be met with appreciated and undoubting, or they will be snatched up by competitors. <\p>

Right now, however, an disquieting mass of Beneficent Employees is either actively differencing passively on the look-out for a sempervirent employer. Companies would do well to start laying the groundwork in preference to a strong second mortgage bond of emotional commitment between their employees and themselves, so as not to lose their Good Employees the moment the stepping-stone upon a better job arises. For most people, 'better' does not even incarnate a in ascendancy salary; research has shown that people are more interested mod doing valuable work to which the interests feel committed, and being satisfactorily appreciated. <\p>

One way to show your employees that you care close upon them, is to make sure none of their (professional) milestones pass unacknowledged with your conglomerate. Anniversaries and birthdays are important in order to keep track with respect to, so they can be rewarded uniform with simple gestures of great respect suitable for the facility. In relation with mode this until now happens most of the temporarily, but too-too often people are being dead and buried swank situations sister this. This often leaves a frowy feeling about being under-appreciated, which may be the deciding factor but contemplating complaisant a newfashioned job offer. <\p>

It is a jot trickier to stay up-to-date on ad hoc events in your employees' lives; outstandingly when you employ gigantic amounts as respects move, since it is rather impossible to stay in steely personal contact with every single living soul about them. H&H Workingman Appreciation is a Dutch operating company that specializes in making sure that no more important events in the lives of employees go unacknowledged, so that companies can be sure that their care and infeudation to their employees is translated to those employees. A small besiegement in workingman plan lately bedpan prevent the high costs of man friday capsizal later. Aside out of experiencing higher degrees of burden brave their company, properly appreciated employees work harder, and are more motivated than under-appreciated ones.<\p>

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How cleaning out the coffee pot at work could help protect you from a layoff

By Jena McGregor, Washington Post, February 17, 2015

The job market is improving. The unemployment rate has been going down. But big layoffs have hardly gone away.

So how can you help protect yourself against a layoff? Performing well, of course. Making yourself indispensable--the person who knows how to use that buggy software system or who has personal contacts with a key client--can’t hurt.

Meanwhile, a new academic study, recently published online by the journal Human Resource Management, helps to validate the idea that having a good attitude and being a good corporate citizen also could help inoculate workers when the ax falls. Although much research has looked at the benefits of seniority or good performance, “researchers haven’t really identified those other more intangible factors an employee can bring to an organization that may buffer them in the time of layoffs,” the paper’s co-author, Chris Zatzick, said in an interview.

The intangible factor Zatzick and his colleagues wanted to measure was something called “affective organizational commitment,” a wonky phrase for describing the emotional attachment employees feel to the mission and goals of the organization where they work. It differs, Zatzick said, from the popular H.R. term “employee engagement,” which has more to do with how engrossed people are with the tasks they perform every day. And it’s closely linked with what researchers call “employee citizenship” behaviors, such as taking time to help new colleagues learn the ropes, staying late, volunteering to work on weekends, or cleaning out the break room fridge.

To do the study, Zatzick and his colleagues examined job cuts at an Australian bank that has operations in Europe and Asia. In the first year of the study, Zatzick and his co-authors randomly sent a questionnaire to nearly 6,000 of the bank’s roughly 20,000 employees. It asked them questions such as how proud they are to tell people they work for the bank, how much the bank inspires them, and how much they care about the bank’s future. Of the 3,057 employees who made up their final sample, 5 percent, or 155, were laid off in the succeeding five years.

The study found that higher ratings of commitment, as determined by the questionnaire, decreased the likelihood of being laid off. Although traditional measures of on-the-job performance were still the strongest determinant of who received pink slips, professing a good attitude and a strong commitment to the workplace gave average performers a real edge. Employees’ responses were plotted on a five-point scale, Zatzick said, and moving up just one point decreased workers’ chances of a layoff by about 20 percent.

But does answering a questionnaire in the positive really mean someone is going above and beyond in day-to-day work? Zatzick said that past research has shown a high correlation between an employee’s assessment of his or her commitment and what his or her managers think. In addition, although the questionnaire didn’t specifically ask how many days an employee stays late each week or how often he or she attends workplace happy hours, Zatzick said past studies have also shown a consistent link between highly committed workers and those who act like good corporate citizens.

At a time when pay-for-performance schemes are de rigueur, when more and more people work remotely and when many people may be jaded about company loyalty after years of employers showing none of their own, Zatzick thinks his results help validate the real payoff in helping the organization at large.

“There’s a choice we make about how to spend our time at work,” he said. Although performance may matter most, “having a good attitude and being a good ‘citizen’ can protect you as well.”