A Descriptive Study on

Employee Commitment- A
Key Factor for
Organizational Excellence
A.Veena
PhD(Regd)
Research Scholar, Madras Christian
College, Chennai.
 INTRODUCTION
 An organization with good employer-employee
relationship will sure achieve their objectives without any
loss out of their business.
 Employee commitment plays a vital role in the
development of each and every organization all over the
world.
 Employee motivation, employee engagement, employee
loyalty and employee communication are also some of
the factors important in an organization towards
achieving their objectives.
 A state of emotional and intellectual involvement that
employees have in an organization leads to a greater
success.
 Literature Review
 Joel Barker says, “Vision Without Action…Is Just a Dream, Action Without Vision…Just
Passes through Time, But, Vision and Action… Can Change The World. ”
 ” Tom Peter’s in his book, In Search of Excellence states that, “there is no such thing
as excellent organizations, only those that believe in continuous improvement.”
 Jack Welch says, “Good Business Leaders create a vision, articulate the vision,
passionately own the vision and relentlessly drive it to completion.”
 Former Medtronic CEO in his book Authentic Leadership makes an obvious point that
business leaders rarely say out loud, “Missions Motivate, Dollars Don’t.”

 In awakening Corporate Soul, authors Eric Clien and John Izzo say that employee
commitment requires knowing, “the purpose of our work; it means recognizing the
purpose our organization fulfills that goes beyond the bottom line; and it means
articulating to others how their (workers) efforts contribute to a larger purpose.”
 “Great managers create Great Finishers by reminding their employees to keep their
eyes on the prize, and are careful to avoid giving effusive praise or rewards for hitting
milestones ‘along the way,’ Halvorson writes.
 Objectives and Research
Methodology
 To observe the commitment of employees towards
organizational excellence.
 To observe the concept of organizational excellence.
 To discuss various factors like employee loyalty,
employee motivation and employee engagement
towards managing organizational excellence.
 To know the manager-subordinate relationship in the
organization in general view.
 To understand the contribution of ethics business
towards employee commitment in an organization.
 The methodology adopted is the descriptive explanation
about employee commitment as a key factor towards
organizational excellence.
 Concept of Organizational
Excellence
 An excellent organization by definition is one that has successfully worked
out its integrated portfolio of needs, results, work and competence.
 Organization has identified the needs of its three main stakeholders namely
customers, employees and shareholders. Then, the organization translated
these needs into objectives or results to be achieved that will satisfy these
needs.
 Some of the other key factors towards organizational excellence are as
follows.
 Customer Focus
 Consolidation of Current Business
 Efficient Operation
 Exploring New Markets
 Human Resource Management
 Corporate Image Building
 The employee commitment comes under the management of human
resources of an organization which plays an important role in every
organization towards its goals and objectives.
 Employee Commitment towards
Organizational Excellence
 Employee commitment refers to the psychological attachment of
employees to their workplaces. Commitment to organization is
positively related to such desirable outcomes as job satisfaction and
negatively related to such outcomes as absenteeism and turnover.
 . Employee commitment often referred to as “employee
engagement” or “employee loyalty”.
 Employee commitment is the loyalty and support of workforce
towards the goals of an organization.
 Employee commitment is the extent to which employees identify
with the organization’s work ethic, co-operate with its goals and
objectives and contribute to corporate performance.
 The degree to which employees are committed to their work, job
and employer can be inferred from their feelings, attitudes, behavior
and actions whilst at work.
Business Ethics towards Employee
Commitment
 An employee commitment comes from employees who
believe their future is tied to that of the organization and
their willingness to make personal sacrifices for the
organization.
 The more an organization is dedicated to taking care of
its employees; it is that the employees will take care of
the organization.
 A commitment by the organization to goodwill and
respect for its employees usually increases the
employees’ loyalty to the organization and their support
of its objectives.
 Employees’ perception that their organization has an
ethical culture leads to performance enhancing
outcomes within the organization.
 Suggestions to Build Employee
Commitment
 The corporate culture or financial rewards will not make employees successful in their
work place. Recognition is the one thing that is completely under the control of the
organization.
 Strong relationship between superior and subordinate creates healthy employee
commitment which leads an organization towards standard growth.
 The organization can provide their employees with simple rewards which may bring
them with large outcome towards their excel. Such rewards may be inexpensive
rewards like tickets to a ball game or half a day off to their employees by
remembering employees’ birthdays and anniversaries.
 Leaders should praise and recognize their employees in a specific manner. Specific
praise links individual accomplishments to organizational goals.
 Valuing the fresh ideas and innovations of each employee in an organization creates
good commitment towards the organizational goals and objectives.
 Every leader should have the motive in the mind that money cannot buy everything.
The real reward an employer can provide to their employees is their true appreciation
of the job done by them for the organization towards their excellence.
 Suggestions (contd…)
 From top to the bottom level of the organization, each employee should know the
vision and mission statement of the organization as well as their motive towards the
goals and objectives achievement.
 Neglect can bring a poisoned employee in an organization. Employer should be
clearer in recognizing the employee for their work performed. Recognition is the elixir
that will spark better attitudes and performance from employees.
 Leaders must ensure that the succession plan should be linked to and supported by
the organizations overall missions, visions, issues and strategic goals.
 Management should take deliberate action and be honest about the urgency of
personnel shortages. The focus is on developing talent to ensure bench strength in
the organization. The common thread for implementing a succession plan is
communication among the employees from top level to the bottom level of the
organization.
 Succession planning is a support function of the Human Resources department, but
HR does not own it; the management team does. They must do the heavy lifting and
be the catalyst for ensuring that the succession planning process succeeds. Without
the constant and consistent support of the management and the executive leadership
team, the process will fail.
 Conclusion
 Good is no longer good enough.
 To survive in today’s competitive environment, every
organization is in need to excel.
 To excel, an organization needs to focus on all parts of
their management, optimizing the use and effectiveness
of all of its resources.
 An organization should concentrate towards the growth
of their employees which automatically creates good
commitment of employees towards their goals and
objectives.
 the fact is employee commitment and engagement
towards an organization paves the way for an
organization to achieve its goals and objectives in a
standard approach.
Thank You !!!