THE EFFECT OF STAFF COMMITMENT ON ORGANIZATIONS COMMITMENT IN ECOBANK PLC, UYO
TABLE OF CONTENTS
CHAPTER ONE – INTRODUCTION
- Background of the study
- Statement of problems
- Objectives of the study
- Research Question
- Research Hypothesis
- Significant of the Study
- Scope / Limitation of the Study
- Definition of Terms
- Organization of the study
CHAPTER TWO
2.1 The concepts of staff Commitment
2.2 Accessing and identifying of Commitment need
2.3 Methods of staff Commitment
2.4 Evaluation of staff Commitment
2.5 Characteristics of effectives Commitment Practices
2.6 Condition for successful staff Commitment
2.7 Problems Associated with staff Commitment
2.8 Staff Commitment and Growth of Business Organization
CHAPTER THREE
3.1 Research Designed
3.2 The study area
3.3 Population of the Study
3.4 Sample size and Sampling Techniques
3.5 Research instrument
3.6 Methods of Data Analysis
3.7 Decisional Rule
CHAPTER FOUR
4.1 Data presentation in table
4.2 Data Analysis of predation
4.3 Testing of Hypothesis
4.4 Discussion of Findings
CHAPTER FVE
5.1 Summary of Findings
5.2 Conclusions
5.3 Recommendation
References
Appendixes
CHAPTER ONE
INTRODUCTION
- Background of the Study
In recent times the ability to adopt change is very important to many organizations. In the hope to survive and achieve this every manager should be responsible for increasing the effectiveness of its staff which comes mainly through staff commitment programmes. This shows that systematic commitment in staff is a sound business investment.
According to Biller (1999) staff commitment is all about making sure that employees are engage and happy in their job, working to their full potential, and that their talents and skill that could be of benefits to the company are developed, this can mean encouraging staff to take on different responsibilities, moving department or being promoted with a more senior role.
Staff commitment refers to all the policies, practices and procedures used to develop the knowledge, skills and competencies of staff to improve the effectiveness and efficiency both of the individuals and the organization.
Effective and comprehensive staff commitment practices must attend to staff and organization improvement, derive from a commitment plans including attention to both process and product, be anchored and ever changing work, be multifaceted and ever changing and recognize maturation and growth in staff.
Staff commitment practices have a dual focus that they must attend to individual staff and to organization commitment. For staff commitment to be successful both goals must be achieved –that is, they must be mutually supportive. This commitment requires creativity and flexibility in plans for staff commitment (Holmes, 1998) knowledge and skills commitment is vital to the health of an organization routine valued not in their physical but on their intellectual capital.
Buckley and Caple (1989), defined commitment as “the general enhancement and growth of an individual skills and abilities through conscious and unconscious learning to improve in handling responsibilities.
Management must not forget that at a time of employment, no person is perfectly fit except they undergone good staff training and that inadequate training result in poor decision- making and planning which ultimately leads to poor business development and reduced productivity. It is a learning activity aimed at most future needs rather than current performance. It is concerned with employee carrier growth and satisfaction of future organization’s man power requirement. Commitment deals with the activities undertaken to expose any staff to perform additional duties and assume position of important in the organizational hierarchy.
The goal of staff commitment is improvement in staff and organizational effectiveness. This is a process that affects interpretations of job requirements, relationships with Colleagues
