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
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
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
4.1 Data presentation in table
4.2 Data Analysis of predation
4.3 Testing of Hypothesis
4.4 Discussion of Findings
5.1 Summary of Findings
- 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, and perfectiveness on the methods of education. Staff commitment occurs in a social context and emphasizes teamwork, built on a foundation of collaboration staff commitment is a process that demonstrates the commonness of purpose of all staff and the crucial nature of individual knowledge and skills to perform assign duties in relation to the achievement of these larger goals (Bixion 2001).
1.2 STATEMENT OF THE PROBLEM
Every research embark upon by a researcher emanate from where there is a problem. The same problem was identified by the researcher in the first Ecobank Plc, Uyo. The identified problems were as follows:
- Lack of staff incompetence in handling their job result to low productivity and development.
- The organization set it as a waste of time and resource. It reduces staff’s performance and effectiveness in the job due to the absence of staff commitment.
- Lack of employees training in the business organization
- Lack of acquired skill and knowledge in the commitment will decrease development.
1.3 OBJECTIVES OF THE STUDY
This research is intending to achieve the following objectives
- To determine how staff commitment affect the organizations development in Ecobank Plc, Uyo.
- To determine the extent at which staff commitment affects development in Ecobank Plc, Uyo.
- To suggest ways in which staff commitment can be carry out in Ecobank Plc, Uyo which will go a long way to help not only Ecobank Plc, Uyo but the business organizations.
- 1.4 RESEARCH QUESTIONS
- Does Staff commitment have any effect on organization development in Ecobank Plc, Uyo.
- Can effective commitment of staff improve organization development in Ecobank Plc, Uyo.
- Can Staff commitment practices improve the relationship that exists between subordinates and their superior’s in Ecobank Plc, Uyo.
- Can effective staff commitment improve job performance and efficiency in Ecobank Plc, Uyo.
1.5 RESEARCH HYPOTHESIS
In this study, the following hypothesis is formulated:-
Ho: Staff commitment has no effect on organization development in Ecobank Plc, Uyo.
H1: Staff commitment has effect on organization development in Ecobank Plc, Uyo.
Ho: Effective commitment of staff cannot improve organization development in Ecobank Plc, Uyo.
H1: Effective commitment of staff can improve organization development in Ecobank Plc, Uyo.
Ho: Staff commitment cannot bring interpersonal relationship between subordinate and superiors in Ecobank Plc, Uyo.
H1: Staff commitment can bring interpersonal relationship between subordinate and superiors in Ecobank Plc, Uyo.
1.6 SIGNIFICANT OF THE STUDY
Staff commitment practices have gone a long way in helping organizations to realize its development dreams. In this view, after conclusion, the outcome of the research will be significant to the organization and environment in the following ways:
- It will encourage staff commitment in Ecobank Plc, Uyo and other organizations.
- It will educate employers and employees on the methods of staff commitment to embark on.
- The study will enable staff to know the need make advance in commitment in relation to their work
- It will broaden the knowledge of the general public on the effect of staff commitment on business organizations.
- It would be used as reference materials for research by future researchers as well in the related fields.
- 1.7 SCOPE AND LIMITATION OF THE STUDY
This study is carried out in Ecobank Plc, Uyo Akwa Ibom State.
This study is also limited by the following factors:
- Time Constraint
- Financial Constraint on the side of the researcher.
- The ability to get more and better information
1.8 DEFINITIONS OF TERMS
Staff: all the workers or employees in an organization considered as a group (Ushie, 2009).
COMMITMENT: It a process to assist employees in attaining another level in performance and unity of personal and social behavior that meets their needs and those of the organization.
DEVELOPMENT: An increase the size, amount or degree of something. It also an increase in economic activity.
BUSINESS: Is an organization that attempts to earn a profits by providing goods and /or services that society needs and wants (Frank, 2006).
ORGANIZATION: Is a combination of people or individuals effort working together in pursuit of certain common purpose know as organizational goals (Frank, 2006).
1.9 ORGANIZATION OF THE STUDY
This study consist of five chapters arranged in a logical and concise manner.
Chapter one concerned with the background of the study, it presents the statement, objectives, research questions, research hypothesis of the study. Chapter two takes a literature survey of some related works. Chapter three considers the research methodology of the study. Chapter four presents the data presentation analysis and interpretations while chapter five conclude with a summary and conclusion of the future research with appropriate recommendation.
THE EFFECT OF STAFF COMMITMENT ON ORGANIZATIONS COMMITMENT IN ECOBANK PLC, UYO