RESEARCH PAPER

Group Details
Group Members who Contributed
in the Research Paper :-
1. Vraj Patel :
PRN: 20210301029
2. Priyanshu Singh
PRN: 20210301043
3. Roshan Singh
PRN: 20210301045
4. Vedant ameta
PRN: 20210301061
5. Aayush Bansal
PRN: 20210301072
5. Neel Rathod
PRN: 20210301111
We would like to thank D. Y. Patil International University for giving us this opportunity
and our Faculty Dr. Palash Bairagi for imparting precious knowledge and guiding us.
2

Introduction
Effects of Employees’ commitment on
Organizational Performance
1 3

“
Committed employees bring added
value to the organisation, including
through their determination,
proactive support, relatively high
productivity and an awareness of
quality.
4

Introduction
In an era of limited resources, governments at all levels are pressured to
produce maximum output with the least input. A great deal of attention has
been given to a variety of Performance improvement strategies, including
public-private partnership, and Balanced Score Card (BSC), in the hope that
such strategies are a starting point for Performance improvement. It should
be noted, however, that no Performance improvement strategy alone is
perfect. As such, various strategies should be used at the same time. Since
Performance improvement is a function of too many factors, ranging from
top management support to feedback on budget based decisions, it is
essential to be aware that all factors are equally important (Holzer &
Callhan, 1998; Lee, 2000a).
5

Performance improvement is a strategy under the umbrella of performance management that helps employees
achieve better performance and growth. Managers typically use performance improvement plans (PIPs) to help
underperforming employees meet the organization’s standards and requirements, both in terms of productivity
and behavior. This is called operational or individual performance improvement.
◉ On the other hand, performance improvement also occurs at a:
◉ Team level
◉ Department level
◉ Organization level
◉ Improvement plans at these levels are known as organizational performance improvement.
What is Performance Management?
6

Statement of Problem
2 7

Statement of Problem
8
The problem of this study bore from the fact that there is a wide discrepancy between employees’ efforts
towards work and what he or she receives or get in return for that effort. In the world of work, as particularly in an
organizational setting, employees and employers have traditionally made a tacit agreement: In exchange for
workers’ commitment, coca cola’s governing bodies would provide forms of value for employees, such as secure
jobs and fair compensation. But rather unfortunate, the employees irrespective of their level or ranking in Coca-
cola. As a result, workers in the organization have embarked on series of protest in order protect their work
conditions and improve welfare package. Reciprocity affects the intensity of a commitment. When an entity or
individual to whom someone has made a commitment fails to come through with the expected exchange, the
commitment erodes.This study therefore, looked into the effect of employee’s commitment on organizational
Performance,a case study of staffs of the Coca-cola, Edo state.

Objectives of the Study
39

Objectives of the Study
10
The main objective of this study is to examine the effect of employee’s commitment on organizational
Performance. The study also aims at:
• Determining the effect of employee commitment in relation to job satisfaction.
• Ascertaining whether motivation improve employees’ commitment to work, and
• Ascertaining whether employee’s commitment determines organizational Performance.

Significance of the Study
411

Significance of the Study
12
The findings from this study will help to highlight those areas where there are problems among staff and thus will
be of great benefit to the authorities of higher institutions and the policy makers. The results of this study would
hopefully be significant in the sense that it would enable both the Management of universities to better
understand how the various motivational factors could be harnessed to inspire staff to increase and sustain
Performance.
The findings from this study would help to further highlight the likely problems of frustrations and how
motivation can be used to either reduce or eliminate these problems amongst staff of the organization (Coca-
cola).

Limitation of Study
513

Limitation of Study
14
The study is limited to the employees’ commitment, and its effect of organizational Performance. The study
does not consider other variables and as such is limited to only those areas specified above. Also, the study only
covers the academic environment which is further confined to the Coca-cola, Ekpoma. It does not cover all
sectors of the Nigerian educational system; and as such the study does not look into how commitment strategies
work or influence Performance across other sectors of the Nigerian economy.

References
615

References
16
• Cascio, J.S. (2006) The public-private distinction in organization theory: A critique and research strategy.
• Guy, M.E. (2002). Managing people. In M. Holzer (Ed.),
• Public Performance handbook
• Cohen, A. (2003). Multiple commitments in the workplace: An integrative approach. Mahwah, NJ: Lawrence
Erlbaum Associates
• Meyer, J. P., & Allen, N. J. (2001). A three-component conceptualization of organizational commitment.
Human Resource Management Review, 1, 61-89
• Meyer, J. P., Becker, T. E., & Vandenberghe, C. (2004). Employee commitment and motivation: A conceptual
analysis and integrative model. Journal of Applied Psychology, 89, 991-100.

THANKS!
17
The Final Hard Copy of the Research Paper has been submitted and also attached on the next slide.

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