4 Commitments

8/10/2019 4 Commitments

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BWFS3043 STRATEGIC MANAGEMENT

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1.0INTRODUCTION

The Islamic financial services industry has grown significantly over the past two

decades in a large number of countries in the world. In Iran, Sudan and Pakistan all

financial institutions have fully adopted to the Shariah laws. In Egypt, Saudi Arabia,

Jordan, UAE, Kuwait, Malaysia, Indonesia, Brunei and other, Islamic Banks operate

alongside with conventional banks.

Islamic banks were established based on principles dictated by the Al-Quran, the Sunna

and jurisprudence (Fiqh), which prohibits interest on all aspects of their activities. Thus,

all transactions and products are operationalised according to the Shariah law, which

lead to the significant differences in many part of their operations compared to the

conventional banks. For instance, for the funding activities, Islamic banks applied profit

and loss sharing (PLS) contracts such as mudharabah along with fee-based contracts

such as wakalah and wadiah. Whereas in financing activities, Islamic banks applied

debt-based financing which is usually called contract of exchange such as murabahah

and also PLS contract.

Management control system (MCS) of an organisation is designed to include systems

managers used to ensure behaviours and decisions of all employees are consistent with

the organisations objectives and strategies. In most Islamic Banks however, the

objectives have remained vague in the mission and statements and largely suggestive

and normative in the writings of Muslim scholars (Mustafa and Taib 2009). Through

these writings, an obvious suggestion is they should include both financial as well as

non-financial aims. As knowledge of objectives is a prerequisite for the design of

organisations MCS, the role of MCS in Islamic Banks shall follow with specifying the

aims of Islamic Banks.

In most organizations, the objectives are known. It does not necessarily have to be

quantified or financial, but employees must have some understanding of what the

organisation is trying to accomplish. Objectives specify the activities of the

organization, its performance and the measurable results that will allow the organization

to know whether or not the objectives have been achieved. So, Bank Islam is the expert

have identified this as a role model for other Islamic Financial Institution.


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In most Islamic banks, the objectives as stated in the vision and mission statements have

remained vague. The objectives are largely suggestive and normative in the writings of

Muslim scholars. For example, Kamel (1997) suggested that the objectives of Islamic

banking must be reflected in economic development, creation of value added

factor,increased exports, less imports and job creation, among others. There are views

that suggest Islamic banking objectives should enable IBs to strive for a just, fair and

balanced society; these objectives are community oriented and entrepreneur friendly

emphasizing productivity and expansion in real economy; and they promote

brotherhood and cooperation.


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2.0BACKGROUND OF BANK ISLAM

Bank Islam, established in 1983, is Malaysias maiden Shariah-based institution. Since

its inception, it has emerged as the symbol of Islamic banking in Malaysia and its vision

to be A Global Leader in Islamic Banking illustrates the Banks status as the flag

bearer of the countrys financial services industry (the industry).

Bank Islam has been growing from strength to strength as evidenced by its financial

performance and paid-up capital, which, in turn, was instrumental in making the growth

of its assets. Throughout the year, Bank Islam has been embarking on a number of

expansion programmes with its involvement in, among others, notable transaction in

Sukuk and Corporate Mandates. Living up to its pioneering spirit, the Bank has

continued to provide innovative and enhanced products and services which has resulted

in a growing number of customers seeing Islamic banking as a true alternative to

conventional banking. This growing list of clienteles in addition to truly ground-

breaking and quality banking solutions have been recognised by the global industry

which is reflected by the Banks position as one of the top banks in the country.

Through a vast expanding network of 136 branches and more than 1200 self-service

terminals nationwide, Bank Islam parades a comprehensive list of more than 70

innovative and sophisticated Islamic banking products and services, comparable to

those offered by its conventional counterparts.


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3.0COMMITMENTS

3.1Commitment to Customer

As manager at Bank Islam should strategy to make sure customer really want

product by Bank Islam strategy and approaches as manager Bank Islam should

be planning and know the objective, vision and mission of Bank Islam. As

senior manager have knowledge to implementations all strategies in organization

like Bank Islam.

First point from my understanding as manager at Bank Islam give product based

on the shariah compliant. Because first view from customer at Bank Islam they

want the product halal and not involve element of prohibited like Riba, Maysir

and Gharar. Today in real world, customer have the knowledge in Islamic to

make in any transaction or to involve any product at bank. Many products

already have at Bank Islam like Mudarabah, Musyarakah, Bai Bithaman Ajil,

Ijarah and so on.

Bank Islam has the objectives, vision and missions to get the profit. So, as senior

manager implementation the approaches. In promotional strategy in business

marketing, manager advertise is any paid form of nonpersonal presentations and

promotion of ideas, goods, or services by identified sponsor. In business

marketing, this communication is directed toward present or prospective

customers via the use of such media as trade publications and other print media,

direct mail, directories, radio, television, and outdoor media. Advertising make

customer easy to get knowledge and information from media.

Today, customer has a lot of knowledge from manager. Manager at Bank Islam

to be successful in todays market, that manager meet the expectations of buyers

and buying influences. Failure to do so will mean lost and they will make

decisions from other bank. As manager at Bank Islam need knowledge and

customer can get any answer as soon as possible they want. Commitment to

customer doesnt only the real product or real transaction while need to give the

clear of information and understanding.


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The way in which Bank Islam markets and its services to customer and

protection clients will often depend on the size of the organization. It will also

reflect the image that the Bank Islam wishes to project based on the character of

the senior individuals responsible for the major accountants.

Book managing banking and relationship author name is Gerald Leahy (1997) in

the largest bank in world, relationship managers may exist to look after the

needs of all the banks clients and potential customers. Often the manager at

Bank Islam should responsible for co-ordinating the whole of the bank resources

to service the need of customer. Manager should posses a good knowledge of

the individual needs and strategy of each client under their care.

As an alternative commitment to customer, should responsible to spent part of

their time with on key transactions for those customer really wants. An

advantage of this system is that involvement in transaction for the customer will

give the manager an in depth understanding of the customer and at the same

time reassure the customer that is usual contact is in control of its important or

sensitive deal.

A powerful tool to ensure commitment to customer, Bank Islam have value

added information. Value added information that the customer wants to have

before making any transactions. For example, if the customers objective is to

prepare Wadiah saving Accounts at Islamic financial institutions. So, customer

brings money to Bank Islam as manager at Islamic financial institutions should

give the information detailed to make sure the customer very satisfying that

information needed. The added value information not only makes sure that the

customers comes back to the Islamic financial institutions, but also it provides

opportunities for the bank to increase the profitability.

In order to able to provide the value added information necessary to support the

customers buying decisions, the manager have to invest heavily. The other

option is to form a strategic alliance with another bank to provide the

information. However, in order to obtain the full benefit, the value added

information from manager Bank Islam must be fully incorporated and always

practice.


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In other to reason will be share as manager in Bank Islam, the senior manager

identifying the product. Divine how it fulfils customer needs. As manager

should be predict customer reactions when they enter the service and product.

Customer going to feel that this will make their lives somewhat better, and in

what way?

The old newspaper rule for the lead sentence in article is the 5 Ws and the H.

They are the keys to a winning, relevant, emotional relationship with customer.

(Feig. B, 1997).

Who is the product for?

What will the product do for the customer, psychologically and

physically?

Why would the customer want it?

When should the customer use it?

Where the product should be found?

How is it going to affect the customers life, for the better?

So, all of this very important to the manager at the Bank Islam to make sure the

relationship manager and customer straight to the heart. Manager can understand

and will give the full commitment to customer want it.

Lets assume that as manager at Bank Islam have big ideas. The manager done

concept and homework and identified the aspect of product that best to the

customer. Manager also knows the features of product should have and

necessary customer performance cues to reinforce the benefits. Product by the

Bank Islam is better than competitors product. Now its time to manager dig

deep into the strongest customer segment. Segmenting the Islamic financial

institutions means concentrating efforts where manager have strongest influence

to the customer. Its the toughest to target efficiently because it tends to be

amorphous. If manager dont have a specific segmentation target, the product at

Islamic financial institutions will be spent haphazardly.


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The only point at which true responsibility for performance and quality can lie is

with the people who actually do the job or carry out the process, each of which

has one or several suppliers and customers. An efficient and effective way to

tackle process or quality improvement is through teamwork. However, people

will not engage in improvement activities without commitment and recognition

from the organisations leaders, a climate for improvement and a strategy that is

implemented thoughtfully and effectively. The section on People expands on

these issues, covering roles within teams, team selection and development and

models for successful teamwork.

An appropriate commitment manager to the customer will get the good benefit.

It also helps a Bank Islam not only achieve the objectives set out. In its policy

and strategy, but also, and equally importantly sustain and build upon them. It is

imperative that the manager take responsibility for the adoption and

documentation of an appropriate management system in the Bank Islam if they

are serious about the quality journey.

Once the strategic direction for the organisations quality journey has been set, it

needs Performance Measures to monitor and control the journey, and to ensurethe desired level of performance is being achieved and sustained. Customer

should be, established at all levels in the organisation, ideally being cascaded

down and most effectively undertaken as team activities and this is discussed in

the section on Performance.


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3.2Commitment to Employee

Organizations like the Bank Islam are able to create commitment among their

employees realize that commitment is ultimately personal. This is the hard part

of commitment that has profound implications for corporate conduct. It requires

consistency in action at the same time as recognizing the need for flexibility and

requires making decisions about what employees are prepared and not prepared

to do. It requires the patient and concerted attention of the whole organization. In

Bank Islam, and in particular in any service-oriented business, management give

the commitment to employees and to service quality, directly influences

employee commitment to the bank Islam and how employees perceive service

quality.

First point commitment manager to the employee at Bank Islam is when

managers exhibit high levels of commitment towards employees and towards

service quality, it not only enhances employee perception of service quality, but

also influences employee commitment towards the organization and increases it

exponentially. But, if the manager doesn't care about employees or service

quality of the business, then employees would cease caring about service

quality.

On the other hand, managers who stress upon service quality, show their

commitment to the organization, and work with employees in developing

solutions and delivering services, highly increase employee commitment to the

organization. The employee is assured of being recognized when he/she is doing

an extra mile and ensuring service excellence beyond the scope of his/her work.Businesses in this situation gain a competitive edge.

Manager at Bank Islam strive to attract and retain valued customers and try to

improve their bottom lines by delivery high-quality service. However, it's time

for Bank Islam to realize that a solid and loyal customer base is close to

impossible without loyal employees. When the manager treat employee as good

commitment, attitudes and behaviours of employees directly influence customer

perceptions of promised and delivered service quality. It also influences future

purchase decisions of customers.


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Bank Islam should necessarily need to establish a "reservoir" of prospective,

talented employees and a very important element of this is how attractive the

organization is as a "mate" (building on the notion of a "marriage" between

manager and employees.) The organization's reputation, to those outside of the

organization as well as inside it, has a vital impact over its ability to continually

attract talented employees.

It is very well established that, if Bank Islam treats employees well, they will

give back as much or more in terms of both physical and emotional

commitment. Corporate respect for employees is manifested in a wide variety of

ways, including fairness in the application of company policies, opportunities

for growth and development, recognition of employee needs and a clean, safe

working environment. A good relationship is exciting and it develops and grows.

There is camaraderie around shared values and interests and the enduring sense

that each will "be there" for the other when needed.

Manager Bank Islam also should able to create commitment among their

employees realize that commitment is ultimately personal. This is the hard part

of commitment that has profound implications for corporate conduct. It requiresconsistency in action at the same time as recognizing the need for flexibility and

requires making decisions about what employees are prepared and not prepared

to do. It requires the patient and concerted attention of the whole organization.

Some of the essentials for building commitment include communicating with

employees in an honest and open way, realistically assessing their capacity to

engage in various initiatives, giving worthwhile feedback, making effective

decisions and taking chances.

Every organization needs to enhance the capabilities of its workforce over time,

which is why many organizations offer both formal and informal training.

However, employees themselves also have to be willing to make the effort

needed to improve their skills to help those better meet organizational goals.

Commitment manager to the employee one's occupation is a helpful stimulus for

personal growth and suggest that this level of commitment is quite high, since

almost seven-in-ten agree that they are committed to their careers and the type of


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work they do. However, the Bank Islam must foster the type of environment that

encourages and facilitates the "natural" desire on the part of the part of

employees to continually refine and develop their skills and knowledge.

Importantly, this should include having clear career development plans for

employees, since lack of such opportunities is an important contributor to

employee turnover.

Strategy to improve employee retention, conduct anemployee opinion

survey (EOS). Such surveys are conducted for many reasons, from measuring

the overall employee experience to finding out their feelings on a particular

issue, plan or change within the organization. How well do employees

communicate with each other and with management, what's hurting or helping

their morale, how do they feel about the pay and benefits provided and how

committed are they to the organization as a whole? These are only a small

sample of the questions that can be addressed with a survey. More importantly, a

company's culture has a very powerful influence over its work environment,

which means that culture directly impacts employee satisfaction, morale and the

level of commitment they will feel towards that Bank Islam.

Challenges manager Bank Islam to the employee is no matter how much

planning you do,things will go wrong.An employee will get sick at a critical

time. A weather disaster will hit your facility and disrupt your plans. A crime

will be committed maybe a theft or even something that harms an employee.

Planning is a part of managing, but perhaps more important is a managers

ability to change plans on the fly in response to changing conditions. When a

crisis hits, you have to be able to deal with it calmly, quietly and without beingoverwhelmed by stress.

No matter how good organization gets, it can do better. Theres always some

type of improvement that can be made a change in a process, a better working

environment, better employee motivation, more focus on the essentials. If ever

get tothe point where you honestly have no idea how to improve things further,

and then should either seek outside advice, or look for another job. Theres

always a better way, and you have to keep looking for it.
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The Bank Islam managing is responsible for something whether its performing

a business process, supporting some other organization, developing a new

product, or getting new customers. There are goals associated with manager

objectives, and if manager is aggressive then those goals require more than the

typical amount of effort. Its going to take some careful planning for figure

outhow to apply in Bank Islam people and resources to achieve an aggressive

goal. Manager going to havemotivated people, remove roadblocks from their

path, andfocus them on the things that are most important . Its a stretch goal,

but you can achieve it maybe even surpass it.

The good treat employee give the good effect to the Bank Islam. The result will

get to the Bank Islam is more productivity and loyalty. When employees know that

their manager cares about them, they care about their Bank. Happy employees

are proud of their jobs and want to make sure they do the best work possible.

They work harder and they feel more invested. Also, if you typically promote

from within, employees will feel that their hard work is more likely to pay off.

When manager give better customer interactions to the employee will get the

good result to the Bank Islam. Happy employees tend to show their mood whenthey interact with customers. Customers can usually tell when employees are

just going through the motions, and employees who are willing to go the extra

mile will definitely make a good impression.

If manager give employees fewer sick day, employee have less work-related

stress, which will improve their health. A great benefits package can also help

keep employees healthy.

Recommendation from understanding, manager should know what the employee

like. Every now and then it's smart to take breaks, recharge, and reconnect as a

team. Spending some quality R&R can boost moral or even mend some fractured

relationships. There are many ways to provide "family time" to staff, including

occasional happy hours, off-site meetings, or other team-building events. For

example, the Bank Islam volunteered over the holidays with a local non-profit

organization to assist with weatherizing elderly homes. The team management felt

good about it afterwards, and had fun in the process.
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Second recommendation, manager at Bank Islam should care about the

employee. This seems like a no-brainer, but showing that manager genuinely care

about employee, people can boost performance when everyone is running at full

speed. Empathy can go a long way with employees. Managers who take time to

listen to their employees, understand their career objectives, and show that they

care enough to help are likely to see better employee engagement and retention

rates. And engaged employees can increase the chances of success and innovation

for the organization. The value our people above all else and find a family-based

approach to recruiting, grooming, and maintaining a loyal team to be very

successful.

Conclusion, the commitment manager to the employee at Bank Islam need to

give the full commitment and right to make sure the employee comfortable to do

work at Bank Islam. Furthermore, if the manager cares about the employee the

benefit for the bank Islam will be get. The manager should knowledgeable to

teach the employee to follow the objective, mission and vision of the Bank Islam.

So, the employee and the manager should do together to make sure they an

organization run to maximize the wealth. Bank Islam must to make sure all of the

transaction based on the shariah compliant. This is to make sure unlawful activity

not involved in Bank Islam. Employee should do the work for the sake of Allah

s.w.t.


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3.3Commitment of Employee to Bank Islam

Employee has been hired because he or she has their own value. The

organisation has its own rule or law to be obeyed by the employees. So,whatever happens in the organisation will be relied on the workers in that

organisation. In order to make the goals of the organisation to be achieved,

employee need to concern about their acts in or outside of their workplace.

Employee needs to obey the rules that had been set up by the management. It is

very important to make things work and the activities will smoothly run by the

workers.

Furthermore, let say, if a worker in the bank is late to be on time on that day, it

will affect the organisation and it will ruin the working environment. At least, he

has to inform his colleague to replace in the time being to avoid customers feel

uneasy or uncomfortable. Besides, employees have to show their good attitude.

In order to achieve the goals, employees also needs to build their mood because

every day they have to face the same work scope or duties. So any boredom,

anger, or indifference you are feeling that may be obvious to the person you will

face you can easily handle it.

Another point is employee has their responsibilities in contribute the energy and

skill. For the bank of course it is a lot of people will walk in to ask for the

services and products. So here, the employees have to be energized and ready to

give their best in serving the customers. It is also important to be skilful in

conducting the works. Customers comes the first but employee have to keep

their confidence level in the first stage.

Public image is the main role because it involved such as rating, expectation,

satisfaction and other values that might give impact to the bank. Employee again

have to give their full attention in order to achieve the organisation objective.

Communicating with customers whether online or telephone or face-to-face is

also things to be aware because it also the image that will be showed to the

people out there.

According to Inkeles (1969), as quoted by Van Dyne and Graham (1994), the

organisational citizenship behaviour construct consists of three categories,


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namely (1) obedience, (2) loyalty, and (3) participation. Obedience involves

respect for orderly structures and processes. It reflects employees acceptance of

the necessity for and desirability of rational rules and regulations governing

organisational structure, job descriptions and personnel policies. Loyalty

includes serving the interests of the community as a whole and the values it

embodies. In an organisation, loyalty is an identification with an allegiance to an

organisations leaders and the organisation as a whole, transcending the interests

of individuals work groups and departments. It also includes defending the

organisation against threats, contributing to its good reputation, and cooperating

with others to serve the interests of the whole. Participation entails active and

responsible involvement in community self-governance and keeping oneself

well informed about issues affecting the community as well as exchanging

information and ideas with other people. In an organisational context, it refers to

interest in organisational affairs and taking responsibility for organisational

governance. It also includes attending non-obligatory meetings, sharing

informed opinions and new ideas with others and being willing to combat

groupthink.

Some of an employees more basic and important commitment involve meeting

job expectations and fulfilling daily work duties at Bank Islam. As a related

workplace commitment, employee must find ways to communicate what each

worker's job entails. Formal job descriptions spell out employees responsibilities

clearly and in written form for future reference. Performance evaluations help

leaders ensure that employees are living up to their work and give full

commitment to the Bank Islam.

Another type of commitement employee to Bank Islam is self-responsibility to

bank, which refers to each employee taking responsibility for his own actions

outside of normal job duties. Self-responsibility is related to accountability,

which requires workers to accept blame for their errors or omissions and

acknowledge the successes and contributions to the bank. Accountability is

especially important among business leadership to establish a positive workplace

culture. Employee are responsible for dealing with their colleagues and superiors

honestly and with integrity.


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An extension of self-responsibility in the workplace is the list of mutual

responsibilities that all employee of a workforce share and have to one another

to contribute for Bank Islam. Employee are responsible for reporting illegal or

suspicious behavior and policy violations. Everyone who works for a Bank

Islam has the responsibility of living up to the corporate code of ethics, which

should appear in an employee handbook or training materials to establish

consistency. Compliance with anti-discrimination laws is another mutual

workplace responsibility.

Employee have legal responsibilities to provide work environments for their safe

environment workplace. Federal and state labor departments oversee workplace

safety guidelines and perform inspections to enforce them. Employee also bear

some of the responsibility for a safe workplace. This includes reporting safety

violations, following prescribed safety methods and using safety equipment as

directed.

The relationship employee with the Bank Islam is built up over many years,

often decades, generating trust with the two sides. The employee has seen the

bank as clients bussiness throught diffrent bussiness cycle and employee need to

understand essential of Bank Islam. The relationship is cemented bt the

completion of diffrent transaction at various stages at the bank development.

The best employee to the Bank Islam is the best adviser is one who can relied

upon for sound and mature judgement, to tell hard truths when necessary, and to

give mature unbiased, independent view. The question of independence goes to

the heart of professional integrity, such as that the employee should give the best

advice for that Bank Islam, regardless of the profit to the bank associated with a

particular course of action.

The inducements-contributions model (March & Simon, 1958) views the

employment exchange as one where the organization offers inducements in

return for employee contributions. Individual employees are satisfied when there

is a greater difference between the inducements offered by the organization and

the contributions given in return. From the organizations perspective, employeecontributions need to be sufficient enough to generate inducements from the


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organization, which in turn need to be attractive enough to elicit employee

contributions. Although March and Simon (1958) did not make it explicit, they

viewed the exchange relationship as ongoing but contingent upon an employee

perceiving greater imbalance (in their favour) between the contributions they

need to give in return for organizational inducements. Thus, the inducements-

contributions model is based on a reciprocal exchange between an employees

contribution and the organizations inducements.

The notion of personification gives rise to a number of questions. Given the

importance of employee attribution to the personification process, which

organizational might play an important role in this process? What happens when

employees experience contradictory treatment from different and how does the

attribution process affect the extent to which employees personify the

organization? Following from this, it would seem that personification is more

likely to occur when employees perceive that organizational representatives are

acting in concert with organizational interests so that they attribute decisions

made employee.

Lastly, the commitment employee to the bank Islam actually important to makesure the Bank Islam can achieve the goal, vision and mission. Moreover, the

employee need have the knowledge to work and contribute benefit to the Bank

Islam. The knowledge employee to follow the shariah principle is very

important to make sure the Bank Islam follow the Shariah guidelines. Al

Quran and Al Hadith is primary sources and employee must follow the

guidelines to improve the achievement in Bank Islam.


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3.4Commitment of Employee to Employee

Employees who are engaged in their work and committed to the organisation

give companies crucial competitive advantages - including higher productivityand lower employee turnover. To the extent that a job is structured to provide

regular feedback and autonomy as well as a sense of task completion, employees

can monitor their own behaviour and gain an increased sense of personal control

(Greenberger & Strasser, 1986). Personal control is an individuals belief that he

or she can effect a change in a desired direction.

According to Lawler (1992), an increased in perceived control strengthens

emotional bonds with an organisation. A heightened sense of personal control

thus has positive consequences for employee attitudes and behaviours at work.

Among employees, there is also a state where ones need to remember each other

in terms of time of work because people tend to forget things around them. So

there must be a person who likes to get reminded by others and also there is also

a person whom needed being reminded by others.

Moreover, in order to get things done perfectly, everybody in the workplace

needs to be respectful between each other. It is also a crucial part because

commitment within the workplace typically results from the interaction and the

relationship that an employee has with an organisation.

Every employee is responsible for understanding the work allotted and

determining if it is appropriate for Bank Islam. Employee should make sure

whether employee has mastered the skills required to perform the task

completely. If employee is not sure about how to handle the work allotted to

them they should talk with their superiors and get suggestions and directions in

fulfilling the work allotted to Bank Islam. This will help the employee in

building good relations with not only their superiors also with their colleagues.

Having a proper work schedule or time table for the work allotted to the

employee helps the employee in Time Management and reaching the deadlines

in time Also, when a new work is allotted.


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The employees should have sense of responsibility towards the resources of the

Bank Islam and the teamwork. As a part of the Bank Islam, every employee is

equally responsible for the long life of the existing resources, for which smooth

usage and suggestions for usage is required, which in case is not provided.

Active listening and participation in teams will ensure that all employees

become good team players and work with unity towards common goals of the

Organization. Whenever a new work is being allotted all the employees should

be eager enough to take the initiative rather than trying to avoid newer tasks.

This will facilitate in employees learning new skills and reaching the

organizational goals with much effectiveness.

The prime responsibilities of every employee with employee must be punctuality

and regularity. Employee can be better organized by being punctual and regular.

Unwanted and unexpected work delays can be dealt effectively. So, the

commitments to another employee make trouble to finish the job.

Commitment employee to employee must be maintain the cleanliness of their

desk, work, and also premises of the Bank Islam. If employee and premises are

clean that will find it more encouraging to work and also it is convenient to work

for other employees.

These strategic decisions are more than just how to handle relationship employee

to employee. They affect the Bank internal organisation, that way it handle,

remunerates, trains and even recruits its staff, the capital structure required, the

quality of profits and other factor. The factor in turn helps shape the strategy.

The quality understand each employee is very important and needed to establish

and maintain the relationship, indeed part of a relationship with teamwork may

be to prevent the problem in an organisation at Bank Islam. The teamwork helps

each other to achieve the goal.


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In conclusion, the commitment employee to employee is very important to make

the environment of Bank Islam easy to control. The relationship employee to

employee actually gives good effect to organisation. An example, the mood rises

and automatically give full commitment to do the work in team lines. As human

being the employee need to respect each other to make a harmony life in

banking lines. The goal at the Bank Islam can achieve if employee and employee

give commitment as well in discussion before.


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4.0CONCLUSION

The workplace is changing dramatically and demands for the highest quality of product

and service are increasing. To remain competitive in the face of these pressures,employee commitment is crucial. Without employee commitment, there can be no

improvement in any area of business activity.to succeed in the face of increasing

competition, organisations need improved productivity at all levels. This requires

commitment on the part of all employees which can only be achieved through better

management practices. Poor supervision and failure on the part of managers and

supervisors to create a committed workforce can lead to the loss of valued employees.

According to Madigan and Dorrell (2000), 41 percent of employees feel that their

organisations is not developing effective managers and supervisors. Van Dyne and

Graham (1994) contend that various personal, situational and positional factors can

affect the commitment of employees and consequently their attitudes and behaviour. If

employees believe that their organisation values quality products, they will engaged in

behaviours that will contribute to high quality. If employees are convinced that their

organisation values participation, they will be more likely to feel as though their

participation will make a difference. Consequently, they will be more willing to seek

solutions and make suggestions to contribute to organisations success.


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Documents

4 Commitments