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Commitment of Employee to Bank Islam

Bank Islam emerged as Malaysia’s maiden Shariah-based financial institution since its

establishment in July 1983. From only RM80 million initially, Bank Islam’s paid-up capital

swelled to RM1.73 billion as at June 2009, which was instrumental in making possible the

growth of its assets and the implementation of its expansion programmers. Bank Islam was

awarded the Reader’s Digest Platinum Award for being the Most Trusted Brand for Islamic

Financial Services for two consecutive years.

Bank Islam Malaysia Berhad aims to play a meaningful role in fostering economic

development and social progress in Malaysia. Employing over 4,000 people, Bank Islam

hopes to contribute in the development of knowledge and expertise in Islamic banking and

finance in Malaysia.

A career with Bank Islam Malaysia Berhad is not only an opportunity to work with the

Banking industry but also with an organization that is totally committed to develop the

country’s Islamic Banking, as one of the most advanced Islamic Banking system in the world.

While Bank Islam continues to grow at a rapid pace, we understand the need to have a

professional and talented team. When it comes to developing your career, Bank Islam offers

excellent career paths, opportunities and attractive remuneration packages.

Islamic Bank

According to Government Law No. 10 of 1998 on Banking, Islamic Bank is a commercial

bank conducting business based on sharia principles and provides services in payment traffic.

Kristanto (2008), Beck et al. (2010), and Hanif (2010) describes the business activities carried

out by the Islamic Bank is actually the same as the business activities conducted by

conventional banks, it's just philosophical differences between them make Islamic Bank in

determining the price and make a profit based on Sharia principles as follows: financing

based on the principle of profit sharing (mudaraba), based on the principle of equity

financing (musharakah); principle of trading goods to make a profit (murabaha); financing

capital goods without a choice based purely lease (ijara), or with the option of transfer of

ownership of the leased item of the bank by the other party (ijarawaiqtina). While

thedetermination of the costs of other banks, the Bank Syariah also determine the cost, but

the cost should be in accordance with the Islamic Sharia (Kristanto, 2008)

Organizational Commitment

According to Anik and Arifuddin (2003), organizational commitment is a condition or a

degree the extent to which an employee is in favor of a particular organization with its goals,

and maintains membership in the organization. Kristanto (2008) and Anik and Arifudin

(2003) describes three types of organizational commitment. First, Affective Commitment,

occurs when employees want to be part of the organization because of the emotional

attachment. It also shows the identification and involvement of employees in an organization.

Thus it can be said that the employee does want. Second, Continuance Commitment, occurs

when employees remain in an organization because it takes a salary and other benefits. This

component contains the employees' perception of the loss that will be faced when he left the

organization. Thus it can be said that the employee is needed. And third, Normative

Commitment, emerged from the values in the employee. Employee last became a member 4

because of the awareness that the organization is committed to the organization is that it

should be done. So it can be said that the employee feels obligated.

Affective Commitment

Affective Commitment occurs when an employee is trying to survive in a company because

of a desire fueled by emotional ties. Thus, employees who tend affective on the company will

try to realize the objectives of the organization because of the desire within themselves to

survive very large. Employee involvement in the religious idealism Islamic Bank can

encourage employees to feel emotionally attached to the company (Kristanto, 2008; Anik and

Arifudin, 2003; Panggabean, 2001) The emotional ties to the company, then an employee will

feel very happy to be part of the company. This happiness can foster pride in the company.

Therefore, employees will always try to give the best performance for the company.

Continuance Commitment

This commitment occurs when an employee is trying to stay afloat in a company because of

the perception of loss when he left the company. Employees with high continuance

commitment remain within the company in order to avoid financial loss or other losses

(Kristanto, 2008; Anik and Arifudin, 2003; Panggabean, 2001). It can be said also that

theemployee wishes to remain within the company is driven by the needs that must be met or

in other words the employee takes a lot of things that obtained from the company. Islamic

Bank employees will experience a considerable loss if left the company. In addition to

financial losses, other loss suffered is an opportunity to worship. This is because the religious

ideals on which the work of Islamic banking is a form of worship implementation.

Normative Commitment

Normative Commitment occurs when an employee is trying to stay afloat in a company

because the consciousness of duty that must be done. Normative Commitment evolved from

socialization experiences and feelings, depending on how big the liabilities held by employees

(Kristanto, 2008; Anik and Arifudin, 2003; Panggabean, 2001). Islamic Bank employees, has

enabled the socialization experiences that relate to the teachings of Islam. Thus, religion is

encouraging employees have a higher sense of obligation than Conventional Bank employees.

Bank Islam’s Corporate Investment Banking Division (CIB) spearheads the provision and

development of total Islamic financial solutions for corporate clientele. Backed by our

resources and experience as Malaysia’s pioneer Islamic bank, the team of professionals is able

to offer clients an extensive array of Shariah-based corporate and investment banking

products and services tailored to their specific needs.

CIB Services

CIB offers a wide range of corporate advisory and fund raising services through its Corporate

Finance, Debt Capital Markets and Corporate Banking departments which cover the equity

capital market, debt capital market and bank market respectively. These services include:

Islamic Securities or Sukuk

Employee advise on and arrange fund raising for clients via the issuance of Islamic

securities or Sukuk under commercial papers, medium term notes and/or bonds

programmers.

Corporate Financing

They also provide trade financing, working capital and term financing facilities to

meet client’s operational and capital expenditure requirements.

Syndicated Financing

Employee offer advice on and arrange fund raising for clients via club-deal or

syndicated financing facilities.

Project Advisory and Financing

They advise clients on project structure and contractual terms from a financing

perspective as well as arrange fund raising for projects via Islamic securities or

syndicated financing.

Debt Restructuring

They offer advice on financial solutions for companies which are unable to meet debt

obligations.

Takeovers, Mergers, Acquisitions and Divestments

They offer advice on strategic, planning and executing takeovers, reverse takeovers,

mergers, acquisitions, joint ventures, strategic alliances, management buyouts and

divestments.

General Corporate Advisory

They advise clients on waivers from general offers, bonus issues, capital repayment,

employee share option schemes, listing transfer and valuation of companies or

businesses, as well as proffer independent financial advice for general offers and

related party transactions.

Initial Public Offering (IPO)

They offer advice on the public issue of new securities and/or offers for sale of

existing securities in companies seeking listing and quotation on the Main Market and

the ACE Market of Bursa Malaysia.

Secondary Offerings

They offer listed companies advice on fund raising via secondary offerings of

securities including rights issues, restricted issues, private placement and special issues

of equity and equity-linked instruments such as redeemable preference shares and

warrants.

Commitment of Employee to Employee

For our employees in all our operations worldwide, banking line should committed to creating

and maintaining a good working environment, ensuring non-discrimination, and protecting

their health and safety.

As Christophe de Margerie says in the introduction to the Code of Conduct: "Respect [is] the

source of sustainable, trust-based operations and relations." We expect our employees to

adhere to the highest standards of integrity, loyalty and responsibility. In return, we make sure

that they are treated with the greatest respect, by constantly maintaining our vigilance in this

area.

Integrating Respect for Employees into Our Day-to-Day Operations

Total’s Human Resources management policies are based on:

1. Ensuring equality among employees. 

2. Promoting diversity and equal opportunity.

3. Fostering employee dialogue.

4. Developing skills.

These principles guide the policies and procedures implemented by Total and our affiliates,

with the aim of attracting, motivating and retaining the talent we need to meet emerging

energy challenges worldwide.

Fostering Diversity, One of Total’s Core Strengths

Around 130 nationalities are represented in our workforce and we see this diversity of

cultures and ways of thinking as one of our core strengths. It stems from a proactive

commitment that is overseen by our Diversity Council, which tracks ongoing initiatives

to increase the number of women and non-French employees, right up to the highest levels of

management.

These initiatives include: 

1. Setting ambitious targets, such as 22% women in senior management in 2020 and 40%

women on our Board of Directors in 2017.

2. Promoting gender equality in the workplace by:

i. Signing the Women’s Empowerment Principles – Equality Means Business

defined by the United Nations Global Compact.

ii. Participating in the BoardWomen Partners program.

iii. Developing the Total Women’s Initiative for Communication and Exchange

(TWICE) network.

3. Identifying high potentials so that we can support them throughout their careers,

particularly through mentoring programs.

Combating All Forms of Discrimination

Promoting diversity is also synonymous with combating all forms of discrimination. At Total,

we make every effort to integrate the disabled, young people and seniors into our workforce.

We firmly believe that a disability should not be an obstacle to employment. That’s why, over

more than 20 years, we have developed a clearly defined policy on this key issue, signing

seven successive agreements with employee representatives in France, the most recent one in

2010. In addition to informing the measures we take in this area, these agreements confirm the

principle of equal treatment for our disabled employees.

Tackling Harassment

Harassment in any form is not tolerated at Total. Employees who believe they are victims of

harassment are encouraged to report it to their direct supervisor or to Human Resources.

Company also provide training to ensure that employees understand the mechanisms and

consequences of harassment and are familiar with the relevant laws and regulations.

An Unflagging Commitment to Employee Health and Safety

We consider it the company or business responsibility to take whatever steps are necessary to

protect our employees. That’s why health and safety is an absolute priority at Total, every

single day of the year.

Respecting employees means providing working conditions that ensure their health and

safety. To achieve this, we have adopted an approach designed to prevent workplace accidents

and illnesses. Published in the first half of 2010, our Health Policy outlines our key focuses in

this area, which include helping to promote individual and community health and driving

advances in research. In 2012, 89% of our employees benefited from top-quality life

insurance coverage.

Improving safety is a continuous process that requires a concerted effort from all our

employees. Our policy aims to reduce risk through prevention and protection measures and

proactively prepare for potential emergencies to mitigate the consequences of any accidents.

As stated in Article 7 of our Safety Health Environment Quality Charter , we also make sure

that we have the necessary resources to respond effectively to such situations. These resources

are periodically reviewed and tested during regular drills.

Security, a Top Priority  

Protecting our employees and facilities from sabotage, criminal acts, riots and other forms of

attack is one of our top priorities. Our security teams are responsible for managing security

risks and crisis situations while ensuring that the rights of neighboring communities are

respected. To protect our operations, we rely on law enforcement organizations in our host

countries. Private security guards — when we use them — are only armed in exceptional

circumstances, where there is a significant risk of terrorism or a very high crime rate.

Whatever the situation may be, we take all the measures necessary to ensure compliance with

the Voluntary Principles on Security and Human Rights (VPSHR), which have been

integrated into our Security Policy since 2006. In March 2012, we reaffirmed our commitment

in this area by becoming an official participant in the Voluntary Principles Initiative. 

Conclusion

conclusions that can be made is a commitment is a very important thing in any organization or

business. this is because any commitment to change the situation of the organization and

success will be obtained. commitment should also be addressed to customers and employees.

for example, we should treat the customer as nice as possible because the customer is the

main source of income for a business. Customers are also able to record good company to

other communities. in Islam, we need to be honest in making any business. in Islamic

banking, we should act not hide any information relating to the business or affairs they are

doing with us. if we do not comply with the law laid down by Shariah or doing illegal things,

then we are deemed to have committed a sin. and we will receive the reward in the Hereafter.

In addition, we as workers need to show commitment good to other employees as well as

customers, employees as well as individuals who can bring success or downfall of the

business or company.for example, if too many of the problems that occur to workers, many of

affairs that can not be smooth, the impact of the task or the work in progress will be

interrupted and slowed. therefore, the employer should consider how to bridge the gap

between all the employees in order to develop the business and can do the work from the

perspective of Islam.

1. http://www.total.com/en/society-environment/ethics-values/areas-of-focus/Fulfilling-

Our-Commitments-to-Employees#sthash.eB2iXcWY.dpuf

2. http://papers.ssrn.com/sol3/papers.cfm?abstract_id=2396383

3. http://www.bankislam.com.my/en/pages/CorporateInvestmentBanking.aspx?tabs=4