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ABSTRACT
The study contributes intercultural human resource management issue like employee participation. Empirical evidence appears to support the view that practices like employee participation can influence the forms of organizational commitment. 56 Organizations interested in their growth and in highly committed work force must involve their employees in decision making process. Those organizations, which make effective use of HRM practices on a wider scale, can generate higher returns. Some time it happens that what employees knows, managements don't knows that. It is always true that employer cannot implement all the types employee participation techniques immediately, it never work. Organizations had to implement them one by one so that employee can trust their employer. The research provides proofs for the organizations that whenever the workforce is not involved in their organization, commitment is adversely impacted. When an employee is not committed with the company, there are multiple effects. The first is the loss of that person's skills and knowledge. The second is the loss of productivity of the organization. The third is the financial impact of replacing that individual. The fourth is the impact on employee morale; depending on the reason the employee left the company.
