An EOC is in the better position to build employee commitment.
One of the examples is when I was working in China Telecom (from 1989 to 1997), I was a technical director in the billing department. In my department, staffs had high level of loyalty to the department because of our culture. Our department was full of a climate of equity and trust. Most of our staffs had stayed in the department for more than 5 years, and they were willing to work overtime without pay. The group goal had become their personal goals as well. So our department had higher productivity than all other departments. .
"Employer of Choice" is more attractive to Investors. As what we discussed before, EOC also means top talent, stability, high productivity and high profitability. According to Herman & Gioia (2000), investors look for companies with a predictable future. The more predictable the future, the more positive the future, the more attractive the companies are to in investors.
An example of this is Unisys, a multi-nation giant in information technology industry. When I was trained in Unisys head office (located in Philadelphia) in 1993, I spoke to some of the engineers there and could feel that they were all proud of working in the company, they treated the company's business as their own business. This had helped the company increased its market share as well as its financial performance.
Employers of Choice will be more attractive to customers as well. This attractiveness will be critical in a relationship-based environment. Customers like to deal with the same people on a long-term basis. This long-term relationship can make the customers feel more comfortable, confident and secure.
Strategies of becoming an Employer of Choice.
Once the decision has been madev/s to become an employer of choice, the company's senior management team must make the effort to work on it. Human resource department should provide strategies for becoming an employer of choice, and work together with the line managers to achieve the goal.
