Human resources are the most important asset of any organization, Be it corporate or educational institutes. Human resources are source for surviving in this dynamic competitive environment. The study examines how a multigenerational workforce's differing values and expectations influence organizational commitment and effectiveness. The study aims to fill a gap in the literature by specifically comparing Millennials (born 1981-1996) and Generation Z (born 1997 onwards). Using a quantitative, descriptive, and exploratory research design with data from 94 respondents, the study analyzed three types of organizational commitment: affective (emotional attachment), continuance (cost of leaving), and normative (sense of obligation). The findings indicate a strong and significant relationship between organizational commitment and organizational effectiveness, with the three commitment dimensions explaining 89.5% of the variance in effectiveness. Affective commitment was found to have the most significant positive impact. The study also found that continuance commitment had a lesser, but still positive, impact on effectiveness, while normative commitment had no significant effect. The report concludes that organizations should prioritize strategies that foster emotional engagement, such as inclusion and purpose alignment, to enhance retention and operational success with these younger generations.