Organizational Behaviour

 It is said in Manu Samhita (Chapter II, Para 145) Upadhyaayan-dasacaryaacarryanamsatam pita; Sahasramtupitrnmatagauraveratiricyate, which means that - “A Guru who teaches Veda is 10 times superior to an ordinary teacher and the father is 100 times more than a teacher, but the Mother is 1000 times more superior to the father.” This vividly speaks how our ancient saints and culture held a woman in high esteem and recognised her not merely a mother but as a superior scholarly Institution. Unarguably, women are the nuclei of families; more so in rural India. They are not just confined to household chores but they play a very important role in grooming the children and shaping their future, upholding and preserving our traditions and culture. While everything about women in the past and in history is dark and dismal, women of late are seen in the forefront both in economic and social activities. Several NGOs, Voluntary Organisations, Training Establishments such as Rural Development and Self-Employment Training Institutions (RAPID) have been conducting customised and innovative skill-building training programs, Entrepreneurship Development programs (EDP's) which contribute to economic empowerment of women through self-employment. This paper studies various types of EDP's conducted at one of the RAPID in Karnataka, India to create economic, social and cultural opportunities for women in distress through skill development, employment and counselings. 

In this article general concepts of corporate governance is defined. Although corporate governance mechanisms may differ from country to country, equality, transperancy, accountability and responsibility are universally common governance practices. Corporate governance mechanisms support sustainable competitive advantage of the firm.

Attitudes can be described as an evaluative statements or judgments concerning objects, people or events (Robbins & Judges, 2007), it’s because employee’s attitudes can reflect from the emotion on attachment to the particular organization and amplify employee’s productivity. This study particularly examines the importance employee attitudes that can be revealing from the aspect on affective commitment. Commitment is a manifestation of individual owns self and reflect values standard that are basic to an individual’s existence as a person. Based on the result shown that the commitment a closely associate with the attitudes of each employee in an organization. Organizational commitment can be classified into three (3) aspects which are affective commitment, continuance commitment and normative commitment. The objective of this study is to measure the employee attitudes among non academic in UiTM Kedah by using the affective commitment. 100 samples were selected involved eight departments in UiTM Kedah. The results show affective commitment is positively influence the employee commitment. In conclusion, it is hoped that this paper will give some insight to promote the importance on affective commitment among the government servant especially the non-academic staff in UiTM Kedah in order to increase their level of efficiency concerning the attitudes stability towards their own organization attached.

Mentoring is a relationship between an experienced person and a less experienced person for the purpose of helping the one with less experience. The mentee seeks the advice and support of the more experienced person. Coaching is the way in which people with vast experience help those in the same job or field of endeavor who have less experience. Coaching usually deals with specific skills and tactics, while mentoring often is a long-term process and a more personal relationship is formed. In both coaching and mentoring the goal is to help people to reach their full potential. In a basic sense it is a method of training, directing or instructing a person or group of people to do a specific task, achieve a goal or develop certain skills. Coaches are usually paid for their work, and their relationship with those being coached is a professional one. In this paper I would like to discuss various aspects of Mentoring and Coaching for the development of employees in the organization.

The present study is conducted to analyze the relationship between organizational justice and staff happiness in the Institutes of Standard & Industrial Research of Qom province and Jihad Agricultural Management in Qom city. This research is classified among descriptive surveys and was a correlation type. Research sample was selected simple random from 30 members of The Institute of Standards & Industrial Research and 52 members of Jihad Agricultural Management in 1390. The tool to gather the data was Questionnaire and SPSS software has been used to analyze the descriptive and analytical data. Organizational Justice Questionnaire (Newhof and Mormon 1993) was used to evaluate organizational justice and Oxford Happiness Questionnaire (localized by elites) to evaluate staff happiness. In order to analyze the data, a relational approach (correlation and regression) was used. The results show a positive and significant relation between organizational justice and staff happiness in both Institutes; so the research hypothesis was approved. In the meantime, factor analysis is used to identify happiness factors and to confirm organizational justice classifications.Since the relationship between Organizational Justice and Staff happiness has been well-recognized in this research, it is necessary to apply organizational justice and the ways of applying them to increase the staff happiness. In this line, some recommendation for managers and organization authorities are provided.

PPP contracts are contracts with special nature that tend to have longer contract durations compared to other conventional procurement methods; hence, contract re-equilibrium becomes an inevitable need. The objective of the re-equilibrium process is to maintain the IRR of the private sector constant. In this paper, a framework is established to calculate the different re-equilibrium scenarios. The framework proposed in this paper, in addition to addressing a constant IRR, can also be customized to work with any other contractual financial ratio such as ROE. A spreadsheet model is developed with the aid of Microsoft Excel and VBA programming language.

The concept of mutual funds is generated in 18 century. It has become important investment instrument for many patrons. As it, provides a wide range of diversification within its products. Mutual funds, on Indian Securities markets have become a significant mechanism of price discovery, portfolio diversification and risk hedging in recent times. Knowing the perception of mutual fund patron can help these institutions to market their schemes in a better way. Many patrons understand that investing in the securities market can help put them on the path to their financial objective and what is the best time to be in investment. In this study we want to the gender differentiation while investing in mutual funds with special reference to B class cities line Moradabad (UP) and also the best phase of investment in it. Study includes time factor and awareness factor for ascertaining the view of investor.

This study examined the relationships between fringe benefits, job enrichment, and colleagues’ relationship to employees’ job satisfaction in hospitality industry. We predicted and found that all the variables were positively associated with job satisfaction. Even though the findings were consistent with prediction, fringe benefits and job enrichment however showed only a low degree of impact on job satisfaction. This may be due to the contribution of other factors such as job autonomy, working environment, financial rewards to job satisfaction.

The purpose of this study was to investigate the influence of employee engagement on commitment in the county government of Kakamega in Kenya. The study adopted a descriptive research design with a target sample of 313 respondents drawn from a sampling comprising top management, middle management, and lower cadre employees in 12 sub counties within the county. The sampling frame was obtained by using stratified and simple random sampling techniques. From each stratum, a proportionate allocation was used to select a representative sample and the data collected by use of questionnaires. Data was analysed using descriptive, correlation and linear and multiple regression analyses. The findings obtained indicated that employee engagement had a positive and significant influence on commitment in Kakamega county government. Furthermore, the findings also revealed that vigour engagement has a higher positive and significant influence on employee commitment, with absorption giving the least influence on the predicted variable. The study recommend that county governments should endeavor to enhance engagements among their employees in order to ensure sustained commitment to the organization.

Malaysian SMEs are an important component of national economic development. According SMIDEC 2010, SMEs accounted for 93.8 percent in the manufacturing sector. Value added products from SMEs is expected to RM120 billion or 50 percent of total production in the manufacturing sector by 2020. The aim of this study to determine the performance of the employees of SME companies in the East Coast Economic Region (ECER). The study involved four determinants of system performance namely training and development, communication, work environment and reward. A total of 108 respondents were used to answer a questionnaire of selected companies that have been distributed to the respondents to obtain information related to the research carried out. The results of this study show that communication skills, reward, work environment and training & development are the success factors to improving their employee performance. In order to achieve national development goals of the management of SMEs companies need to take into account factors related to improving workers performance. This study show that all the determinants studied had a significant relationship at the significance level of p < 0.05.