Organizational Behaviour

Information and Communication Technology (ICT) has now been used in all walks of lives and the introduction of this technology outside of Malaysia, especially in the developed countries has matured far more. Leaping towards this gap has made Malaysian leaders in the past saw the potential of ICT and the MSC project was the stepping stone to ensure that Malaysia will not be left out in this area with potential possibilities of changing the country’s economy. This viewpoint paper will discuss mostly on the human behavior and acceptance towards change to fulfill human capital. The importance of change is to ensure the organizational development is coping to business goal and competition. Challenges of human resource acceptance or rejections toward technology in general is somehow related to business goal, thus this paper will discuss the views from many research and articles related to the subject matter.

The present study examines the relationship between individual characteristics and effectiveness of human resources staff of the University of Kermanshah focuses light. This descriptive study based on survey and is branching out. Inventory data is collected. In order to measure the individual characteristics of human resources At standard questionnaire "Bass, and Aldryj Valnzy" and part of the questionnaire has been developed based on the model used is Talkut Parsons The reliability of individual features 0.85 and the reliability of the 0.87 was obtained Both the questionnaire and Cronbach's alpha over 0.7 are thus the reliability of both questionnaires were required. Statistical volume of about 470 employees Glider (non-faculty members) are Based on the sample was selected as the Morgan Dujy 270 finally 291 questionnaires were collected. For the normal data obtained from the Kolmogorof test - Nuf smear was normal and the test results confirmed the data. Spearman correlation test research hypotheses, were approved And normal test results confirmed the data Hypothesis test of solidarity with my Speer, were approved and they proved positive and significant effect This means that the individual characteristics of human resources is stronger The study population will increase the effectiveness of staff.

Students can experience conflict in educational institutions. This study aimed at exploring various types of conflict and conflict resolution strategies among the university students. For this exploration two research instruments (TOCQ and CRI) were used. The population of the study was all the university level students of Islamabad. Sample of 75 students was selected randomly (25 were males and 50 were females) from the target population, who’s ages ranged from 20-50 years, family income levels ranged from Rs.25,000-Rs.100,000 per month. After data collection it was analyzed with statistical package of social sciences (SPSS), various statistical analyses were performed to achieve the research objective such as mean, standard deviation, correlation. The results of the study revealed that male students experience more inter-individual and intra-individual conflicts than the female students. On the other hand female students experience more Goal-conflict than their male counterparts. Male preferred conflict resolution style is confrontation whereas female use compromising and withdrawing as a strategy of conflict resolution. Older students experience more conflict than the younger ones. Moreover stressed, work overload, personality differences, attitudinal differences and frustration were underlying causes of student conflict at university level.

Kenya has put in place legislations to safeguard the safety and health of workers, but still the number of accidents at workplaces has continued to increase. According to the Directorate of Occupational safety and health Services (DOSHS) Annual Report, the Coast region was leading with the number of fatal accidents at 42 and non-fatal accidents at 842 for the year 2004. The DOHS Annual Report (2010) reported an increase to 1742 accidents, where 34 were fatal and 1713 were non-fatal in the coast region. Literature from various parts of the world has identified numerous causes of accident. Human error plays a big role in accident causation, behavioral factors such as improper attitude, lack of knowledge, lack of skills and inadequate physical and mental condition. Carelessness and reckless behavior, inattention or fatigue, inadequate or unsafe equipment and lack of adequate training increase the probability that an accident will occur. However, not much has been documented in Kenya, particularly in food laboratories. The paper therefore presents the causes and frequency of accidents in food laboratories within Mombasa County .The target population was 200 food laboratory workers from all the thirteen food laboratories in Mombasa county out of which 50% was the sample representative. Simple random sampling was used to identify those to be issued with questionnaires. Data collected was analyzed both qualitatively and quantitatively using the SPSS computer software and results were presented in tables as percentages and frequencies.Results indicated that slips and falls are the main cause of accidents as was stated by 43% of respondents. The results also showed a strong inverse correlation between the work experience and accident occurrence. A regression identified on three factors that are main cause of accidents: Drug use, Poor working environment and lack of adequate training.

The implications arising from the suddenness of emergence and rapid onset of the COVID-19 on business have been remarkable in disruptions to traditional employment, with the extreme virulence and fear of mortality of the disease. The aim of this qualitative, case study was to explore the strategies by the management of the Middle East (MEA) organizations and discern encountered by company management managers in the proactive adaptations necessary for complying with the healthcare mandates on safe distancing with business sustainability. The target population involved interviews of 5 managers in the MEA, who have provided insight into the strategies in addressing the challenges imposed by the pandemic. The key themes of this study were a) focus on maintaining business sustainability during the tough and debilitating period; b) pay more attention to employees' morale, motivation, and empathy; c) ensure training for employees to cope with innovation and to show prowess. The findings from this study may contribute to emerging knowledge of business adaptations in negotiating the difficult terrain of achieving business sustainability while protecting employees and by default, the community.

The main aim of this study is analysis of job satisfaction and professional commitment between staffs in Kermanshah. This study is according to descriptive analysis and reaching branch and information gathering tools is question air and for assessing job satisfaction we use briefed and worth 18 question airs and for analysis of professional commitment and organizational commitment receive 83% static and 87% from job satisfaction question air , because crownbakh in both question air is more than 0/7 so both question air necessary static. Sample population volume 150subjects from privet banks in Kermanshah and according to sampling random way some of them had been chosen a stoical population and finally we collected 18 questions airs. For determining normality of data we use kolomogrove – sminoroph test and results of tests confirm normality of data so meaningful relationship between them had approved.

Nowadays all managers try to find the factors which affect on organizational or personal outputs like performance and productivity. One of these factors is organizational culture. The topic of organizational culture is increasingly understood as a company asset that can be used to increase business performance. While important, organizational culture is a slippery concept to concretely define. This paper deals with the historical development and foundational understandings of both the term culture, from anthropology, and its appropriation by industrial organization researchers to organizational culture. In the research, the role of organizational culture in the organizations was surveyed. Organizational culture refers to the beliefs and values that have existed in an organization for a long time, and to the beliefs of the staff and the foreseen value of their work that will influence their attitudes and behavior. Administrators usually adjust their leadership behavior to accomplish the mission of the organization, and this could influence the employees’ job satisfaction. It is therefore essential to understand the relationship between organizational culture, leadership behavior and job satisfaction of employees. It can be learned by stories, rituals, material symbols and language. And finally it can affect on job satisfaction, commitment, empowerment, performance, productivity and even customer satisfaction.

Management practices refer to the strategies, and organizational practices to improve workers effectiveness and performance, with the intended improvement in quality. The paucity in studies on healthcare management practices in developing countries prompted undertaking this study. The purpose of this qualitative descriptive study was to explore the management practices that influence health workers performance and quality of care within the Dakar-Senegal region and to gain an insight into the phenomenon under study. The theory of performance was used as the underlying lens in this study. The overarching research questions developed in this study, was to understand how healthcare workers describe management practices that affect healthcare worker performance in Senegal, and to explore, how healthcare workers describe management practices that affect the quality of care in Senegal. The focus of this study was on clinicians in various healthcare organizations. The protocol developed in this study included one-on-one interviews and focus groups. The repeated words or phrases from the interview data was used to categorize data into themes. The themes that emerged from the data were: (a) willingness to better communicate and work as team in the workplace, (b) expanding the knowledge and training skills for a positive organization operational, (c) restoring and effective organization structure in promoting learning/growth, increase efficiency, quality, flexibility and performance. These themes clarified how management practices influence healthcare worker performance and quality.

The Retail employees are driven by the same universal motivational theories. Though their life style and the aspirations in economic terms are different in the Indian society, their behaviour towards the motivational stimuli are almost the same as employees of other industry. When we apply Maslow’s need hierarchy and check where the preference of the Retail employees lay. They are concentrated as social and elite needs as the lower physiological and basic needs are taken care of easily given their economic stand in the society. Work is an important event, a fact that is inevitable in the life of an individual whatever form, it is done; it is an activities and source of satisfaction ones needs. Employee try to find satisfaction in what they do and as a result the manager should be able to understand the problems faced by his workers and find a way of satisfying their needs and aspiration The general assumption is that an adequately motivated worker will in turn give in his or her best towards the attainment of a general consensus. The observations of the present study corroborate the fact that, there is a strong positive relationship between employee motivation and His/her productivity. 98% of the employees responded that they will get motivated by their working environment. The kind of monitoring they have from their managers, the compensation what they get from the company is also important motivator to retain them. Over 90% of the employees say that quality of their working environment motivates them to work with enthusiasm, working culture, behaviour and attitude about their work. Based on the above respondents response we can say that there is a relation between employee motivation and his/her productivity.

By appearing information age and the promotion of interpersonal relationships and the manifest of strategic organizational, the emotional intelligence hypothesis have had a remarkable growth and became one of the popular organizational major. Emotional intelligence is a comprehensive expression including extensive collection of skills and personal specifications which is above certain scope of previous knowledge like technical or professional skills. The influence of emotional intelligence on conflict management strategies of Sepah bank managers has been assessed in current paper. The results of applying Spearman test show there are positive and meaningful correlations between emotional intelligence with conflict management strategies and its dimensions apart from avoidance strategy in which the relation was negative. Also the results of applying Friedman test illustrate that among dimensions of conflict management strategies, “avoidance strategy”, “solution-based strategy” and “control strategy” were chosen as the most important ones. By using Chi Square test the relationship between managers’ demographic characteristics and conflict management strategies was surveyed in which there was positive and meaningful correlation between their age, gender and educational level with conflict management strategies. Finally Binomial test shows that all variables apart from solution-based strategy were placed in favorable levels.