Organizational Behaviour

The main objective of this study is to evaluate the impact of recruitment and selection, and compensation on performance of employees. Two hypotheses are developing to see the impact of the independent variable on the performance of employees. Results of the study showed that there are high positive correlations between the variables based on responses 152 respondents from Perak state based private firms in Malaysia. The result of regression analysis showed that recruitment and selection, and compensation have significant positive impact on performance of employees. This can be concluded the hypotheses show that all these have significant effect on performance of employees. Hence, the successful organization must understand the importance of recruitment and selection method as well as the organization compensation system as a critical factor to produce positive results.

No one has born sinful. Unbalanced social and economical conditions cause corruption. Official corruption is one issue that has been a matter to humans during the history of mankind and today governments, nations and organizations are struggling with it. This destructive issue is the cause of wasting resources and creating problems in systems especially in governmental ones. It is also one reason that prevents countries from development. Some of this corruption is unwanted and nations have different view points toward this problem. Islam, the most complete religion, is basically against any corruption and emphasizes the importance of pureness and right doing. This emphasis has some clear and strict dimensions where it is related to people rights and mentions the necessity of divine limits and people rights. Islam has considers a great necessity for the government officials to be honest and reliable. In the present study it has been tried to recognize the roots of corruption from Islamic point of view and consider ways in order to prevent this corruption from being widespread

The term ‘organizational justice’ refers to the extent to which employees perceive workplace procedures, interactions and outcomes to be fair in nature. These perceptions can influence attitudes and behaviour for good or ill, in turn having a positive or negative impact on employee performance and the organization’s success. The principles of organizational justice are not, on the whole, complex to apply and may be considered more in the vein of ‘sound managerial practice’ than ‘social technology’. While some interventions may be less successful on some occasions or in particular contexts, none is likely to be harmful, and at the very least they will promote a sense that the organization is concerned about fairness. When implemented well, they can make a significant contribution to improving performance, enhancing commitment, and preserving dignity and humaneness.

Relationship marketing has occurred as a vast new impression for many organizations in the West. Yet, due to standards and racial alterations, the same concept cannot be applied in the local situation. This study focused mainly in Isfahan as Isfahan as always been the heart of tourism industry in Iran. The researcher has adapted questionnaires, which were used by past researchers of relationship marketing. The population for this study include all clients of hotels in Isfahan. The sampling design for this study is a non-probability convenient sample and sample size was 220 and represents North, South, West and East of Isfahan to avoid possible local bias. There are 55 samples in each region. The Cronbach’s Alpha used to measure the reliability and for discussing about validity, content and face validity used. The result shows that there is positive significant between customer satisfaction, personal connection and customer retention. Besides that, strong senses of purpose of personal connection effect on retention in hotels and this result supported by the research findings.

In modern conditions of globalization and development of information technology, information processing activities have come to be seen as essential to the success of organizations. Information is not only an asset, it is also crucial to making key business decisions, whereas information systems is technology required for information processing. The application of information systems technology in businesses and organizations has opened up new possibilities for running and managing organizations, as well as improved management decision making. Improving information management practices is a key focus for many organizations, across both the public and private sectors. This is being driven by a range of factors, including a need to improve the efficiency of business processes, the demands of compliance regulations and the desire to deliver new services. In many cases, ‘information management’ has meant deploying new technology solutions, such as content or document management systems, data warehousing or portal applications. The work of managers in small and medium-sized enterprises is very information-intensive and the environment in which it is done is very information rich. But are managers able to exploit the wealth of information which surrounds them? And how can information be managed in organizations so that its potential for improving business performance and enhancing the competitiveness of these enterprises can be realized? The purpose of this paper is to give an understanding of the role that information systems have in decision making and to discuss the possibility of how managers in organizations can make the best use of information systems. This paper provides a framework of effective use of information systems and offers an alternate approach to investigate the impact that information systems technology have in management decision making.

The purpose of this study was to establish effects of strategic innovation management on competitiveness in the hotel industry. The specific objectives of the study were to; determine the effects of products and service innovations on competitiveness in hotel industry and establish effects of technology innovations on competitiveness in hotel industry. The study adopted Organizational Performance Model (OPI) developed by Kenya Institute of Management. OPI model was developed to promote organizational excellence and competitiveness in Kenya. The study adopted a descriptive survey design. The study was done in seven selected hotels in Nakuru town which were selected based on the ratings by international booking companies namely; Eagle Palace Hotel, Hotel Waterbuck, Midland Hotel, Merica Hotel, Emboita Hotel, Milele Resort, and Avenue Suites Hotel. Simple random sampling was used to select 44 support staff. Purposive sampling was used to select heads of departments in the five departments in each hotel giving a sample of 35 HODs and one overall manager in each hotel giving a sample of 7 managers hence an overall sample size of 86 respondents. Questionnaires and interviews were used to collect data. Questionnaires were used to collect data from the heads of department and support staff while interviews were used to collect data from the managers. The questionnaires were coded and analyzed using descriptive statistics, frequencies and percentages and inferential statistics using regression model to test the strength of association between the independent and dependent variables. The analysis was done with the aid of SPSS version 20. The data from the interviews were analyzed using content analysis. The findings and recommendations of the study are to provide empirical information to the government of Kenya in policy formulation for revamping the tourism sector. The findings are also to be of significance to the managers in the hotel industry in formulating innovative strategic plans. Finally, the study will contribute to the existing literature on strategic management practices in the hotel industry. The study established that product/ service innovations significantly predict competitiveness in the hotel industry (?1= 0.583, P= 0.00). Technology innovations significantly affect competitiveness in the hotel industry (?2= 0.098, P= 0.033). The researcher recommends that as the hotels innovate their products and services, they should design to meet the needs of particular target customers. The researcher recommends that; the hotel managers should place more emphasis on product and service innovation in order to remain competitive, investment in technology by the management to enhance their competitiveness, as the hotels innovate their products and services, they should design to meet the needs of particular target customers.

 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.