Organizational Behaviour

This project aimed at establishing the drivers of change in commercial banks in Kenya. Drivers of change in the study refer to the reasons that may lead the company to want to bring changes to its normal operations. Change may occur in terms of changing processes, products, services, management style, restructuring, rebranding or policies from legal bodies. Change managers have to come up with plans on how to initiate the change, how to inform the company’s stakeholders and get them to embrace the change and how to finally make it part of the company’s normal operations. The study highlights that change drivers might be changing customer needs, need to keep up with competition, new rules enacted by legal bodies, restructuring and rebranding and new management which brings with it new management styles. In the current economy, banks keep coming up. This brings with it not only new products but different expectations from the market. Growth of the world into a global village also leads to sharing of technology across borders. Banks are not excluded from sectors that share these new technologies. In all this, the main challenge the banks are faced with is change. It is therefore important to not only change but to ensure the changes are effective and successful. The main objective of the study is to analyze the change drivers available and knowing exactly what drives effective change in commercial banks. The study examined theories of change that have previously been highlighted by researchers.

In Sub-Saharan Africa, forest goods and services are extremely important for rural livelihoods, providing food, medicine, shelter, fuel and cash income. However, the national statistics on the contribution of forest products to the country’s economy are extremely poor. This study seeks to evaluate the economic contribution of fuel wood to the livelihood of rural households in Ibarapa Central LGA of Oyo State. Sixty copies of questionnaires were administered to rural households in six randomly selected villages from the LGA. Descriptive statistics such as frequency and percentages were used to describe the socio-demographic characteristics of the respondents while regression analysis was used to analyse the factors influencing the economic growth among the fuel wood traders in the study area. The findings indicated that fuel wood business is a very lucrative job in the study area judging from the rate of profit realized from the business because for every N1 spent in the sale of fuel wood by the respondents in the study area, 70 kobo was realized as profit. This is so due to an active involvement of family labour in the business which drastically reduces the cost that might have been incurred if such labour is hired.

The study aimed to assess the effect of supplier selection on the performance of Oryx Energies Kenya Limited. The objectives of the study were to determine the effect of supplier selection on the organization performance, to assess the effect of supplier qualification on organization performance, to find out the effect of contract award to the suppliers on organization performance. The study used Greg system theory, the Lean supplier competence model and Agency theory. The research used descriptive survey design because it collects data in order to answer questions concerning the current situation of subject. The study involved 231 officers in procurement department. The survey used stratified random sampling technique in order to achieve its purpose. A sample size of 92 respondents was reached through proportionate stratified sampling. The study used questionnaires which were self-administered to the respondents who were given a period of two weeks to fill them. The study adopted qualitative data analysis. The analyzed data was then presented in tables, charts and graphs so as to facilitate clear interpretation of results and assist in drawing of conclusions and discussions followed immediately explaining on the same. The descriptive statistical tool helped in describing the data and determining the respondents' degree of agreement with the various statements under each factor. Data analysis was done with the help of SPSS version 22.0. The study showed that all the variables had Cronbach Alpha of more than 0.9 this shows that the tool used to collect data set was reliable and consistent; All variables had skewness and kurtosis value within the acceptable range, which shows that the data was normally distributed. The study also concludes that that supplier contract award, supplier qualification and supplier identification have direct correlation with organization performance such that organization performance increases with each increment in the effectiveness of each factor. The study also conclude that the organization financial position has really been affected because the company relies so much on the supply chain in terms of cost cutting, it’s also clear that the organization takes long to implement the laid down policies. The study recommended that the management should introduce regular performance reviews and set up suppliers screening process this will help to keep tabs on their work and ensure they are fulfilling the organizations needs accordingly, the organization needs to have more than one supplier, and the supplier can be relied on in case of emergency orders. The researcher suggested that a similar study should be conducted in other related organizations in the oil business in other counties.

Purpose: To present a comprehensive literature review of Green HR practices and to report the results of a survey on Green HR practices in certain automobile manufacturing organizations in India. Design/Methodology/Approach- A structured questionnaire was designed, pre-tested, modified and used to capture data on a section of organizations using Green HR practices in certain automobile organizations in India. The questionnaire was pilot-tested by practicing HR professionals. Based on the feedback from pilot-test, the questionnaire was modified and final questionnaire was developed and mailed to several automobile manufacturing companies in India. Most automobile industries in India perceived greatest benefit to implementation of Green HR practices were improved employee morale and greatest barrier was cost of implementation. Drivers for implementation of Green HR practices were contribution to society followed by environmental considerations. Among top environmental practices is encouraging employees to work more environmental friendly. Research Limitations/Implications-Further research should be done on differences in perception of HR professionals and employee regarding benefits and barriers of Green HR Practices. Practical Implications—It provides some insights into the implementation of Green HR Practices by certain automobile organizations in India which should help HR practitioners acquire a better to understanding of the current status of HR practices implemented in these organisations. Value- Little research has been done on Green HR practices in automobile organizations, various barriers and drivers in the implementation of Green HR practices. This study is timely and important in that it examines the current status of Green HR practices in certain automobile organizations in India.

In the competitive market place, organizations are fighting battles on all fronts i.e., building & retaining market share, stakeholder satisfaction and more importantly recruiting & retaining best talent. The talent in modern era is well informed and have high aspirations. Organizations are finding it difficult to attract and retain talent be it on compensation and career growths. It is here that Corporate Social Responsibility (CSR) comes into play for organizations to leverage upon. CSR provides an opportunity for the organization to differentiate itself from the competition. Organizations have adopted different connotations of Talent management. While some of the looked at only the Hi-Performers as the talent, and in cases of other organizations, they consider all the employees associated with the organization as Talent and accordingly design and offer Talent Pool offerings customized to respective talent pools. This research paper looks as to who organizations can integrate and leverage both CSR and Talent Management Initiatives, so that it could be result in multiple pay-off such as connecting with & serving community through the employees and in the process win over both the segments.

This research is a part of an initiative to improve the service for transportation of employees who work in Thai Industrial Estates. The study aims to find smarter transportation service by using internet-based technology. This kind of service serves employees who travel to work in any factory inside industrial estates, who typically live far from the capital and its public transportation system. For factories with a large workforce and maintain a large fleet of shuttle buses transportation, it is particularly important to set effective routes, transit points and “Pick Up” times, to make it convenient for employees when coming to work. In this study, an application called " Wherever” used on Smart Phone is introduced to address this problem of picking up and transporting employees from different areas, and come to work in the same location. This report demonstrates how useful this new application is, for this purpose.

Organizations, related to communication, and managers usually most of his time is spent communicating it. To create harmony between the human and material elements, in the form of a network of efficient, and effective communication is desirable, because when you lose, the activity stops. In fact, the management of construction work depends to communicate effectively. The world in which we live, is the world of communication. Communication and information searches audience is so fast that, in the heart of London or even in the farthest and most remote places on Earth also penetrated the heart and soul of the audience, and makes him aware of the associated organizations, with unstoppable speed continues to gallop ahead, and organizations into challenges. This research is descriptive method of analysis, the factors have been explored communication, research findings indicate that the Community can play a role in the survival and development organizations, and coordination they have, and can also be used in case of lack of control, and manage the effects of have negative and harmful. In this paper, enjoying the role of management, and management of communications systems reduce the effects of this widespread phenomenon, and it applied to corporate interests.

Globalization has forced organization to change their operating strategies and adopt to the business environment in order to stay relevant. All organizations have moved to considering their service delivery as the new measure of organizational performance. More attention is thus shifting to factors that affect service delivery of various organizations as a whole or their core departments. This calls on the standards regulating agencies and more so the departments concerned with this to be at their utmost performance thus at their best service delivery. The most notable of these organizations is Kebs within the Kenyan context. The market surveillance department has the most important role in ensuring compliance to the standards. However, the performance of this department is not yet at par with the required standards under a global economy. Studies have thus been conducted to determine the reasons for this poor performance. Most of these studies fall short by giving mere symptoms of the problem but not the root cause which is strategic management. The main objective of the study was therefore to determine the effect of strategic management practices on service delivery by the surveillance department of Kebs this was supported by specific objectives which were to determine the effects of strategic formulation on service delivery by the surveillance departments of Kenya bureau of standards; to determine the effects of strategic planning on service delivery by the surveillance departments of Kenya bureau of standards; to determine the effects of strategy implementation on service delivery by the surveillance departments of Kenya bureau of standards and to determine the effects of strategic evaluation on service delivery by the surveillance departments of Kenya bureau of standards. The study was carried out in kebs as it is the main standards regulatory agency in the country and has all the elements in the other agencies thus the findings can be inferred to the others as well. The data for the study was collected from managers of KEBS ranging from junior management, middle level employees to senior management. The study used a sample based on the 10% of the target population therefore using 60 targeted respondents from whom responses was collected using Likert scale questionnaires. These were then sorted for consistency and accuracy leading to the use of 49 questionnaires which were coded and analyzed using mean and standard deviation followed by a simple regression analysis from which the findings of the study were drawn. The study found that there is a direct relationship between strategic management and service delivery. The highest contributor to this is strategic monitoring and evaluation followed by planning and implementation. It is thus surprising that the study found out that monitoring and evaluation was the weakest of the three strategic management variables. As a result, recommendation is made to have more emphasis on monitoring and evaluation, have stronger implementation as well as more attention on the weak areas of planning especially internal analysis and external analysis and involvement of junior employees in the process.

In today's world is a world organization, human resources as the most valuable corporate resources, and activities-based approach and promote organizational goals and ideals of the organization plays a major role. If people want to have a role in this new challenge, namely the process unless you have no way to wisdom and intelligence role in the development of our society are full of ideas (Mosheim, 2006). If this capability is known as a lifesaving tool in the management has emerged as one of the most important issues has become a day that can guarantee the success of organizations Philosophy, states that the capacity of the land and its people, but what needs to be Ordain the range is the range (Scott and Shah, 1996) A number of researchers trying to understand the factors affecting, stressed the importance of climate and culture of empowerment as conditions have been successfully.

The study of this paper is to estimate the impact of specific knowledge management resources (i.e. knowledge management enablers and processes) on organizational performance. The purpose of this study uses survey data from 189 managers and structural equation modelling to assess the links between specific knowledge management resources and organizational performance. The solution show that some knowledge resources (e.g. Organizational structure, knowledge application) are directly related to organizational performance, while others (e.g. technology, knowledge conversion), though important preconditions for knowledge management, are not directly related to organizational performance. The survey findings were based on a single dataset, so the same observations may not apply to other settings. The survey also did not provide in-depth insight into the key capabilities of individual firms and the circumstances under which some resources are directly related to organizational performance. The study provides to testify linking particular knowledge resources to organizational performance. Such insights can help firms’ better objective their investments and enhance the success of their knowledge management initiatives. Prior research often utilizes composite measures when examining the knowledge management-organizational performance link. This bundling of the dimensions of knowledge management allows managers and researchers to focus on main effects but leaves little room for understanding how particular resources relate to organizational performance. This study addresses this gap by assessing the links between specific knowledge management resources and organizational performance. The results show that some resources are directly related to organizational performance, while others are not.