Organizational Behaviour

Despite the strides made over the course of the past decade to address the barriers present for women to overcome in order to progress in the work place, it is still relevant and necessary to assess the degree of transformational and effective change within the workplace in general, and within the Control Instruments Group in particular. Firstly, to establish whether these barriers till exist; and secondly, what can be done to overcome those that still remain. The various problems addressed within this research included whether the position of women and their rights within the greater context of the working environment have improved since the new dispensation which became effective following the 1994 election, and the level of transformational change within the Control Instruments Group was assessed to identify what barriers still exist, and how can these be overcome.

Innovations are increasing being looked upon to solve many an organizational problems, be it product development, service delivery ormanaging human resource. The importance is the third aspect is felt more strongly due to the fact that talented manpower which fits the organizational culture and value system is hard to find and retain. The HR professionals are adopting innovative HR practices apart from an attractive and competitive salarypackage to attract and retain talent. But one major grey area that is ignored is the image the employer is conveying to attract the desired pool and the image the present employees foster. With the serious talent crunch faced by India Inc innovative HR practices has to be adopted to create a favorable Employer brand. This paper focuses on the innovative HR practice which can be adopted to overshadow the grey areas .We, authors have coined the term ,”Crunch branding” which will be a effective tool to be used for employee retention.

The current study considers the HRM practice as it represents an essential practice for the organizations of developing countries and importantly, it is the most basic approach of HRM practice for the public sector. The current study focuses on HRM practices due to their relevant importance for the organizations of the developing countries. Similar to public sector organizations, PNA organizations employed those particular HRM practice that are similar to public sector organizations practice. PNA organizations really employed those necessary HRM dimensions which generally conducted in similar developing countries organizations. HRM practices are considered to be the most challenging aspects for developing countries. PNA organizations were established to provide services for citizens, to achieve the goals of the PNA. The PNA organizations have been operating under difficult conditions and have established their unique characteristics. Thus, the HRM practices in Palestine has become unique, and a challenging experience. Thus, it becomes clear that the success of the PNA organizations depends on its ability to realize a sustainable HR. Accordingly, the solution to these PNA challenges commences with well-defined HRM processes.

In the present era of globalization with increased opportunities and easy and free movement of workforce, companies are striving hard to retain their employees to get the best out of them. It is considered that a committed workforce is an asset to the organization. What are the factors which influence employees’ commitment towards organization is a much debated aspect in the management field. A good number of literatures on organizational commitment opine that organizational commitment is a psychological attachment of the members of an organization including a sense of job involvement, loyalty and belief in the values of the organization. On the other hand it indicates that a committed employee is one who accepts the organizational goals and willing to exert effort on behalf of the organization. An employee, who is affectively committed, strongly identifies with the goals of the organization and desires to remain the part of the organization. This study makes an effort to analyse the relationship between the behavioral aspects of the employees such as performance, loyalty, satisfaction with the organizational commitment as well as the relationship between the behavioral aspects with the personal attributes such as age, gender, position and length of service. The study reveals that there is a strong positive relation between the organizational commitment and performance, loyalty and satisfaction while there is no significant relationship between the behavioral aspects and the personal attributes.

Over the recent years, lives and property worth millions of shillings have been destroyed in fire disasters. This study assessed the role of administrators and other stakeholders in fire disaster preparedness in secondary schools in Vihiga County, Kenya. The study assessed the role of administrators and other stakeholders in fire disaster preparedness in secondary schools in the study area. An evaluation research design was used. Stratified simple random sampling was used to select the schools and respondents. Study population was composed of secondary school principals, teachers, laboratory technicians, students and the District Quality Assurance and Standards Officers (DQASOs). Data was collected by use of structured questionnaires, in-depth interviews and an observation checklist. Statistical Package for Social Sciences version 17 was used in the analysis of data with Chi-square being used to test independence and variation of responses. A Spearman’s rank order correlation was run to determine the relationship between teachers’ and students’ responses. The study established that most of the general requirements for fire disaster preparedness were not in place; most of the schools did not have trained personnel in handling fire disasters and limited funds was a strong barrier to fire disaster preparedness in secondary schools. It was concluded that: most of the administrators and even teachers were not trained in fire fighting skills; stakeholders had a role to play in fire disasters preparedness in secondary schools. The findings of the study are to empower schools to reduce their vulnerability to fire disasters.

This study investigates the relationship between human capital management and employees’ performance. For measuring variables three separated questionnaires were designed and after proving their validity and reliability, distributed among participants. The results of applying Spearman test show positive and meaningful correlations between human capital dimensions with employees’ performance. Also Chi Square test illustrates no relationship between employees’ demographic characteristics and their performance. In continue by Binomial test all variables’ levels were surveyed in which all of them apart from employees’ creativity. And finally the results of utilizing fuzzy TOPSIS technique human capital indices were ranked in which employees’ abilities for management, learning technical employees and employees’ abilities to associate were selected as the most important ones.

Job Satisfaction is one of the key factors to increase employee morale. It blazons the amount of acceptance between one’s expectation of the job and the return that the job provides. Job Satisfaction is a part of life satisfaction. The job environment plays vital role to get the job satisfaction, moreover it resembles life satisfaction. Job Satisfaction is the result of various attitudes possessed by an employee. The expected output of the research is understood the policies and procedures of job satisfaction in the company. To meet this aim well structured questionnaire was prepared and data analysis has been done with percentage analysis

This research investigates the impact of organizational culture on employee retention with special reference to Al-Dhahirah region (Sultanate of Oman). No doubt there is a horde of potential candidates available for banking sector but this is veracity that highly skilled and experienced professionals are limited. For this reason banks are facing setback in finding these professionals and if they find then real challenge comes across that is to retain them. In Omani job market, there is a shortage of highly skilled professional in banking sector that leads to an increased probability of turnover of highly skilled employees. Since Omanization is in practice in Sultanate of Oman, banks have to depend upon local banking professionals only. This dependency creates an intricacy in arranging professional people for banking sector. An attractive salary is not the only factor that can retain employees for a longer span of time in the same bank but organizational culture is a hardcore factor to retain employees. This is a quantitative research being done by surveys in Al- Dhahirah region (containing 3 cities and dozens of small towns & villages). For data collection, 120 respondents are selected through random sampling method. This research explores six key factors of organizational culture that contribute to employee retention in banking sector. These factors are career opportunity, work autonomy, fair pay, recognition for job, challenging job and work-life balance. According to findings of this investigation, employees are not much satisfied with prevailing organizational culture in the banks and investigation revealed that they have a high tendency to switchover the job and pertaining low level of satisfaction with organizational culture. Research indicates that the work-life balance is maintained and employees are pretty satisfied in this regard whereas employees are not much satisfied with rest of five factors of organizational culture. It is recommended for higher management of banking sector that they will have to focus more on these five factors to develop an attractive organizational culture in the banking sector that will help retain employees for a long term.

This study pays attention to the assessment of the effects pertaining to various financing methods on profitability indicators and investigates various financing methods applied in stock exchange during the period 2001 to 2004. Varied factors influence on the choice of best financing method. Financing in different entities is carried out by applying various sources. In order to answer the main question of this study, two hypotheses have been used in which the relationship between various financing methods and profitability indicators has been examined. In this study we aimed at answering the question: What is the most commonly-used financing method in member companies of Tehran stock exchange? In this research we analyzed a sample including 46 member companies of Tehran stock exchange during the mentioned period. The analysis of hypotheses was done by making use of statistical test of multi-lateral regression. All hypotheses have been measured at 95% level. Research results revealed the fact that there is significance relationship among financing methods, return on assets and gross profit margin. Member companies of Tehran stock exchange are more willing to apply debt and borrowing for their financing.

The research reported in this thesis was on “Effects of job satisfaction on employee’s performance”. The purpose of research was to study the various factors that have been significant in determining employee performance and their importance with respect to the employees of Pakistan. The secondary data was collected by Internet and also from the material printed by different Scholars from all over the world. The primary data was gathered by floating questionnaires in Hassan leather industry Sheikhupura, Pakistan. SPSS was applied to analyze the gathered information through running Correlation tests on the variables in the study. The reliability of the data was measured with the help of the Cronbach’s Alpha value which too was calculated using the SPSS software. The findings provided an insight and estimation towards the impact of financial and Non-Financial reward system on employee’s performance. All the variables have been found to be significant in determining employee’s performance. The paper elaborates the characteristics and implications regarding the variables in detail to give a picture and a base for further research.