Organizational Behaviour

Commuters in Accra, Tema and major cities of Ghana continue to suffer heavy vehicular traffic jams each working day, particularly during the peak hours, when most people travel to their work places or to school and back. Formal sector employees, including those from Scancom Ghana, are spared of the negative effects of this phenomenon which include loss of working time, lateness, commuting stress and fatigue among others. However, in order to avoid these negative effects of traffic jams mentioned earlier, some workers cut down on their sleep and get up very early to be able avoid the enormous traffic congestions. This also comes with loss of sleep and associated stress and fatigue. Similarly, some workers leave the office earlier than required to be able to “beat” the huge traffic congestion and reach home early. Through a survey, this study sought to find out how the traffic congestion in Accra and Tema affect employee productivity, particularly among workers who use the major streets to the Central Business Districts and Tema. Using employees of SCANCOM Ghana Ltd, the study also sought to evaluate workers’ views on the extent to which traffic congestions affect employee productivity. The study findings revealed that while majority of the respondents agreed that vehicular traffic congestions moderately or seriously affected employee productivity, they were still able to meet their daily work targets, their productivity was not affected by the traffic jams they encountered.

There is an increasing state and private sector investment in community- irrigation schemes in Africa. Both governments and private sector investors are equally concerned about the willingness to pay and affordability of such schemes to local farmers. Others are equally concerned about sustainability of public investments in irrigation infrastructure, production enhancement, operation and maintenance costs, climate variability, market failure, externalities, decreasing marginal costs and cost recovery. Investors are worried about return on investments (ROI) when investing in such risky areas and advise farmers and government to use appraisal tools such as net present value (NPV), internal rate of return (IRR) and accounting rate of return (ARR). In a study conducted in three provinces of Mozambique, Maputo, Sofala and Zambezia involving five districts (Boane, Magude, Manhica, Gorongoza and Mopei) where questionnaires and interviews were conducted with 281 farmers, it was established that farmers were not willing to pay operation and maintenance costs, embarked on collective action, thus frustrating the government’s efforts to recover costs. There is an increasing perception that community irrigation schemes remain reliant on state subsidies and financial analysis projected through NPV, IRR and ARR is not often translated into sustainable return on investment (ROI) for both the private sector and government investors. This paper looks at strategic investment initiatives of the Government of Mozambique and the private sector in terms of yielding sustainable irrigation and agricultural outputs and ensuring long-term benefits for both farmers and investors. The paper attempts to balance issues of investment appraisal systems and endogenous factors that are relevant in dealing with irrigation schemes.

Nowadays regarding to increasing complexity of organizations and differences in thoughts, attitudes and beliefs of individuals, there has been some conflicts in organizations as inevitable part of organizational life which should be properly identified and managed. But now what is important to resolve organizational conflicts is awareness of the five conflict management strategies and their appropriate contexts and applications in order to select the appropriate strategy for each position; not only to prevent damage to the organization, but leading them to the realization of organizational goals. Emotional intelligence is an ability of managing organizational conflict. The process and outcomes of Emotional Intelligence includes many results such as reduction of stress, enhancing understanding and communication, increasing stability, continuity and empathy. Conflict management is to resolve disputes, teamwork, cooperation, working with people through shared goals, etc. This is a descriptive survey which sought to identify the impact of emotional intelligence on conflict solving strategies. In this regard, this survey achieves some results in conflict solving strategies and its impressionability based on the components of emotional intelligence.

Stress Management involves controlling and reducing the tension that occurs in stressful situation by making emotional and physical changes. The degree of stress and the desire to make the changes will determine how much change takes places in work environment. It is beneficial when employees feel challenged and stimulated, but negative if employees feel overloaded or under stimulated. Stress in the workplace reduces productivity, increases management pressures, and makes people ill in many ways, evidence of which is still increasing. Workplace stress affects the performance of the brain, including functions of work performance; memory, concentration, and learning. The Main Objective of the study is to find outthe level of stress among the employees, to determine the cause and perception of the employees about his work life. This research paper gives a comprehensive coverage of the facts and figures related to stress with the help of research analysis using hypothesis test and applications gives the clear status of Apollo hospital, Bangalore.

In a previous related article the author described a trade union initiative to improve the health and safety performance of small enterprises in the agricultural sector through the introduction of a scheme for employee participation based on the appointment of a number of regional safety representatives (Walters, 1998). The article concluded that the scheme had achieved only limited success. The fundamental obstacles to its implementation were the aggressive attitudes of the employers’ organisation and the embedded insularity and anti-collectivist culture of farmers. . It suggested that many of its detailed findings in this respect, as well as those on the operation the scheme itself, would be relevant for the development of strategies on this form of representation for employees in small enterprises in other sectors of employment in the India. These points are taken up and further elaborated in the present article, which considers the possible role of schemes for regional representation in health and safety, as one means to improve health and safety management in small enterprises, and provides an analysis of the factors necessary to make them effective and support their development. The purpose of the present article is to explore their significance in the context of the development of forms of regional representation for employees in small enterprises. The article begins by reviewing the problem of health and safety in small enterprises, before considering the role of employee representation in improving health and safety organisation and the factors that make it effective. Its significance for small enterprises is explored with reference to the relevance of the existing legislative provisions and, more importantly, in the light of findings on the factors that promote or limit the effectiveness of the operation of employee representatives in small enterprises.

It is important for one to understand that every employee comes into the organization with a set of unique and distinct personality traits or characteristics. The study tries to investigate the relationship between the personality traits of 60 employee in Barry Callebaut Ghana Limited and their performance on the job. Personality trait was measured using the Eysenck Personality Inventory. Work performance on the other hand was measured using a structured appraisal questionnaire. The personality traits of the employees were then analyzed by mapping the links between the two major traits; Extraversion and Neuroticism. The study showed a weak inverse correlation between the two personality traits and performance. The correlation between Extraversion, Neuroticism and Performance is r =0.1 and r =0.2 respectively. This showed that Extraversion and Neuroticism have a weak negative relationship with performance but Extraversion has a good negative relationship with performance compared to Neuroticism or Neuroticism exhibited a stronger inverse relationship with performance compared to Extraversion. It is therefore recommended from this study to management of Barry Callebaut that they should employ more of extroverts than neurotics. Employers must factor personality assessment into their recruitment and selection criterion so as to examine how well potential employees will fit into a particular job vacancy.

Businesses worldwide are faced with the challenge of responding to the needs of their external environment in a manner that adds value to their operations. It is imperative that businesses run their operations within the precepts of the law of the land in which they operate and other regulations prescribed by authorities like business associations and government agencies. The organization is also expected to treat their employees with dignity and within the existing labour laws. The customers expect organizations to produce quality goods and services while the shareholders expect a return on their investment. The communities’ expectations conflict with the shareholders demands because in most cases community investments do not guarantee returns to the organizations. Nonetheless, organizations cannot afford to ignore the communities partly due to government regulations and also due to the long term benefits that accrue from such investments. The issue of organizations running operations in a responsible manner is no longer disputable due to the common understanding of the inherent benefits. Corporations possess power to control and influence the quality of employees, customers, shareholders, and residents of local communities in which they operate. Corporate Social Responsibility (CSR) focuses mostly on reputation and has only limited connection to the business, making them hard to justify and maintain over the long run.

In the article, the researchers are trying to figure out what factors with in an organization enhance and effects team performance. At one end miss management at any level can result into a disaster in teams with in an organization, while effective and efficient integration of few factors can help team out perform beyond their desired vision. In the article team performance is measured based on four factors: leader skills, substitutes for leaders, collective effort, and empowerment. The result suggests that effective and efficient utilization of this model can enhance team performance within an organization. Design/methodology/approach: Model based approach is used which contains four factors that helps understand enhancing team performance in any group or team with in departments in any organization. Findings: With in groups or teams, a path can be defined or determined for integration of effective and efficient management of teams and results.

In Mexico, processes for assessing credit risk of MiPyMEs (MSMSEs) requesting to have access to governmental financial support as well as commercial banks or any other kind of funding, are based on traditional methodologies which results use to lead to a substantial rejection of applicant enterprises. In this study, through an interpretative analysis with cross-cutting approach it is analyzed and determined the usefulness of methods for predicting corporate bankruptcy in MSMSEs and start-ups, regardless of their business activity. Likewise, besides highlighting and recommending the importance of their use, it is shown how such as prediction models contribute to reduce costs due to information asymmetry and financing costs by themselves and, help to prevent rejection of financing and ensure the permanence and competitiveness of enterprises.

By the approval of the law of higher education’s structure, the necessity of making fundamental changes in the system of management in Iranian universities has become obvious. The most important part of these changes is related to the financial system of the universities. By considering the transformation of economic system into operational economic classification, changes in economic situations of higher educations are more than ever essential. The methodology used in this study is descriptive-analytical and attempt was made to describe and elaborate on the economic management based on the data obtained from libraries and Iran’s higher education programs.