Organizational Behaviour

Culture is a complex issue that essentially includes all of a group’s shared values, attitudes, beliefs, assumptions, artifacts, and behaviors. Culture is broad — encompassing all aspects of its internal and external relationships—and culture is deep in that it guides individual actions even to the extent that members are not even aware they are influenced by it. Scholars tend to agree that the root of any organization’s culture is grounded in a rich set of assumptions about the nature of the world and human relationships. This study sought to establish the effect of organizational culture in the performance of the County Government of Taita Taveta. The research design which was employed is a descriptive one involving a cross sectional survey. The target population was 1,513 staff of the County Government. The sampling technique to be used will be stratified random sampling. Also, Primary data collection will be used and the data collection instrument to be utilized will be a structured questionnaire. The sample size will be 384 employees across the cadres of the County Government. The data will be interpreted, analyzed using standard deviation and the linear regression analysis model and then presented using tables, charts and graphs.

In the United States, foreign-born individuals are more than twice as likely to start new ventures, immigrant-owned businesses, however, fail within the first 5 years. The purpose of this single case study was to explore the strategies U.S.-based Togolese small business owners who were engaged in entrepreneurial activities in Togo. The Schumpeterian entrepreneurship theory underpinned the study and served as a theoretical reference. Interview data were collected from 20 successful Togolese small business owners who resided in the Washington D.C. metropolitan area, who were engaged in entrepreneurial activities in Togo, and who had been in business for more than 5 years. Data analysis involved using coding techniques and word clustering, and qualitative data analytical software. The use of methodological triangulation enabled deeper analysis and added to the rigor of the study. The key themes emerging from the coding and thematic analysis of interviews included motivation and entrepreneurial characteristics such as risk propensity, entrepreneurial education, leadership, self-confidence, and vision. The findings of the study may improve the social and business success of immigrant business owners, and entrepreneurs may use the knowledge to improve business success, which could lead to the creation of jobs and improvement in the standard of living of U.S.-based Togolese entrepreneurs. The discoveries from the research may also contribute for the welfare of local communities in Togo, as the diaspora flow of investments and remittances from the United States may increase.

This paper aims to examine that transformational leadership and employee empowerment influence on job satisfaction among small medium enterprises employee of Pakistan. This study adopted survey research that is a design of non experimental field study. There were given 250 questionnaires in 25 m firms HR departments (10 questionnaires in each firm). 22 firms respond and 220 questionnaires were usable for our research. There were examined the positive relationship between transformational leadership, employee empowerment and job satisfaction. While there was found the mediating variable ethics and social responsibility that showed the positive relationship. The main objective of this research was to analyze the effects of independent variables (.i.e. transformational leadership and employee empowerment) on job satisfaction. The data was collected by descriptive study and survey conducted on textile sector of SMEs in the city of Multan, Pakistan. The basic signification of this paper is that SMEs, particularly in the developing domestic and collectively owned small firms, in Pakistan, may see positively the benefits of paying greater considerations and social responsibility to transformational leadership and empowerment practices for gaining their future progress promisingly in job satisfaction.

The study was based on the premise that the business environment is influenced by different factors that affect corporate governance on the performance of the organization. The research is carried out in Mombasa County; the main objective is to analyze the effects of corporate governance on the performance of an organization. The site of the study is at Wartsila eastern Africa limited which is located outside the Town center of Mombasa. The study used a descriptive, explanatory, comparative, and associational and cross-sectional research designs data. A sample of 75 respondents was to provide the data, the proportion of the respondents was, 5 from top level executive, 20 from middle level managers and 50 from low level employees. Findings on the relationship between Corporate Governance variables and board roles indicated significant positive relationship.

This research evaluates the effectiveness of the process of the employee performance management and development system at a public hospital in Kwa- Zulu Natal, so as to identify the limitations and recommend appropriate remedial measures. A qualitative research method was used for this study. Respondents were interviewed using a standard set of questions that were compiled in the form of a questionnaire. Using purposive sampling, 15 participants were selected and interviewed from a target population of 1200 employees from the Hospital. Findings from this study indicated that the employee performance management and development system has impacted positively on the overall performance of the Hospital in Kwa-Zulu Natal (KZN), however, it was noted that these benefits are being marred by certain limitations, which include dissatisfaction of employees, lack of genuine commitment, inducement of conflicts, and poor improvements in performance. On this basis, it was recommended that the management of the Hospital should consider using measures that train and develop their evaluators on the key concepts in performance management and development, ensure the defining of appropriate goals and objectives during the planning process, fairness and equity during evaluation and rating of the employees’ performance, communication, the allocation of sufficient funds for accomplishing activities related to performance management and development, and constant review of how evaluators conduct evaluations.

Public procurement is crucial to government service delivery. For decades procurement performance has been attracting great attention from practitioners, academicians and researchers due to poor levels of performance. Despite Government efforts for improvement, it is still marred by shoddy works, poor quality goods and services. Stakeholders complain about poor service delivery. Benefits deriving from improved procurement performance at Coast General Hospital (CGH) are dependent on systems and staff. The general objective of this study was to assess factors affecting procurement performance in public hospitals in Kenya with specific focus on the CGH. This study analyzed the factors affecting procurement performance in the public hospitals in Kenya. The research aimed to establish how procurement staff training, procurement information communication technology, supplier management and procurement ethical practices affect procurement performance of the public hospitals in Kenya. The literature review introduced theoretical literature, conceptual framework, empirical literature, critique of existing literature, summary and research gap. Various theories like Principal-Agency theory, Technology Acceptance Model, Transaction Cost Economics Theory, and Technology Diffusion Theory have been incorporated to enhance theoretical understanding of this study. Descriptive research design was used and a stratified random sampling method was used to pick a sample of the respondents who were provided with the questionnaires. The target population comprised of 74 employees from the CGH. In collecting the data, open-ended and closed-ended questions were used. A sample of 62 respondents from within each group in proportions that each group bear to the population as whole was taken using Slovin’s formula: n=N/ (1+Ne²). The data collected was analyzed by use of descriptive and inferential statistics. The quantitative data generated was keyed in and analyzed by use of Statistical Package of Social Sciences (SPSS) that generated information which was presented using tables, frequencies and percentages. The multiple regression model was used to show the relationship between the dependent variable and the independent variables. The regression analysis showed that supplier management was the most related factor affecting procurement performance in public hospitals in Kenya with the strongest positive (Pearson correlation coefficient=.834) effect on procurement performance of public hospitals. In addition, staff training, ethical practices, and information communication technology were positively correlated to procurement performance of public hospitals with Pearson correlation coefficient of .761, .717 and .685 with p-values of .002<0.05, .003<0.05 and .060<0.05 respectively. However, the study established that information communication technology was the least related factor affecting procurement performance. The study recommends that the management of public hospitals in Kenya should therefore adopt supplier management, procurement staff, ethical practices and information communication technology thus ensuring value for money, improved quality service, reduced delivery time and effective procurement performance.

This study attempts to examine the relationship between the variables (communication for 5S System, training for 5S System, reward and recognition for 5S System and top management role for 5S System) with the employees’ motivation in implementing 5S System. The sample size of respondents is 150 and all of them are the employees from Nibong Tebal Paper Mill Sdn. Bhd (NTPM) and Muda Paper Mill Sdn. Bhd. This present study focused on manufacturing firms that are situated in northern area (Penang) and both are manufacturing paper based products. All the respondents are given the questionnaire and their responses are analyzed. In the findings of this present study shows that communication for 5S System and training for 5S System were found to have a positive significant relationship with the employees’ motivation in implementing 5S System while not for the other two variables (reward and recognition for 5S System and top management role for 5S System).

This study aimed to examine the impacts of employee’s rewards and employee’s motivation on employee’s job satisfaction between public and private sectors in Malaysia. A total of 689 employees from both sectors participated in this study. While hierarchical regression analysis was conducted to test the relationship between employee’s rewards, employee’s motivation and employee’s job satisfaction, gap analysis was utilized to determine the significant differences on the levels of employee’s rewards, employee’s motivation and employee’s job satisfaction between both sectors. The result revealed that (1) employee’s reward is positively related to motivation; and (2) both employee’s rewards and employee’s motivation are found to have positive significant influences on employees’ job satisfaction. The t-test result revealed that employees in public sector scored significantly higher on the levels of employee’s rewards, motivation and job satisfaction.

Organization is a relatively young science in comparison with the other scientific disciplines. (Ivanko, 2013) Accounts of the growth of organizational theory usually start with Taylor and Weber, but, as Scott (1987) mentions, organizations were present in the old civilizations which goes back to Sumerians (5000, BC) and which experiences its maturation phase with Taylor, Fayol and Weber, continuing to come up to present with modern management methods and principles. The modern organization may be the most crucial innovation of the past 100 years and it is a theory which will never complete its evolution as the human being continues to exist. Understanding how organizations work has been the focus of scientists and scholars until the early part of the 20th century. Just as organizations have evolved, so to have the theories explaining them. These theories can be divided into 9 different “schools” of thought (Shafritz, Ott, Jang, 2005): Classical Organization Theory, Neoclassical Organization Theory, Human Resource Theory, or the Organizational Behavior Perspective, Modern Structural Organization Theory, Organizational Economics Theory, Power and Politics Organization Theory, Organizational Culture Theory, Reform Though Changes in Organizational Culture and Theories of Organizations and Environments. This introductory paper will concentrate on the organizational economics theory and is divided as follows: The introduction talks about the developments of the organization and organization theory from its early stages with detailed definitions. In section 2, theoretical roots in other words literature review on the subject will be presented. At further section, by looking at the perspectives of the 6 pioneering people (Jensen & Meckling, Williamson, Barney & Ouchi, and Rubin) main principles of the classical organization theory are presented one by one. Section 4 mentions strengths and weaknesses of the classical organizational theory and section 5 discusses and concludes the paper.

This research aims to explore the impacts of organizational learning with a mediating role of innovation on organizational performance. Furthermore, this research was conducted in the textile processing sectors in Faisalabad, Pakistan. Organizational learning and its four dimensions managerial commitment, systems perspective, openness and experimentation and the knowledge transfer and integration contribute the significant impact on organizational performance. There was used Structural Equation Modeling to measure the model and used SMART-PLS version 2.0 package. The studies identified some recommendations to textile processing sectors that organizations can provide a platform to facilitate its processing sectors to promote innovation and creativity for improving efficiency and effectiveness in the organization. Findings identify a number of suggestions through which there can be solve problems in the organizations with the use of knowledge, learning and innovative skills in other organizations.