Organizational Behaviour

This paper is examined the brunt of private enterprises expenditures in economic growth in Nepal which is well understood and recognised. However, most of the theoretical and empirical research on determining this role has focused on the impact of public investments, implicitly pretentious that recurrent expenditure of the government is more or less irrelevant from the standpoint of economic growth. Using Nepali data, this study not only reiterates the positive impact of public expenditure on economic activity but also highlights that primary recurrent expenditure is about as much important as public investment in enhancing economic activity. This is perhaps because in Nepal government’s development expenditure has more inherent inefficiencies than recurrent expenditures, as prolonged fiscal adversity has stripped that latter to “bare bones” to contain large inefficiencies. However, this also implies that simply creating structures and infrastructure is not enough to accelerate economic growth. Each structure has to be adequately financed for its operation and maintenance to give optimum results, which is done from recurrent spending. As such, this study points to a rethink on the role of private expenditure and its impact on growth, especially the composition of expenditure also.

School culture is a pervasive element of schools, yet it is elusive and difficult to define. Understanding school culture is an essential factor in any school initiative. Any type of change introduced to schools is often met with resistance and is doomed to failure as a result of the reform being counter to this nebulous, yet all encompassing facet of school culture. Principals scoring high on this index frequently work with teachers to improve weaknesses and address pedagogical problems, and also to solve problems with teachers when there are challenges to learning in school. Also, they often inform teachers about possibilities to update their curricular knowledge and instructional skills, these principals report being vigilant about disruptive student behaviour in schools. In general, principals performing on this indicator spend significant amounts of their managerial time in attempting to improve school instruction methodology and foster co-curricular activities. School culture is not a static entity; It is constantly being constructed and shaped through interactions with others and through reflections on life and the world in general (Sarason, S.B. 2000). School culture develops as staff members interact with each other, the students and the community. It becomes the guide for behavior that is shared among members of the school community at large. Culture is shaped by the interactions of the personnel and the actions of the personnel become directed by culture. It is self-repeating cycle.

The present study was undertaken to compare the input-output ratio of grapes cultivation among the different sizes of farm holding classes in Theni district of Tamil Nadu and to know their profitability as well as efficiency. A sample size of 273 grape growers were selected under different sizes of farm holding classes namely, marginal, small, medium and large, during the period April 2013. Convenience sampling method was adopted in selecting the respondents. The farmers who cultivate the grape species Sharad is selected for the purpose, which is widely cultivated in the study area. Input-output ratio, benefit–cost ratio among the different sizes of farm holding classes are also compared. The results show that the establishment costs for vineyard per acre is found to be higher for the medium and large farms and the total operating costs are found to be higher for the large farms. Even though the cost share per cent is more for the medium and large farms and gained lesser profit than marginal and small farms due to the gross return the large farms have gained much profit than marginal and small farms. But due to the gross return the large farms have gained much profit than marginal and small farms.

Quality of work focuses on the quality of relationship between employees and the total working environment. The fundamental rationale is to develop work environment that are splendid for people as well for the economic health of the organization. Quality at work trims down attrition intentions of the prospective employees and then helps out in reducing absenteeism and improving job satisfaction. Hence organizations today do customary in providing quality at work in order to keep hold of the talented workforce thereby enhancing their competitiveness. However in the current scenario the Indian IT sector is experiencing considerably high-level of staff attrition contrast to other sectors. Therefore this research was conducted among the software professionals to know their perception towards the quality of work life provided to them in their society.

Teaching is found to be a stressful occupation and educators around the globe are experiencing hi- levels of stress (Dinham, & Scott, 1998; Gmelch, 1993; Kyriacou, 2001). In 2000, Wiley reported that the consequences of job stress can take the form of behavioral characteristics like Disturbing the interpersonal relationships or decrease in the work performance. The study is conducted to find the sources of stress at Higher Education in Punjab. For the Purpose, 289 full-time faculty members were selected to identify the stressors generating high stress from 12 Public and Private Universities of Punjab. The study revealed that the sources of stress vary significantly with respect to Gender. Also, it checks the association & significant difference of faculty job stress with respect to background variables like Age, Designation, salary etc. Finally an analysis on the stress coping strategies was also carried out on the basis of Gender.

The purpose of writing the current paper is to survey the influence of information and communication technology (ICT) on human resource productivity (HRP). First of all, by applying Chi-square test, the relationship between ICT with human HRP and its indices was proved. After that by applying Average test, the variables levels were calculated in which all of them except “creativity and innovation” were placed in favorable places. Finally by utilizing one of new MCDM techniques (fuzzy TOPSIS) the indices were prioritized in which “human resource management, planning and improvement”, “cooperating in supply chain to create added value for customers” and “evaluating some methods for risks accountability” were selected as the top ones.

Business process outsourcing is a subset of outsourcing that involves the contracting of the operations and responsibilities of specific business functions or processes to a third-party service provider. It is typically categorized into back office outsourcing - which includes internal business functions such as human resource or finance and accounting, and front office outsourcing - which includes customer-related services such as contract centre services. The bpo industry is a people oriented industry and human capital largely contributes to the top line and bottomline of the company. Thus, one of the major functions of this industry is recruitment & selection of the right employee. Due to high attrition rates prevalent in this industry, hiring of employees needs to be a fast track job with aggressive timelines. If not done so, the organisation might get impacted on its profit margins. Therefore efficient and effective hiring of employees is very vital in this industry. Hiring is also the first platform when an eligible candidate comes in direct contact with the organisation. The image formed then is the image the candidate takes forward. This image so created by the candidates hence becomes the market/public image of the organisation, which is very significant for the success of the organisation. The present study seeks to apply the principles of six sigma in making the hiring process of the organisation efficient and time bound.

The success of every organization is highly dependent on how it attracts recruits, motivates and retains its quality workforce. In the current scenario, the organizations need to be more proactive to ensure the development of their workforce and commitment. Hence the organizations necessitate adopting the strategy to improve the employee’s Quality of Work Life (QWL) to satisfy both organizational objectives and employee needs. Quality of work life is the degree to which work in an organization contributes to material & psychological well-being of its members. The present study attempts to measure the level of level of perceived quality of work life among the employees of private manufacturing companies in the state of Tamilnadu, India. An attempt is also made to find out if the quality of work life has any significant relationship with job related variables and with demographic variables. The work related factors are combined in nine categories: Adequate & Fair, Compensation, Safe & Healthy Working Condition, Opportunity for Development, Opportunity for Growth & Security, Social Integration, Constitutionalism, Work & Total Life Space, Social Relevance & Working Life, Quality of Work Life Feelings and Overall Quality of Work Life.

Conducive organizational culture has been proved to be imperative for an efficient organizational performance. Organizations that ensure a favorable work environment for their employees are able to achieve a higher level of professionalism than others. Literature also reveals that a diverse workforce has advantages of more dynamic knowledge, variety of experiences from different backgrounds and multicultural pool of human capital that help create an improved organizational climate through better work involvement, supervisory support, innovation & flexibility, clarity of goals and welfare. Thus if ethnic diversity is integrated with organizational culture of an organization, then it creates a better work environment that leads to an enhanced employees’ productivity. The study was conducted on two higher level educational institutions in two different countries: a university in Pakistan having a homogeneous workforce and a college in the Sultanate of Oman carrying a heterogeneous workforce where diversity is integrated with organizational culture as a diverse work force from many different cultural backgrounds and nationalities is working in Omani educational institutions. After data analysis, it was found that faculty members working in a diversity integrated culture have a better perception about their organization than those serving in a culture without diversity. It was concluded that Employees perceive an organizational culture as more attractive and better in which workforce in ethnically diverse, which also means a favorable organizational climate.

During the current years, eBanking has been adopted quite extensively as a channel of distribution for financial services, and this is mainly due to speedy progress in ICTs and competitive banking markets. iBanking permits extended customer contact through vast geographical reach at lower cost of delivery channels. Another vital benefit of eBanking is the collection and management of useful information. Internet has proved as an efficient channel for the banks to gather information from customers and manage them in a best way to meet the wide range of financial needs of individuals and businesses. Currently the customers in the developed countries like UK, USA, Sweden, and Denmark are enjoying the benefits of eBanking but Pakistan is still lagging far-behind in the field of eBanking. This research is focused to study the prospects of eBanking in the city of Dera Ismail Khan, KPK, Pakistan. The researcher has reviewed the literature from different countries of the World, and developed and tested a research model in the local environment.