Organizational Behaviour

The IQACs in the educational institutions of higher learning on the recommendation of NAAC can definitely contribute to the aspects such as increasing involvement of human resources, reduction of work pressure on management, human resource work in a smarter way than harder way, conversion of average into high achievers, enhancement in human resource efficiency, existence of better academic environment, collective administrative decision making, transparency in the financial transactions, better work culture, new dimension to education sector and raising the level of job satisfaction in various degrees. The sample has been taken from 44 institutions of higher education in Haryana. The coordinators of IQACs in each college were contacted to respond to the queries. These 44 institutions include 19 urban aided institutions (13 co-ed. And 6 women colleges), 8 urban government institutions (5 co-ed. and 3 women colleges), 11 rural aided institutions (3 co-ed. and 8 women colleges) and 6 rural government institutions (3 co-ed. and 3 women colleges).

Aim: The main aim of this study is analysis of job satisfaction and professional commitment between staffs in Kermanshah. Materials and methods: This study is according to descriptive analysis and reaching branch and information gathering tools is question air and for assessing job satisfaction we use briefed and worth 18 question airs and for analysis of professional commitment and organizational commitment receive 83% static and 87% from job satisfaction question air, because crownbakh in both question air is more than 0/7 so both question air necessary static. Sample population volume 150subjects from privet banks in Kermanshah and according to sampling random way some of them had been chosen a stoical population and finally we collected 18 questions airs. Findings: For determining normality of data we use kolomogrove – sminoroph test and results of tests confirm normality of data so meaningful relationship between them had approved.

By appearing information age and the promotion of interpersonal relationships and the manifest of strategic organizational, the intellectual capital hypothesis have had a remarkable growth and became one of the popular organizational major. Intellectual capital is a comprehensive expression including utilizing organizational knowledge in all activity. The influence of intellectual capital on physical education organization’s (PEO) performance has been assessed in current paper. Intellectual capital dimensions in this study are: human capital, structural capital and relational capital. The proposed hypotheses by applying Pearson’s correlation and regression tests have been assessed and the positive and meaningful influence on intellectual capital on organizational performance was approved that relational capital with the weight of 0.619 had the most effect on organizational performance and then structural capital variable (0.545) and human capital (0.507) were placed in next places.

Terrorism in the 21^st century globally, has taken a dangerous and alarming dimension which has a catastrophic consequences on the economy of the affected state if not contained. Boko Haram a terrorist Islamic group in Nigeria whose name translates to western education is sin or taboo has become a major security challenge to the Nigerian state. The terrorist activities of this group has negatively affected the Nigerian economic development, which has been stagnated before now by the presence of the military in seat of power coupled with a culture of corruption which has almost become synonymous to the Nigerian state. This research article was embarked on to ex-ray the Nigerian Boko Haram Saga and it’s implication on Nigerian economic development. the study was subcategorized into introduction which established an over view of the theme, origin and background of Boko Haram, some of the Boko Haram Haram’s record of attacks on Nigeria state and economy, Nigerian economic development (a review), sociol-economic cum political implication of Boko Haram terrorist activities in Nigeria, Nigerian government effort to curb Boko haram Menace, Recommendations and conclusion.

Workforce diversity is the simplest way that gives three types of outcomes any organization which is quality, quantity and social integration. As the theories shows, by different experts like Sociotechnical theory (Kolodny & Kiggundu, 1980; Trist & Bamforth, 1951), group process and productivity theory (Steiner, 1972), input–process–output models (Gladstein, 1984; Hackman & Morris, 1975; McGrath, 1984). Work force diversity includes different demographic factors like age, gender, experience and educational background. Different theories are given by different experts on these factors. In diversity difference of gender leads to high conflicts in group works. High level management teams with greater age diversity were less likely to engage in agreement-seeking behaviors that could result in reaching strategic consensus. Educational background is main factor in diversity. Employees are come from different regions only the education is the main thing that leads him in a proper way to work as an employee in an organization. And at the end leadership is only the way to handle the diversity in the organization. Only an expert leader can lead his work force through motivation and other ways like training and development of employees to work as a member of the organization. So a leader should have the both styles transactional and transformer. In simple words we can say workforce diversity and good leadership can work better for the enhancement of the organization.

Population and workforce, the most important indicators, which should be considered, and the growth of power in each territory are considered. Today, demographic factors and social characteristics of each country or territory, as a major force in determining the fate of the economy - the political and cultural situation, and the quality and efficiency of their current situation and future prospects, can positive and negative factors. The study also examined the distribution of rural and urban populations, migration and dispersal of non-resident population in the country, in order to plan and manage the appropriate distribution of the population, as well as the cause of the distribution is paid. Required data population ( total population, rural population (total, male and female), non-resident population (total, male and female ), and immigrant intake ), this research is provided for each province, and after review and the data transferred to the GIS environment, and maps of each of the demographic factors, to better understand the zoning for the entire country, and the reasons for the uneven distribution of population was described, The results indicate that, Tehran as the country's most populous province, and the province's most vulnerable immigrant is introduced. Ilam, in terms of population and in terms of immigration, there is the last category provinces, Khorasan Razavi province, has the highest rural population, and Qom, has the smallest population is rural, Sistan and Baluchestan Province has the highest number of nomadic populations, and Qom was seen as the minimum number of rural population, had the province in terms of soil and water are no facilities for pastoral work.

Lambani community has been ardent in retaining traditional symbols despite the influence of modern practices as evidenced by their female dress and adoration practices. These people respect the traditional values and practices. Alcohol liquor is being in use by Lambani community in many ceremonies. Offering of the liquor and receiving of liquor during some ceremonies is very important aspect often depict the status and standard of persons involved. These people have a long history of preparing their own liquor. They have their own special methods of brewing and distillation which is specific to specific tanda (abode). Being the persons engaged in trade, demand of liquor for other community people will also force these people to engage in preparation and supply of liquor. However, law of the land prohibits preparation and storage of liquor without government sanction and standards prescribed. Thus, authorities have targeted this community as being involved in crime of preparing illicit liquor. Involvement of specific community in specific crime needs to be dealt with the knowledge of social-anthropology. Accordingly a study of ceremonies involving utilization of liquor among 18 tandas of Karnataka has been conducted and socio-cultural significance of the factors involved has been discussed.

This paper mainly focuses on Managing employee retention and the tools used for retention. Specifically this paper pictures about the general practices adopted like talent management, Organizational Development, Training, Rewards and Recognition and hiring process. Philosophically, employee retention is important; in almost all cases, it is senseless to allow good people to leave your organization. The success of an organization mainly relies on the efficiency & stability of its employees. During the past decade the automobile industry has been facing a drastic problem in retaining the top talents. The key to success relies on good leadership, good management, and potential team with, knowledge, skills, attitudes and aptitudes. The technical know-how of a company to retain its employee depends on the constant growth rate of it. In business market good refers to valuable and talented employees. This article presents about the research paper on employee retention in automobile industry.

Business Intelligence, a framework consisting of processes, tools and various technologies that convert data into information and information into knowledge are needed. Research, applied research, and data collection methods, descriptive - correlation survey, which examines how business intelligence among inventors and innovators has Sanandaj. The population have all inventors, entrepreneurs and successful scientists are in the city of Sanandaj, the number was 150, of which, according to Cochran's sample size calculation formula, 108 seats, as the sample was selected. The results of this study also showed that, among the decision criteria inventors, inventions and innovations, there is a significant relationship. So that, between process knowledge and ingenuity and invention, between ingenuity and invention to solve complex problems, and explore the power of ingenuity and invention, and the strengthening of the decision and the ingenuity and invention, there is significant relationship.

The BPO industry in India has become a growth engine for the economy. It has achieved staggering growth in the last 10 years of its operation, adding 5 million jobs and USD 15 billion in its revenue. 5 million jobs naturally imply that 5 million people are working in some capacity or the other for the industry. This makes the job of HR all the more demanding, and important. Human resource is responsible not just for procuring the right kind of people for the right jobs, it also makes sure that these people stay with the company, and, during their stay contribute optimally to the company’s development. Although, in a BPO, it is relatively simple to lay down the technical qualifications of the job, the channel through which people with such qualification can come to the company, and the manner in which these aspirants can be evaluated. The high attrition rate in the industry is primarily due to the restricted career options or growth opportunities for the youngsters. Fear of stagnation is a major factor that forces the employees to quit the industry. While some leave their career mid-way in pursuit of higher education, others are drawn in by the higher pay packages offered elsewhere. The new entrants into the BPO sector, who are consistently on the lookout for trained youngsters, offer higher remuneration. With the employees moving to other jobs in less than a year, the industry has to confront the gnawing problem of attrition.