Organizational Behaviour

Today’s young generation are considered to be the centre and the basis for future generations because of several reasons. Jean McDougall and David Chantrey (2004) are of the opinion that this generation between the ages of 8 and 14 years are the controlling entities of the future. From business point of view this segment of market is considered to be the most profitable segment because they have ample of money to spend on. They are growing fast; know their own minds and growing with distinctive attitude. For these individuals older values no longer hold true and they are greatly influenced by urbanization, 24/7 and the new online media. Most of their decisions are not based on logic but are influenced by the social environment in which they exist. They are keener on clothes, image, tastes, sports, technology and electronic gadgets. Gifts, leisure goods and mobile phones are quite essential for keeping them connected with their friends. They have obsession towards advanced gadgets and they even can’t think of their life without cell-phones in their pockets, laptop bags on their shoulders and their day doesn’t start without chatting on ‘facebook’ or ‘orkut’. Although advance technologies are quite essential in this fast moving era but addiction to such gadgets can cause health hazards as well as social imbalances.

This research paper is based on extensive research work on success factors and framework of knowledge management in competency building of business organization. In this research paper the researcher analyzed the success factors, which are enablers towards decision making process and explore the knowledge management in every phases of the organizational decision making process. The researcher is also tried to optimize the decision making capabilities in competency building on decision making platform towards business optimization. This paper is also emphasized the success factors which directly affected to decision making capabilities in competency building of business organization.

The purpose of writing the current paper is to survey the relationship between managers’ emotional intelligence with their employees’ citizenship behavior in Saderat Bank in Alborz province. The research methodology was descriptive one in which 2 questionnaires foe gathering data were applied. The results of Chi Square test show that there are positive and meaningful correlations between emotional intelligence and its dimensions with OCB. Also the impact of empathy and motivating oneself were more than other dimensions. After that the positive correlation between educational level and OCB in employees was proved. Finally applying Binomial text shows that all variables apart from social skills and OCB were placed in low levels.

Successful healthcare organizations emphasize attracting human resource assets and aggressively seek to resolve and prevent high employee turnover. Measuring employee turnover in a healthcare department is fundamental to the success of the organization and the quality of care it delivers. The most important impact of employee turnover may be the effect on patient care. Generally, all patients prefer to be cared for by the same members of a healthcare team each time they require treatment. This involves building relationships between the patients and their respective healthcare organizations. Determining why employees are leaving an organization is an important part of developing an effective strategy. This study trace the effects of manager leadership characteristics on staff retention in private hospitals of 2 distract in Punjab. Effects of manager characteristics were traced to retention through work characteristics, job stress, job satisfaction, commitment, and intent to stay. Our sample size is about 100 employees in the hospitals and we collected it from different hospitals in Sargodha and Lahore district. For estimation and result analysis we used SPSS software .Descriptive statistics, Frequency distribution are done to get results and Bar charts are made to interpret results. On the basis of result we conclude that to keeps the employees in hospital for a long period of time needs to announce bonus for them. So they motivate and perform their level best for increasing the performance of hospital. Further to retain employees in hospital for a long period of time requires to give each employee equal career opportunities. On the bases of result we can say that every job is required to give training to employees for their better performance.

The present research intends to study any relation between organizational culture and suggestions system. It is an explanatory one from among different types of applicable researches and from method viewpoint. Therefore two separated questionnaires were applied for this purpose. The first one is related to organizational culture with 23 closed questions. The second one is related to measuring any cooperation through suggestions system. Upon ensuring about narration and survival of measuring tools, both questionnaires were distributed among members of a sample consisting of 30 persons of a statistical population including headquarter personnel of quarter areas of Education Department. According to the findings, there is a meaningful relation between organizational culture parameters and suggestions system. Finally there are some proposals for betterment and upgrading all cultural dimensions in order to have more promotion of suggestions system in mentioned organization.

The main endeavor of this study is to calculate the relationship and nature of relationship betweeen Employee Perceived Performance and Human Resource (HR) Practices (Compensation, Performance Evaluation, and Promotion Practices) in the Islamic Banks of Pakistan. for exploring this relationship primary data is collected from 193 employees of Islamic banks through personally administered questionnaire. The relationship and nature of the relationship is calculated by applying the Spearman’s Correlation Matrix and Multiple Regression Analysis. The Spearman’s correlation results demonstrate that, the employee perceived performance and HR practices has the positive and significant relationship. The regression results indicate that from HR practices: only performance evaluation practices is significant while remaining two compensation and promotion practices are not significant. Although little research having been done on Human Resource practices of banking sector by researchers. This study investigates the impact of Human Resource practices in Islamic banks of Pakistan by utilizing response of employees through surveys. Moreover, this research provides top-management of banking sector to design or revise their HR policies and make practices to attain high employee performance.

The structural adjustments programmers adopted in a number of countries have brought home the vulnerability of human development variables. The linkages between investments in human development programmes and economic development have become sharper. There have been major international developments-such as the opening of global markets, the increased market orientation of economies and the restructuring in socialist countries-which have given rise to an increased competition, forcing developing countries to produce and market quality products at competitive prices.

By around 21st century in public sector in Kenya, the commitment of employees in management of public services had declined drastically. One of the contributing factors was lack of proper training and capacity building among the public servants. The Kenya government responded by formulating Human Resource Development Training Policy that aimed at improving efficiency and effectiveness among the employees. The purpose of the study arose from the fact that training and development, is to develop capabilities of an individual to satisfy the current and future manpower needs of the organization. The objective of the study was to determine the effect of training and development in the department of children services. The main purpose of this study was to establish the impact of training and development on employee commitment in the Department of Children Services where the study used correlation research design. Questionnaire was used to collect data from 186 employees. Data was analyzed using frequencies, percentages and Pearson’s Moment correlation coefficient test. The study concluded that training and development had an effect on employee commitment in the department of children’s services. The study recommends that the government should emphasize frequent training of employees to enhance skill development. In the public service training ensures continued and adequate supply of relevant knowledge and skill to the service. The training provided to the employees should be designed in such a way that it makes Public Service better equipped to meet the increasing challenges for higher standards of service delivery and also commitment to cope with the competitive technological challenges that are taking place today.

This paper highlights the review of theoretical studies on the concepts of entrepreneurship and intrapreneurship; underline the similarities and differences between them. Entrepreneurship continues to thrive in almost all corners of the world. Entrepreneurs are reshaping the business environment, creating a world in which their companies play an important role in the vitality of the global economy. But there is not always necessary to establish a company in order to implement new ideas. A great potential lies in applying business principles within existing organizations.

In recent years, what matters most is due consideration given to ethics and social obligations on the issues like organization and management. Increasing importance of ethics in the world of organizations denotes crisis in ethics; environmental pollution; betraying propaganda; unfair wages, tax evasion; administrative corruption and crimes committed by the organization are increasingly augmented. This looks as if there might be no end ever envisaged to corruption and bribery in the states, legislatures and judiciary and security forces. Armament and ammunition organizations, wars and military budgets are growing day by day; however, capability of the existing weaponry outpaces the armament required to destroy the globe. Yet, what reasons truly stand behind such illegal and unethical behavior in organizations? What is origin of the problems? How can the organizations prevent from such acts by using the religious teachings? This article has tried to present strategies in response to the above questions through reviewing the current notions and using the religious teachings.