Organizational Behaviour

The purpose of the study was to determine the relationship between stress management and workforce productivity of Amol Industrial Park located in Mazandaran Provine. The total number of universe of the research was 250 top managers, middle managers and supervisors shouldering a responsibility in the before-mentioned Industrial Park and the number of the sample population was determined through Morgan sample population volume table (n=150). For data collection, Background Information questionnaire, Stress Management and Workforce Productivity questionnaires were used. As for analyzing the data gained after collecting the questionnaires; Descriptive and inferential statistics were used. Pearson Correlation Test, One Sample t Test, Independent Samples Test and Regression Tests were used for hypothesis testing. The results from analyzing the Sub Hypotheses of the research demonstrated that there was a positive and significant correlation between Respectful and responsible manager (P=0.005), Managing and communicating existing and future work (P=0.002), Managing the individual within the team (P=0.01), Reasoning/managing difficult situations, (P=0.004) and workforce productivity in the universe of the research in hand. As for analyzing the Main Hypotheses of the research; the results demonstrated that there was a positive and significant correlation between stress management and workforce productivity in the universe of the research in hand (P=0.001). The results also demonstrated that there was no significant difference between the opinions of male and female managers about the level of workforce productivity and stress management being put in practice in the before-mentioned Industrial Park. And finally the results indicate that the level of workforce productivity and stress management being put in practice in the before-mentioned Industrial Park is not under the influence of any of Individual characteristics of managers (e.g. Age, Education Level, Job Title, Employment Background and Employment Status).

Necessary to achieve the objectives of the organization, the most valuable resources. In this context, growth, progress, prosperity, and enhance the capabilities of employees, as employee empowerment, has been of interest to scholars and experts. The influence of the factors affecting empowerment, job satisfaction and, as a case study, the staff at the Ayandeh bank , using the so-called solidarity, and through the analysis questionnaire. In this study, the model of empowerment Spreitzer, has been considered. The sample size of the study population according to the investigations, about 460 people-are, according to Cochran formula, was estimated at 210 people. To collect information from the sample, and to test the hypotheses is set to the survey, the survey, a total of 30 questions designed to the 17 questions translated questions Spritzer, and according to the Terms, the Ayandeh bank , have been implemented, as well as questions 1 to 13, separately, related to employee job satisfaction, according to Susan Linz model is used. In this study, after collecting data, regression testing, to determine the extent and degree of the relationship between two variables is used. Results indicate that, competence and job satisfaction of the staff at the Ayandeh bank , self-organizing job satisfaction, effectiveness and job satisfaction, meaningful sense of job satisfaction, and trust others with job satisfaction, respectively, significantly 0.000, 0.000, 0.000, 0.000, 0.000, influence, and so all hypotheses of the study were approved.

The 21st century is griped with the challenge of effective management for the survival of any business organization. Managers and management scholars are left with the responsibility of exploring and adopting the best management approach in other to keep their organization in business. This paper is focused on management approach for effective management in the 21st century. The paper specifically weighed the four major management theories which include the scientific theories, Human Relations theory, the modern theory and the eclectic theory and, finally made Recommendation/ conclusion for the 21st century managers.

Spiritual Intelligence, a new thread is, content and research on small to be seen. Spiritual Intelligence, one of the most important factors affecting the empowerment of employees. Spiritual intelligence is the ability to use and develop spiritual values and qualities that can lead to physical and psychological well being of the person is. Since today's world, a world full of competition and the challenge is great, the organization's director of environmental turbulence, which improves the performance of its employees, to accept as a competitive strategy. It is associated with human spirituality, and it is a direct correlation between. People can use the spiritual intelligence activities and their lives, the way a deep and meaningful guidance. The use of religious patterns in everyday life can increase the consistency, and the empowerment of people. The purpose of this study is that, whether spiritual intelligence is able to empower, or not?

With entrance spirituality and God to management and Organization field, as 21st century challenge, organization’s managers and leaders must confront with new phenomena. The role of spiritual leader’s is to incite and encourage human resource with use of spiritual vision and establishment of cultural context based on human values, to foster empowered, high productivity, committed, and motivated employees. This paper explains the influence of spiritual leadership on human capital in Delshad (an Iranian organization) company. The results of the research exhibit that there is a significant correlation between spiritual leadership and human resource development. Results indicate the positive and significant relationship between all kinds of spiritual leadership include vision, altruistic love, faith, calling, membership, organizational commitment and performance feedback with human resource development.

Designing a model that can measure the organizational maturity level in the range of IT and related requirements across the enterprise before any action and answer concerns raised before any action completely transparent, the effectiveness of the measures taken would be certainly very useful and effective. Also, in recent decades, IT is upheld with almost all aspects of our lives, especially professional working life. The use of information technology in various fields, and the rapid growth of the use of computers in organizations to assess and acceptance and rejection of IT in organizations has particular significance so that IT's role in achieving an organization's strategic development objectives has been discussed. The research method used in this research is descriptive survey and the type of applied research. The statistic population, are experts in the field of information technology and sampling in this study was non-random sampling (100 experts from the organization). Because of the variable quality of the Friedman ANOVA test was used to test hypotheses and SPSS software was used for data analysis. In general, here we have tried to evaluate the impact of IT organizational maturity and organizational maturity model for assessing the success or failure of the organization's IT group. Reliability and internal consistency reliability test was 0/731. And the results suggest that organizational maturity of the success and failure of information technology is impressive.

Despite the strides made over the course of the past decade to address the barriers present for women to overcome in order to progress in the work place, it is still relevant and necessary to assess the degree of transformational and effective change within the workplace in general, and within the Control Instruments Group in particular. Firstly, to establish whether these barriers till exist; and secondly, what can be done to overcome those that still remain. The various problems addressed within this research included whether the position of women and their rights within the greater context of the working environment have improved since the new dispensation which became effective following the 1994 election, and the level of transformational change within the Control Instruments Group was assessed to identify what barriers still exist, and how can these be overcome.

Innovations are increasing being looked upon to solve many an organizational problems, be it product development, service delivery ormanaging human resource. The importance is the third aspect is felt more strongly due to the fact that talented manpower which fits the organizational culture and value system is hard to find and retain. The HR professionals are adopting innovative HR practices apart from an attractive and competitive salarypackage to attract and retain talent. But one major grey area that is ignored is the image the employer is conveying to attract the desired pool and the image the present employees foster. With the serious talent crunch faced by India Inc innovative HR practices has to be adopted to create a favorable Employer brand. This paper focuses on the innovative HR practice which can be adopted to overshadow the grey areas .We, authors have coined the term ,”Crunch branding” which will be a effective tool to be used for employee retention.

The current study considers the HRM practice as it represents an essential practice for the organizations of developing countries and importantly, it is the most basic approach of HRM practice for the public sector. The current study focuses on HRM practices due to their relevant importance for the organizations of the developing countries. Similar to public sector organizations, PNA organizations employed those particular HRM practice that are similar to public sector organizations practice. PNA organizations really employed those necessary HRM dimensions which generally conducted in similar developing countries organizations. HRM practices are considered to be the most challenging aspects for developing countries. PNA organizations were established to provide services for citizens, to achieve the goals of the PNA. The PNA organizations have been operating under difficult conditions and have established their unique characteristics. Thus, the HRM practices in Palestine has become unique, and a challenging experience. Thus, it becomes clear that the success of the PNA organizations depends on its ability to realize a sustainable HR. Accordingly, the solution to these PNA challenges commences with well-defined HRM processes.

In the present era of globalization with increased opportunities and easy and free movement of workforce, companies are striving hard to retain their employees to get the best out of them. It is considered that a committed workforce is an asset to the organization. What are the factors which influence employees’ commitment towards organization is a much debated aspect in the management field. A good number of literatures on organizational commitment opine that organizational commitment is a psychological attachment of the members of an organization including a sense of job involvement, loyalty and belief in the values of the organization. On the other hand it indicates that a committed employee is one who accepts the organizational goals and willing to exert effort on behalf of the organization. An employee, who is affectively committed, strongly identifies with the goals of the organization and desires to remain the part of the organization. This study makes an effort to analyse the relationship between the behavioral aspects of the employees such as performance, loyalty, satisfaction with the organizational commitment as well as the relationship between the behavioral aspects with the personal attributes such as age, gender, position and length of service. The study reveals that there is a strong positive relation between the organizational commitment and performance, loyalty and satisfaction while there is no significant relationship between the behavioral aspects and the personal attributes.