Organizational Behaviour

Present research intended to find out various problems faced by the schools administrators pertaining to how much principals and head of institutions are responsible in planning and developing an educational institution, how much they are empowered or struggling the quality education and healthy comfortable environment to the students and whether expectations attached to their role are realistic or not. The main objective of this study was to explore these issues, and also find their impact on the public and private institutions. Population of the research was comprised of head of institutes, Principals or campus administrators and section heads of public and private schools and colleges of Islamabad. A random sample of 153 respondents was collected from various public, private (chain schools) and individual owned schools with the help to research questionnaire. The results showed a dissatisfaction of educational administrators towards the organizational procedures, availability of resources and funds, implementation of modern methodology and concerns about advanced and updated curriculum and general facilities.

The purpose of the study was to establish the role of organizational culture on performance in the insurance industry in Kenya. The study adopted a descriptive research design. The target population for this study was the senior and middle level management staff of the 49 insurance companies registered with the Association of Kenya insurers (AKI) by December 2014. The study selected the respondents using stratified proportionate random sampling technique. Primary data was obtained using self-administered questionnaires administered using a drop and pick later method. Descriptive statistics such as frequencies, percentages, mean score and standard deviation was estimated for all the quantitative variables and information presented inform of tables and graphs. Inferential data analysis was done using Pearson correlation coefficient and regression analysis to establish the relations between the independent and dependent variables. Hypothesis testing was done using p-value in a Chi-square test. F-statistic was also be computed at 95% confidence level to test whether there is any significant relationship between organizational culture and performance of insurance companies in Kenya. The correlation results revealed that organizational culture promoted performance in the insurance industry in Kenya. The study recommends that standard employee compensation packages should be implemented to poster motivation for better employee productivity. Insurance companies in Kenya should develop strategic marketing plans that differentiate each organization from the market rivals. Continuous market innovation and product development is also advocated. Strong focus on customer retention and building of loyalty is recommended. Insurance firms in Kenya should implement knowledge management systems as this was associated to be a key driver towards Performance of Insurance Companies. Periodically, insurance firms in Kenya should carry out SWOT analysis, business reengineering process is also encouraged to keep operations on tack. Internal flow of activities are effective as the quality of coordination was found to be a crucial factor posting positive performance of organization and that management should work to ensure that strategic policies actively promote organizational effectiveness, reputation, values and ethics. This study contributes to the existing body of knowledge concerning strategic management which has become popular among companies. The study results promote clear understanding on organizational culture especially on leadership.

A mild stress is must for stimulation, motivation and growth which is desirable. Till you manage stress, it is not harmful but when stress starts managing you it becomes harmful. When we do or are made to do things beyond our capacity, the paradigm is broken and we become tense – this is nothing but STRESS. In business across the country, the employee stress levels are rising day by day along with the talks of increasing conflicts in the organisations. Each individual reacts differently to the factors causing stress and actual stress itself. Though it is believed that women generally tend to go into shell when extremely stressed, men on the contrary become more violent, irritable and develop addictions. No addiction can claim to be free from stress at all points of time. Stress cannot be eliminated full but can be reduced, so the need of the hour is to manage the stress at the right time. We have to manage stress till, stress starts managing us. Various techniques are used to manage stress by arranging various stress relieving programmes say yoga, meditation etc. Stress should not only be managed at individual level but more important is to be managed at Individual level but more important is to managed it out at organisational level. As one’s quality of professional life leads to quality of personal, family and social life which cannot be easily separated.

The term, "non-governmental organization" or NGO, came into use in 1945 because of the need for the UN to differentiate in its Charter between participation rights for intergovernmental specialized agencies and those for international private organizations. At the UN, virtually all types of private bodies can be recognized as NGOs. They only have to be independent from government control, not seeking to challenge governments either as a political party or by a narrow focus on human rights, non-profit-making and non-criminal. The structures of NGOs vary considerably. With the improvement in communications, more locally-based groups, referred to as grass-roots organizations or community based organizations, have become active at the national or even the global level. t is thus important for the NGO to have transparency in its operations and goals so that its relationship. Human Resources (HR) is the function that deals with managing an organization’s most important asset—the people who do its work. Ideally, HR policies and rules are designed to level the playing field; to help guide and protect staff and volunteers so they can contribute to the best of their abilities. Effective HR policies and procedures also help attract and retain the right people for each job and support the team who will accomplish the organization’s goals.

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 organization culture 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 9 pioneering people (Schein, Martin, Ouchi, and Cooperrider & Whitney) 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.

The main objective of this study is to analyze the impacts of organizational changes towards employees’ performance in the banking sector in Malaysia. The factors that will be discussed in this study include communication, leadership, procedural justice, employees’ development and tolerance to change. The location that been selected are Penang and Perak. A sample size of 450 respondents in the questionnaire had been conducted. The questionnaire was design and distributed through randomly sample to employees. The Statistical Package for Social Science (SPSS) software had been used in order to run the reliability analysis, frequency analysis, explaining the correlation coefficient analysis and test of hypothesized relationships among the dependent variable and the independent variables. As a result, it had been found that communication, procedural justice, employees’ development and tolerance to change has positive significant relationship with employees’ performance. On the other hand, leadership has the negative significant relationship with employees’ performance.

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 25 pioneering people, main principles of the organization theory are presented one by one. Section 4 discusses and concludes the paper.

The main aim of this study is analysis Employees’ involvement and quality improvement in Iranian small and medium enterprises (SMEs). This research is conducted based on descriptive and surveying method; to collect data, was chosen through questionnaire. For research’s purposes, a distinction was made between small firms (fewer than 50 employees) and medium-sized ones (between 50 and 250 employees), questionnaires was mailed to 600 Iranian SME randomly selected. The questionnaire was pre-tested and validated with the help of a panel of two academics/researchers on quality management issues and two quality managers in SME. Out of the sample, a total of 95 questionnaires were completed and returned. Data gathered through questionnaires were submitted to a set of statistical analyses tools, using SPSS (Statistical Package for Social Sciences), and punctually, some of Microsoft Excel’s statistics and data bases tools. In accordance with research purposes, univariate analyses were performed on issues strictly descriptive, while bivariate analysis tools were used on issues based on means comparison (Student’s T test and Chi-square test). Showed that in considered society, most SME developed training programs specifically focused on quality improvement, suggesting that, beyond fostering quality improvement awareness, SME supply their employees with tools necessary to develop their skills and(or acquire new insights needed to improve their performance. These evidences may indicate that top management is aware about the importance of training and development focused on quality improvement, for effective employees’ participation in quality continuous improvement initiatives.

The aim of this article is to examine the advantages and disadvantages of extending the retirement age for employees in Malaysia. Retirement falls under as one of the phases of career development, which happens to be the last phase of an individual’s career. As the last phase of employment, people have different views regarding the retirement period. Some can easily accept it as it is and some other may find it hard to face. This article will emphasize on the pros and cons of extending the retirement age as some organizations feel that it is necessary, while some other organizations refuse to. The article highlights the different point of views of different countries on this matter.

Owing to the poor academic performances of students in Secondary Schools in Ekiti State, Nigeria, the study examined gender differences and the influence of parenting styles on the academic performances of secondary school students in Ekiti State, Nigeria. A sample of 116 participants comprising of 62 males and 54 females with ages ranging from 13 to 16 years and a mean age of 15.2 years was drawn from among the students of Christ School, Ado-Ekiti, Nigeria. The 20 items Parental Care Scale developed by Baumrind (1971) to measure what children perceive as the styles or approaches that their parents dominantly use in taking care of them was administered on the students and it was found out that parenting style influences children’s academic performances, with authoritative parenting style being most influential [ t (113) = 20.95, p <.01]. No significant difference was found in the academic performances of males and females owing to differing parental styles. Findings were therefore discussed in light of available literature and recommendations were made.