Organizational Behaviour

This research study investigates the possibilities of "Re-engineering the objective of this study therefore, was to find out the major causes of the problems of low performance of the public enterprises, seek for the possible means of re-engineering the system and to determine how the public enterprises can assume a "going concern" identity after the process. Questionnaire was designed for the collection of data and ANOVA statistical test was used for the analysis of data. It was observed that public enterprises were impoverished by the leadership style of management and bureaucratic tendencies and the culture of the people that gave rise to corruption, abuses, impunity, etc, that the only thing that can salvage the system is entrenching a new public- management (NPM) where the elements of private sector system are put in place to abolish the old bureaucratic public service system. It was however recommended that government should grant autonomy of funds and management to public enterprises with adequate supervision for control, checks and balances, reward performing officers and punish deviant ones.

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 theories of organizations and environments 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 (Katz & Kahn, Thompson, Meyer & Rowan, Pfeffer & Salancik and Carroll & Hannan) 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.

This research focused on the transformational leadership behaviors of lecturers in three institutions of higher learning in Nigeria and its impact on student satisfaction and retention. A questionnaire of 36 questions with Likert scale (1-5) was used as an instrument to gather data which helped to determine the student assessment of the transformational leadership behavior displayed by their lecturers and its impact on student satisfaction and retention in institutions in Nigeria. A sample size of 300 students was randomly selected for this research. Students who have been in the institution for more than one year were chosen for this research to ensure reliability of the data. In analyzing the data, Statistical Package for Social Sciences (SPSS) was used. From the correlation analysis, it showed that transformational leadership behaviors such as intellectual stimulation, inspirational motivation, idealized attributes, and individual consideration were highly correlated and significant with student satisfaction and retention in those two institutions in Nigeria. However, regression analysis shows that Transformational Leadership behavior of idealized attributes, inspirational motivation, intellectual stimulations, and individual consideration were significant and positively influence student satisfaction level. This research has contributed to the existing knowledge by identifying those essential attributes of a lecturer which impacts positively on students’ satisfaction and retention in institutions in Nigeria. It was recommended among others that lecturers should always improve on the four areas of transformational leadership behaviours.

The purpose of this study is to investigate the relationship among information technology (IT), dissemination of informal knowledge and organizational learning. This article is implemented based on research findings described in firms with business areas of IT, and is formed as an analysis case in Taran Gostar Company. The literature was studied to develop a theoretical framework for the research model and after the library studies and exploratory interviews, investigate the relationship among IT, dissemination of informal knowledge and organizational learning were assessed through research surveys and questionnaires. Reliability and validity of the questionnaire was confirmed by experts and measured with Cronbach's alpha and also the value of 0.85 was obtained. The SPSS software was used to examine the relationships between the components of knowledge. Results showed a direct and significant correlation (positive) between elements of the research topic. Correlation coefficient between IT and informal knowledge is equal to 0.702 and the correlation between IT and organizational learning is equal to 0.804. In this study, the researcher used a questionnaire based on the range of 5 options. 170 questionnaires were distributed among company employees of Taran Gostar and 102 cases of them were applicable.

The present study examines the relationship between individual characteristics and effectiveness of human resources staff of the University of Kermanshah focuses light. This descriptive study based on survey and is branching out. Inventory data is collected. In order to measure the individual characteristics of human resources At standard questionnaire "Bass, and AldryjValnzy" and part of the questionnaire has been developed based on the model used is Talkut Parsons The reliability of individual features 0.85 and the reliability of the 0.87 was obtained Both the questionnaire and Cronbach's alpha over 0.7 are thus the reliability of both questionnaires were required. Statistical volume of about 470 employees Glider (non-faculty members) are Based on the sample was selected as the Morgan Dujy 270 finally 291 questionnaires were collected. For the normal data obtained from the Kolmogorof test - Nuf smear was normal and the test results confirmed the data. Spearman correlation test research hypotheses, were approved And normal test results confirmed the data Hypothesis test of solidarity with my Speer, were approved and they proved positive and significant effect This means that the individual characteristics of human resources is stronger The study population will increase the effectiveness of staff.

We all have faced different learning experiences in life. Just go back a few years when you were sitting in the class, the professor or teacher teaching a subject. Suddenly he shoots up a question few hands goes up in the air and you are left wondering, why I am not able to grasp fast like them. With time the explanation you give to yourself ranges from “they being smart” to “me being not so smart”. This research paper gives an insight to a more rational reason for these differences. Which is - each person has their own learning styles and their own natural intelligences. This empirical research paper captures information based on Howard Gardner multiple intelligence questionnaire. The essence of it is as Howard believed is different individuals possess different multiple intelligence. And how these intelligences, provides the panacea by making use of this test, which can be considerably used by the HR managers while designing training program for the employees and designing the learning style of the individuals. This research paper will provide a powerful tool to be used during the employee training design.

Knowledge Process Outsourcing, or KPO, is the latest wave to hit the outsourcing business in India. A booming sector with tremendous potential, the KPO sector in India employs around 25,000 people currently. KPO is Knowledge Process Outsourcing (KPO). It involves outsourcing for high-end knowledge work. This includes research and work on intellectual property, equity and finance, analytics, market research and data management, et cetera. This article is prepared for better understanding of the concept and state of India in the sector.

The purpose of this study is the review of the relationship between organizational trust and knowledge management in the national company of refining and distribution of the oil production in Kermanshah – Iran. This research is on the basis of the descriptive type, and the questionnaires are used in it. Aloonen et al., (2008). Questionnaires are used for organizational trust and for knowledge management evaluation is the questionnaires of Proset et al., Capacity of statistical society consist of 270 employee of the national company on the basis of the class accidental sampling among them, some of them have selected as a statistical sample and finally, 134 questioners have collected. Kolmogorov -Simonov test was used for the determining of the normality collected data, and to confirm the results of it. Hypothesis of the research were put in test container with spearman conjunction test. Results show meaning full and positive conjunction between trust and knowledge management. That is as trust of employees about their organization, increases; they should show much knowledge management.

This paper is focused on corporate strategy in man-power planning as a way out of economic melt-down. The aftermath of the global financial meltdown was devastating to the developed economies like Europe, America and Asia, Africa a developing economy was not an exception as corporate organizations struggle to get back on their feet or stabilize the quagmire. In order to achieve this, corporate organizations need effective corporate strategy in their manpower planning as to maximize optimum personnel utility in order to achieve the organizational set goals by overcoming the strains of the global economic meltdown. This paper strategically encapsulated corporate strategy in manpower planning as a panacea to the present economic challenge.

The purpose of this research is to understand and quantify the impact of Building Human Resources on Business-IT Alignment and strength of interaction among them. A theoretical framework is proposed regarding the constructs of Human Resources (BHR), and Business-IT Alignment (BIA) and the construct validity was established. The sample data from 65 firms were obtained through structured questionnaires. Structural equation modeling (SEM) was used to understand the relationships among each of the construct and its attributes. Building Human resources had a strong effect on the Business-IT Alignment , and is statistically significant.