Organizational Behaviour

As a result of globalization the world is getting closer day-by-day and transforming into universal community. The organizations are in progressive state and converting into a hub of culturally varied individuals. This diversity is good as it brings significant prospective like innovative thinking, improved judgement, inspiration, etc. But on the other side,these cultural discrepancies have also become the root cause of clashes, encounters, intricate situations and communication collapse, etc. Among all these issues, communication can be considered as one of the biggest challenges of multicultural organizations, as different area employees’ speak different languages and unable to communicate effectively.This ineffective communication leads to a state of confusion and ambiguity among employees, partners and customers. Due to unsuccessful projects, business partners and customers become unsatisfied and organizations get converted into a dejected place. The purpose of this paper is to know that how communication is acting as a challenge in multicultural organizations. With the help of the existing literature the authors have made an attempt to explore the various factors which make communication, a challenge to Multicultural organizations, and to explore what all are the areas which may get affected due to dearth of productive multi-cultural communication and suggestions are given to overcome these barriers. Keywords: Miscommunication, Multicultural, Communication Challenges, Diverse Workforce, Leadership.

In today's dynamic environment, proper strategies are not enough for companies and they should also be able to work in harmony with their environment. Innovation is one of the factors that allow companies to achieve sustainable competitive advantage through appropriate leadership style and knowledge absorptive capacity. The purpose of this study was to investigate the intermediary role of knowledge absorptive capacity between transactional leadership style and innovation. The population of the study included medium and large-scale manufacturing companies in the industrial estates of Mashhad County. The data were collected by means of a questionnaire. Structural equation modeling and partial least squares were used for data analysis. The results of the analyzing the questionnaires distributed among the sample population - 82 senior managers of companies - showed that there was a significant and positive relationship between transactional leadership and knowledge absorptive capacity as well as knowledge absorptive capacity and organizational innovation. Therefore, the significance of the intermediary role of knowledge absorptive capacity was confirmed.

The purpose of this research was to identify about the implementation of Balanced Scorecard in the insurance companies of Pakistan. Additionally, this study was conducted to answer various queries such as relative importance of the four perspectives of the Balanced Scorecard, relationship between experience of the employees and knowledge about the Balanced Scorecard, relationship between the age of the employees and knowledge about the Balanced Scorecard, measures used by the insurance companies for each perspective of the Balanced Scorecard etc. This study was conducted at the managers and non-managers’ level. To achieve these purposes, a sample of 23 out of total 36 insurance companies was taken. Total number of respondents was 120.

The present study aimed at to find out the conflicts of faculty members with responsibilities, administration and colleagues in the educational organizations. Population of the study was comprised of male and female colleges of Rawalpindi District. Sample of the study comprised of four post graduate colleges (two male and two female) of Rawalpindi District. A stratified random sample of 150 male and female faculty members were selected from each college. Results show that the female has more conflicts towards responsibilities, administration and colleagues than male. Junior staff members have high level of conflicts than senior members and married faculty members are facing fewer conflicts than unmarried faculty members.

The dawn of Internet and eCommerce has opened new ways of business for many financial institutions. It has connected organizations all over the world. Online banking is the order of the day. The main feature of internet Banking is the 24/7 users’ direct access to the information system of a bank without any geographical restrictions. Similarly, iBanking is time and cost saving, simple, accessible, ease-to-use and reliable to both the customers and the bankers to carryout business online. However, there are still many customers who do not use or reluctant to use eBanking services. This research is aimed to explore the factors responsible for the user-acceptance of eBanking in Dera Ismail Khan, KPK, Pakistan. The researcher has done extensive literature review to analyze and understand the problem with regard to critical success/failure factors of customer acceptance and developed and tested a model in the local environment of Dera Ismail Khan.

This study aims to observe relationship between leadership behaviors and employee’s innovation; and to analyze the impact of leadership behaviors on employee’s innovation in public and private sector organizations individually and collectively. Two questionnaires were developed, one for employees and one questionnaire for leaders/managers. Sample comprises of randomly selected five hundred managers and five hundred employees of different private and public sector organizations. Percentages, compute variable technique, independent samples T-test, correlation analysis, and regression analyses have been used to analyze data. Results indicate that: firstly, same leadership behaviors are adopted in public sector and private sector organizations but heterogeneity prevails in providing vision leadership behavior and consulting leadership behavior. Secondly, all leadership behaviors are positively interrelated with employee’s innovation. Thirdly, all leadership behaviors have no effect on employee’s innovation based on individual analysis; whereas, only innovative role modeling leadership behavior has significant positive impact on employee’s innovation based on pooled analysis.

The quality of employees hired depends on an effective recruitment and selection strategy. Recruitment and selection are critical human resource functions for businesses. Recruiting the right type of employees having the organizational fit remain a big challenge to the employers who want to achieve guaranteed success in their business operations. Hiring the right employees for the business can positively affect the turnover rate, company culture, production and profit. HR departments have become strategic entities in their functioning since these have to recruit the best resources, involve them fully in organizational productivity and plan for their value addition in order to ensure retention. This study was conducted to know the recruitment process followed by organizations and challenges faced by the HR recruiters while recruiting and selecting the candidates. The recruitment and selection issues that are prevalent today are not unique to any organization and research has shown that the issues are almost identical. Recruitment should be based on qualification, merit and experience. High unemployment doesn’t necessarily mean that it is easy to find good candidates. Centralized recruitment is advantageous. Line and staff co-operation is essential with regard to recruitment and selection. A fake resume affects the recruitment process badly and affects the efficiency and credibility of the company.

Knowledge management can play a vital role in increasing the efficiency and effectiveness of businesses. The earnings from utilizing knowledge management has caused that most organizations try to execute this process. In their initial attempts, however, most organizations were faced with a major challenge that despite of investing on knowledge management, the penetration of its usage is too low. The main reason is the lack of an applied model by the organization in order to achieve the aims rapidly. After introducing the concepts of knowledge management, present study studies various models on executing knowledge management provided by various authors. Affecting factors on each model are extracted. Likewise, various introduced processes of knowledge management by authors are studied. By using such factors, we achieved knowledge management execution model in organization.

Knowledge management is an important issue for business life and one cannot achieve a competitive advantage without completely relying on KM’s innovative work and HRD interventions. HRD includes a wide range of activities that make work possible for business managers that are competing in global work to gain competitive edge. HRD activities make KM work easy and thus knowledge flow becomes mollifying and then use and reuse of knowledge creates value. The value addition brings out organizational effectiveness. The gap has been identified from the study conducted by (Elena, 2013). In the paper researchers main focus was on accessing the HRD efficiencies in Knowledge Management. Researchers left space for future researcher to find the link between HRD interventions and KM. In this study the focus is on two HRD interventions i.e. performance appraisal and training with great emphasis on Knowledge Management. Both are of great importance in an organization and needs continuous feed back and improvement.

The Present Study discusses women labour absorption in paddy crop with special Reference to Salem District Tamilnadu. Most of the developing countries through the emphasis on industrialization, the agriculture continues to be the main source of employment of the people in these countries. The absorption of women in agriculture and allied activities is in no way insignificant in these countries.