Organizational Behaviour

Labour welfare has a special significance as the constitution provides for the promotion of welfare of the labour for human conditions of work and securing to all workers. The various welfare measures provided by the employee will have immediate impact on the health, physical and mental efficiency, alertness, morale and overall efficiency of the workers and thereby contributing to the highest productivity. Labour welfare means activities designed for the promotion of the economic, social and cultural well being of the employees. Welfare measures improve the physical and physiological health of the employees, which in turn enhance their efficiency and productivity. It promotes a real change of heart and a change of outlook of the part of both the employers and employees. Hence, this study was undertaken in order to measure the Labour Welfare provided in Kothari Sugars and Chemical Limited, Trichy. In order to measure the Labour Welfare a Structured Questionnaire was prepared and distributed among the Labours working in that Industry. The data collected were further analysed by using various tools like Percentage and Chi-Square Test.

Ethics and ethical behaviors are the ancient concepts which their history goes back to human’s life; and minds of many researchers have been involved in. In this regard, various theories have been proposed. In the field of ethics, one of the theories has been considered by masters is Ethical Work Climate Model presented by Victor & Cullen (1987). This model is the basis of our study. We aim to clarify the influence of gender and marital status on ethical work climate. So we studied ethical work climate in Agriculture Jihad Organization of Qom among men and women and also married and unmarried persons. Findings show there is no significant difference among men and women in ethical work climate. But one of the components of this model has a significant difference among men and women; this component is Independence Ethical Culture. It means in comparison with women, men are more independent in decision making about what is right and what is wrong. Also we found that there is no significant difference in ethical work climate among married and unmarried persons.

This paper empirically illustrates the extent of Job involvement of women employees working the banking sector of India. A sample of 267 women employees from diverse cadres of hierarchy of public and private banking sectors was used for the study. The study classifies the degree of involvement of women employees based on the four sub dimension of Job involvement viz. Response towards work, Expressions of being job involved, Sense of duty towards work and feelings about unfinished task and absenteeism. Regression analysis is used to comparatively highlight the difference that exists between the four sub dimensions of job involvement of the employees.

This paper examines the usefulness of human resources training and development on organizational efficiency. The need was informed following the fact that many organizations have over the years neglected the important value and usefulness of training and developing their employees and that have continued to affect organizational efficiency, performance and level of productivity. It was revealed that any organization that wants to remain in business, develop and achieve its organizational goals and objectives must not only employ qualified, skilled, professional and experienced staff in junior, middle and corporate management levels of the organization and in every department, but must also equipped the employees through training, re-training and development from time to time as the need arises to keep them abreast in the globalization trend and with the best technique in performing their duties. This is to ensure efficiency, increase performance and high level of productivity for the achievement of the vision/mission statements of the organization.

Nowadays, most of managers play an important and essential role in obtaining the competitive advantages, also, they have realized going along with strategic purposes of organization. Moreover, knowledge management became as a competitive obligation in organizations. In spite the fact that a competitive obligation, if leaders cannot provide appropriate infrastructures and necessary prerequisite for the layout of knowledge management system, it will result in human resources repulsion and financial resources loss. This research is based on investigating the effect of empowering on accepting knowledge management system in petrochemical economic special zone in Mahshahr. In this research, Statistic society consists of 250 operation, middle and top managers of PET. Zone which is based on Kukran sampling formula, volume of sample was determined 158 people. The method that was applied in this research is descriptive – measurable. The results which obtained from this study indicate that all four hypotheses have been confirmed.

This study examines the relationship between the organizational climate and organizational trust with the participation level in the decision-making of the managers of the Youth and Sports offices in Ardabil Province. The research methods descriptive-correlative and the research objectives are applied ones. The statistical population of the study included all the managers of the offices of youth and sports of the organization of physical education in Ardebil province, which consisted of 70 individuals. In order to collect then formation about organizational climate, standardized Organizational Climate Description Questionnaire (OCDQ) by HalpinandCroft(1963), to assess the level of organizational trust, Organizational Trust Questionnaire by Allal(2008) and to evaluate the participation in decision-making, researcher made questionnaire were used. Results of this study indicate that there is a significant and positive relationship between the dimensions of organizational trust (lateral trust, vertical trust, institutional trust) and the employee participation in decision making, that is, as the institutional trust increases, the employee involvement in decision making increases significantly. These results help the managers to decrease or increase the employees’ participation in organizational decision-makings, and so doing, enhance organizational climate and organizational trust toward the organization and its management.

It all about flow of Communication in the company. It is related to the Oral communication in the organization and the Effect.

Man’s relentless quest for knowledge and its documentation have had profound impact on development of human race at every stage. The fast change in the quality of our lives over the centuries has been because of the knowledge flow in the information technology age of today. On a global basis, organizations are recognizing the importance of knowledge as a means to gain or sustain competitive advantage. Researchers have concluded that the only thing that is sustainable, for successful businesses, in the New Millennium – is what it knows, how it uses what it knows, and how fast it can know something new. In the past, the dilemma was finding enough information, but now the problem has shifted to identifying and managing the nuggets of mission-critical knowledge amongst the mountains of meaningless noise. Many organizations are primarily knowledge-focused. They obtain data and information and produce either a product or service. In this production process they use their own, and others, knowledge and information. Much of the knowledge in an enterprise is grounded in the minds of employees. The awareness of the value of knowledge to a business, coupled with its management, acts as an integrator that improves cross-functional communication and cooperation. Shared knowledge not only makes for a more effective, efficient and agile organization, but creates a common perspective and culture that produces a natural consistency of successful decisions and actions.

The IQACs in the educational institutions of higher learning on the recommendation of NAAC can definitely contribute to the aspects such as increasing involvement of human resources, reduction of work pressure on management, human resource work in a smarter way than harder way, conversion of average into high achievers, enhancement in human resource efficiency, existence of better academic environment, collective administrative decision making, transparency in the financial transactions, better work culture, new dimension to education sector and raising the level of job satisfaction in various degrees. The sample has been taken from 44 institutions of higher education in Haryana. The coordinators of IQACs in each college were contacted to respond to the queries. These 44 institutions include 19 urban aided institutions (13 co-ed. And 6 women colleges), 8 urban government institutions (5 co-ed. and 3 women colleges), 11 rural aided institutions (3 co-ed. and 8 women colleges) and 6 rural government institutions (3 co-ed. and 3 women colleges).

Aim: The main aim of this study is analysis of job satisfaction and professional commitment between staffs in Kermanshah. Materials and methods: This study is according to descriptive analysis and reaching branch and information gathering tools is question air and for assessing job satisfaction we use briefed and worth 18 question airs and for analysis of professional commitment and organizational commitment receive 83% static and 87% from job satisfaction question air, because crownbakh in both question air is more than 0/7 so both question air necessary static. Sample population volume 150subjects from privet banks in Kermanshah and according to sampling random way some of them had been chosen a stoical population and finally we collected 18 questions airs. Findings: For determining normality of data we use kolomogrove – sminoroph test and results of tests confirm normality of data so meaningful relationship between them had approved.