Organizational Behaviour

In the world of intense economic challenges, striking a healthy balance of work and life outside the work offers potential for tremendous growth – Personal and Professional. The article is aimed at examining the WLB of software professionals that are impacted by the demographic variables like gender, age, marital status, managerial or on managerial level and salary level among employees of the company from IT sector .The empirical study also tries to understand weaker areas amongst the six components of WLB index that needs improvement. Review of literature followed by survey research using Work life balance scale by Udai Pareek. Based on the sample of 144 IT employees, it was found that gender has no impact on work life balance index. Marital status of an employee indicated to have impact on worklife balance, with unmarried employees having better WLB index. Age and managerial levels were found to have impact on WLB index. Salary level was found to have no impact on work life balance on the employees. The coping strategies provided in the study , tailor made for the specific situation can be adapted by many more IT companies operating in Bangalore. The findings of the study have major implications for formulating and implementing newer HR strategies and policies.

Operational strategies of pharmaceutical companies are changing every decade, in line with changes in production management, focusing primarily on productivity and economies of scale, economy quality, production flexibility on the scheduling of production, customer, and then - to the economy of speed, innovation and knowledge, skills and cooperation. The Operational strategies of pharmaceutical enterprises change every decade, in line with changes in production management, focusing primarily on productivity and economies of scale, the quality of the economy, ensuring the flexibility of production in the production planning account, customer orientation, and then-at the speed economy, innovation and knowledge, skills and cooperation.

This study was conducted to determine the association between Human Resource Management Practices and employees’ performance in selected banks within Kano metropolitan city. A survey research design was adopted and Random sampling technique was used to collect data for the research. A questionnaire with the total of 28 items was distributed among employees of banks for data collection. To investigate the relationship between the independents variables and dependents variables, Pearson correlation coefficients were used. The result indicated that HRM practices (compensation, Performance Appraisal and training) have positive impact on employees’ performance. 

The study was an attempt to evaluate the effect of child labour on economic development. A sample of 200 respondents, 50 from each of the selected markets was used. Data was collected through interview of selected respondents. The formulated hypothesis was tested with the Analysis of Variance (ANOVA) statistical tool. Findings revealed that the groups did not differ in their perception of the essence of education. It was also found that majority of the children involved in child labour live with their parents and relations, who do nothing meaningful to earn their living, but depend solely on the meagre income from the cheap labour supplied by their children. It was recommended among others that Direct Action Programmes which entail the immediate withdrawal of children from hawking, prostitution etc should be embarked on.

The study examined the effect of Business Process Reengineering (BPR) resources on the performance of brewing firms in Nigeria. Following the Kassahun’s (2012) BPR perspectives, the study grouped BPR resources into financial, human and technological resources. A sample of 746 employees was randomly selected from a population of 3500 from five brewing firms quoted in the Nigerian stock exchange. The Likert-type instrument of five-point scale used for data collection has a Cronbach alpha coefficient of 0.85. The percentage frequency was used to examine the baseline information of BPR variables in brewing firms in Nigeria while OLS regression model analysed the effect of BPR on the performance of brewing firms in Nigeria. The study results showed that financial and technological resources were in adequate usage while human resources were moderate. Also, the performance of brewing firms in Nigeria at present is scored high in the five-point rating. The regression result indicated that BPR resources have 94% significant effect on the performance in brewing firms in Nigeria. Specifically, a positive influence was established such that financial resources (63%) has more influence, followed by human resources (20%) and then technological (19%). This implies that the use of resources is a veritable strategy to enhancing firm performance. Firms that follow the present wave of technological innovations will enhance their competiveness and survival rate. The study therefore concluded that BPR is a veritable tool to enhancing employee satisfaction, team work and cooperation, quality of service delivery as well as attainment of organizational strategic goals in brewing firms in Nigeria. The study however, recommended that firms in the brewing industry and other allied manufacturing firms should employ its resources in an adequately proportionate manner.

Culture is a system of shared meaning held by members that distinguishes the organization from other organizations. This is a set of characteristics that the organization values. It can be summarized that culture is a pattern of beliefs and expectations shared by the organization members. These beliefs and expectations produce norms that shape the behaviour of both individuals and groups within an organization. Every organization has a culture. It has its own cultural norms that constitute the expected, supported, and accepted ways of behaving. These norms are mostly unwritten and tell employees the way things really are. The present study lays stress on the Culture of the health care sector taking into consideration two hospitals i.e. SKIMS and GMC Jammu. The study revealed that SKIMS has a below satisfactory environment for OCTAPACE while as opposite holds true for GMC Jammu. The junior staff of SKIMS is less satisfied with the culture of their hospital in comparison to GMC Jammu.

Stress is a dynamic condition in which individual is confronted with an opportunity, constraint, or demand related to what he or she desires and for which the outcomes are perceived to be uncertain. Constraints are barriers that keep employees away from doing what they desire. Constraints and demand can lead to potential stress, when they are coupled with uncertainty about the outcomes potential stress becomes actual stress. In this review stress is considered as an unpleasant emotion which manifests itself through tension, frustration, anxiety, anger and depression. All these emotions are result of different aspects of the working environment and personal lives of the employees. Moreover today the organizations have changed from manual to automated office management. Light of all these spasmodic changes the organizations and the individual alike have to adapt themselves in order to coop with the global challenges for survival. All these challenges consequently lead to occupational stress. The article is designed to highlight different causes and consequences of occupational stress with a view to manage it through individual and organizational approaches.

HRD should help the organization articulate the purpose of the knowledge management and career development. Investing in a knowledge management initiative without a clear sense of purpose is like investing in an expensive camera that has far more capabilities than you need to take good pictures of family and friends. The research study is descriptive in nature and is concerned with describing the characteristics of respondents of Knowledge Management and Career Development. In this study, two stages of random sampling technique were used. Stratified random sampling technique and Simple random sampling technique was used to select the employees of selected companies. This study mainly focuses on impact of career development towards knowledge management in IT industries.

This work examined the effect of talent management on employee productivity in selected banks in Anambra State. The study reviewed relevant conceptual, theoretical and empirical literatures. It was anchored on management process approach and human capital theory. Talent Retention, performance management systems, training and development and talent attraction were employed as the explanatory variables while employee productivity was the dependent variable. The study adopted survey research design. The population of the study comprised 353 staff of the selected banks in Anambra State. The sample size was 353(using the entire population). Questionnaire was employed as the main instrument of data collection. The data generated were analyzed using frequency, percentage analysis, descriptive statistics, correlation analysis and multiple regression analysis. The study found that talent retention had a significant influence on employee productivity. Performance management systems had a significant effect on employee productivity. Training and development had a significant influence on employee productivity and talent attraction had a significant effect on employee productivity. The study concluded that talent management had a significant effect on employee productivity. The study therefore recommended that management should establish talent retention strategies and make them known to all employees. Management and employees should be involved in the entire process of performance appraisal. To enhance employee productivity, it is imperative that the organization focuses on training and development programs that are not only essential but enhance employees’ competitiveness. Programs should be designed by both managers and employees. Talent attraction such as competitive salary packages and rewards should be established as a policy in every organization.

Iran, nowadays, is in dire need of entrepreneurs like never before. Entrepreneurs are the people who use their investments to produce new products or provide services to the public that eventually boost up the level of service to the community, employment and capital assets to avoid stagnation in the economy, which means improvement in the public welfare. The role of the university, as an organization with the tasks of education and training, is very important. Entrepreneurship is a new phenomenon that has played an important role in the economy of developing countries. Entrepreneurship has a key role in the competitive economy based on the current market situations. In this study, the entrepreneurs’ capabilities of entrepreneurship (success-seeking, tendency to take risk, tendency to creativity, internal and external control and independence) have been evaluated and the influence of them in operating a business has been analyzed. The survey method and the questionnaires were used to collect data for this research. Participants in this study were selected from undergraduate students in Islamic Azad University of Tafresh, Iran. The stratified sampling has been used in sampling design and the total number of 220 questionnaires were distributed among the students. The results showed that the scores of entrepreneurial capabilities in students seeking success, tendency to creativity and locus of control were found to be above average and, on the other hand, tendency to take risks and independence were below average.