Organizational Behaviour

The present paper emphasizes the need to promote specific skill development programmes of a higher order with a Public Private partnership between the Government and Industry, various educational institutions, NGO’s etc. Further, as preliminary steps are being taken by the Government under the name of Skill Development Initiative, the Corporate houses & industrial associations can play a vital role under the umbrella of the new CSR law to make the ‘Make in India’ mission a ground reality. The paper also goes on to critically assess the ongoing programmes implemented by the Central Government as well as the State Governments including both the Public and Private sectors, to nurture the talent of youth so that they can become employable and also understand various aspects of industrial activity required for setting up their own businesses. For this purpose relevant data have been collected from secondary sources and analysed to draw a meaningful conclusion. In addition various strategies and interactive approaches to skill development and knowledge attainment have been proposed that may be used to enhance employee learning for narrowing down the skill-gap in India.

Nowadays, the most important resource for organizations is human resource. Employing, maintaining and supporting employees are the key task or organizations’ leaders. So providing their job satisfaction helps managers to get organizational goals and objectives. The purpose of writing this paper is to survey the relationship between spiritual leadership and employees’ job satisfaction. To measure the research variable two separated questionnaires were designed and after providing their validity and reliability distributed among 234 people of Behnoosh Company. The results of using Spearman test show that there are positive and meaningful relationship between spiritual leadership and its dimensions with job satisfaction; meanwhile commitment was the most important criterion. No relationship between employees’ demographic characteristics and their job satisfaction was found by applying Chi-square test. Finally the results of Binomial test illustrated all variables apart from “altruism” were placed in appropriate levels.

This study examined the effect of transactional and transformational leadership paradigms on customer service delivery in local authorities in the Western region of Kenya. This was based on the recognition of the role played by local authorities namely county, municipal and town councils in offering essential services to citizens at the grass root level of governance. Using a co-relational research design, data was collected from 322 employees of these entities using questionnaires. It was analysed descriptively using frequencies and percentages and inferentially using Pearson’s Product Moment Correlation test. The study found that both transformational and transactional leadership approaches had a positive and significant influence on customer service delivery. However, the transformational leadership approach had a greater effect on customer service delivery than the transactional leadership approach. The study recommends that the successors of the local authorities, that is county governments, should utilize these approaches in managing their operations in order for them to for accrue benefits to themselves and the citizens in their jurisdiction.

Safaricom launched its M-Pesa product in 2007 and marketed it as a money transfer platform that would allow the Kenyan population to conveniently transfer money from urban areas to their rural hometowns using mobile phones. Safaricom’s key marketing strategy has received little research attention. The purpose of this study was to investigate the relationship between Safaricom’s M-Pesa Technology Adoption Life Cycle psychographic factors, as well as three key marketing success attributes as offered in a framework developed by Moore (1991), and time of adoption of technology. The sample size was 358. A hard copy questionnaire was administered to 236 respondents drawn from adult Kenyans living in Nairobi, Mombasa and Kisumu. An online copy was sent to 122 respondents in other locations. Descriptive and inferential statistics were used to analyze data. Whereas the relationship between Income and Time of Adoption was statistically significant (?2=36.647, df=8, p=.000), the relationship between Main Reason for Adoption and Time of Adoption was not statistically significant at ?=.05 (?2=12.794, df=12, p=.384). Further, the results indicated no statistically significant relationship between Technology Perception and Time of Adoption (?2=19.641, df=16, p=.237). Niche Function and Time of Adoption, on the other hand, exhibited a statistically significant relationship (?2=40.986, df=16, p=.001). Thus, organizations should seek a core Niche Function to target the majority market. There was no statistically significant relationship between the Product Continuum and Time of Adoption (?2=10.748, p=.825). Finally, the study established a statistically significant relationship between Niche Communication and Time of Adoption (?2=31.539, p=.011), suggesting that organizations should explicitly and assertively communicate the selected Niche Function to the consumers.

Human resource managers and researchers believe that the human resource function plays an important role in the organization. In fact, most of annual reports assert that employees are the most important asset. Despite these beliefs, assumptions, opinions successive widespread, many organizational decisions of relatively low priority for human resources represents the organization and staffing. The study looked at factors affecting job performance of Mellat bank branches of Iran. First, by reviewing the literature, factors affecting job performance have been identified. The results showed that, ten factors can affect job performance in organizations. The next step is to test the factors identified in the Mellat Bank. For this purpose, a questionnaire designed and completed by the 184 bank executives in different areas of Tehran. After collecting data and analyzing, the results were obtained. In order to analyze the results, the Kolmogorov–Smirnov normality test, was done and then were analyzed using T-test assumptions. The results showed that, all the cases identified in the Mellat bank's job performance are impressive. In order to rank the importance of these factors Friedman test was used. The results showed that, from all factors, mental health of staff identified more effective from the view of job performance. According to ranking information obtained in the analysis, practical recommendations for the study was provided.

Human resources nowadays is one of the key factors in the issues raised from information security. Consequently, there has been a shift in information security from mere concentration on technology to human resources. An effective issue in this field is security culture which is influenced by several factors. The main purpose of the present study is to survey the relationship between knowledge management and security culture in Iran Telecommunication Center. Sample group size was determined using Morgan Jersey’s Table (n = 114). Furthermore, a questionnaire was used for data gathering. Validity and reliability of the questionnaire was determined using content validity and Cronbach Alpha respectively. The relationship between security culture and knowledge management was examined by path analysis in AMOS. The results confirmed significant relationship among generation, utilization, and dissemination of knowledge and relationship between security behavior and information security culture.

In this competitive era culture makes a real difference, competitors can duplicate product, its specific features but its almost impossible for them to copy the cultural aspects. Culture is the invisible web that binds employee together to their organization. Most of the organizations work on developing their cultures to gain competitors edge over competitors examples are ebay, Netflix, Google, 3M, GE, Enterprise Rent-A-Car, W.L.Gore ant Toyota. The objective of this paper is to have the understanding of culture as a competitive advantage and its impact on organizational performance. Past researches shows that organizational culture has a strong and deep impact on organizational performance.

Commuters in Accra, Tema and major cities of Ghana continue to suffer heavy vehicular traffic jams each working day, particularly during the peak hours, when most people travel to their work places or to school and back. Formal sector employees, including those from Scancom Ghana, are spared of the negative effects of this phenomenon which include loss of working time, lateness, commuting stress and fatigue among others. However, in order to avoid these negative effects of traffic jams mentioned earlier, some workers cut down on their sleep and get up very early to be able avoid the enormous traffic congestions. This also comes with loss of sleep and associated stress and fatigue. Similarly, some workers leave the office earlier than required to be able to “beat” the huge traffic congestion and reach home early. Through a survey, this study sought to find out how the traffic congestion in Accra and Tema affect employee productivity, particularly among workers who use the major streets to the Central Business Districts and Tema. Using employees of SCANCOM Ghana Ltd, the study also sought to evaluate workers’ views on the extent to which traffic congestions affect employee productivity. The study findings revealed that while majority of the respondents agreed that vehicular traffic congestions moderately or seriously affected employee productivity, they were still able to meet their daily work targets, their productivity was not affected by the traffic jams they encountered.

There is an increasing state and private sector investment in community- irrigation schemes in Africa. Both governments and private sector investors are equally concerned about the willingness to pay and affordability of such schemes to local farmers. Others are equally concerned about sustainability of public investments in irrigation infrastructure, production enhancement, operation and maintenance costs, climate variability, market failure, externalities, decreasing marginal costs and cost recovery. Investors are worried about return on investments (ROI) when investing in such risky areas and advise farmers and government to use appraisal tools such as net present value (NPV), internal rate of return (IRR) and accounting rate of return (ARR). In a study conducted in three provinces of Mozambique, Maputo, Sofala and Zambezia involving five districts (Boane, Magude, Manhica, Gorongoza and Mopei) where questionnaires and interviews were conducted with 281 farmers, it was established that farmers were not willing to pay operation and maintenance costs, embarked on collective action, thus frustrating the government’s efforts to recover costs. There is an increasing perception that community irrigation schemes remain reliant on state subsidies and financial analysis projected through NPV, IRR and ARR is not often translated into sustainable return on investment (ROI) for both the private sector and government investors. This paper looks at strategic investment initiatives of the Government of Mozambique and the private sector in terms of yielding sustainable irrigation and agricultural outputs and ensuring long-term benefits for both farmers and investors. The paper attempts to balance issues of investment appraisal systems and endogenous factors that are relevant in dealing with irrigation schemes.

Nowadays regarding to increasing complexity of organizations and differences in thoughts, attitudes and beliefs of individuals, there has been some conflicts in organizations as inevitable part of organizational life which should be properly identified and managed. But now what is important to resolve organizational conflicts is awareness of the five conflict management strategies and their appropriate contexts and applications in order to select the appropriate strategy for each position; not only to prevent damage to the organization, but leading them to the realization of organizational goals. Emotional intelligence is an ability of managing organizational conflict. The process and outcomes of Emotional Intelligence includes many results such as reduction of stress, enhancing understanding and communication, increasing stability, continuity and empathy. Conflict management is to resolve disputes, teamwork, cooperation, working with people through shared goals, etc. This is a descriptive survey which sought to identify the impact of emotional intelligence on conflict solving strategies. In this regard, this survey achieves some results in conflict solving strategies and its impressionability based on the components of emotional intelligence.