Organizational Behaviour

Stress Management involves controlling and reducing the tension that occurs in stressful situation by making emotional and physical changes. The degree of stress and the desire to make the changes will determine how much change takes places in work environment. It is beneficial when employees feel challenged and stimulated, but negative if employees feel overloaded or under stimulated. Stress in the workplace reduces productivity, increases management pressures, and makes people ill in many ways, evidence of which is still increasing. Workplace stress affects the performance of the brain, including functions of work performance; memory, concentration, and learning. The Main Objective of the study is to find outthe level of stress among the employees, to determine the cause and perception of the employees about his work life. This research paper gives a comprehensive coverage of the facts and figures related to stress with the help of research analysis using hypothesis test and applications gives the clear status of Apollo hospital, Bangalore.

In a previous related article the author described a trade union initiative to improve the health and safety performance of small enterprises in the agricultural sector through the introduction of a scheme for employee participation based on the appointment of a number of regional safety representatives (Walters, 1998). The article concluded that the scheme had achieved only limited success. The fundamental obstacles to its implementation were the aggressive attitudes of the employers’ organisation and the embedded insularity and anti-collectivist culture of farmers. . It suggested that many of its detailed findings in this respect, as well as those on the operation the scheme itself, would be relevant for the development of strategies on this form of representation for employees in small enterprises in other sectors of employment in the India. These points are taken up and further elaborated in the present article, which considers the possible role of schemes for regional representation in health and safety, as one means to improve health and safety management in small enterprises, and provides an analysis of the factors necessary to make them effective and support their development. The purpose of the present article is to explore their significance in the context of the development of forms of regional representation for employees in small enterprises. The article begins by reviewing the problem of health and safety in small enterprises, before considering the role of employee representation in improving health and safety organisation and the factors that make it effective. Its significance for small enterprises is explored with reference to the relevance of the existing legislative provisions and, more importantly, in the light of findings on the factors that promote or limit the effectiveness of the operation of employee representatives in small enterprises.

It is important for one to understand that every employee comes into the organization with a set of unique and distinct personality traits or characteristics. The study tries to investigate the relationship between the personality traits of 60 employee in Barry Callebaut Ghana Limited and their performance on the job. Personality trait was measured using the Eysenck Personality Inventory. Work performance on the other hand was measured using a structured appraisal questionnaire. The personality traits of the employees were then analyzed by mapping the links between the two major traits; Extraversion and Neuroticism. The study showed a weak inverse correlation between the two personality traits and performance. The correlation between Extraversion, Neuroticism and Performance is r =0.1 and r =0.2 respectively. This showed that Extraversion and Neuroticism have a weak negative relationship with performance but Extraversion has a good negative relationship with performance compared to Neuroticism or Neuroticism exhibited a stronger inverse relationship with performance compared to Extraversion. It is therefore recommended from this study to management of Barry Callebaut that they should employ more of extroverts than neurotics. Employers must factor personality assessment into their recruitment and selection criterion so as to examine how well potential employees will fit into a particular job vacancy.

Businesses worldwide are faced with the challenge of responding to the needs of their external environment in a manner that adds value to their operations. It is imperative that businesses run their operations within the precepts of the law of the land in which they operate and other regulations prescribed by authorities like business associations and government agencies. The organization is also expected to treat their employees with dignity and within the existing labour laws. The customers expect organizations to produce quality goods and services while the shareholders expect a return on their investment. The communities’ expectations conflict with the shareholders demands because in most cases community investments do not guarantee returns to the organizations. Nonetheless, organizations cannot afford to ignore the communities partly due to government regulations and also due to the long term benefits that accrue from such investments. The issue of organizations running operations in a responsible manner is no longer disputable due to the common understanding of the inherent benefits. Corporations possess power to control and influence the quality of employees, customers, shareholders, and residents of local communities in which they operate. Corporate Social Responsibility (CSR) focuses mostly on reputation and has only limited connection to the business, making them hard to justify and maintain over the long run.

In the article, the researchers are trying to figure out what factors with in an organization enhance and effects team performance. At one end miss management at any level can result into a disaster in teams with in an organization, while effective and efficient integration of few factors can help team out perform beyond their desired vision. In the article team performance is measured based on four factors: leader skills, substitutes for leaders, collective effort, and empowerment. The result suggests that effective and efficient utilization of this model can enhance team performance within an organization. Design/methodology/approach: Model based approach is used which contains four factors that helps understand enhancing team performance in any group or team with in departments in any organization. Findings: With in groups or teams, a path can be defined or determined for integration of effective and efficient management of teams and results.

In Mexico, processes for assessing credit risk of MiPyMEs (MSMSEs) requesting to have access to governmental financial support as well as commercial banks or any other kind of funding, are based on traditional methodologies which results use to lead to a substantial rejection of applicant enterprises. In this study, through an interpretative analysis with cross-cutting approach it is analyzed and determined the usefulness of methods for predicting corporate bankruptcy in MSMSEs and start-ups, regardless of their business activity. Likewise, besides highlighting and recommending the importance of their use, it is shown how such as prediction models contribute to reduce costs due to information asymmetry and financing costs by themselves and, help to prevent rejection of financing and ensure the permanence and competitiveness of enterprises.

By the approval of the law of higher education’s structure, the necessity of making fundamental changes in the system of management in Iranian universities has become obvious. The most important part of these changes is related to the financial system of the universities. By considering the transformation of economic system into operational economic classification, changes in economic situations of higher educations are more than ever essential. The methodology used in this study is descriptive-analytical and attempt was made to describe and elaborate on the economic management based on the data obtained from libraries and Iran’s higher education programs.

The operation of a business enterprise affect a wide spectrum of society. The resources that are used not only limited to those of the proprietors but also from many connected with the enterprises - the share holders, the suppliers of material resources, the consumers, the local community and the society at large. Hence, a business enterprise has to be socially responsive so that a social balance is struck between the conflicting interests of business and society. The Social responsibility of business refers to what the business shall do, over and above the statutory requirement, prescribed by the government for the benefit of the society. The word responsibility connotes that the business has some moral obligations to the society. The government of India enacted many labour welfare and social security legislations to ensure social justice. The objective of the government is to provide good working ambiance to the labour force working in different environment and to improve their standard of living by the implementation of Corporate Social Responsibility by the corporate.

Indian economy has been growing at the rate of 8-9% during the last three years thus placing it in the top ten economies in the world. According to one estimate India will be the third largest economy by 2012. Another indication of growing India’s international visibility is the growing number of Indian multinational companies in the area of software services, Information Technology, ITES, Biotechnology, Pharmacy, Finance, Petroleum, iron and steel, retail and services. It means more and more companies will open their production facilities and offices outside India. Indian companies have to see as to what styles of management are appropriate in their global operations.

The main purpose of this study is to assess the level of organizational justice and organizational citizenship behavior By Mathematics Model. The Secondary objectives of the study is to assess the impact of organizational justice on the Organizational Citizenship behavior of the Faculty Members and staff in Shahre-Rey Branch of Islamic Azad University. The research is based on fuzzy Delphi method. Component of organizational justice and organizational citizenship behavior appropriate features have been extracted through interviews with experts and data Were analyzed by using Fuzzy Delphi. To determine the level of organizational justice and organizational citizenship behavior, the adaptive fuzzy inference system is used. To assess the relationship between organizational justice and organizational citizenship behavior Pearson correlation test was used and chi-square test was implimented To analyze the differences between the components of organizational justice and organizational citizenship behavior. Research findings showed that Relationship between organizational justice and organizational citizenship behavior is positively and directly and The correlation coefficient is 0.963. Procedural justice has the greatest impact on organizational citizenship behavior. Distributive justice with correlation coefficient of 0.981 have the greatest impact on the Sportmanship Among the components of organizational citizenship behavior.