Organizational Behaviour

Motivation seems to be one of the most important tools of managing employee performance. Organizations design motivation systems (strategy) to encourage employees to perform in the most effective way but also to attract potential candidates. The case study was chosen to represent other strategies in place that will improve staff performance through motivation within the organization in which staffs were dissatisfied as a result of ineffective use of non financial motivation. The non monetary rewards available at MMM includes promotion, appreciation certificates, housing facilities, training scholarship, good working conditions, gift offering and recognition, responsibility and training. On the other hand, employees consider non-monetary incentives among the most important factors that increase their desire to exert more effort in their jobs. The general objective of this proposal was to explore the effect of motivation strategy over staff performance in MMM, and also to realize this, the following objectives were looked in details, to allow employees to perform well at MMM include financial motivation, non-financial and the management style of MMM that had motivate staff, researcher during the study use different theories and models that relate with the topic under study which was drive theory and incentive theory and Abraham Maslow hierarchy of needs model the researcher use descriptive survey design and he will target 300 Employees of MMM Ltd. The sampling techniques that researcher used was stratified sampling and the sample size was 156 employees of MMM Ltd which was out of 300 employees as the targeted population of the study, data collection tools were questionnaires. Both qualitative and quantitative techniques were used to analyze the data collected and finally data was presented through the use of bar graphs and pie charts where possible. Findings were there was a clear financial compensation strategy as it indicates the organization has clear compensation policy. The respondents believed that management of MMM Ltd was responsible for both the big structures that serve as the foundation of confidence, and the human touches that shape a positive emotional climate to inspire and motivate and some of the recommendations that researcher has pointed for MMM Ltd was Management and departmental heads should deliver confidence to the employees by exposing high standards of training programs and motivation strategies in the organization. Since mangers are responsible for bridging the gap between staff motivation strategy and the final decisions on how to train on the best of their knowledge and the reality of implementing the changes within the organization, they should always involve employees in decision making.

In any business, large or small, the adoption of competitive strategies is imperative. Sales generate profits – in turn profits allow for growth. Financial institutions, especially in developing markets, use agents to reach an additional client segment or geography. However, many companies have found the application of competitive strategies difficult to properly implement due to lack of adequate understanding and preparation by management and agents. Hyper-competition is characterized by intense and rapid competitive moves, in which competitors must move quickly to build new advantages and erode the advantages of their rivals. Factors that have led to accelerated hyper competition include knowledge sharing (franchise and outsourcing), brand convergence, quick niche copying (imitation), and high quality resulting from standardization, shrinking markets, and attraction of powerful new entrants to business segments with high returns, Yet the astonishing reality is that most of the firms are as unprepared for the challenges of finding, motivating, and retaining capable workers as they were a decade ago. Business leaders are deeply concerned with increasingly global nature of that competition - to have a major effect on their companies. Specific focus for this study is dedicated on theoretical and empirical literature, on organizational and institutional competitive strategies applied within management and concludes with a conceptual framework. Literature reviews consists of details of published and unpublished documents such as journals, papers, books, e-sources and other accredited researchers on related topics.

This paper is an account to politicization of bureaucracy and its impact on organization development and change in Tanzania. Through a historical approach, it examines the country’s political terrain and the way this has affected the ability of managers of public corporations to be the chief architects in managing changes in the organizations. The theoretical postulate of this paper is that the effectiveness and prosperity of public organizations largely depends on limited political influences and interferences in daily operations of these entities. The general observation that is noted, after a documentary analysis of the then public parastatals, privatized entities and other organizations that continue to be under the control of the government is that soon after independence to the era of the introduction of liberal policies in the country there was excessive politicization of bureaucracy which negatively deprived the managers of their presumed decision making autonomy thereby leading to poor performance of these organizations. It is however noted that since the adoption of liberalization policies positive developments that suggest relative managerial autonomy have taken place. It can however not be asserted that politicization tendencies are over as there are some organizations still suffering from this problem.

In today's competitive environment where of human force in organizations is of special value, Empowerment process is new approach that will causes for organizational excellence. Empowerment can be defined as ideas transfer by employees about their jobs and also the training courses should be conducted to enable employees to assume the key responsibilities associated with their job. To establish a system of empowerment, individual and organizational appropriate aspects must be provided. Effectiveness of complex decisions requirement in today's turbulent business world is employees' participation and if this decision is supposed to lead to the optimum results, it needs team effort of all employees. "Empowerment" is a response to the needs of today's organizations, in the era of empowerment the pervious perception is not remedial. To achieve empowerment programs require organizational culture. In fact, empowerment is like a journey full of challenges. Desired organizational culture support the organization's mission and strategy. In the global economy, most of international organizations have the ultimate combination of Employees from America, Europe, and Asia and ... That each of them with special orientation toward life and work, work together. The main challenge of management 'success today is to assist the employees in such a way that they enjoy of more competitiveness morale in their job and have better communication with global issues and present working opportunities for their organization. In other words, the organizational culture should be such that it will create a framework through which employees could be able to form their feeling toward organizational life. Without the appropriate culture in an organization, empowerment efforts will fail. The study of organizational culture enables managers to collect information, compare sections or working groups with each other, prioritize problems and to identify employees 'perceptions and expectations. Also improve the gap between existing and desired situation. In this article, we indicate to analyze the role of organizational culture on employees' empowerment. The results shows that if the organizational culture be in direction to promote employees empowerment, people will perform their job duties with more motivation and willingness and also if the capabilities of employees be properly used There will be more possibility for creativity and initiative.

The aim of this research is to identify the components of knowledge management and their relationship with the organizational entrepreneurship in Labor and social affairs department of Qom province. In order to evaluate the components of “knowledge management” with respect to previous researches, 41 questions related to the knowledge management cycle based on Jashapara’s theory were used. In order to evaluate the components of “organizational entrepreneurship”, 31 questions used by Shokri were implemented. The research method used is quantitative and is of correlation type and is done by the survey method. A survey tool having appropriate validity and reliability was used for gathering the research data related to variables of knowledge management and organizational entrepreneurship. After determining the sample size using Cochran equation, a simple random sampling method was used in order to access the members of sample. The correlation test was implemented to test the research hypothesese. The results showed positive correlation between the knowledge management and the organizational entrepreneurship.

Sustaining Competitive Advantage is an issue of most concern to companies in the service industry in order to keep up with the increasingly competitive environment, as well as to attract new customers and retain the existing ones. Strategies with proper resources and drivers to sustain the advantages is what companies are trying to work on. Service quality strategy is one of these drivers and is a considerable aspect for customers and their perceptions about different bus companies in this case. With increasing competition for customers on the Nairobi-Mombasa route in Kenya, bus companies are slowly shifting from profit-orientation to service-orientation in a bid to woo customers. Service quality is strategic key to ensure survival in this cut-throat competition. The general objective of this research study was to establish the role of service quality strategy in sustaining competitive advantage in the public transport business, with particular analysis of Modern Coast Express. The specific objectives of this project were to find out how customer relationship strategies, loyalty scheme strategies and strategic brand management influenced sustainable competitive advantage in the bus company. From this, research questions were derived on how the three variables influence sustainable competitive advantage. The study employed a survey research design in data collection which was descriptive in nature. Quantitative data collection method was adopted whereby data was gathered using questionnaires administered to the respondents. Both qualitative and quantitative methods of data analysis were used to analyze the research variables. In general, results revealed that customer relationship strategies, loyalty scheme strategies and strategic brand management have significant and positive effects on sustainable competitive advantage at Modern Coast Express. This research recommends that to gain and sustain competitive advantage in public transport business in Kenya, managers should take into consideration and develop customer relationship strategies, loyalty scheme strategies and strategic brand management.

With the current expansion of the global economy and the fast-changing evolution of technology and innovation, organizations are facing an on-going need for employee training and development. As knowledge increasingly becomes a key factor for productivity, it has also become a currency for competitive success. The resource base approach contends that the organization can develop a sustained competitive advantage only if its activities create value in a unique way, on that competitors cannot easily copy. The human capital cannot be easily copied once they acquire the expertise and the necessary skills and knowledge in their workplace. The study used survey research design because it assessed the nature of prevailing conditions. The research was carried out in Nyamira Sub County. The study target population was 600 respondents. The study sample size will be 362 respondents. Results indicated there was a positive and significant effect between training, job retention and employee performance in Nyamira sub county (b = 0.369, t = 3.62, p<0.05). Results indicate that training contents has a positive and significant (p<0.05) effect on the employee performance in Nyamira sub county (b = 1.18, t-value = 4.93, p-value <0.05). This implies that increase in training contents will increase the level of employees? performance in Nyamira Sub County. From results there was indication that training evaluation and employee performance were positively and significantly associated (b = 0.315, t-value = 4.54, p<0.05). This could be interpreted to mean that evaluation of content of the training and the methods employed, measure performance of knowledge, skills and attitudes against the standard could easily contributed to enhanced employee retention and performance at work.

An attempt is made to provide a deconstruction of the theoretical underpinnings of performance management and development within the context of modern public sector organisations. The article provides a discussion on the concept of an employee management and development system (EPMS), as well as the key steps in the employee performance management and development process. The article further discusses the various techniques used in the modern public sector organisations.

The aim of this research is to study the effect of using information technology on the transferring explicit knowledge and empowering the employees of Oil Company in Ardabil province. This study is a field research and is based on applied, descriptive methods. The subjects of this study are 420 staff of the oil company in Ardebil province that 201 of them are included in the statistical sample selected by using random and stratified sampling method. In this study, the questionnaires of applying information technology, organizational empowering and transferring the explicit knowledge is used .The questionnaire is a researcher- made one. The data was analyzed using the software spss16 and to explore the relationship among the data and the degree of relationship, the test of regression and correlation coefficient were used. Generally the results show that there is meaningful relationship between applying information technology and empowering the employees and also between the use of information technology and transferring explicit knowledge.

The main purpose of this study is analysis of the correlation between organizational justice and organizational commitment. This study also analyzes the correlation between organizational justice components as encompassed by three specific forms of justice perceptions; distributive justice, procedural justice, and interactional justice with organizational commitment. Statistical population includes employees of Mellat Bank supervisory branch in Tehran borough 5 with B. A. and M. A. degrees. The quantity of statistical population is 112. Data collection tool is questionnaire. Collected data were analyzed by and Pearson correlation test and Friedman test by SPSS software. Findings indicated significant relationships between organizational justice and organizational commitment. Correlation analysis for the three components of organizational justice showed that three components of organizational justice had relations with organizational commitment.