Current Issue : April - June Volume : 2012 Issue Number : 2 Articles : 7 Articles
By declining human spiritual belongings, the lack of ethics is considered as a major calamity of modern age. Disrespecting ethical codes and constituents in organizations and societies has caused that some ethical abnormal to be highlighted and involve the mind of managers and relevant authorities. Human get away of God believing and ethics ââ?¬â?? orientation as well as the lack of a clear and precise definition of ethical prism in organizations have caused unethical rumor behavior. Rumor is an unethical behavior disseminated among people in order to be believed. It is disseminated from one person to another verbally without any document. It causes that organizational managers and officials emphasize on human God-believing nature to mitigate the rumor negative outcomes and rumor management. While defining the rumor, present paper addresses to etiology of rumor in local and international literature and finally points ethical constituents which mitigate organizational rumor and abnormal behaviors in the organization....
Subordinates at times are the source of rousing for their bosses at various organizations which always give a jump to the working relations among them. Primarily, the focus of this paper is to interrogate the various constructs and the proxies of subordinates work behavior, which motivate their bosses while revealing the impact of subordinates on those work behaviors on the motivational levels of the bosses, and then the bosses and subordinates relationships due to such work behaviors. Personal survey via random sampling technique was used to acquire data from 1700 managers of various working units which includes departments of research and development, admin, human resource (HR) and accounts, of various organizations. Optimal scaling is used to conclude the relationships between the outlined variables. The findings reveals that there is strong and positive relationship between subordinates\nvarious work behaviors and the motivation level of their bosses....
The purpose of this paper is to identify the factors that effects employee motivation and examining the relationship between organizational effectiveness and employee motivation. A model was designed based on the literature, linking factors of employee motivation with employee motivation and organizational effectiveness. Three hypotheses were build based on the literature and the model and were tested in perspective of the previous studies and literature. \r\nThe literature and various studies concluded that factors: empowerment and recognition have positive effect on employee motivation. More the empowerment and recognition of employees in an organization is increased, more will their motivation to work will enhance. Also there exists a positive relationship between employee motivation and organizational effectiveness. The more the employees are motive to tasks accomplishment higher will the organizational performance and success.\r\nThe study focuses on the practice and observance of the two central factors, empowerment and employee recognition for enhancing employee motivation which leads to organizational effectiveness. The organizations should design their rules, policies and organizational structures that give space to the employee to work well and appreciate them on their tasks fulfillment and achievements. This will surely lead to organizational growth....
For human resources development training is a key scheme in attaining organization objectives. Evaluating training outcome is low in public organizations of Pakistan. This situation demands a viable training strategy based on systematic flow of processes and techniques to develop the workforce for practical application in job environment. This study addresses a doable training assessment strategy to ensure training effectiveness in public organizations of Pakistan.\r\nThe study approach is based on theoretical phenomenon. It is a review of old and current approaches of training evaluation. The strategy presented in this study is based on critical review of diverse approaches to training evaluation to inculcate quality and bring improvement in training programs conducted in developing country environment such as Pakistan.\r\nIn Pakistani public organizations, there is no trend by this time to formally evaluate training outcome. But this unstable state of affairs will not last long. In future they will need to know what cost they incurred on training and what benefits did they acquire. This is essential to get training quality. This study addresses the policy makers in both public and private sectors of Pakistan to respond to the proposed training strategy as an innovative move to instill training as a thought provoking and willingly participative activity.\r\nThis study is limited to assess training and evaluation needs of public organizations and their employees in Pakistan.\r\nIn the awake of financial crisis and long debts, Pakistan needs to save every penny and must not give away any investment. This study invites public organizations to consider the proposed training assessment strategy for practical implementation. This study offers assistance to evaluation activities and presents solutions to gaps in performance and skill.\r\nThis study will contribute to the debate on training evaluation methods and techniques and finds its originality from literature review to conceive a training evaluation strategy and to develop a practicable methodology to judge training effectiveness...
This research paper focuses on the importance of most vital of HR dimensions and HR outcome leading to organizational performance. Study was conducted in telecom companies in Pakistan namely; Telenor and Zong with the sample of 300 respondents. Convenient sampling technique was used for the research survey; furthermore, the variables in the model were measured and tested with the help of\r\nequation modeling program (AMOS) in order to find relationships among variables. Major findings concluded that there is need of hour to take more steps for employee development as negative relation is observed between employee development and employee commitment, supporting this statement, it was also observed that positive relationship exists between performance of employee and employee\r\ncommitment, so it means employees are working good in these organizations but further development of employees are lacking in these telecom cellular companies of Pakistan. In short, this research clearly explains that employees� development is more important as compared to employees� performance. So, steps should be taken to develop an employee by training, giving him job security and promotion rather than focusing directly on performance of employee. The research will contribute to mark employee performance and development as the main focus for HR department to work extensively on in order to increase employees� commitment to tasks and achieve overall organizational performance. Furthermore, future research recommendations are presented at the end of research paper....
It can be suggested that most of the problems confronting public administration in our country lies in learned helplessness. In this sense, the aim of the study is to discuss the reflections of learned helplessness to Turkish public administration and to present its correlations with existing problems. Helplessness which is highly influential on personnel�s behaviours and attitudes in Turkish public administration may be responsible for the waste of human capital, the most important factor of production that should be efficiently utilized. Turkish public administration and personnel system\nappears to be the reason for this situation. Since helplessness which has once been experienced is global, there may be a glimmer of hope that it can be eliminated through precautional measures....
This study examines the relationship between the perceived threat of information technology (IT) outsourcing and the job satisfaction of information technology professionals. As corporations intensify their outsourcing activities, incumbent IT professionals are naturally affected in the process. IT professionals who perceived IT outsourcing as a significant threat to their job security reported lower perceived job satisfaction compared to their peers who did not have the same perception. The study also found a significant relationship between the perceived involvement in the IT outsourcing arrangement and job satisfaction as well as a significant relationship between perceived outsourcing outcome and job satisfaction. The implications of these findings are discussed in the post-analysis section...
Loading....