Current Issue : July - September Volume : 2013 Issue Number : 3 Articles : 6 Articles
The group is widely recognized as an important sociological unit of analysis in the study of organizational behavior. Studying groups is especially valuable when the dynamics are analyzed. Group dynamics is concerned with the interactions and forces among group members in a social situation. When the concept is applied to the study of organizational behavior, the focus is on the dynamics of members of formal or informal work groups and, now, teams in the organization. Group dynamics is concerned with the interactions and forces among group members in a social situation. These stages of group formation are: Forming\r\nStorming ,Norming, Adjourning and Performing. Group are successful because of variables such as the ability of the group�s members, the size of the group, the level of conflict, and the internal pressures on members to conform to the group�s norms. Employees in an organization may form a group for economic, security, or social reasons.\r\nGroups are a subset of a larger organization system, we can extract part of the explanation of the group�s behavior from an explanation of the organization to which it belongs.\r\ngroup behavior considers the processes that go on within a work group, the communication patterns used by members for information exchanges, group decision processes, leader behavior, power dynamics, conflict interactions.\r\nTasks can be generalized as either simple or complex. Complex tasks are ones that tend to be novel or non routine. Simple ones are routine and standardized. Individual and group decisions each have their own set of strengths. \r\nBesides the work coming out of social psychology, more specific focus on the impact that groups have on employee behavior, especially the contribution to satisfaction and performance, has also received attention.\r\nA work group is a group that interacts primarily to share information and to make decisions to help each member perform within his or her area of responsibility. The Three most common forms of teams you�re likely to find in an organization are problems-solving teams, self-managed teams, and cross-functional teams. teams do go beyond traditional formal work groups by having a collective, synergistic (the whole is greater than the sum of its parts) effect. Besides going through the steps of training teams to become effective self managing entities, team experts agree that they must also be monitored and evaluated on a continuous basis....
Pension fund is a pool of resources contributed by the employees with the aim of having\r\nenough resources to carter for their needs after retirement. Therefore, pension fund needs to\r\nbe invested so as to meet the aim of the contributors. This study was carried out to evaluate\r\nthe factors that determine investment of Pension Funds. The study used primary data, which\r\nwere generated by the use of questionnaire. Respondents were selected from a sample of five\r\nPFAs in Nigeria using simple random sampling technique. A total of 125 questionnaires were\r\nadministered on 18 items using likert scales. Data collected were analyzed using factor\r\nanalysis by principal component. Economic, Risk and Security of real estate factors were\r\nidentified as the major determinants of pension fund investment. The study concludes that\r\nvariables such as interest rate, internal control system etc, are not critical in determining\r\ninvestment of pension funds in Nigeria. The study also recommends that pension fund\r\nmanagers should develop good systems of mitigating on the enormous risks they face in their\r\nduty as investment managers....
The use of ICT in service delivery has been emphasized. This study investigates the competency of Bursars in the service of FCT Secondary Education Board, FCT Abuja, Nigeria, on the use of ICT. It also examines the influence of gender on Bursars� perceived self efficacy. A total of forty (30 males and 10 females) Bursars responded to the questionnaires administered. They were asked to indicate their level of competence in the use of ICT. The validity of the questionnaire was approved by three experts in the field. The Cronbach�s alpha reliability coefficients were 0.91, 0.83, and 0.79 for experience of using computers, level of competency in basic computer operations and competency in using computer software respectively. Percentage analyses showed that majority of them do not have the required experience in the use of computers, computer basic operations and the use of application software. The chi-square analyses indicated no significant difference between male and female Bursars� competence in the use of computers, computer basic operations and the use of application software. It is recommended that Bursars should go extra mile in improving themselves as the professional development training provided by the government has proved inadequate. Basic and advanced training on the use of ICT should be encouraged as the roles of Bursars are important in the management of the school plant....
Barry Sherman�s aggressiveness, competitiveness, and independence are personality characteristics that he developed at an early age. But Barry Sherman isn�t unique. All our behavior is somewhat shaped by our personalities and the learning experiences we�ve encountered. In this chapter we look at six individual-level variables biographical characteristics, ability, personality, and learning Attitudes motivation and consider their effect on employee performance and satisfaction.\r\nThe study of Biographical Characteristics shows the relationship between age and job performance is likely to be an issue of increasing importance during the next decade. Ability directly influences an employee�s level of performance and satisfaction through the ability job fit. \r\nA review of the personality literature offers general guidelines, that can lead to effective job performance. As such, it can improve hiring, transfer, and promotion decisions. Because personality characteristics create the parameters for people�s behavior, they give us a framework for predicting behavior. Of more importance to organizational behavior are the personality traits. Positive reinforcement is a powerful tool for modifying behavior. By identifying and rewarding performance related behaviors, management increases the likelihood they will be repeated.\r\nViewing attitudes as made up of three components cognition, affect, and behavior is helpful toward understanding their complexity and the potential relationship between attitudes and behavior. But for clarity�s sake the term attitude essentially refers to the affect part of the components. Employment interviews are complex decision activities. The interviewer finds himself or herself inundated with information. Research indicates that interviewers respond by simplifying the process. Individuals in organization make decisions. That is, they make choices from among two or more alternative. The three key elements in our definition are effort, organizational goals and needs. Management by objectives emphasizes anticipatively set goals that are tangible, verifiable, and measurable. .\r\nLow morale can be caused by factors beyond the control of the organisation. However, workers morale can be boosted up by, (a) better methods of working in which workers or their representatives may have a bigger say, (b) utilisation of incentive schemes with the widest possible coverage, and (c) consultative and participative style of management. If people do not feel inclined to engage themselves in work behavior, they will not put in the necessary effort to perform well. Organizational coping strategies by managers to eliminate or control organizational level stressors in order to prevent or reduce job stress for individual employees....
To survive in highly competitive business environment organizations are focusing on\r\ncapitalizing its human recourses. These resources are very difficult to imitate and\r\ncombination with other resources also help to gain edge over competitors. The objective of\r\nour study is to investigate relationship of two most important perceptions of training with\r\naffective commitment. These perceptions of training include perceived availability of training\r\nand perceived supervisor support for training. Later on we investigate relationship of\r\naffective commitment with employee turnover intentions. For this purpose questionnaire\r\nwere considered as a tool to get responses from telecom and banking sector of Pakistan. Total\r\n150 questionnaires were distributed and 123 useful questionnaires were received at a\r\nresponse rate of 82%. Statistical tools that used to analyze the relationships were Pearson\r\nmoment quotient and linear regression. The result shows significant positive association of\r\nboth training perceptions with affective commitment. The finding also shows significant\r\nnegative association of affective commitment with employee turnover intention. This study\r\nhelps managers to understand training-attitude-organizational performance relationship....
The perception of organizational injustice may trigger off a questioning of the trust established\r\nbetween both partners (employer and employee), which may cause a breach of the\r\npsychological contract and encourage the emergence of problems within the organization\r\n(doubt, mistrust, antisocial behavior, etc.). We support the idea that social influence can affect\r\nthe psychological contract, itself arising from a trust established yet between partners. In order\r\nto conduct our empirical research, we selected a financial institution, named SND bank, based\r\nin the capital Tunis. Data were collected from 250 questionnaires distributed to investigate the\r\ncausal relationships between variables, using structural equation models. Results showed that\r\nonly procedural justice affects positively the employees� subscription to behaviors of\r\nconfidence and the respect of the psychological contract. Regarding to interactional justices, it\r\naffects the employees� subscription to behaviors of confidence. As to Social influence, it affects\r\nthe psychological contract....
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