Employee Welfare Measures

The welfare measures for employees in an organization have always and will keep playing a pivotal role in enhancing the morale of the employees. These schemes facilitate thrust for both the employee and employer relations. An employee's welfare is inherent core component, as they act as life blood for achieving the objectives of an organization. The main intention behind implementing the welfare measures is to secure the employee force by providing proper human condition of work and minimizing its hazardous effect on the life of the employees and their family members. This chapter determines the various welfare measures implemented with its impact on the employees' work efficacy in different public and private sector manufacturing organizations. This chapter also articulates the importance of welfare, symptoms of frustration, standards set by the employees, implications of welfare measures and its effectiveness on employees' and the organizational productivity.

Company top-managers’ ideologies as a mental protection from environmental uncertainty

Introduction. At the beginning, entrepreneur creates his own concept of organization – value-cognitive-actional pattern, which is socialized, coming into conflict with CEOs’ individual interests. For this purpose, they use various distortion styles of organizational reality in their interpretations of values, cognitions and actions, thereby destroying organizational productivity. Aim. We have aim to explore wide-spread distortion styles in interpretations of organizational reality (CEO). We obtained 95 organizational self-descriptions of companies (from 50-1500 individuals) and classified them (key topics, actors, intention). Then we discovered interpretation styles and have grouped them according to a specially developed hierarchical model of organizational self-descriptions on several levels (formal: procedures and rules of behavior; content (statics: objects, agents and their attributes; dynamics: processes, algorithms and technologies); sense-logical: purposes, causes, values and beliefs). Results. We identified the following distortion styles of the entrepreneur’s value- cognitive-actional pattern: procedural (formal) - formal following of rules, norms, and instructions; personnel follow formal rules. Authoritarian (static) – the power of guarantor, authority and enactor of rules; personnel are obedient and loyal; participative (dynamic) – interaction, rules and hierarchies are the result of negotiations; the head of organization is a moderator; personnel are a part in negotiations. Conclusions. Destructive distortion styles lead organizations to: moral disengagement – avoidance of values in relationships, decisions and actions; guilt instead of responsibility – feeling guilt or self-justification; narrow-mindedness – insisting on one’s own vision and ignoring feedback.

THE IMPACT OF THE TRUST FACTOR ON EMPLOYEES' PERFORMANCE IN IRAQI PUBLIC AND PRIVATE SECTOR PROJECTS

Construction companies always attempt to improve their productivity. Trust is the best way to achieve its goal, because it is a very useful way to improve employees and organizational productivity as well as effective strategic plans implementation. In this research, we examine how a trust climate provides a favorable environment for the performance of employees and the development of organizational efficiency and effectiveness. Also, this study has analyzed the trust effects on the performance of employees. The population of this study is private and public sector projects from which a sample of (26) projects in Iraq are chosen. Data are collected and the test of the model is on (140) respondents (project team members and workers) of construction companies in Iraq. The evaluation the concepts data is analyzed by using descriptive statistics, correlation, and regression tests. Hypothesis results indicate a positive relationship between the independent variable and dependent variable. Lastly, research limitations, recommendations for future research, and conclusions are discussed in details.

FORENSIC AUDIT SKILLS ON CONTEMPORARY AUDIT REPORTS AND ORGANIZATIONAL PRODUCTIVITY

<p>This study sought to determine the forensic audit skills on contemporary audit reports and organizational productivity. Two research questions and two null hypotheses were formulated and tested at 0.05 level of significance. The descriptive survey design was adopted and it was carried out in Akwa Ibom State using two organizations namely; Champion Breweries Plc and Akwa Ibom Water Company. The population consists of 2836 staff while the sample size was 351 staff determined statistically using Taro Yamane formula. The purposive sampling technique was used. The instrument used for data collection was Forensic Audit Skills on Contemporary Audit Report and Organizational Productivity Questionnaire (FASCAROPQ). It was validated by three experts from the University of Uyo. The Cronbach Alpha reliability technique was used in which 0.79 index was obtained. The regression analysis was used in answering the research questions as well as testing of null hypotheses at 0.05 level of significance. The findings reveal that data mining skill and computer assisted audit techniques significantly predict organizational productivity to a high level. Based on the findings of the study, it was concluded that forensic audit skills are very paramount to operators of any organization in order to correct the irregularities of contemporary audit report. Therefore, it is recommended among others that owners and managers of organization should ensure that their auditors adhere to data mining skill for effective audit report that would lead to optimal productivity of the organization.</p><p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/edu_01/0976/a.php" alt="Hit counter" /></p>

The impact of human resource planning (HRP) in achieving strategic goal of the firm with moderating role of organizational innovation

The aim of this study is to ex amine the impact of human resource planning (HRP) in achieving strategic goal of the firm and organizational productivity. Structural equation modeling (SEM) approach is used to investigate causal relationship among exogenous and endogenous variables. Findings indicate that underpinned factors like talent management, succession planning, job analysis, staffing plan, and career development have showed positive impact to predict strategic goals of the firm. The interaction effect between achieving strategic goal and organizational innovation is found significant and confirmed that the positive relationship between achieving strategic goal of firm and organizational productivity will be stronger when organizational innovation is higher. Effect size analysis〖 f〗^2 indicates that employee creativity has the highest effect size in achieving strategic goal of the firm. Finally, the current study contributes to theory and practice while showing the importance of human resource planning in predicting organizational productivity.

The Impact of Human Resource Planning (HRP) in Achieving the Strategic Goal of the Firm With the Moderating Role of Organizational Innovation

The aim of this study is to ex amine the impact of human resource planning (HRP) in achieving strategic goal of the firm and organizational productivity. Structural equation modeling (SEM) approach is used to investigate causal relationship among exogenous and endogenous variables. Findings indicate that underpinned factors like talent management, succession planning, job analysis, staffing plan, and career development have showed positive impact to predict strategic goals of the firm. The interaction effect between achieving strategic goal and organizational innovation is found significant and confirmed that the positive relationship between achieving strategic goal of firm and organizational productivity will be stronger when organizational innovation is higher. Effect size analysis〖 f〗^2 indicates that employee creativity has the highest effect size in achieving strategic goal of the firm. Finally, the current study contributes to theory and practice while showing the importance of human resource planning in predicting organizational productivity.

Role Of Service Quality On Organizational Performance Among Telecommunication Employees In Southwestern States In Nigeria

The present study examined the role of service quality on organisational performance among telecommunication employees. A survey research design was used to conduct this study with a sample of 123 employees selected using a two-stage sampling technique in Lagos (62 participants and Oyo state (61 participants). Data collection was through a self-reported questionnaire that measured service quality and organisational performance. Results indicate that there exists a significant positive relationship between service quality and organizational productivity of the Nokia telephone company (r = .34; P<.01).service quality had significant joint influence on organizational productivity [R = .54; R² = .29; F (1, 121) = 13.21; P<.01]. The study concluded that service quality predicts organisational performance. The study, therefore, recommended that quality in service delivery be boosted by adding more value-added extra services to customers. This will give the customers the view that Nokia management values their customers.

Stress Inducing Factors and Its Effect on Employees Performance among Selected Instituions

Aims: The study examined the relationship between stress inducing factors and employee performance in Michael Imoudu National Institute for Labour Studies (MINILS) and National Directorate of Employment (NDE). Study Design: Cross sectional survey design. Place and Duration of Study: The study was carried out at the Michael Imoudu National Institute for labour studies and National Directorate of Employment (NDE) between December 2019 and September 2020 Methodology: The survey method was employed whilst 400 respondents were purposively selected from the Training department, Planning, Research and Curriculum Development department and Programs department which are the core departments under pressure to deliver all year round in the institutions under study. The questionnaire was the main instrument for data collection. The Pearson Product Moment Correlation was used in analyzing the data. Results: Results show that the most stress inducing factor was pressure to deliver on time because of mode of operations (60%), non-conducive working environment (59%) and being insufficiently skilled for the job (37%). The effects of stress on employee performance include dependence on drugs and alcohol (86%), illness and sickness (75%), fatigue (40%) and irritability (25%). Conclusion: It is recommended that a conducive working environment should be created for employees and that counselors and counseling rooms should be provided by organizations to enable their employees have a safe place to de-stress without fear of stigmatization. Also, training and re-training of employees should be done frequently to improve set skills. This will significantly reduce work stress and enhance performance which will in turn increase organizational productivity.

Does supply chain finance adoption improve organizational performance? A moderated and mediated model

Purpose Little is known about the effects of supply chain finance (SCF) adoption on organizational performance (OP). This study aims to address this relevant research gap, and hence draws on the dynamic capability view of the organization under the contingent effect of environmental dynamism (ED) and supply chain risk (SCR) to investigate the effects of SCF adoption on OP. Design/methodology/approach A conceptual framework is developed and then tested using survey with data collected from a cross section of 217 organizations in China. Findings The findings show that SCF significantly mitigates the SCR, which therefore has a strong positive effect on OP (e.g. cost performance and operational performance). Moreover, the findings indicate that when ED is high, then the relationship between SCF and SCR is stronger, whereas when ED is low, the relationship between SCF and SCR is weak. Further, SCR mediates the relationship between SCF and OP. Hypothesis regarding the moderating effect of ED on the paths joining SCF and SCR was also confirmed. SCR has a strong negative effect on OP. However, hypothesis regarding the effect of ED on SCR was rejected. Research limitations/implications This paper has the following limitations. First, the authors conducted the study with organizations in China, which may result in low generalizability. Moreover, the authors used survey method and cross-sectional data design in this paper, which may cause the potential issue of common method bias. However, this research provided some significant theoretical and managerial implications for organizations, practitioners and researchers, while exploring different factors such SCF, SCR and ED, and their effect on organizational output. Practical implications From the managerial perspective, this study provides some relevant new insights to the supply chain managers of organizations. First, the findings of present study guide the organization executives to mitigate their organizations’ risk through risk mitigation strategies such as SCF; optimize their liquidity and working capital while getting the credit at best cost from lenders; and mitigate vulnerability. Second, organizations should adopt vulnerability strategies for improving their capability to respond promptly and cost-effectively toward uncertainties. Third, the perfect identification of factors leading to the adoption of SCF and improving OP are of incredible attractiveness for executives to discover the relevant practice of SCF. Fourth, the results also offer an opportunity to organizations and practitioners, a decision-making approach, to manage which mitigation scheme to be adopted to aid the supply chain practices of mitigation. Moreover, SCF emphasizes that the organization managers’ expand their overall supply chain by getting easy credit and reducing the risk and produce higher organizational productivity. Further, this paper offers a completive advantage for both buyers and suppliers to strengthen their relationships while collaborating with each other. The supply chain executives may explore the level of relationship amongst SCF adoption and their effects on organizational productivity. Therefore, SCF provides equal competitive advantage to both main partners of the supply chain to mitigate the overall risks and improve their competiveness. Originality/value This research fulfilled the research gap in operations management, strategic management, marketing and supply chain management by exploring the effects of SCF adoption as risk mitigation strategy but also as an instrument which can aid organizational to carry out their performance.