...Organizational politics is an inescapable and intrinsic reality. Organizational politics is so intricately woven with management system that relationships, norms, processes, performance and outcomes are hugely influenced and affected by it. Organizational politics defined Organizational politics can be described as self serving and manipulative behaviour of individuals and groups to promote their self interests at the expense of others, and some times even organizational goals as well. Organizational politics in a company manifests itself through struggle for resources, personal conflicts, competition for power and leadership and tactical influence executed by individuals and groups to attain power, building personal stature, controlling access to information, not revealing real intents, building coalitions etc. Interplay between leadership, authority, influence and followers How organizational politics is related to leadership can be better understood from the fact that organizational leadership occurs in the context of groups, where followers are influenced by the leader to ensure their commitment and voluntary involvement towards predetermined outcomes. Political climate of an organization is impacted by a leader through treatment and use of authority under different settings which is clearly visible during the acts of decision making, setting agenda and interaction with others to mobilize support, inspire teams and individuals and recognize people. This...
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...Abstract This article examines the relationship between corporate social responsibility (CSR) on organizational performance. The objective of this study is to determine the relationship between corporate social responsibility and organizational performance. Base on the literature reviews, the studies support that there is a positive relationship between corporate social responsibility and organizational performance in terms of financial or management. Keywords: Corporate social responsibility, organizational performance, 1.0 – Introduction The concept of corporate social responsibility (CSR) is being discuss and debate over the decade. The discussion of CSR started since 1950s and it continued to grow in importance and significance. In spite of the seeming endless discussion about it, it has seen a lot of development in both academic and practitioner communities all over the world (Carroll and Shabana, 2010). According to Nolan et. al (2009), CSR is use to build up good rapport with the public. Corporates always use it as a strategy to save their skin from unforeseen risks and corporate scandals, brand differentiation, governmental rules and regulations, possible environmental accidents, protect eye-catching profits, and better relationship with employees based on volunteerism terms. Corporation like Gardenia, Nestle and YTL corporation always publish their CSR activities on their websites, sustainability reports and their advertising campaigns...
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...Alan Mulally, CEO, Ford Motor Company Katherine Clay Professor Terhune Leadership and Organizational Behavior- 520 December 18, 2011 Discuss the role of leadership and how it can impact organizational performance. Leadership roles in organizations are very important. Poor leadership can cause organizations to fail. All leaders use power and engage in political behaviors to influence others. True leaders do so effectively and ethically. Others in managerial roles, but who do not qualify as effective leaders, use power and political behavior in ways that are ineffective and counterproductive. (Hellriegel, & Slocum, 2011, p.290). Leadership roles can be broken down into five sources of power that leaders use to influence their followers. When leaders use these sources they are trying to reach one or more of the followers needs. To be an effective leader there must be a willing follower in place or the leadership method will fail. Legitimate power is an important concept of the leadership role in that this type of power has to do with influencing ones behavior. Reward power provides things to the followers in order to get them to comply with or influence behavior. Coercive power deals with influencing the follower through punishment. Referent power is when a leader can influence the follower to like him /her and the follower wants to do what they can...
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...IMPACT OF HUMAN RESOURCE PLANNING ON ORGANIZATIONAL PERFORMANCE ( A CASE STUDY OF TOTAL NIGERIA PLC) Background of the Study The history of planning is old as man himself planning had started from the ancient era during the primitive period when there were no industries or firms. Planning is a basic function of management thus therefore means that planning pervades all the functional area of management which include personnel, production, research and development, marketing and finance. Through planning organization goals and objective are determined; the resources available must be strategies to achieve the goals and objectives. Planning provide answers to what? How? When? And their relationship to organization activities. In personnel management function, human resources panel is a basic function. Human resources planning is sometime referred to as workforce planning, which is defined as the process of the right number of qualified people into the right job at the right time. To ensure adequate workforce in the organization, management must plan properly, proper planning in this respect involves accurate projection of the future, taking inventory of existing workforce, comparing the force with the existing one and take corrective measure. Productivity means rate of output, degree of result and success which is directly related to profitability and turnover. This research study concentrates on the possible impact of human resources planning on workers productivity...
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...IMPACT OF HUMAN RESOURCE MANAGEMENT PRACTICES ON ORGANIZATIONAL PERFORMANCE IN NIGERIA: AN EMPIRICAL STUDY OF ECOBANK NIGERIA PLC IN THE LAST FIVE YEARS IMPACT OF HUMAN RESOURCE MANAGEMENT PRACTICES ON ORGANIZATIONAL PERFORMANCE IN NIGERIA: AN EMPIRICAL STUDY OF ECOBANK NIGERIA PLC IN THE LAST FIVE YEARS FADIORA RICHARD GBOLAHAN MBA HUMAN RESOURCES MANAGEMENT DISSERTATION DEPARTMENT OF MANAGEMENT SCIENCES NATIONAL OPEN UNIVERSITY OF NIGERIA LAGOS NIGERIA E-mail: ricardopsych@yahoo.com Tel: +2348065538913 Abstract This research study examines the impact of human resource management practices on organizational performance in Nigeria focusing on Ecobank Nigeria Plc in the last five years. A total of 50 samples were drawn from the bank population at its corporate head office in Lagos. Out of the 50 self-reported questionnaires administered in this research, 35 were returned upon which the data analyses were based. The primary data collected through questionnaire responses in this research were analyzed using Chi-square statistical techniques. Secondary data were consulted by reviewing Ecobank’s Annual Reports and Financial Statements. Selected HR Metrics such as Revenue Factor, Human Capital Value Added (HCVA), and Human Capital Return on Investment (HCROI) were used to analyze the secondary data respectively. The findings of this research have shown that Ecobank Nigeria Plc has a well-articulated human resource management policies and practices...
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...Akhtar, Syed M. Azeem, Ghullam M. Mir. Impact of HRM practices on perceived organizational performance. International Journal of Academic Research Part B; 2014; 6(5), 23-30. DOI: 10.7813/2075-4124.2014/6-5/B.3 Library of Congress Classification: L7-991 IMPACT OF HRM PRACTICES ON PERCEIVED ORGANIZATIONAL PERFORMANCE 1 2 Nadeem Akhtar , Syed Muhammad Azeem , Ghullam Mustafa Mir 3 1,2 Yanbu University College (SAUDI ARABIA) 3 University of Gujrat (PAKISTAN) Emails: muhammadn@rcyci.edu.sa, azeems@rcyci.edu.sa, mustafa.mir@uog.edu.pk DOI: 10.7813/2075-4124.2014/6-5/B.3 Received: 16 Feb, 2014 Accepted: 05 Jul, 2014 ABSTRACT Present study examines the role of HRM practices in perceived organizational performance. A questionnaire consisting 50 items is used to collect the data from higher education institutions in Pakistan. The results revealed that HRM practices have significant relationship with perceived organizational performance. Promotion is not found significant as a predictor of commitment as HR outcome. Regression analyses show that promotion and empowerment are significant predictors of commitment. Empowerment was found to be a significant predictor of perceived organizational performance. Key words: Empowerment, Commitment, Perceived organization performance, Promotion 1. INTRODUCTION Earlier studies on human resource management focused on individual impact of HRM practices on firm’s performance, however in recent years researchers moved...
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...operational performance of the companies is the human resources. Therefore, in order to enhance the importance of relation the development of organizational commitment needs effective human resource management practices. The current study is intended to provide analysis of the relationships between HRM practices and organizational commitment. These include “manufacturing and human resources fit, behavior and attitude, team activities, interaction facilitation, incentives to meet objectives, training on job skills, training in multiple functions, communication of strategy, feedback on performance. In organizational behavior and industrial and organizational psychology, organizational commitment is the individual's psychological attachment to the organization. Organizational commitment predicts work variables such as turnover, organizational citizenship behavior, and job performance.. Data was analyzed using descriptive statistics to project the respondents’ profiles as well as the general patterns of the variations in the HRM variables and organizational commitment. Correlations and multiple regression, statistic regression analysis were used to explore the relationship between the variables involved in the study. As a result of analysis of the findings from top, middle and, the first-tier managers except for “training on job skills”. It was found that there was a strong and statistically positive significant relationship between other HRM variables and organizational commitment...
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...Print ISSN: 0975-5853 Impact of Training and Development on Organizational Performance By Raja Abdul Ghafoor Khan, Furqan Ahmed Khan, Dr. Muhammad Aslam Khan University of Lahore, Islamabad Pakistan Abstracts - Training and Development, On the Job Training, Training Design and Delivery style are four of the most important aspects in organizational studies. The focus of current study is to understand the affect of Training and Development, On the Job Training, Training Design and Delivery style on Organizational performance. The back bone of this study is the secondary data comprised of comprehensive literature review. Four Hypotheses are developed to see the Impact of all the independent variables on the overall Organizational Performance. The Hypotheses show that all these have significant affect on Organizational Performance. These Hypotheses came from the literature review and we have also proved them with the help of literature review. Results show that Training and Development, On the Job Training, Training Design and Delivery style have significant affect on Organizational Performance and all these have positively affect the Organizational Performance. It means it increases the overall organizational performance. We also prove our Hypothesis through empirical data. However, results are strongly based on the literature review. Keywords : Training and Development, On the Job Training, Training Design, Delivery style, Organizational Performance. GJMBR-A Classification...
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...Summary This article focuses on how Knowledge Management impacts the Organization performance. As per the author, Knowledge Management is a process that transforms individual knowledge into Organizational knowledge. The aim of this paper is to show that through creating, accumulating, organizing and utilizing knowledge, Organizations can enhance Organizational performance. It talks about how Knowledge Management consists of various factors like strategy, cultural values and workflows. This article contributes to the Knowledge Management field through understanding those factors, their interrelation and the role of Information Technology in achieving a better business performance. The author emphasizes that one of the aspects of introducing Knowledge Management practices in Organizations is its positive impact on Organizational performance. The article talks about history, different sources and mechanics of Knowledge Management. It highlights the important aspects and tools of introducing Knowledge Management process in an Organization. For example, how technology can play a huge role in establishing and implementing a Knowledge Management system in the Organization; how it is a cultural shift, what information should be shared and how to set those key dimensions in an Organization; what is key role HR plays in implementing a Knowledge Management system etc. As per the author, Knowledge Management is essentially a people related discipline, with focus on strengthening collaborative...
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...Relationship between organizational structure and culture impact organizations performances. Organizational structure and culture creates various concepts, strategies and situations within the organization. It affects the organization performance in positive as well as negative ways. Organizational structure and culture makes the difference between each organization. Organizational structure helps to clarify the duties and shows responsibilities of each employee that helps to achieve organizations’ goals and clearly define who will be reported to whom. Strong organizational structure helps to make right decisions within the right time. Organizational culture can develop the stability of the social system within the organization. Strong organizational culture makes proper working environment within the organization and it affect to improve performance of the organization. Proper organizational structure and culture creates better attitudes and behaviour of employee and it helps employers to control easily. It causes to improve the performances. Policies, rules and regulations of the organization directly impact to the organizations’ performances. Proper organizational structure and culture helps to form those policies. Organizational structure and culture impact to the performances also in negative ways. Complexity of the organizational structure affect to the decision making process. Because of it, decision making process becomes very slow and it gives bad impacts for the performances...
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...Muhammed Mughni Atique B.sc (Hons), Business Administration Gift University Gujranwala IMPACT OF HUMAN RESOURCE PRACTICES ONORGANIZATIONAL PERFORMANCE: A STUDY OF BANKING SECTOR OF GUJRANWALA Keywords: Organizational Performance, Employee Satisfaction, Recruitment &Selection, Training & Development, Performance Appraisal and Compensation Abstract: The purpose of this study is to evaluate HRM practices and their impact on organizational performance in banking sector. People believe that HR is not important it’s just a sunk cost and have no significant positive effect on org. performance. The aim of this study was to check the impact between Human resource management and organizational performance. The research was conducted in banking sector of Gujranwala .We have evaluated the impact of functions of HR like Selection, Training, Appraisal and Compensation (as Independent Variables) on Organizational Performance (Dependent Variables). We have done research with the help of questionnaires. The conclusion and results are presented at the end of this paper. The analysis showed the positive relation between the dependent and independent variables. Introduction: Our financial sector evolved very differently from banks in the developed world. For nearly a year after partition, Pakistan had no central bank. Habib Bank – established in 1941 – filled this gap initially, until the State Bank of Pakistan (SBP) was set up in 1948 under quasi-government ownership. Commercial...
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...INFLUENCE OF ORGANIZATIONAL CULTURE ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR: A THREE-SECTOR STUDY Jagannath Mohanty, Institute of Management Technology, Nagpur Bhabani P Rath, Berhampur University, Berhampur ABSTRACT In recent years, the employer expectations have witnessed an upward surge, in anticipation of certain discretionary behaviors out of their employees, which fall beyond the purview of workplace requirement and reward systems. All this apparently is to ensure long service periods and bring out the ‘Organizational Citizen’ within the employee in the organizational context. The present paper is an attempt to examine and investigate the extent of impact that a given Organizational Culture has on Citizenship Behaviors of the employees in an Organization. The study examines the impact of select Culture variables on Organizational Citizenship Behavior across three dominant Organizations representing three sectors of the economy namely, Manufacturing, and Information Technology & Banking. The paper specifically aims at establishing a cause effect relationship between dominant Organizational culture characteristics on Organizational Citizenship Behaviors. JEL: M10; M14 KEYWORDS: Organizational Culture, Organizational Citizenship Behavior, Correlation INTRODUCTION A substantial amount of attention has been paid to the concept of organizational culture in the past several years (Cameron & Freeman, 1991). Likewise, the subject of organizational culture has ...
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...Do you think culture is important to organizational performance? By TAN KAR CHU The topic I choose for this assignment is “Do You Think Culture Is Important To Organizational Performance”. There are many definition of Organizational culture that had been made but based on what I had learn, Organizational culture is the value and assumptions shared within an organizational which defines the important and unimportant in the company and, consequently, directs everyone in the organization toward the “right way” of doing things (McShane & Glinow, 2009). But according to Maher (2014), organizational culture is a major factor which affects the speed and frequency of innovation. Nowadays, new develop organization should know that to establish a successful organizations they should adopts and adapts culture to their organization in order to know whether their organizational performance is good or not. I believe that culture is important to organizational performance. First of all organisations that want to be innovative must transform their organizational culture so that it has innovation-oriented culture (Szczepańska, 2014), which means that the employee has to be able to generate innovative ideas in a short times. When the innovation-oriented organizational culture has been create, it will forming a climate that would be positive to the organizational changes. But, in order to toughen the culture for innovation within and across the organisations, employee should be brave enough...
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...The Effect of HRM Practices on the Perceptions of Organizational and Market Performance of the Firm • 185 THE EFFECT OF HUMAN RESOURCE MANAGEMENT PRACTICES ON THE PERCEPTIONS OF ORGANIZATIONAL AND MARKET PERFORMANCE OF THE FIRM Gedaliahu H. Harel and Shay S. Tzafrir The purpose of our study is to extend the emerging empirical literature on the firm-level impact of human resource management practices. Results based on a national sample of organizations from private and public sectors in Israel indicate that these practices have a significant impact on both the perceived organizational and market performance of the organization. The single independent variable found to be statistically significant in affecting perceived organizational performance was training practices. In the case of perceived market performance, we found that, in addition to training practices, employee selection practices also significantly affected the perceived market performance.1 © 1999 John Wiley & Sons, Inc. Introduction In today’s world, organizations are in a constant state of competition. The intensity of competition increases annually and the need to continuously improve organizational performance has never been greater. Managers must be on a constant lookout for ways to maximize their organizations’ strategic resources. The resource base approach contends that the organization can develop a sustained competitive advantage only if its activities create value in a unique way, one that...
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...KULLIYYAH OF ENGINEERING ENGINEERING MANAGEMENT TOPIC 2: Perception and its impact on communication, power and politics in organizations Introduction Organizations establishment function to fulfill needs of the people. In today’s competitive and yet challenging world, the organizations have to be growth-oriented. Organizations are composed of number of individuals working independently or in teams, and number of such teams makes a department and number of such departments makes an organization. It is a formal structure and all departments have to function in a coordinated manner to achieve the organizational objective [1]. The organization's base rests on management's philosophy, values, vision and goals. This in turn drives the organizational culture which is composed of the formal organization, informal organization, and the social environment. The culture determines the type of leadership, communication, and group dynamics within the organization. The workers perceive this as the quality of work life which directs their degree of motivation. The final outcomes are performance, individual satisfaction, and personal growth and development. All these elements combine to build the model or framework that the organization operates from. Perceived Behavioral Control is the individual’s belief concerning how easy or difficult performing the behavior will be. Pertaining to that matter, perception plays a key part in the organization behavior. Thus, factors such as the efficient...
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