...Mini Research On Size of organization and its influence on adopting centralization in Nepalese Banks Submitted to: Prof. Subas KC Course Instructor, Organizational Theory Submitted by: Dipendra Karki (Roll No. 11605) Ganesh Bhattarai (Roll No. 11606) Pramila Ojha (Roll No. 11611) MPhil - II Term, Fall 2011, KUSOM June, 2012 Kathmandu, Nepal 1. Introduction Being one of the integral parts of the economic activities, banking sector plays vital role for the economic development of the country. American Institution of banking defines bank as “Corporation which accepts demand deposits subject to cheque’s and makes short term loans to business enterprises, regardless of the scope of its other services.” It deals in the process of channelizing the available resources in the needed sector. It is the intermediary between the deficit and surplus of financial resources. It pools the funds scattered in the economy and mobilizes them to the productive sector. According to Nigam (1967), the increase in capital has always been a sort of prime mover in the process of material growth and the rate of capital formation has been the principal variable in setting the overall pace of economic development. But these institutions inherent a large amount of risk, which cannot be, denied either. If a bank behaves irresponsibly, the costs borne by the economy are enormous...
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...EmployeeAttitudesStudents.sav from course material. This database contains information collected in a survey of nearly 1,000 employees of Seminole County Government, Florida. Questions regarding working conditions, compensation, quality of management, etc were asked. Variables in this file are all categorical (mostly ordinal, with a couple of nominal) so they would be appropriate from multiple regression analysis. Statement of Problem According to the research material I found online, Salary Basics - Developing a Strong Compensation Philosophy, good payment attract and retain employees for the company. In order to analysis this situation, I choose two variables as my main factor. The first one is the question "I am paid as well as other organizations with similar jobs", and the second question is "Years worked for Seminole Country Government". So here H0 null hypothesis is that Pay rate compared with other company does not affect number of years they worked for government. State H1 the research hypothesis is that Pay rate compared with other company does affect number of years they worked for government. Definition of Variables Two variable are described as above, "I am paid as well as other organizations with similar jobs" is describing the extent of employees' attitude. 1=Strongly disagree, 2=Disagree, 3=Don't know,...
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...AssociAtion of Job sAtisfAction, Productivity, MotivAtion, stress levels with flextiMe Kalpana solanki* Abstract It has been observed that the concept of flextime is very useful but it has not been understood and utilized by many organizations till date in UAE. The flextime concept is suitable to those employees who are willing to work in flexible work shifts with suitable work timings .This research is focused on finding out a relationship between flextime and employee productivity, job satisfaction, work productivity, motivation and reduction in the stress levels of the employees. There is a good scope for implementing flextime in UAE since many such jobs that can be done with flexibility in the work timings are available in the organizations (both in the manufacturing and service oriented industries). To test the hypothesis the researcher used (ANOVA) linear regression test which shows the relationship between independent variable (flextime) and the dependent variable (job satisfaction, work productivity, motivation, and stress levels). The researcher has used frequency table for analysis of the demographic factors and has done the mean and standard deviation analysis. The researcher has used the Pearson correlation test to check the validity of the research questionnaire. Keywords: Flextime, Job Satisfaction, Motivation, Productivity, Work stress IntroductIon Job satisfaction is considered as one of the most essential components of work life, and one of the major factors...
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...study is to analyze the relationship between compensation and benefits and others independent variables towards the employee turnover. Then, it proceeds about the hypothesis development. The theoretical framework and hypothesis development examine the relationship between dependent variable and independent variables. Next, it goes to data collection methods that consist of primary data and secondary data collection. Next, the size and number of respondents and sampling method will be explained. After that, it goes to the data analysis method for qualitative and quantitative data in this study. Research Framework Since all the variables are being determined, the factors that cause the employee turnover in the working place will be developed through the framework. In this framework, it will consist of dependent variable and independent variables only. The independent variables are compensation and benefits, organization cultures, supervisor, job analysis and characteristics, and career development. On the other hand, the dependent variable is employee turnover that deeply discuss in this research. All the independent variables are being measure with the relationship with employee turnover. The chapter begins with an introduction that explains the research framework. The intention of this study is to analyze the relationship between compensation and benefits and others independent variables towards the employee turnover. Then, it proceeds about the hypothesis development. The theoretical...
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...4.2. FACTORS DETERMINING THE ORGANIZATIONAL CULTURE Factor analysis is data reduction tool. It removes redundancy or duplication from a set of correlated variables. Factors are formed that are relatively independent of one another. Firstly, the researcher evaluated the various factors determine the organization culture in . The respondents were offered to answer 5 point scale where ‘5’ meant “strongly agree” and ‘1’ meant “strongly disagree”. The data on the 18 variables are analyzed using the principle axis factoring method. The Table.4.9 represents the factors that responsible for the Organizational Culture. Table.4.9 FACTORS RESPONSIBLE FOR ORGANIZATIONAL CULTURE Organizational culture variables Factor loading Reliability Co-efficient Eigen...
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...Pricing Cost information is used to deciding price by organizations in two ways : * In markets where the organization faces a market – determined price; * In markets where the organization can set its price. Product Planning Target costing is used to focus efforts in product and process design on developing a product that has a good profit potential in view of market requirements. Budgeting Budgeting is a management accounting tool that projects or forecasts costs for various levels of production and sales activity. Performance Evaluation Managers compare the actual results from the budget period with expectations that were reflected in the budget to assess how well the organization did in light of its expectations. Contracting In cost reimbursement contracts organizations are reimbursed their cost plus an increment for the goods or service they provide under the contract. Governments are frequent and large-scale users of cost reimbursement contracts. Because of the potential for cost manipulation, governments will often prescribe the costing standards that organizations must use when computing reimbursement costs. A variable cost is one that increases proportionally with changes in the activity level of some variable. Because there are many possible types of variables, for convenience, a common term used for a variable that causes a cost is cost driver. The variable cost formula is Variable cost = Variable cost per unit of the cost driver X Cost driver units ...
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...Haque Talukder (MHT) Senior Lecturer Course: Human Resource Planning Course Code: HRM 360 North South University Date of Submission: 11th April 2012 April 09, 2012 A.K.M. Mominul Haque Talukder Senior Lecturer, School of Business & Assistant Proctor North South University Bashundhara, Dhaka 1229 Dear Sir, Subject: Research Report on Level of Satisfaction of the employees of Avery Dennison. We have the honor to present to you the research report entitled ‘Factors of Human Resource Planning Affecting a Company’s Competitive Advantage’. The main purpose of this report was to assess the relationship between the seven different variables of human resource planning and the independent variable namely competitive advantage of our organization of research that is R-Pac Bangladesh Ltd. We hope that this report will merit your approval. Respectfully yours, __________________ __________________ __________________ Trishita Chowdhury Tahmina Jahan Sharmin Akhter Khan 081 358 030 082 302 030 082 635 030...
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...“Achieving Organizational Effectiveness Through Employee Engagement Using The Role Of Leadership Style In Workplace” Submitted to: Dr. Tasneem Akhtar GIFT University , Gujranwala Submitted by: Maryam Sameer 15221005 MBA 1.5 Year Acknowledgment All praises and thanks to Almighty Allah. The Lord and Creator of this universe by whose power and glory all good things are accomplished. He is also the most merciful, who best owed on us the potential, ability and an opportunity to work on this project. Apart from the efforts of us, the success of any project depends largely on the encouragement and guidelines of many others. I take this opportunity to express my gratitude to the people who have been instrumental in the successful completion of this project. I would like to show my greatest appreciation to Mam Tasneem Akhtar can’t say thank you enough for her tremendous support and help. Without his encouragement and guidance this project would not have materialized. We are grateful to our respected teacher Mam Tasneem Akhtar who has guided me in each and every step of this project. Indeed, without her kind guidance I may not be able to even start this project. May ALLAH give her the reward, which she deserves. I am also grateful to all those members who are related to this section. Dedication At first dedicating this work to Almighty ALLAH without his mercy and sympathy I was not able to accomplish this work. I also dedicated this work to my because their Prays & worm Hugs...
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...technology and tools to increase productivity and facilitate new forms of scholarship. For more information about JSTOR, please contact support@jstor.org. . Academy of Management is collaborating with JSTOR to digitize, preserve and extend access to The Academy of Management Journal. http://www.jstor.org This content downloaded from 128.248.155.225 on Tue, 13 Aug 2013 00:20:09 AM All use subject to JSTOR Terms and Conditions RESEARCH NOTES ? Academy of Management Journal 1996, Vol. 39, No. 4, 949-969. THE IMPACT OF HUMAN RESOURCE MANAGEMENT PRACTICES ON PERCEPTIONS OF ORGANIZATIONAL PERFORMANCE JOHN T. DELANEY University of Iowa MARK A. HUSELID Rutgers University In 590 for-profit and nonprofit firms from the National Organizations Survey, we found positive associations between human resource management (HRM) practices, such as training and staffing selectivity, and perceptual firm performance measures. Results also suggest methodological issues for consideration in examinations of the relationship between HRM systems and firm performance. In recent years, U.S. companies have been urged to adopt a variety of performance-enhancing or progressive human resource...
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...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. The findings of the study provide support for the variables concerned and are confirmed by the results of the previous studies. The study of HRM has come a long way in a relatively short period of existence. In a society that has become increasingly dependent on knowledge and skills it is clear that the companies...
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...Background of Study Employee turnover is the number of permanent employees leaving the company within the reported period versus the number of actual active permanent employees on the last day of the previous reported period. Five reasons due to which employees leave organizations: 1. The most common reason why employees leave a certain organization is that they see better opportunity elsewhere. Man has a growing desire to own more things and better pay can give them this. Apart from that, they are compelled to look for better pay because of financial needs. 2. Another reason could be that the employees are not happy with the organization. There are cases when employees leave the company even if they offer competitive salaries. This is because of the organization itself. The employee does not approve of the management style and they are unhappy with the culture of the organization. These factors can cause employees to say goodbye to the organization. 3. There are also cases when the employees leave because of their fellow employees or his superiors. Clashes of personalities are common in the workplace. When an employee can no longer stand the tension in the workplace, he may opt to leave the organization. It does not matter if he finally got his dream job or receiving a generous paycheck. If he no longer has peace of mind, he will look for another job. 4. It is man's...
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...ORGANIZATION BEHAVIOR Why do we need to study Organization Behavior? Every individual is different They exhibit different behavior at any point of time WHAT IS ORGANIZATION, ITS, STRUCTURE, DESIGN AND THEORY Organization“a consciously coordinated social entity, with a relatively identifiable boundary, that functions on a relatively continuous basis to achieve a common goal or set of goals” Consciously coordinated- imply management Social entity means composed of people interacting Relatively identifiable boundary – clear delineation to distinguish members from non-members Achieve a common set of goals- what cannot be attained individually, company mission statement DEFINITION BY STEPHEN P .ROBBINS OB is a field of study that investigates the impact that individuals, groups and structure have on behavior within organizations, for the purpose of applying such knowledge towards improving an organization’s effectiveness. MANAGEMENT FUNCTIONS P O S D C The most widely accepted functions of management given by KOONTZ and O’DONNEL i.e.Planning, Organizing, Staffing, Directing and Controlling. MANAGEMENT FUNCTIONS FUNCTIONS Plan- According to KOONTZ, “Planning is deciding in advance - what to do, when to do & how to do. It bridges the gap from where we are & where we want to be”. A Future course of Action-Business Plan. Organize-to organize reporting relationships. Land,labour,capital,organizational structure, To organize a business...
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...that cost behavior is the relationship between an organizations fixed costs, variable costs, and total cost (2012). Fixed costs will remain fixed but variable cost will change roughly in direct proportion to volume. Analyze the complexity of cost behaviors in health care organizations and describe how costs are classified according to their relationship with volume. When it comes to looking at cost behavior within the health care organization a great deal or majority of the cost goes towards hospital services such as building, equipment, salaried labor, and overhead, which are fixed over the short term (Roberts RR, Frutos PW, Ciavarella GG, Gussow LM, Mensah EK, Kampe LM, Straus HE, Joseph G, Rydman RJ., 1999). Hospital organization fixed costs includes but not limited to capital expenditures, employee salaries and benefits, building maintenance, and utilities (Roberts RR, Frutos PW, Ciavarella GG, Gussow LM, Mensah EK, Kampe LM, Straus HE, Joseph G, Rydman RJ, 1999). The variable costs include health care worker supplies, patient care supplies, diagnostic and therapeutic supplies and medications (Roberts RR, Frutos PW, Ciavarella GG, Gussow LM, Mensah EK, Kampe LM, Straus HE, Joseph G, Rydman RJ, 1999). The difference between the fixed cost and the variable cost for an health care organization in reference to volume; the fixed costs are not saved over a certain period of time if the facility reduces services. While variable costs on the other hand are saved if the health...
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...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 competitors cannot easily copy (Barney, 1986; 1991; 1995). This approach transfers the emphasis from the organization’s competitive environment to the resources it can develop...
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...* THE RULE OF 1/8 “One must bear in mind that 1/2 of organizations won’t believe the connection between how they manage their people and the profits they earn. 1/2 of those who do see the connection will do what many organizations have done--try to make a single change to solve their problems, not realizing that the effective management of people requires a more comprehensive and systematic approach. Of the firms that make comprehensive changes, probably only about 1/2 will persist with their practices long enough to actually derive economic benefits.” THE RULE OF 1/8 “One must bear in mind that 1/2 of organizations won’t believe the connection between how they manage their people and the profits they earn. 1/2 of those who do see the connection will do what many organizations have done--try to make a single change to solve their problems, not realizing that the effective management of people requires a more comprehensive and systematic approach. Of the firms that make comprehensive changes, probably only about 1/2 will persist with their practices long enough to actually derive economic benefits.” Organizational behavior (OB) is the field of study devoted to understanding, explaining, and ultimately improving the attitudes and behaviors of individuals and groups in organizations. * Strategic management focuses on the “product choices and industry characteristics” that affect an organization's profitability. Study 1: 968 publicly held firms with 100 or more employees...
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