A STUDY ON MEASURING THE RELATIONSHIP BETWEEN ELECTRONIC MONITORING AND WORK PERFORMANCE WITH SPECIAL REFERENCE TO EDUCATIONAL INSTRUCTIONS IN TAMILNADU
Electronic performance monitoring is becoming more prevalent as it is necessary in some situations Previous studies on and more convenient in others, electronic monitoring have not examined the relationship between electronic monitoring and work performance of employees and their performance. This study therefore examined the relationship between electronic monitoring and work performance with special reference to educational sector. The research design was both survey and exploratory. Comprehensive sampling technique was used to ascertain the number of respondents. A semi- structured questionnaire was used to elicit information. Five Key Informant Interviews (KII) were conducted with the employees in educational sector in selected colleges in Tamilnadu. Non- participant observation was carried as well for the same purpose. Quantitative data were analyzed using descriptive and chi-square test statistics at 5% level of significance while qualitative data were content analyzed. Majority of the respondents (85.8%) were aware of the use of electronic monitoring in the organisation, while 81.1% had positive perception about the use of electronic monitoring.
MEASURING THE EFFECT OF E-MONITORING SYSTEM ON EMPLOYEES’ PERFORMANCE WITH SP...IAEME Publication
In the past twenty years the rapidly changing attributes of technology can be seen throughout the embeddedness and integration in both an individuals’ personal and professional lives. The diffusion of computers and information technology into the organization setting has forever changed the relationship between the employee and employer. Technology advances have affected the employers’ needs and expectations as well as employee behaviors and role responsibilities. These changes have mandated new roles of technology monitoring and surveillance efforts by the organization in an attempt to increase performance, decrease abuses and/or waste, and control undesirable employee behaviors. Methods incorporated to assist in monitoring include electronic monitoring of email communications, website viewing, computer keystroke capturing, listening in on phone calls, video surveillance, etc. The rate of organizations engaged in some form of electronic employee monitoring has been steadily increasing over the past ten years (Firoz et al, 2006: Fazekas, 2004). This article will address this lack of theoretical research by outlining the major arguments for and against electronic performance monitoring and subsequently applying theories from both electronic monitoring system on employee performance with special reference to educational institutions.
Topic- Contemporary business issueName of the Student .docxjuliennehar
This document provides a summary of 15 sources that discuss various topics related to employee performance monitoring. The sources examine the psychological implications of electronic performance monitoring, the impact of performance management systems on employee satisfaction, and how consistency and leadership can affect individual innovation. Methods discussed include surveys, interviews, and analyzing multiple data sets. Overall, the sources suggest that while performance monitoring can potentially improve productivity, it also risks negatively impacting employees and requires diverse, considerate approaches to maximize benefits and minimize adverse reactions.
MODERATING EFFECT OF JOB SATISFACTION ON TURNOVER INTENTION AND STRESS BURNOU...IAEME Publication
Purpose: This study determined the relationship between turnover intention and stress burnout with the moderating effect of job satisfaction. Burnout the stress is the most important factor that leads to turnover intention. Especially in the Information technology sector, the employee faced these challenges nowadays. Methods: The study moves with the quantitative method with a simple random sampling technique. The sample of the study is 392 in Bangalore City. To collect the data, a structured measurement scale was used. Hypotheses were framed based on the conceptual framework of the study. The constructed hypotheses were tested by using statistical tools such as regression analysis to validate the purpose. Findings: The findings of the study explores that there is a positive relationship between turnover intention and stress burnout among the employees in the information technology sector. Conclusion: The turnover intention was initiated to fluctuate depending on working circumstances. There is insufficient research on burnout and turnover intention with moderating effect on job satisfaction
The Implication of Financial Compensation and Performance Appraisal System to...inventionjournals
This summary provides the key points from the document in 3 sentences:
The document discusses a study analyzing the influence of financial compensation and performance appraisal systems on job satisfaction, motivation, and employee performance at PT Pupuk Kalimantan Timur in Indonesia. It presents literature on these topics and develops hypotheses about their relationships. The results of the study using a sample of 140 employees find that financial compensation influences job satisfaction but not motivation, and performance appraisal systems influence both job satisfaction and motivation as well as having a stronger influence on employee performance than financial compensation.
The document discusses various approaches to performance measurement including objective measures, subjective ratings, electronic monitoring, and management systems. It also examines different rating formats such as graphic scales, checklists, forced-choice, and behavioral anchored scales. Finally, it covers rating processes like employee comparisons, paired comparisons, and characteristics of effective rating scales.
The Influence of Motivation, Incentives, And Work Environment on The Performa...AJHSSR Journal
ABSTRACT:This study aims to determine the Significance of (1) Motivation to Employee Performance, (2)
Incentives to Employee Performance, and (3) Work Environment on Employee Performance. This type of
research is causal association research, using a questionnaire as the primary data collection technique. The
population is all civil servants at UPTB-UPPD / SAMSAT Whole Lombok Island, totaling 171 people by taking
a sample of 78 employees. The data collection tool used is a questionnaire. Data analysis tools using SEM PLS
analysis. The results showed that (1) Motivation has a significant positive effect on employee performance. (2)
Incentives have a significant positive effect on Employee Performance. (3) Work Environment has a significant
effect on Employee Performance.
Keywords :Motivation, Incentives, Work Environment, and Employee Performance
Decentralization Analysis of Decision Making and Performance of Accounting Co...IOSR Journals
This document summarizes a study that analyzed the effect of decentralization of decision-making and the use of accounting control systems on organizational performance. The study used a sample of 53 managers from a university in Indonesia. Statistical tests found that decentralization of decision-making and the use of accounting controls together explained 27.5% of the variation in organizational performance. Individual tests found that decentralization of decision-making had a slightly stronger influence on performance than accounting controls. The study concluded that decentralizing decision-making and using accounting controls can improve organizational performance.
MEASURING THE EFFECT OF E-MONITORING SYSTEM ON EMPLOYEES’ PERFORMANCE WITH SP...IAEME Publication
In the past twenty years the rapidly changing attributes of technology can be seen throughout the embeddedness and integration in both an individuals’ personal and professional lives. The diffusion of computers and information technology into the organization setting has forever changed the relationship between the employee and employer. Technology advances have affected the employers’ needs and expectations as well as employee behaviors and role responsibilities. These changes have mandated new roles of technology monitoring and surveillance efforts by the organization in an attempt to increase performance, decrease abuses and/or waste, and control undesirable employee behaviors. Methods incorporated to assist in monitoring include electronic monitoring of email communications, website viewing, computer keystroke capturing, listening in on phone calls, video surveillance, etc. The rate of organizations engaged in some form of electronic employee monitoring has been steadily increasing over the past ten years (Firoz et al, 2006: Fazekas, 2004). This article will address this lack of theoretical research by outlining the major arguments for and against electronic performance monitoring and subsequently applying theories from both electronic monitoring system on employee performance with special reference to educational institutions.
Topic- Contemporary business issueName of the Student .docxjuliennehar
This document provides a summary of 15 sources that discuss various topics related to employee performance monitoring. The sources examine the psychological implications of electronic performance monitoring, the impact of performance management systems on employee satisfaction, and how consistency and leadership can affect individual innovation. Methods discussed include surveys, interviews, and analyzing multiple data sets. Overall, the sources suggest that while performance monitoring can potentially improve productivity, it also risks negatively impacting employees and requires diverse, considerate approaches to maximize benefits and minimize adverse reactions.
MODERATING EFFECT OF JOB SATISFACTION ON TURNOVER INTENTION AND STRESS BURNOU...IAEME Publication
Purpose: This study determined the relationship between turnover intention and stress burnout with the moderating effect of job satisfaction. Burnout the stress is the most important factor that leads to turnover intention. Especially in the Information technology sector, the employee faced these challenges nowadays. Methods: The study moves with the quantitative method with a simple random sampling technique. The sample of the study is 392 in Bangalore City. To collect the data, a structured measurement scale was used. Hypotheses were framed based on the conceptual framework of the study. The constructed hypotheses were tested by using statistical tools such as regression analysis to validate the purpose. Findings: The findings of the study explores that there is a positive relationship between turnover intention and stress burnout among the employees in the information technology sector. Conclusion: The turnover intention was initiated to fluctuate depending on working circumstances. There is insufficient research on burnout and turnover intention with moderating effect on job satisfaction
The Implication of Financial Compensation and Performance Appraisal System to...inventionjournals
This summary provides the key points from the document in 3 sentences:
The document discusses a study analyzing the influence of financial compensation and performance appraisal systems on job satisfaction, motivation, and employee performance at PT Pupuk Kalimantan Timur in Indonesia. It presents literature on these topics and develops hypotheses about their relationships. The results of the study using a sample of 140 employees find that financial compensation influences job satisfaction but not motivation, and performance appraisal systems influence both job satisfaction and motivation as well as having a stronger influence on employee performance than financial compensation.
The document discusses various approaches to performance measurement including objective measures, subjective ratings, electronic monitoring, and management systems. It also examines different rating formats such as graphic scales, checklists, forced-choice, and behavioral anchored scales. Finally, it covers rating processes like employee comparisons, paired comparisons, and characteristics of effective rating scales.
The Influence of Motivation, Incentives, And Work Environment on The Performa...AJHSSR Journal
ABSTRACT:This study aims to determine the Significance of (1) Motivation to Employee Performance, (2)
Incentives to Employee Performance, and (3) Work Environment on Employee Performance. This type of
research is causal association research, using a questionnaire as the primary data collection technique. The
population is all civil servants at UPTB-UPPD / SAMSAT Whole Lombok Island, totaling 171 people by taking
a sample of 78 employees. The data collection tool used is a questionnaire. Data analysis tools using SEM PLS
analysis. The results showed that (1) Motivation has a significant positive effect on employee performance. (2)
Incentives have a significant positive effect on Employee Performance. (3) Work Environment has a significant
effect on Employee Performance.
Keywords :Motivation, Incentives, Work Environment, and Employee Performance
Decentralization Analysis of Decision Making and Performance of Accounting Co...IOSR Journals
This document summarizes a study that analyzed the effect of decentralization of decision-making and the use of accounting control systems on organizational performance. The study used a sample of 53 managers from a university in Indonesia. Statistical tests found that decentralization of decision-making and the use of accounting controls together explained 27.5% of the variation in organizational performance. Individual tests found that decentralization of decision-making had a slightly stronger influence on performance than accounting controls. The study concluded that decentralizing decision-making and using accounting controls can improve organizational performance.
ATTRITION IN THE IT INDUSTRY DURING COVID-19 PANDEMIC: LINKING EMOTIONAL INTE...IAEME Publication
Globally, Millions of dollars were spent by the organizations for employing skilled Information Technology (IT) professionals. It is costly to replace unskilled employees with IT professionals possessing technical skills and competencies that aid in interconnecting the business processes. The organization’s employment tactics were forced to alter by globalization along with technological innovations as they consistently diminish to remain lean, outsource to concentrate on core competencies along with restructuring/reallocate personnel to gather efficiency. As other jobs, organizations or professions have become reasonably more appropriate in a shifting employment landscape, the above alterations trigger both involuntary as well as voluntary turnover. The employee view on jobs is also afflicted by the COVID-19 pandemic along with the employee-driven labour market. So, having effective strategies is necessary to tackle the withdrawal rate of employees. By associating Emotional Intelligence (EI) along with Talent Management (TM) in the IT industry, the rise in attrition rate was analyzed in this study. Only 303 respondents were collected out of 350 participants to whom questionnaires were distributed. From the employees of IT organizations located in Bangalore (India), the data were congregated. A simple random sampling methodology was employed to congregate data as of the respondents. Generating the hypothesis along with testing is eventuated. The effect of EI and TM along with regression analysis between TM and EI was analyzed. The outcomes indicated that employee and Organizational Performance (OP) were elevated by effective EI along with TM.
Analysis of Performance Appraisal Systems on Employee Job Productivity in Pub...inventionjournals
Universities appraisal system is meant to enhance the performance of employees by integrating an individual’s goal with those of the organization. Despite the Universities Management having an appraisal system, performance in public universities in the country remains relatively poor. The purpose of the study was to analyze performance appraisal systems on employee job productivity in public universities. The main objective of the study was to determine the effect of self-assessment on the performance of employees in Public Universities. The research study was carried out in four universities namely Masinde Muliro University of Science and Technology, Maseno, Moi and Jaramogi Oginga Odinga University of Science and Technology. Data collection instruments used was mainly questionnaire. Both content and construct reliability was carried out through engagement of experts in preparing the questionnaire. Piloting was done in Laikipia University College, though the results were not used in the study. To ensure that the instrument is reliable, a Cronbach’s Alpha of Coefficient of 0.876, was attained, which is far way above the recommended 0.7 in social sciences. The study employed descriptive survey research design. The target population consisted of 11,296 employees and 4 Registrars in charge of Administration. Purposive sampling was used to select the four universities and four registrars. Data analysis was done using the statistical Package for Social Science (Version 20). Both descriptive and inferential statistics were used in data analysis. The results were presented in form of tables, charts and cross tabulations. From the findings, self-assessment was an important section in performance appraisal as it contributed to improvement in employee job productivity. The findings will contribute to the pool of knowledge in the field of Human Resource Management and will form the basis of reference by interested parties in future. The management of public universities will use the findings of this study to guide them in performance management. Furthermore, the findings will be a source of reference for academicians who intend to carry out studies in relation to the subject of performance appraisal systems.
This document summarizes a study that assessed the relationship between employee productivity, capacity building, and performance in cooperative banks in Nagpur, India. The study used questionnaires distributed to human resource managers, bank managers, and supervisors across all cooperative banks in the district. Statistical analysis found a positive relationship between capacity building activities like training, employee productivity, customer satisfaction, and bank performance. Specifically, improvements in employee skills, motivation, and satisfaction through capacity building initiatives led to increased customer satisfaction and loyalty, which in turn improved financial performance metrics for the banks. The study provides evidence that investing in employees through training and development has tangible benefits for organizational success.
International Journal of Business and Management Invention (IJBMI)inventionjournals
The document discusses a study on the significance of general well-being of IT professionals in India. Through a survey of 826 IT professionals, the study identified three key factors that influence general well-being: physical health, depressive symptoms, and work stress. Physical health was positively correlated with both depressive symptoms and work stress. Depressive symptoms were also positively correlated with work stress. The study concludes that understanding these influencing factors is important for developing training and workplace initiatives to promote employee well-being in the IT industry.
HR analytics and performanceappraisal systemA conceptualPazSilviapm
This document discusses using HR analytics to improve employee performance through performance appraisals. It proposes that subjectivity bias in performance appraisals decreases perceived accuracy and fairness, reducing willingness to improve. The use of HR analytics can reduce subjectivity bias by providing more objective performance data, increasing perceived accuracy and fairness and thus improving willingness to perform. A conceptual framework is developed linking these factors to explain how HR analytics can address issues in performance appraisals to boost employee motivation and performance.
DETERMINE THE IMPACT OF MOTIVATION ON EMPLOYEE PERFORMANCE AND SATISFACTION W...IAEME Publication
This research aim is to study the impact of training on performance of employees. There are various factors like training, motivation, technology, management behavior, working environment, where each factor contributes to overall employee performance. Highly contributing factors are those having relative importance given by employees. This study concludes that training contributes greatly to employee’s performance in comparison with other factors like motivation, technology, management behavior, working environment. There is positive relationship between the employee’s performance and training and motivation. The study shows that training and motivation has positive impact on performance of employees. This study concludes that organization having good training plans for employees can enhance the performance of employees with references to Information sector in selected employees in Chennai.
An Exploratory Study Of Performance Management Systems And Their Influence On...Andrew Molina
The document discusses various performance management systems (PMS) and their influence on employee performance. It reviews several PMS approaches, including management by objectives, balanced scorecard, total quality management, and productivity measurement and enhancement systems. The literature suggests that an effective PMS should align individual goals with organizational objectives, provide continuous feedback, and involve employees in the design process. When implemented properly with the right design that considers both internal and external factors, PMS can help improve overall organizational performance by motivating employees and linking their work to strategic goals.
Impact of Perceived Fairness on Performance Appraisal System for Academic Sta...IJSRP Journal
This study investigates the employees’ perception of fairness in the performance appraisal system for academic staff of the General Sir Jhon Kotelawala Defence University.
The aim of this study is to investigate reward system and employee performance in three selected
companies such as Nestle Plc, Mumudia Integrated services and Bucebal ventures limited in Port Harcourt,
Rivers State. The study also shows how employees improve its performances in a reward system. Questionnaire
was used as instrument and 60 questionnaires were issued and while 50 questionnaires were retrieved to check
the respondent’s opinion.
1) The document discusses the relationship between capacity building, employee productivity, and organizational performance in cooperative banks in Nagpur, India.
2) Statistical analysis showed a strong positive correlation between high capacity building/employee productivity and high organizational performance. High levels of skills training, motivation, and satisfaction were linked to increased quality, profits, and efficiency.
3) Conversely, low capacity building/productivity correlated with low performance. Banks needed to boost training and motivation to remain competitive.
EMPLOYEES VIEW ON PERFORMANCE APPRAISAL PROCESS AND ITS EFFECT ON WORK ATTITU...paperpublications3
Abstract: Performance appraisal is a means of evaluating employees’ current past performance standards set by the organization. The purpose of the study was to establish the employees’ views on performance appraisal process and its effect on work attitude in Kenya seed Company Limited. Stratified random sampling technique was used to select the 71 employees. The data collected from the field was analyzed using descriptive statistics. The results were then presented in tables, pie charts and bar graphs. On overall, the study found out that performance appraisal if carried out as a matter of routine improves the work performance in the organization. It was recommended that the management should continue embracing performance appraisal and employees to get more information on the standards against which they are being rated.
Employee attrition in an organisation is a serious issue and it will affect the
performance of the organisation. Impact of attrition on organisations performance
has to be considered for improving the concern. Managing the human resource is not
a simple task. Employees has to be convinced in terms of monetary and non-monetary
benefits. Cost of replacing an employee due to high level of attrition will be more for
an organisation. Employer has to take steps to reduce the level of attrition and
strategy has to be adopted to retain the employees in organisation. An investigation is
made in this study to find out the factors affecting the attrition and strategy to be
followed to retain employees in the organisation.
Technology1Age and Technology Innovation in th.docxssuserf9c51d
Technology 1
Age and Technology Innovation in the Workplace
[Name of institution]
[Name of student]
Age and Technology Innovation in the Workplace
Key findings
After accessing the SAP procurement, it was observed that some employees do not use the system in the right way. A time lag is brought about due to a variation of time between the period when the employees’ report by making use of the SAP procurement system and proper administration of the research’s questionnaire. However, time lag varies depending on each system user hence each individual variable was independently analyzed in order to identify the potential variations. ANOVA test detected significant variations in individual IT acceptance while the Turkey-Student-Newman-Keuls analysis failed to indicate any significant variations over time.
Factor analysis was also performed due to the existence of a correlation between individual-level of IT acceptance and satisfaction during implementation. This factor analysis was performed to establish existence of divergence between the two constructs. The level 2 predictors were used as coefficients in the department-level regression model. They included climate change, age context mean and age context SD. All the parameters showed significant effects on their influence and satisfaction during implementation apart from climate attitude. The age context mean had a positive effect (0.95) while the age context SD had a negative effect (-0.41) on implementation satisfaction with no variation existing with the climate change. Controlling the age context SD results in a greater implementation satisfaction in departments which contain older age contexts as compared to those with young mean ages. This provides an effect on the age context mean. On the other hand, older departments recorded a higher IT implementation satisfaction compared to younger departments in the individual-level findings. These findings alternate the common notions about the reactions of older workers towards implementation of new IT strategies.
The age context mean predicted the slope for level 2 interaction effect within departments. With reference to climatic attitude and age context SD, the older departments varied from younger departments in terms of strength of the slope of level 1 relation between the age of employees and the satisfaction obtained during implementation. Older employees as well as sections with older mean ages recorded more satisfaction on implementation. Control of climatic attitudes and age context SD results in an increase in the age context means which weakens the employee age-implementation satisfaction. Therefore, older workers report more satisfaction in a young department than an older one due to a low age context mean. On the other hand, young employees record more implementation satisfaction when the age aspect of the work environment is older than when it is younger.
Recommendations.
Policy for theory and practice.
To con ...
MEASURING THE INFLUENCE OF MOTIVATIONAL TECHNIQUES ON EMPLOYEE PERFORMANCE AN...IAEME Publication
The current study is titled “Measuring the influence of Motivational techniques on employee performance and level of satisfaction with reference to IT Sector in Chennai”. Selected staff from employees from selected information sector in Chennai, at various positions was used in order to examine and analyze the factors which contribute to employee performance levels. The independent variables in this case are motivation, perceived usefulness and perceived ease of use. The dependent variable is employee performance. Questionnaires were distributed among respondents who are employed in the information sector. The resulting data was processed through frequency analysis, reliability analysis, descriptive analysis, correlation analysis and regression analysis by using SPSS version 21. The findings reveal that there exists a positive significant relationship between all the independent variables and the dependent variable, which is employee performance. The Research hypothesis is supported.
A Study on Impact of Internal Mobility on Organisational Performance: A Case ...IJLT EMAS
The document discusses a study on the impact of internal mobility on organizational performance at Automotive Axles Pvt Ltd in Mysuru, India. It begins with an abstract that introduces the topic and objectives of understanding how internal mobility of employees directly or indirectly impacts organizational performance.
The methodology section describes the research design, which includes a descriptive study using questionnaires, observations, discussions and company records as primary and secondary data sources. A sample size of 50-60 employees will be used with a non-probability convenience sampling method. Statistical tests like reliability, correlation, regression and factor analysis will be conducted to analyze the relationship between internal mobility as the independent variable and organizational performance as the dependent variable.
The literature review covers several past
A STUDY OF IT BPO INDUSTRY AND FACTORS INFLUENCING THEIR PERFORMANCEJessica Thompson
This document discusses factors that influence the performance of IT/BPO industries in Sri Lanka. It first provides background on how outsourcing allows companies to reduce costs and focus on core business. It then examines challenges faced by BPO companies in Sri Lanka, such as high staff turnover rates around 35-40%. The study aims to determine what job outcomes and motivational factors help retain outsourced workforces. It finds that income, satisfying work, growth prospects, job security and teamwork are important job outcomes, while task variety, responsibility, autonomy and higher income are key motivators. The conclusion is that implementing practices like problem-solving teams, communication, employment security and training can help improve workforce performance and retention.
International Journal of Enterprise Computing and Business Sys.docxbagotjesusa
International Journal of Enterprise Computing and Business Systems International Journal of Enterprise Computing and Business Systems International Journal of Enterprise Computing and Business Systems International Journal of Enterprise Computing and Business Systems
(Online)(Online)(Online)(Online)
http://www.ijecbs.com
Vol. 1 Issue 1 January 2011
WORKPLACE ENVIRONMENT AND ITS IMPACT ON
ORGANISATIONAL PERFORMANCE IN PUBLIC SECTOR
ORGANISATIONS
Dr. K. CHANDRASEKAR
Assistant Professor,
Alagappa Institute of Management,
Alagappa University, Karaikudi, India
Email: [email protected]
ABSTRACT
The workplace environment impacts employee morale, productivity and engagement - both positively and
negatively. The work place environment in a majority of industry is unsafe and unhealthy. These includes
poorly designed workstations, unsuitable furniture, lack of ventilation, inappropriate lighting, excessive
noise, insufficient safety measures in fire emergencies and lack of personal protective equipment. People
working in such environment are prone to occupational disease and it impacts on employee’s
performance. Thus productivity is decreased due to the workplace environment. It is the quality of the
employee’s workplace environment that most impacts on their level of motivation and subsequent
performance. How well they engage with the organization, especially with their immediate environment,
influences to a great extent their error rate, level of innovation and collaboration with other employees,
absenteeism and ultimately, how long they stay in the job. Creating a work environment in which
employees are productive is essential to increased profits for your organization, corporation or small
business. The relationship between work, the workplace and the tools of work, workplace becomes an
integral part of work itself. The management that dictate how, exactly, to maximize employee productivity
center around two major areas of focus: personal motivation and the infrastructure of the work
environment.
International Journal of Enterprise Computing and Business Systems International Journal of Enterprise Computing and Business Systems International Journal of Enterprise Computing and Business Systems International Journal of Enterprise Computing and Business Systems
(Online)(Online)(Online)(Online)
http://www.ijecbs.com
Vol. 1 Issue 1 January 2011
The paper presents the analysis of the working environment at different public sector
organizations and the research done to understand the performance level of the employees due to the
work environment, and also aims at suggesting few interactions to provide better work environment at
Public Sector Organisations.
Keywords: Work environment, employee performance, workplace design, environmental factors,
motivation
INTRODUCTION
.In today’s competitive business environment, organizations can no longer afford.
Influence of Top Management Support on the Quality of Accounting Information ...Arnol Awal
In order to manage a healthy organization, companies need information systems that are designed to assist
organizations in the face of competition. Companies use accounting information system as a medium or tool to
generate information that managers can make decisions. To be able to take the right decisions necessary quality
information, quality information is influenced by the quality of accounting information systems. In view of the
above this paper considers the Influence Of Top Management Support On The Quality Of Accounting
Information System and Their Impact On The Quality Of Accounting Information. The study was a theoretical
research which considered the roles of top management support in quality of accounting information system and
impact of quality accounting information. From studies carried out this paper concludes that top management
support having improved quality of accounting information system have impacted positively to quality of
accounting information, thereby improve the quality of decision-making.
Submission Deadline: 30th September 2022
Acceptance Notification: Within Three Days’ time period
Online Publication: Within 24 Hrs. time Period
Expected Date of Dispatch of Printed Journal: 5th October 2022
MODELING AND ANALYSIS OF SURFACE ROUGHNESS AND WHITE LATER THICKNESS IN WIRE-...IAEME Publication
White layer thickness (WLT) formed and surface roughness in wire electric discharge turning (WEDT) of tungsten carbide composite has been made to model through response surface methodology (RSM). A Taguchi’s standard Design of experiments involving five input variables with three levels has been employed to establish a mathematical model between input parameters and responses. Percentage of cobalt content, spindle speed, Pulse on-time, wire feed and pulse off-time were changed during the experimental tests based on the Taguchi’s orthogonal array L27 (3^13). Analysis of variance (ANOVA) revealed that the mathematical models obtained can adequately describe performance within the parameters of the factors considered. There was a good agreement between the experimental and predicted values in this study.
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Globally, Millions of dollars were spent by the organizations for employing skilled Information Technology (IT) professionals. It is costly to replace unskilled employees with IT professionals possessing technical skills and competencies that aid in interconnecting the business processes. The organization’s employment tactics were forced to alter by globalization along with technological innovations as they consistently diminish to remain lean, outsource to concentrate on core competencies along with restructuring/reallocate personnel to gather efficiency. As other jobs, organizations or professions have become reasonably more appropriate in a shifting employment landscape, the above alterations trigger both involuntary as well as voluntary turnover. The employee view on jobs is also afflicted by the COVID-19 pandemic along with the employee-driven labour market. So, having effective strategies is necessary to tackle the withdrawal rate of employees. By associating Emotional Intelligence (EI) along with Talent Management (TM) in the IT industry, the rise in attrition rate was analyzed in this study. Only 303 respondents were collected out of 350 participants to whom questionnaires were distributed. From the employees of IT organizations located in Bangalore (India), the data were congregated. A simple random sampling methodology was employed to congregate data as of the respondents. Generating the hypothesis along with testing is eventuated. The effect of EI and TM along with regression analysis between TM and EI was analyzed. The outcomes indicated that employee and Organizational Performance (OP) were elevated by effective EI along with TM.
Analysis of Performance Appraisal Systems on Employee Job Productivity in Pub...inventionjournals
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This document summarizes a study that assessed the relationship between employee productivity, capacity building, and performance in cooperative banks in Nagpur, India. The study used questionnaires distributed to human resource managers, bank managers, and supervisors across all cooperative banks in the district. Statistical analysis found a positive relationship between capacity building activities like training, employee productivity, customer satisfaction, and bank performance. Specifically, improvements in employee skills, motivation, and satisfaction through capacity building initiatives led to increased customer satisfaction and loyalty, which in turn improved financial performance metrics for the banks. The study provides evidence that investing in employees through training and development has tangible benefits for organizational success.
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This research aim is to study the impact of training on performance of employees. There are various factors like training, motivation, technology, management behavior, working environment, where each factor contributes to overall employee performance. Highly contributing factors are those having relative importance given by employees. This study concludes that training contributes greatly to employee’s performance in comparison with other factors like motivation, technology, management behavior, working environment. There is positive relationship between the employee’s performance and training and motivation. The study shows that training and motivation has positive impact on performance of employees. This study concludes that organization having good training plans for employees can enhance the performance of employees with references to Information sector in selected employees in Chennai.
An Exploratory Study Of Performance Management Systems And Their Influence On...Andrew Molina
The document discusses various performance management systems (PMS) and their influence on employee performance. It reviews several PMS approaches, including management by objectives, balanced scorecard, total quality management, and productivity measurement and enhancement systems. The literature suggests that an effective PMS should align individual goals with organizational objectives, provide continuous feedback, and involve employees in the design process. When implemented properly with the right design that considers both internal and external factors, PMS can help improve overall organizational performance by motivating employees and linking their work to strategic goals.
Impact of Perceived Fairness on Performance Appraisal System for Academic Sta...IJSRP Journal
This study investigates the employees’ perception of fairness in the performance appraisal system for academic staff of the General Sir Jhon Kotelawala Defence University.
The aim of this study is to investigate reward system and employee performance in three selected
companies such as Nestle Plc, Mumudia Integrated services and Bucebal ventures limited in Port Harcourt,
Rivers State. The study also shows how employees improve its performances in a reward system. Questionnaire
was used as instrument and 60 questionnaires were issued and while 50 questionnaires were retrieved to check
the respondent’s opinion.
1) The document discusses the relationship between capacity building, employee productivity, and organizational performance in cooperative banks in Nagpur, India.
2) Statistical analysis showed a strong positive correlation between high capacity building/employee productivity and high organizational performance. High levels of skills training, motivation, and satisfaction were linked to increased quality, profits, and efficiency.
3) Conversely, low capacity building/productivity correlated with low performance. Banks needed to boost training and motivation to remain competitive.
EMPLOYEES VIEW ON PERFORMANCE APPRAISAL PROCESS AND ITS EFFECT ON WORK ATTITU...paperpublications3
Abstract: Performance appraisal is a means of evaluating employees’ current past performance standards set by the organization. The purpose of the study was to establish the employees’ views on performance appraisal process and its effect on work attitude in Kenya seed Company Limited. Stratified random sampling technique was used to select the 71 employees. The data collected from the field was analyzed using descriptive statistics. The results were then presented in tables, pie charts and bar graphs. On overall, the study found out that performance appraisal if carried out as a matter of routine improves the work performance in the organization. It was recommended that the management should continue embracing performance appraisal and employees to get more information on the standards against which they are being rated.
Employee attrition in an organisation is a serious issue and it will affect the
performance of the organisation. Impact of attrition on organisations performance
has to be considered for improving the concern. Managing the human resource is not
a simple task. Employees has to be convinced in terms of monetary and non-monetary
benefits. Cost of replacing an employee due to high level of attrition will be more for
an organisation. Employer has to take steps to reduce the level of attrition and
strategy has to be adopted to retain the employees in organisation. An investigation is
made in this study to find out the factors affecting the attrition and strategy to be
followed to retain employees in the organisation.
Technology1Age and Technology Innovation in th.docxssuserf9c51d
Technology 1
Age and Technology Innovation in the Workplace
[Name of institution]
[Name of student]
Age and Technology Innovation in the Workplace
Key findings
After accessing the SAP procurement, it was observed that some employees do not use the system in the right way. A time lag is brought about due to a variation of time between the period when the employees’ report by making use of the SAP procurement system and proper administration of the research’s questionnaire. However, time lag varies depending on each system user hence each individual variable was independently analyzed in order to identify the potential variations. ANOVA test detected significant variations in individual IT acceptance while the Turkey-Student-Newman-Keuls analysis failed to indicate any significant variations over time.
Factor analysis was also performed due to the existence of a correlation between individual-level of IT acceptance and satisfaction during implementation. This factor analysis was performed to establish existence of divergence between the two constructs. The level 2 predictors were used as coefficients in the department-level regression model. They included climate change, age context mean and age context SD. All the parameters showed significant effects on their influence and satisfaction during implementation apart from climate attitude. The age context mean had a positive effect (0.95) while the age context SD had a negative effect (-0.41) on implementation satisfaction with no variation existing with the climate change. Controlling the age context SD results in a greater implementation satisfaction in departments which contain older age contexts as compared to those with young mean ages. This provides an effect on the age context mean. On the other hand, older departments recorded a higher IT implementation satisfaction compared to younger departments in the individual-level findings. These findings alternate the common notions about the reactions of older workers towards implementation of new IT strategies.
The age context mean predicted the slope for level 2 interaction effect within departments. With reference to climatic attitude and age context SD, the older departments varied from younger departments in terms of strength of the slope of level 1 relation between the age of employees and the satisfaction obtained during implementation. Older employees as well as sections with older mean ages recorded more satisfaction on implementation. Control of climatic attitudes and age context SD results in an increase in the age context means which weakens the employee age-implementation satisfaction. Therefore, older workers report more satisfaction in a young department than an older one due to a low age context mean. On the other hand, young employees record more implementation satisfaction when the age aspect of the work environment is older than when it is younger.
Recommendations.
Policy for theory and practice.
To con ...
MEASURING THE INFLUENCE OF MOTIVATIONAL TECHNIQUES ON EMPLOYEE PERFORMANCE AN...IAEME Publication
The current study is titled “Measuring the influence of Motivational techniques on employee performance and level of satisfaction with reference to IT Sector in Chennai”. Selected staff from employees from selected information sector in Chennai, at various positions was used in order to examine and analyze the factors which contribute to employee performance levels. The independent variables in this case are motivation, perceived usefulness and perceived ease of use. The dependent variable is employee performance. Questionnaires were distributed among respondents who are employed in the information sector. The resulting data was processed through frequency analysis, reliability analysis, descriptive analysis, correlation analysis and regression analysis by using SPSS version 21. The findings reveal that there exists a positive significant relationship between all the independent variables and the dependent variable, which is employee performance. The Research hypothesis is supported.
A Study on Impact of Internal Mobility on Organisational Performance: A Case ...IJLT EMAS
The document discusses a study on the impact of internal mobility on organizational performance at Automotive Axles Pvt Ltd in Mysuru, India. It begins with an abstract that introduces the topic and objectives of understanding how internal mobility of employees directly or indirectly impacts organizational performance.
The methodology section describes the research design, which includes a descriptive study using questionnaires, observations, discussions and company records as primary and secondary data sources. A sample size of 50-60 employees will be used with a non-probability convenience sampling method. Statistical tests like reliability, correlation, regression and factor analysis will be conducted to analyze the relationship between internal mobility as the independent variable and organizational performance as the dependent variable.
The literature review covers several past
A STUDY OF IT BPO INDUSTRY AND FACTORS INFLUENCING THEIR PERFORMANCEJessica Thompson
This document discusses factors that influence the performance of IT/BPO industries in Sri Lanka. It first provides background on how outsourcing allows companies to reduce costs and focus on core business. It then examines challenges faced by BPO companies in Sri Lanka, such as high staff turnover rates around 35-40%. The study aims to determine what job outcomes and motivational factors help retain outsourced workforces. It finds that income, satisfying work, growth prospects, job security and teamwork are important job outcomes, while task variety, responsibility, autonomy and higher income are key motivators. The conclusion is that implementing practices like problem-solving teams, communication, employment security and training can help improve workforce performance and retention.
International Journal of Enterprise Computing and Business Sys.docxbagotjesusa
International Journal of Enterprise Computing and Business Systems International Journal of Enterprise Computing and Business Systems International Journal of Enterprise Computing and Business Systems International Journal of Enterprise Computing and Business Systems
(Online)(Online)(Online)(Online)
http://www.ijecbs.com
Vol. 1 Issue 1 January 2011
WORKPLACE ENVIRONMENT AND ITS IMPACT ON
ORGANISATIONAL PERFORMANCE IN PUBLIC SECTOR
ORGANISATIONS
Dr. K. CHANDRASEKAR
Assistant Professor,
Alagappa Institute of Management,
Alagappa University, Karaikudi, India
Email: [email protected]
ABSTRACT
The workplace environment impacts employee morale, productivity and engagement - both positively and
negatively. The work place environment in a majority of industry is unsafe and unhealthy. These includes
poorly designed workstations, unsuitable furniture, lack of ventilation, inappropriate lighting, excessive
noise, insufficient safety measures in fire emergencies and lack of personal protective equipment. People
working in such environment are prone to occupational disease and it impacts on employee’s
performance. Thus productivity is decreased due to the workplace environment. It is the quality of the
employee’s workplace environment that most impacts on their level of motivation and subsequent
performance. How well they engage with the organization, especially with their immediate environment,
influences to a great extent their error rate, level of innovation and collaboration with other employees,
absenteeism and ultimately, how long they stay in the job. Creating a work environment in which
employees are productive is essential to increased profits for your organization, corporation or small
business. The relationship between work, the workplace and the tools of work, workplace becomes an
integral part of work itself. The management that dictate how, exactly, to maximize employee productivity
center around two major areas of focus: personal motivation and the infrastructure of the work
environment.
International Journal of Enterprise Computing and Business Systems International Journal of Enterprise Computing and Business Systems International Journal of Enterprise Computing and Business Systems International Journal of Enterprise Computing and Business Systems
(Online)(Online)(Online)(Online)
http://www.ijecbs.com
Vol. 1 Issue 1 January 2011
The paper presents the analysis of the working environment at different public sector
organizations and the research done to understand the performance level of the employees due to the
work environment, and also aims at suggesting few interactions to provide better work environment at
Public Sector Organisations.
Keywords: Work environment, employee performance, workplace design, environmental factors,
motivation
INTRODUCTION
.In today’s competitive business environment, organizations can no longer afford.
Influence of Top Management Support on the Quality of Accounting Information ...Arnol Awal
In order to manage a healthy organization, companies need information systems that are designed to assist
organizations in the face of competition. Companies use accounting information system as a medium or tool to
generate information that managers can make decisions. To be able to take the right decisions necessary quality
information, quality information is influenced by the quality of accounting information systems. In view of the
above this paper considers the Influence Of Top Management Support On The Quality Of Accounting
Information System and Their Impact On The Quality Of Accounting Information. The study was a theoretical
research which considered the roles of top management support in quality of accounting information system and
impact of quality accounting information. From studies carried out this paper concludes that top management
support having improved quality of accounting information system have impacted positively to quality of
accounting information, thereby improve the quality of decision-making.
Similar to A STUDY ON MEASURING THE RELATIONSHIP BETWEEN ELECTRONIC MONITORING AND WORK PERFORMANCE WITH SPECIAL REFERENCE TO EDUCATIONAL INSTRUCTIONS IN TAMILNADU (20)
Submission Deadline: 30th September 2022
Acceptance Notification: Within Three Days’ time period
Online Publication: Within 24 Hrs. time Period
Expected Date of Dispatch of Printed Journal: 5th October 2022
MODELING AND ANALYSIS OF SURFACE ROUGHNESS AND WHITE LATER THICKNESS IN WIRE-...IAEME Publication
White layer thickness (WLT) formed and surface roughness in wire electric discharge turning (WEDT) of tungsten carbide composite has been made to model through response surface methodology (RSM). A Taguchi’s standard Design of experiments involving five input variables with three levels has been employed to establish a mathematical model between input parameters and responses. Percentage of cobalt content, spindle speed, Pulse on-time, wire feed and pulse off-time were changed during the experimental tests based on the Taguchi’s orthogonal array L27 (3^13). Analysis of variance (ANOVA) revealed that the mathematical models obtained can adequately describe performance within the parameters of the factors considered. There was a good agreement between the experimental and predicted values in this study.
A STUDY ON THE REASONS FOR TRANSGENDER TO BECOME ENTREPRENEURSIAEME Publication
The study explores the reasons for a transgender to become entrepreneurs. In this study transgender entrepreneur was taken as independent variable and reasons to become as dependent variable. Data were collected through a structured questionnaire containing a five point Likert Scale. The study examined the data of 30 transgender entrepreneurs in Salem Municipal Corporation of Tamil Nadu State, India. Simple Random sampling technique was used. Garrett Ranking Technique (Percentile Position, Mean Scores) was used as the analysis for the present study to identify the top 13 stimulus factors for establishment of trans entrepreneurial venture. Economic advancement of a nation is governed upon the upshot of a resolute entrepreneurial doings. The conception of entrepreneurship has stretched and materialized to the socially deflated uncharted sections of transgender community. Presently transgenders have smashed their stereotypes and are making recent headlines of achievements in various fields of our Indian society. The trans-community is gradually being observed in a new light and has been trying to achieve prospective growth in entrepreneurship. The findings of the research revealed that the optimistic changes are taking place to change affirmative societal outlook of the transgender for entrepreneurial ventureship. It also laid emphasis on other transgenders to renovate their traditional living. The paper also highlights that legislators, supervisory body should endorse an impartial canons and reforms in Tamil Nadu Transgender Welfare Board Association.
BROAD UNEXPOSED SKILLS OF TRANSGENDER ENTREPRENEURSIAEME Publication
Since ages gender difference is always a debatable theme whether caused by nature, evolution or environment. The birth of a transgender is dreadful not only for the child but also for their parents. The pain of living in the wrong physique and treated as second class victimized citizen is outrageous and fully harboured with vicious baseless negative scruples. For so long, social exclusion had perpetuated inequality and deprivation experiencing ingrained malign stigma and besieged victims of crime or violence across their life spans. They are pushed into the murky way of life with a source of eternal disgust, bereft sexual potency and perennial fear. Although they are highly visible but very little is known about them. The common public needs to comprehend the ravaged arrogance on these insensitive souls and assist in integrating them into the mainstream by offering equal opportunity, treat with humanity and respect their dignity. Entrepreneurship in the current age is endorsing the gender fairness movement. Unstable careers and economic inadequacy had inclined one of the gender variant people called Transgender to become entrepreneurs. These tiny budding entrepreneurs resulted in economic transition by means of employment, free from the clutches of stereotype jobs, raised standard of living and handful of financial empowerment. Besides all these inhibitions, they were able to witness a platform for skill set development that ignited them to enter into entrepreneurial domain. This paper epitomizes skill sets involved in trans-entrepreneurs of Thoothukudi Municipal Corporation of Tamil Nadu State and is a groundbreaking determination to sightsee various skills incorporated and the impact on entrepreneurship.
DETERMINANTS AFFECTING THE USER'S INTENTION TO USE MOBILE BANKING APPLICATIONSIAEME Publication
The banking and financial services industries are experiencing increased technology penetration. Among them, the banking industry has made technological advancements to better serve the general populace. The economy focused on transforming the banking sector's system into a cashless, paperless, and faceless one. The researcher wants to evaluate the user's intention for utilising a mobile banking application. The study also examines the variables affecting the user's behaviour intention when selecting specific applications for financial transactions. The researcher employed a well-structured questionnaire and a descriptive study methodology to gather the respondents' primary data utilising the snowball sampling technique. The study includes variables like performance expectations, effort expectations, social impact, enabling circumstances, and perceived risk. Each of the aforementioned variables has a major impact on how users utilise mobile banking applications. The outcome will assist the service provider in comprehending the user's history with mobile banking applications.
ANALYSE THE USER PREDILECTION ON GPAY AND PHONEPE FOR DIGITAL TRANSACTIONSIAEME Publication
Technology upgradation in banking sector took the economy to view that payment mode towards online transactions using mobile applications. This system enabled connectivity between banks, Merchant and user in a convenient mode. there are various applications used for online transactions such as Google pay, Paytm, freecharge, mobikiwi, oxygen, phonepe and so on and it also includes mobile banking applications. The study aimed at evaluating the predilection of the user in adopting digital transaction. The study is descriptive in nature. The researcher used random sample techniques to collect the data. The findings reveal that mobile applications differ with the quality of service rendered by Gpay and Phonepe. The researcher suggest the Phonepe application should focus on implementing the application should be user friendly interface and Gpay on motivating the users to feel the importance of request for money and modes of payments in the application.
VOICE BASED ATM FOR VISUALLY IMPAIRED USING ARDUINOIAEME Publication
The prototype of a voice-based ATM for visually impaired using Arduino is to help people who are blind. This uses RFID cards which contain users fingerprint encrypted on it and interacts with the users through voice commands. ATM operates when sensor detects the presence of one person in the cabin. After scanning the RFID card, it will ask to select the mode like –normal or blind. User can select the respective mode through voice input, if blind mode is selected the balance check or cash withdraw can be done through voice input. Normal mode procedure is same as the existing ATM.
IMPACT OF EMOTIONAL INTELLIGENCE ON HUMAN RESOURCE MANAGEMENT PRACTICES AMONG...IAEME Publication
There is increasing acceptability of emotional intelligence as a major factor in personality assessment and effective human resource management. Emotional intelligence as the ability to build capacity, empathize, co-operate, motivate and develop others cannot be divorced from both effective performance and human resource management systems. The human person is crucial in defining organizational leadership and fortunes in terms of challenges and opportunities and walking across both multinational and bilateral relationships. The growing complexity of the business world requires a great deal of self-confidence, integrity, communication, conflict and diversity management to keep the global enterprise within the paths of productivity and sustainability. Using the exploratory research design and 255 participants the result of this original study indicates strong positive correlation between emotional intelligence and effective human resource management. The paper offers suggestions on further studies between emotional intelligence and human capital development and recommends for conflict management as an integral part of effective human resource management.
VISUALISING AGING PARENTS & THEIR CLOSE CARERS LIFE JOURNEY IN AGING ECONOMYIAEME Publication
Our life journey, in general, is closely defined by the way we understand the meaning of why we coexist and deal with its challenges. As we develop the "inspiration economy", we could say that nearly all of the challenges we have faced are opportunities that help us to discover the rest of our journey. In this note paper, we explore how being faced with the opportunity of being a close carer for an aging parent with dementia brought intangible discoveries that changed our insight of the meaning of the rest of our life journey.
A STUDY ON THE IMPACT OF ORGANIZATIONAL CULTURE ON THE EFFECTIVENESS OF PERFO...IAEME Publication
The main objective of this study is to analyze the impact of aspects of Organizational Culture on the Effectiveness of the Performance Management System (PMS) in the Health Care Organization at Thanjavur. Organizational Culture and PMS play a crucial role in present-day organizations in achieving their objectives. PMS needs employees’ cooperation to achieve its intended objectives. Employees' cooperation depends upon the organization’s culture. The present study uses exploratory research to examine the relationship between the Organization's culture and the Effectiveness of the Performance Management System. The study uses a Structured Questionnaire to collect the primary data. For this study, Thirty-six non-clinical employees were selected from twelve randomly selected Health Care organizations at Thanjavur. Thirty-two fully completed questionnaires were received.
Living in 21st century in itself reminds all of us the necessity of police and its administration. As more and more we are entering into the modern society and culture, the more we require the services of the so called ‘Khaki Worthy’ men i.e., the police personnel. Whether we talk of Indian police or the other nation’s police, they all have the same recognition as they have in India. But as already mentioned, their services and requirements are different after the like 26th November, 2008 incidents, where they without saving their own lives has sacrificed themselves without any hitch and without caring about their respective family members and wards. In other words, they are like our heroes and mentors who can guide us from the darkness of fear, militancy, corruption and other dark sides of life and so on. Now the question arises, if Gandhi would have been alive today, what would have been his reaction/opinion to the police and its functioning? Would he have some thing different in his mind now what he had been in his mind before the partition or would he be going to start some Satyagraha in the form of some improvement in the functioning of the police administration? Really these questions or rather night mares can come to any one’s mind, when there is too much confusion is prevailing in our minds, when there is too much corruption in the society and when the polices working is also in the questioning because of one or the other case throughout the India. It is matter of great concern that we have to thing over our administration and our practical approach because the police personals are also like us, they are part and parcel of our society and among one of us, so why we all are pin pointing towards them.
A STUDY ON TALENT MANAGEMENT AND ITS IMPACT ON EMPLOYEE RETENTION IN SELECTED...IAEME Publication
The goal of this study was to see how talent management affected employee retention in the selected IT organizations in Chennai. The fundamental issue was the difficulty to attract, hire, and retain talented personnel who perform well and the gap between supply and demand of talent acquisition and retaining them within the firms. The study's main goals were to determine the impact of talent management on employee retention in IT companies in Chennai, investigate talent management strategies that IT companies could use to improve talent acquisition, performance management, career planning and formulate retention strategies that the IT firms could use. The respondents were given a structured close-ended questionnaire with the 5 Point Likert Scale as part of the study's quantitative research design. The target population consisted of 289 IT professionals. The questionnaires were distributed and collected by the researcher directly. The Statistical Package for Social Sciences (SPSS) was used to collect and analyse the questionnaire responses. Hypotheses that were formulated for the various areas of the study were tested using a variety of statistical tests. The key findings of the study suggested that talent management had an impact on employee retention. The studies also found that there is a clear link between the implementation of talent management and retention measures. Management should provide enough training and development for employees, clarify job responsibilities, provide adequate remuneration packages, and recognise employees for exceptional performance.
INFLUENCE OF TALENT MANAGEMENT PRACTICES ON ORGANIZATIONAL PERFORMANCE A STUD...IAEME Publication
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A STUDY OF VARIOUS TYPES OF LOANS OF SELECTED PUBLIC AND PRIVATE SECTOR BANKS...IAEME Publication
Banking regulations act of India, 1949 defines banking as “acceptance of deposits for the purpose of lending or investment from the public, repayment on demand or otherwise and withdrawable through cheques, drafts order or otherwise”, the major participants of the Indian financial system are commercial banks, the financial institution encompassing term lending institutions. Investments institutions, specialized financial institution and the state level development banks, non banking financial companies (NBFC) and other market intermediaries such has the stock brokers and money lenders are among the oldest of the certain variants of NBFC and the oldest market participants. The asset quality of banks is one of the most important indicators of their financial health. The Indian banking sector has been facing severe problems of increasing Non- Performing Assets (NPAs). The NPAs growth directly and indirectly affects the quality of assets and profitability of banks. It also shows the efficiency of banks credit risk management and the recovery effectiveness. NPA do not generate any income, whereas, the bank is required to make provisions for such as assets that why is a double edge weapon. This paper outlines the concept of quality of bank loans of different types like Housing, Agriculture and MSME loans in state Haryana of selected public and private sector banks. This study is highlighting problems associated with the role of commercial bank in financing Small and Medium Scale Enterprises (SME). The overall objective of the research was to assess the effect of the financing provisions existing for the setting up and operations of MSMEs in the country and to generate recommendations for more robust financing mechanisms for successful operation of the MSMEs, in turn understanding the impact of MSME loans on financial institutions due to NPA. There are many research conducted on the topic of Non- Performing Assets (NPA) Management, concerning particular bank, comparative study of public and private banks etc. In this paper the researcher is considering the aggregate data of selected public sector and private sector banks and attempts to compare the NPA of Housing, Agriculture and MSME loans in state Haryana of public and private sector banks. The tools used in the study are average and Anova test and variance. The findings reveal that NPA is common problem for both public and private sector banks and is associated with all types of loans either that is housing loans, agriculture loans and loans to SMES. NPAs of both public and private sector banks show the increasing trend. In 2010-11 GNPA of public and private sector were at same level it was 2% but after 2010-11 it increased in many fold and at present there is GNPA in some more than 15%. It shows the dark area of Indian banking sector.
EXPERIMENTAL STUDY OF MECHANICAL AND TRIBOLOGICAL RELATION OF NYLON/BaSO4 POL...IAEME Publication
An experiment conducted in this study found that BaSO4 changed Nylon 6's mechanical properties. By changing the weight ratios, BaSO4 was used to make Nylon 6. This Researcher looked into how hard Nylon-6/BaSO4 composites are and how well they wear. Experiments were done based on Taguchi design L9. Nylon-6/BaSO4 composites can be tested for their hardness number using a Rockwell hardness testing apparatus. On Nylon/BaSO4, the wear behavior was measured by a wear monitor, pinon-disc friction by varying reinforcement, sliding speed, and sliding distance, and the microstructure of the crack surfaces was observed by SEM. This study provides significant contributions to ultimate strength by increasing BaSO4 content up to 16% in the composites, and sliding speed contributes 72.45% to the wear rate
ROLE OF SOCIAL ENTREPRENEURSHIP IN RURAL DEVELOPMENT OF INDIA - PROBLEMS AND ...IAEME Publication
The majority of the population in India lives in villages. The village is the back bone of the country. Village or rural industries play an important role in the national economy, particularly in the rural development. Developing the rural economy is one of the key indicators towards a country’s success. Whether it be the need to look after the welfare of the farmers or invest in rural infrastructure, Governments have to ensure that rural development isn’t compromised. The economic development of our country largely depends on the progress of rural areas and the standard of living of rural masses. Village or rural industries play an important role in the national economy, particularly in the rural development. Rural entrepreneurship is based on stimulating local entrepreneurial talent and the subsequent growth of indigenous enterprises. It recognizes opportunity in the rural areas and accelerates a unique blend of resources either inside or outside of agriculture. Rural entrepreneurship brings an economic value to the rural sector by creating new methods of production, new markets, new products and generate employment opportunities thereby ensuring continuous rural development. Social Entrepreneurship has the direct and primary objective of serving the society along with the earning profits. So, social entrepreneurship is different from the economic entrepreneurship as its basic objective is not to earn profits but for providing innovative solutions to meet the society needs which are not taken care by majority of the entrepreneurs as they are in the business for profit making as a sole objective. So, the Social Entrepreneurs have the huge growth potential particularly in the developing countries like India where we have huge societal disparities in terms of the financial positions of the population. Still 22 percent of the Indian population is below the poverty line and also there is disparity among the rural & urban population in terms of families living under BPL. 25.7 percent of the rural population & 13.7 percent of the urban population is under BPL which clearly shows the disparity of the poor people in the rural and urban areas. The need to develop social entrepreneurship in agriculture is dictated by a large number of social problems. Such problems include low living standards, unemployment, and social tension. The reasons that led to the emergence of the practice of social entrepreneurship are the above factors. The research problem lays upon disclosing the importance of role of social entrepreneurship in rural development of India. The paper the tendencies of social entrepreneurship in India, to present successful examples of such business for providing recommendations how to improve situation in rural areas in terms of social entrepreneurship development. Indian government has made some steps towards development of social enterprises, social entrepreneurship, and social in- novation, but a lot remains to be improved.
OPTIMAL RECONFIGURATION OF POWER DISTRIBUTION RADIAL NETWORK USING HYBRID MET...IAEME Publication
Distribution system is a critical link between the electric power distributor and the consumers. Most of the distribution networks commonly used by the electric utility is the radial distribution network. However in this type of network, it has technical issues such as enormous power losses which affect the quality of the supply. Nowadays, the introduction of Distributed Generation (DG) units in the system help improve and support the voltage profile of the network as well as the performance of the system components through power loss mitigation. In this study network reconfiguration was done using two meta-heuristic algorithms Particle Swarm Optimization and Gravitational Search Algorithm (PSO-GSA) to enhance power quality and voltage profile in the system when simultaneously applied with the DG units. Backward/Forward Sweep Method was used in the load flow analysis and simulated using the MATLAB program. Five cases were considered in the Reconfiguration based on the contribution of DG units. The proposed method was tested using IEEE 33 bus system. Based on the results, there was a voltage profile improvement in the system from 0.9038 p.u. to 0.9594 p.u.. The integration of DG in the network also reduced power losses from 210.98 kW to 69.3963 kW. Simulated results are drawn to show the performance of each case.
APPLICATION OF FRUGAL APPROACH FOR PRODUCTIVITY IMPROVEMENT - A CASE STUDY OF...IAEME Publication
Manufacturing industries have witnessed an outburst in productivity. For productivity improvement manufacturing industries are taking various initiatives by using lean tools and techniques. However, in different manufacturing industries, frugal approach is applied in product design and services as a tool for improvement. Frugal approach contributed to prove less is more and seems indirectly contributing to improve productivity. Hence, there is need to understand status of frugal approach application in manufacturing industries. All manufacturing industries are trying hard and putting continuous efforts for competitive existence. For productivity improvements, manufacturing industries are coming up with different effective and efficient solutions in manufacturing processes and operations. To overcome current challenges, manufacturing industries have started using frugal approach in product design and services. For this study, methodology adopted with both primary and secondary sources of data. For primary source interview and observation technique is used and for secondary source review has done based on available literatures in website, printed magazines, manual etc. An attempt has made for understanding application of frugal approach with the study of manufacturing industry project. Manufacturing industry selected for this project study is Mahindra and Mahindra Ltd. This paper will help researcher to find the connections between the two concepts productivity improvement and frugal approach. This paper will help to understand significance of frugal approach for productivity improvement in manufacturing industry. This will also help to understand current scenario of frugal approach in manufacturing industry. In manufacturing industries various process are involved to deliver the final product. In the process of converting input in to output through manufacturing process productivity plays very critical role. Hence this study will help to evolve status of frugal approach in productivity improvement programme. The notion of frugal can be viewed as an approach towards productivity improvement in manufacturing industries.
A MULTIPLE – CHANNEL QUEUING MODELS ON FUZZY ENVIRONMENTIAEME Publication
In this paper, we investigated a queuing model of fuzzy environment-based a multiple channel queuing model (M/M/C) ( /FCFS) and study its performance under realistic conditions. It applies a nonagonal fuzzy number to analyse the relevant performance of a multiple channel queuing model (M/M/C) ( /FCFS). Based on the sub interval average ranking method for nonagonal fuzzy number, we convert fuzzy number to crisp one. Numerical results reveal that the efficiency of this method. Intuitively, the fuzzy environment adapts well to a multiple channel queuing models (M/M/C) ( /FCFS) are very well.
VARIOUS FUZZY NUMBERS AND THEIR VARIOUS RANKING APPROACHESIAEME Publication
A brief survey of this study is to identify the ranking formulas for various fuzzy numbers derived from research papers published over the past few years. This paper presents the latest results of fuzzy ranking applications very clearly and simply, as well as highlighting key points in the use of fuzzy numbers. This paper discusses the importance of pointing out the concepts of fuzzy numbers and their formulas for ranking.
A workshop hosted by the South African Journal of Science aimed at postgraduate students and early career researchers with little or no experience in writing and publishing journal articles.
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Exploiting Artificial Intelligence for Empowering Researchers and Faculty,
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By Dr. Vinod Kumar Kanvaria
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Date: May 29, 2024
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A STUDY ON MEASURING THE RELATIONSHIP BETWEEN ELECTRONIC MONITORING AND WORK PERFORMANCE WITH SPECIAL REFERENCE TO EDUCATIONAL INSTRUCTIONS IN TAMILNADU
2. A Study on Measuring the Relationship between Electronic Monitoring and Work Performance
with Special Reference to Educational Instructions in Tamilnadu
https://iaeme.com/Home/journal/IJM 3785 editor@iaeme.com
1. INTRODUCTION
Electronic performance monitoring is becoming more popular as it is necessary in some
situations(e.g., work from home), and more convenient in others (e.g., virtual work teams),
where the manager can review performance at a later time. In fact, millions of American
workers have beenelectronically monitored in some form (Hedge & Borman, 1995). In the past
few years, approximately 26 million workers have been electronically monitored at work
(Mishra & Crampton, 1998). The American Management Association estimated that in 2001,
78% of mid tolarge size companies were using some form of electronic monitoring (Moorman
& Wells, 2003). Electronic monitoring can range from listening in on or recording phone
conversations, to videotaping, to the more recent and growing in popularity computer
monitoring. In computer monitoring, programs have been designed to record or evaluate
information related to the specificperformance criteria such as time on computer, keystrokes
and accuracy, speed, idle time, or evenwatching the employees' computer screen through their
own (Hedge & Borman, 1995; Mishra &
Crampton, 1998). It is also possible for electronic monitoring to allow real-time observation
of performance.
Performance appraisals are commonly used by management to better understand an
employee's performance. Measures of employee performance are important to the organization
as they are used to conduct an evaluation of the employee, which can be critical to organizational
functioning. Performance appraisals are used for decisions in promotions, raises, layoffs,
placement, and employee development (Viswesvaran, 2001). Performance monitoring is a
common tool used in the performance appraisal process where by an observer such as a manager
observes an employee'sperformance in some manner, such as in-person or listening in on phone
recordings, to monitoringa computer screen, in order to assist in the performance appraisal
process. As one step in the appraisal process monitoring helps to gain knowledge of the
employee's actual job performance
Performance monitoring is the process by which one actively observes an employee's
behaviors interms of performance in order to assist in the appraisal process. The purpose of
monitoring performance is to provide means for management to be able to assess performance
levels. The information collected from performance monitoring can be used in a variety of ways.
Two popularuses are to assist in administrative decisions and development of employees.
Studies conducted inthe 1970's suggested that more than 50 percent of job performance
assessments were used for administrative purposes such as, pay, promotions, and layoffs
(DeVries, Morrison, Shullman, & Gerlach, 1986; as cited in Viswevaran, 2001) . Feedback can
be used to convey to the employee where they may have weaknesses and where their strengths
are, which may then be helpful in theprocess of employee development (Viswesvaran, 2001).
Traditionally, performance monitoring has been conducted in-person, using supervisors, peers,
subordinates and customers, who would actually observe performance of the employee in
person. The increased use of technology, as in the popularity of personal computers at home
and the wide use of computers in many industries, is leading to many significant changes in the
ways that performance monitoring is conducted in organizations (Hedge & Borman, 1995).
For- example it is becoming more popular to have employees working from home,
telecommuting and working in virtual organizations (Bureau of Labor, 2001). It would be
difficult to continue to rely on old forms of performance monitoring such as using peers to
monitor and subsequently rate the employee when they are working in separate locations
(Hedge & Borman, 1995; Ilgen & Pulakos, 1999; Murphy Sc Cleveland, 1995).Consequently,
electronic performance monitoring has emerged as a viable approach to observingperformance
in situations where in-person observation is not practical.
3. R. Shanmuga Sundari and S. Venkatesan
https://iaeme.com/Home/journal/IJM 3786 editor@iaeme.com
2. REVIEW OF LITERATURE
According to JAING (2012), an employee’s performance is a function of three variables:
ability, opportunity to perform, and motivation. In order to maximize employee’ performance,
his skills need to be enhanced, he should be given an opportunity to contribute and he should
be motivated.Top management has to assess staff and organizational performance from time to
time on regularbasis, so that to be able to identify any deviation in performance, and thus
information systems areneeded. Continuing with other review (Jansirani, Hatrikrishnan, Jaya
kani, & Saisathya, 2013) saidthat a performance appraisal is defined as a systematic evaluation
of the performance of employeesas well as how to assign duties and responsibilities and
understand the abilities of the employees.The appraisal should base on what the employee
actually achieves not on the employee's personality characteristics.
Previous studies addressed the impact of electronic monitoring on an array of dependent
variableslike work satisfaction, perceived stress, privacy violation, performance, perceived
autonomy, trust,social support, and alike (Alge & Hansen, 2013; Backhaus, 2019; Ravid et al.,
2019; Stanton, 2000). Thus, it is possible to examine a huge number of effects which electronic
monitoring may have on employees. At this point, we focus our efforts on job satisfaction, stress,
and performancebecause there is a large number of studies that took these variables into
account, whereas other variables were less often addressed (Backhaus, 2019). In addition, these
other possible dependentvariables show a substantial correlation with our main outcomes. For
example, a meta-analysis found high relationships between job satisfaction, justice / fairness
perceptions, and citizenship behaviors (Fassina et al., 2008). In addition, the three chosen
variables show distinct characteristics: job satisfaction can show the impact of electronic
monitoring on employees’ workattitudes, stress can show the impact on employees’ well-being,
and performance is a major justification for the implementation of electronic monitoring.
A key justification for the use of electronic monitoring is the observation and maintenance
of organizational performance and thus employees’ performance. Regarding performance,
different theories come to different conclusions about the effect of monitoring on employees’
performance.Following a stress perspective, electronic monitoring reduces performance in the
long term due tothe strain an individual experiences (Karasek, 1979). In contrast, agency theory
(Eisenhardt, 1989)predicts higher performance in monitored employees than in non-monitored
employees (Mahaney & Lederer, 2011). According to agency theory, the agent (or the
employee) has a knowledge advantage over the principal (or the supervisor), because the agent
knows which performance theyhave achieved and is able to achieve. Monitoring balances
this advantage by conveying this
information to the principal as well. This way, the principal can act according to the agents’
performance and maintain performance (see Frey, 1993, for a critique on this simplification).
Indeed, research has found a positive impact of electronic monitoring (e.g., Nebeker & Tatum,
1993; Huston et al., 1993) as well as a negative impact of monitoring on performance (e.g.;
Aiello& Kolb, 1995; Becker & Marique, 2014). To summarize, there are different propositions
regardingperformance though the previous meta-analysis by Backhaus (2019) found a positive
relationshipbetween electronic monitoring and performance.
3. RESEARCH OBJECTIVE
This research aims to study the influencing factors on the employee’s performance, and hence
theoverall organization performance. Mainly focuses on the impact of using Information
System (Electronic Monitoring and Evaluation System), which enhances the communication
between thetop management and employees (the internal control) and increase employees’
performance, in addition to the impact of the Organizational Learning on increasing the
organization performance.With taking into consideration, the effect of the innovation and the
4. A Study on Measuring the Relationship between Electronic Monitoring and Work Performance
with Special Reference to Educational Instructions in Tamilnadu
https://iaeme.com/Home/journal/IJM 3787 editor@iaeme.com
training programs, on the relation between the information systems, the organizational learning,
and the employees’ performance as well.
• Examined the relationship between electronic monitoring and work performance with
special reference to educational sector
• To identify the influence of electronic monitoring on employee performance in selected
institutions in Study area.
4. DATA ANALYSIS
The below Table 1 reveals some of the socio demographic characteristics of the respondents
for the study. This included their sex, age, religion, ethnic group, departments of the
respondents. Thedata obtained on sex showed that 52.0% of the respondents were males while
48.0% were females.This indicated that there was a fair gender balance in the organisation. Data
on age revealed that 30.7% of the respondents were within the age bracket of 20-24, 34.6% were
within the age bracketof 25-29 and 34.6% were also aged 30 and above. This implied that the
organisation comprised youths who are a strong workforce.
Table 1 Frequency distribution of respondent’s socio-demographiccharacteristics.
Variable Frequency F=127 Percenta ge
Sex
Male 66 52
Female 61 48
Age
20-24 39 30.7
25-29 44 34.6
30 and above 44 34.6
Religion
Christianity 91 71.7
Islam 35 27.6
Traditional 1 0.8
Department
Accounting 4 3.1
Customer care 8 6.3
Operations 13 10.2
Teller 55 43.3
Marketing 47 37
Educational level completed
OND 29 22.8
HND 31 24.4
BSC 50 39.4
Post graduate 17 13.4
Marital status
Single 76 59.8
Married 47 37
Divorced 4 3.1
Mode of employment
Full staff 68 53.5
Contract staff 59 46.5
Number years of working
experience
0-3 years 62 48.8
4-7 years 55 43.4
8 years and above 10 7.9
5. R. Shanmuga Sundari and S. Venkatesan
https://iaeme.com/Home/journal/IJM 3788 editor@iaeme.com
Table 2 Chi-square test of association between variables:
What is your
perception about
electronic
monitoring?
Electronic monitoring is capable of providing instant feedback onworkers
Performance
Yes No Total
(i) Positive 86(68.8%) 15(12.0%) 101(80.8%)
(ii) Negative 5(4.0%) 5(4.0%) 10(8.0%)
(iii) Don‟t know 13(10.1%) 1(0.8%) 14(11.2%)
Total 104 21 125(100%)
x2
Result X2
C =9.134; X2
E=7.396;DF=3; LS=0.05; AS=0.028
What is your
perception about
electronic electronic
monitoring?
Electronic monitoring can serve as an objective performance
evaluation tool
Positive Negative Total
(i) Positive 92 (73.6%) 9(7.2%) 101(80.8%)
(ii) Negative 7(5%) 3(2.4%) 10(7.4%)
(iii) Don‟t know 12(9.6%) 2(1.6%) 14(10.4%)
Total 111 14 125(100%)
x2
Result X2
C =12.175; X2
E=7.706;DF=3; LS=0.05; AS=0.007
Awareness of electronic
monitoring
The effect of the forms of e-monitoring used in my
organisation
Positive Negative don’t know T
(i) Yes 82(64.6%) 17(13.4%) 10(7.9%) 109(8
5.5%)
(ii) No 9(7.1%) 2(1.6%) 7(5.5%) 18(14
.2%)
Total 91 19 17 127(1
00%)
x2
Result X2
C =11.770; X2
E=9.110; DF=2;LS=0.05;AS=0.01
The data revealed that 42.5% of the respondents agreed that electronic monitoring could
create a poor working environment, 48.0% disagreed and 9.4% were undecided. This indicated
that a greater percentage of the respondents were not of the view that electronic monitoring
creates a poor working environment. This goes to say that employees have a good working
environment irrespective of electronic monitoring devices in place. The table also showed
whether electronicmonitoring brought about conflict between management and employees in
the organisation. Thedata obtained showed that 34.6% of the respondents agreed that electronic
monitoring could leadto conflict between management and employees, 51.2% disagreed, 14.2%
remained undecided.Electronic monitoring would not cause conflict between management and
employees in the organisation. Table 5 also showed the respondents response on whether
electronic monitoring of workers can lead to low motivation. The data obtained in the table
revealed that 46.5% of therespondents agreed that electronic monitoring could lead to low
motivation, 47.2% disagreed and 6.3% were undecided. This implied also that some workers
believed that electronic monitoring can lead to low motivation while others did not. This
showed that the perception of the effects or benefits of electronic monitoring was specific to
each individual worker. Apart from these challenges identified above, the interviewees also
identified other challenges which even though might not have adverse effects on the work
performance of the employee; they aremainly structural in nature. These include power supply,
network downturn and other structural issue.
6. A Study on Measuring the Relationship between Electronic Monitoring and Work Performance
with Special Reference to Educational Instructions in Tamilnadu
https://iaeme.com/Home/journal/IJM 3789 editor@iaeme.com
5. FINDINGS OF THE STUDY
The research findings showed that an organisation uses various forms of electronic monitoring
to monitor their employees, among which include some of the forms of electronic monitoring
described by Botan (1995), Mc- Hardy et al. (2005), Ciocchetti (2011) and Yerby (2013).
Though monitoring software packages on the computer (9.4%), internet monitoring (22.8%)
and video surveillance (17.3%) were the most used forms of monitoring employee. Majority
(88.9%) of the respondents also agree that their computer usage is being monitored. Inthe same
vein, the respondents also agreed that traditional forms of electronic monitoring (direct
supervision of work and employee files/records keeping) are being used in monitoring them as
well. Majority of the respondents were aware that their emails received on the organisation‟s
computers are being monitored, their phone conversation on the organisations phone facilities
are being monitored.
6. CONCLUSION
The study shows the use of electronic monitoring having place of importance in the working
strategies put in place to make the educational organisations in an efficient manner. The
employees have good knowledge of the different forms of electronic monitoring and their usage
in the bank. This knowledge hasenabled the employees to be efficient in performance of their
key job functions and reducing possibility of employees running afoul of organisation rules and
regulation. The forms of electronic monitoring used in the organisation have been found to be
effective, well planned and implemented by both the management and the employees. The
employees on the other hand, with the use of electronic monitoring, have noticed increase in
their work performance and the same time not leading to unnecessary work pressure. Given the
inexpensive nature and capability of electronicmonitoring to produce instant feedback and give
objective analysis of employee’s workperformance, it becomes essential for organisations;
particularly in organisations where high premium is placed on the use of ICT in their work
activities. Computer technologies can be adapted for the use of electronic monitoring while in
use by employees and at the same time electronic monitoring reduces costs incurred with the
recruitment of more supervisors and human resources personnel. Before installation and usage
of electronic monitoring in any organisation, employees should be made aware of its usage in
the organisation. Awareness of its usage would eliminate any form of unnecessary or negative
effects it would have on the workperformance of the employees. Informing employees of its
usage would enable a positive perception of electronic monitoring and produce positive
reactions of its usage from the employees; it would at the same time make implementation more
successful. Furthermore, it becomes imperative for organisation where electronic monitoring is
used, to combine both traditional forms and electronic forms of monitoring in monitoring
employees. While electronicmonitoring has been found to be effective far more than traditional
forms of monitoring, it hasnot been without its challenges and lapses; ranging from human
factors to structural forms.
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8. A Study on Measuring the Relationship between Electronic Monitoring and Work Performance
with Special Reference to Educational Instructions in Tamilnadu
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