This document summarizes a study that investigated the relationship between Hofstede's five dimensions of national culture and commitment to organizational change, with readiness for change as a potential mediating factor. The study used surveys to collect data from over 1,000 Qatari public employees on national culture, commitment to change, and readiness for change. Structural equation modeling was used to analyze the data and test the hypothesized relationships between the variables. The preliminary results found poor model fit, suggesting the model may need modification by removing survey items with low factor loadings to improve fit. In summary, the study examined how national cultural dimensions relate to commitment to organizational change both directly and indirectly through readiness for change.
The thesis examines women's participation in top management teams and its impact on strategic change and firm performance in China. It develops five hypotheses around these relationships. The study uses a sample of 284 publicly listed Chinese firms from 2007-2010 to test the hypotheses using multi-linear regression analysis. Key variables include the percentage of female top managers, measures of strategic change, and firm performance change. Control variables include firm age, size, and industry. The results will help understand the role of women in leadership and decision making in Chinese companies.
Personal and societal_attitudes_to_disabilityjayson tibayan
This document discusses personal and societal attitudes towards disability. It reviews theories of attitude formation and change, including behavioral, consistency, information integration, and functional theories. Two attitude scales are also reviewed: the Interaction with Disabled Persons scale and the Scale of Attitudes towards Disabled Persons. The results of two studies on changing attitudes are presented. A key finding is that it is easier to change societal attitudes than personal attitudes. Additionally, direct contact with a disabled person was found to be more effective in changing attitudes than only providing information. The implications for disability awareness training in the hospitality and tourism industry are also discussed.
Gender diversity at management levels in mumbaiprjpublications
This document summarizes a research article about gender diversity at management levels in companies located in Mumbai, India. The study examines barriers that restrict women's advancement, known as the "glass ceiling". Through interviews at a pharmaceutical company, the study found women are well-represented at lower and middle levels but few advance to top levels, indicating barriers at middle management. The findings suggest measures for organizations to increase gender diversity across departments and management levels.
Organisational Development Paper Sascha MichelSascha Michel
The document discusses early organizational development theories proposed by Kurt Lewin and how they impact organizations today. [1] Lewin proposed a three stage model of change - unfreezing, moving, and refreezing - but this model assumes organizations can stabilize, ignoring that they must continuously change and adapt. [2] Organizational development focuses on behavioral interventions but has limitations for strategic planning and systems-level change. [3] Contemporary views integrate behavioral and systemic elements, proposing organizations continuously learn and develop like "learning organizations".
Organizational commitment profiles and job satisfaction among Greek private a...Yannis Markovits
This article examines the relationship between organizational commitment profiles and job satisfaction among Greek private and public sector employees. It summarizes previous research showing that organizational commitment consists of multiple components (affective, continuance, normative) that can form distinct profiles. Greece has unique cultural characteristics but has been underrepresented in organizational research. The study explores how commitment profiles relate to intrinsic and extrinsic job satisfaction in Greece, adding to the limited research on profiles outside North America. It also compares profiles and job satisfaction between private and public sector employees, who may differ due to Greece's employment context. The results could help validate the profiles approach across cultures and employment sectors.
This document discusses competency as a potential factor in workplace bullying. It begins by providing background on workplace bullying, defining it as abuse of power that can be costly to organizations. It then discusses competency and how an individual's perceived competency may determine their reaction to bullying. Specifically, the authors develop a framework where a victim's self-perception of competency has a strong mediating relationship with outcomes of bullying behaviors. They believe examining this link between competency and bullying could provide insights, and future research should empirically test this relationship. Managers should also be aware of how allowing employee development could help reduce instances of bullying.
The thesis examines women's participation in top management teams and its impact on strategic change and firm performance in China. It develops five hypotheses around these relationships. The study uses a sample of 284 publicly listed Chinese firms from 2007-2010 to test the hypotheses using multi-linear regression analysis. Key variables include the percentage of female top managers, measures of strategic change, and firm performance change. Control variables include firm age, size, and industry. The results will help understand the role of women in leadership and decision making in Chinese companies.
Personal and societal_attitudes_to_disabilityjayson tibayan
This document discusses personal and societal attitudes towards disability. It reviews theories of attitude formation and change, including behavioral, consistency, information integration, and functional theories. Two attitude scales are also reviewed: the Interaction with Disabled Persons scale and the Scale of Attitudes towards Disabled Persons. The results of two studies on changing attitudes are presented. A key finding is that it is easier to change societal attitudes than personal attitudes. Additionally, direct contact with a disabled person was found to be more effective in changing attitudes than only providing information. The implications for disability awareness training in the hospitality and tourism industry are also discussed.
Gender diversity at management levels in mumbaiprjpublications
This document summarizes a research article about gender diversity at management levels in companies located in Mumbai, India. The study examines barriers that restrict women's advancement, known as the "glass ceiling". Through interviews at a pharmaceutical company, the study found women are well-represented at lower and middle levels but few advance to top levels, indicating barriers at middle management. The findings suggest measures for organizations to increase gender diversity across departments and management levels.
Organisational Development Paper Sascha MichelSascha Michel
The document discusses early organizational development theories proposed by Kurt Lewin and how they impact organizations today. [1] Lewin proposed a three stage model of change - unfreezing, moving, and refreezing - but this model assumes organizations can stabilize, ignoring that they must continuously change and adapt. [2] Organizational development focuses on behavioral interventions but has limitations for strategic planning and systems-level change. [3] Contemporary views integrate behavioral and systemic elements, proposing organizations continuously learn and develop like "learning organizations".
Organizational commitment profiles and job satisfaction among Greek private a...Yannis Markovits
This article examines the relationship between organizational commitment profiles and job satisfaction among Greek private and public sector employees. It summarizes previous research showing that organizational commitment consists of multiple components (affective, continuance, normative) that can form distinct profiles. Greece has unique cultural characteristics but has been underrepresented in organizational research. The study explores how commitment profiles relate to intrinsic and extrinsic job satisfaction in Greece, adding to the limited research on profiles outside North America. It also compares profiles and job satisfaction between private and public sector employees, who may differ due to Greece's employment context. The results could help validate the profiles approach across cultures and employment sectors.
This document discusses competency as a potential factor in workplace bullying. It begins by providing background on workplace bullying, defining it as abuse of power that can be costly to organizations. It then discusses competency and how an individual's perceived competency may determine their reaction to bullying. Specifically, the authors develop a framework where a victim's self-perception of competency has a strong mediating relationship with outcomes of bullying behaviors. They believe examining this link between competency and bullying could provide insights, and future research should empirically test this relationship. Managers should also be aware of how allowing employee development could help reduce instances of bullying.
This chapter discusses organizational politics and power dynamics related to change efforts. It defines organizational politics as the use of influence tactics to enhance one's power over decisions. Power derives from multiple sources including one's position, expertise, ability to distribute rewards or impose costs. Conflict arises from differences in interests, views, or resources and can be managed constructively through collaboration or compromise. The effective use of power, politics and conflict are important aspects of successfully implementing organizational change.
This document discusses strategies for fostering ethical leadership in organizations. It begins by noting that several high-profile business failures were due to unethical leadership. Ethical leadership is important to protect organizations' culture, reputation and productivity. The document then explores definitions of ethical leadership, the role of integrity and ethics in leadership, and the consequences of ethical versus unethical leadership. Specifically, research shows that ethical leadership can positively influence employees' values and behaviors, as well as their job satisfaction and well-being. Overall, the document argues for reinstating character formation and holistic education as ways to develop ethical leadership across different domains of society.
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
Managing diversity becomes one of the most important factors in ensuring company competitiveness. This paper explores the theory about diversity management and compares it with the practices in organizations and then examines the organizations’ diversity programs through their employees’ perceptions. The findings illustrate that there is a gap between managing diversity theories and practices in organizations and some barriers in implementing divManaging diversity becomes one of the most important factors in ensuring company competitiveness. This paper explores the theory about diversity management and compares it with the practices in organizations and then examines the organizations’ diversity programs through their employees’ perceptions. The findings illustrate that there is a gap between managing diversity theories and practices in organizations and some barriers in implementing diversity program, especially in the hospitality industry.ersity program, especially in the hospitality industry.
Niels opstrup is assistant professor in the department of POLY33
This summary provides the key details about the document in 3 sentences:
The document discusses a study examining the relationship between gender diversity in top management teams (TMTs) and financial performance in Danish municipalities. The authors find that gender diversity in TMTs is associated with better financial results, but only in municipalities that have a management structure supporting cross-functional teamwork. The study contributes to research on how demographic diversity impacts public sector organizations and sheds light on organizational factors that help leverage the benefits of diverse management teams.
Examining the sustainability of ethics in business an academic perspectiveiaemedu
This document discusses the sustainability of ethics in business from an academic perspective. It examines the role of academics in teaching business ethics and the challenges of ensuring ethics are practiced beyond the classroom. While business ethics courses are now common, the core business curriculum remains focused on functional studies rather than values. Research shows ethics education can influence students' ethical attitudes but other factors like sociocultural norms may have a greater impact. For ethics to be sustained in business, academics must model ethical behavior and develop students' moral character through frameworks beyond case studies alone. Organizational culture also significantly shapes what conduct is deemed ethical.
The document summarizes several major human behavior theories, including:
1) Mary Parker Follett's principles of coordination which emphasized collective responsibility and integration to support business excellence.
2) The Hawthorne Effect studied by Elton Mayo, which found that worker output increased due to attention from researchers rather than physical changes alone.
3) Douglas McGregor's Theory X and Theory Y, which described assumptions about workers ranging from theory X's view that workers dislike work, to theory Y's view that workers can be self-directed.
4) Rensis Likert's theory of participative management based on effectively functioning groups linked throughout an organization, and emphasis on participation and communication.
OCB aims to improve performance and efficiency by establishing effective coordination, to improve workers ability & skill, and avoid no desirable behavior which is avert healthy operation of an organization. OCB classified into five categories: 1. Altruism, 2. Conscientiousness, 3. Sportsmanship, 4. Courtesy, 5. Civic virtue. This study found that older athletes has high level of OCB and there were no significant difference according to gender. Athletes were careful for other athletes and very kind to teammates. Do companies need this kind of synergy to motivate their workers and reducing turnover level?
This document discusses the experiences of human service managers in contexts of change and uncertainty. It describes how human service organizations have had to adopt business practices like those promoted by new public management as funding models have changed. The document reports on a study that examined what business, management, and finance skills managers felt were relevant for leading human service organizations. It found that managers need advanced skills in these areas to deal with the contemporary competitive environment. However, integrating business skills while maintaining social work values can be challenging for managers with clinical backgrounds.
Douglass North argues that understanding how institutions evolve is essential for effective policymaking and designing new institutions. Neoclassical economic theories are insufficient to explain differences in societal and economic performance over time, as institutions determine the incentives and payoffs that influence individual choices. Institutions consist of both formal rules and informal norms that structure human interaction. They evolve incrementally as entrepreneurs perceive new opportunities from external changes or knowledge acquisition, and induce changes that benefit their organizations. Revolutionary change occurs when conflicting groups lack mediating institutions to negotiate compromises.
Mgmt734.as1 perpetuation of sexism in nz-jmaher 3328773Jess Maher
This document provides an analysis of sexism in New Zealand culture across three levels: individual, organizational, and social structure. At the individual level, sexism stems from socialization and gender roles. Organizations perpetuate sexism through unequal investment in human capital for men and women, and masculine cultures that favor men. Broader social and ideological factors also influence sexism, including patriarchal beliefs, unequal power structures, and the undervaluation of unpaid domestic work typically done by women. The levels interact and reinforce each other, with social structures influencing individual socialization and organizations, perpetuating systemic sexism in New Zealand society and its labor market.
This document summarizes a study that examines the relationship between individualism, work ethic, and consumerism across cultures. It reviews past literature showing individualism and work ethic are positively correlated with consumerism. However, the study aims to show ethical values can temper consumerism for individualists. It collected data in the US and Taiwan to test if relationships between individual values and consumer beliefs differ between cultures. The study developed measures of work ethic and consumerism to apply across cultures and used structural equation modeling to analyze relationships between individualism, work ethic, consumer ethics and consumerism.
This document summarizes a research article that examined the relationship between ethnic identity, job attributes, collectivism, and psychological capital. It hypothesizes that ethnic identity is more strongly related to preferences for competence and growth job attributes rather than status and independence attributes. It also hypothesizes that collectivism and psychological capital mediate the relationship between ethnic identity and preferences for competence and growth attributes. The study used a sample of 380 college students to test these relationships using structural equation modeling.
There are three main types of organizational justice discussed in the document:
1. Distributive justice, which concerns the perceived fairness of outcomes and reward allocation. It involves comparisons between what employees receive versus what they expect or feel they deserve.
2. Procedural justice, which involves the perceived fairness of decision-making procedures that determine reward distribution. It includes the ability for employees to have input or "voice" in processes.
3. Interactional justice, which concerns the sensitivity and respect with which employees feel they are treated by the employer. It involves both interpersonal justice and informational justice around explanations for procedures. Perceptions of all three types of justice can impact important work attitudes and behaviors.
watch at least three of the following short videos from the PBS Fr.docxjessiehampson
watch at least three of the following short videos from the PBS Frontline World (Stories by Region - Africa) site or one longer documentary film from the PBS Frontline site. Frontline is a highly respected documentary film producer. While a few of the films are somewhat older, the content is relevant to our study of Sub-Saharan Africa and this week’s DB topic. If any of the links are inaccessible, simply select another film.
For this week's DB assignment you should discuss one or both of the following questions:
1. How much should Sub-Saharan Africa's current challenges (poverty, conflict, debt, etc.) be attributed to factors such as European colonization or outside forces such as globalization …or how much are they now the responsibility of Africans?
2. Does (and if so, how much) the international community have a responsibility to help Africans with challenges such as diseases (HIV/AIDS, Malaria, etc.), poverty, inequitable land distribution, ethnic and religious conflict, debt, etc.? If so, please give some specific examples of what should and can be done.
Here are a few links:
· Liberia: Give peace a chance - http://www.pbs.org/frontlineworld/rough/2007/05/liberia_give_pe.html
· Zimbabwe: Shadows and Lies - http://www.pbs.org/frontlineworld/stories/zimbabwe504/video_index.html
· South Africa: Inside the cycle of rape - http://www.pbs.org/frontlineworld/rough/2010/07/south_africa_a.html
· This Land is Ours: Who should own Namibia's farms? - http://www.pbs.org/frontlineworld/rough/2005/08/this_land_is_ou.html
· Somalia: A Reporter's Search for Al Qaeda - http://www.pbs.org/frontlineworld/rough/2007/02/somalia_a_repor.html
· Ghana: Digital Dumping Ground - http://www.pbs.org/frontlineworld/stories/ghana804
Business and Economics Research Journal
Volume 5 Number 4
2014
pp. 143-166
ISSN: 1309-2448
www.berjournal.com
The Role of Corporate Communication and Perception of Justice
during Organizational Change Process
Neşe Saruhan
a
a
PhD., Bahcesehir University, Istanbul, Turkiye, [email protected]
Abstract: Today, researchers have been exploring employee’s resistance to change and how to
foresee these aversive behaviors during organizational change process (Armenakis & Harris, 2002, Dent
& Goldberg, 1999, Oreg & Sverdlik, 2011). Some employees view organizational change in a negative
way even if change efforts will results in favorable consequences for them. At this point,
communication process has a crucial effect on the perception of employees towards change process. In
addition, several studies confirm the role of perceived justice in the organization during organizational
change. So, the effects of communication and perception of justice on behaviors of employees during
change process and the contribution of communication on resistance to change through perception of
organizational justice was explored. The research was conducted among 583 employees in Turkey. The
results of the regres ...
Does diversity matter- exploring workforce diversity, diversitymanagement, an...drkhaledshukran
This article examines workforce diversity, diversity management, and organizational performance in social enterprises. It conducted interviews with 14 individuals from social enterprises in Los Angeles, including top managers and regular employees. The study found high levels of diversity in gender, race, education and sexual orientation but low diversity in age and values. Workforce diversity and diversity management were seen as positively impacting performance. However, while diversity management was considered important, it was not widely implemented. The study provides insights into how diversity and diversity management can support sustainability in social enterprises.
Foreign cultures and level of comfort – a three countries empirical investiga...Alexander Decker
This document summarizes a study that investigated levels of comfort with foreign cultures among employees in Italy, Portugal, and India. A survey was administered to over 800 employees across the three countries to assess their comfort levels across various cultural dimensions. Statistical analyses found significant differences in comfort levels among the three countries, indicating that comfort with foreign cultures varies based on country of origin. The study aimed to develop a conceptual framework for understanding the observed and latent factors that influence intercultural comfort.
WHEN CHANGEBECOMESTRANSFORMATIONA case study of change.docxphilipnelson29183
WHEN CHANGE
BECOMES
TRANSFORMATION
A case study of change
management in Medicaid
offices in New York City
Kimberley R. Isett, Sherry A.M. Glied,
Michael S. Sparer and Lawrence D. Brown
Kimberley R. Isett
School of Public Policy, Georgia Institute of
Technology, Atlanta, USA
E-mail: [email protected]
Sherry A.M. Glied
Department of Health Policy and Management
Mailman School of Public Health, Columbia
University, New York, USA
E-mail: [email protected]
Michael S. Sparer
Department of Health Policy and Management
Mailman School of Public Health, Columbia
University, New York, USA
E-mail: [email protected]
Lawrence D. Brown
Department of Health Policy and Management,
Mailman School of Public Health, Columbia
University, New York, USA
E-mail: [email protected]
This work was completed under contract to the
Human Resources Administration in New York City.
Abstract
This paper examines the implementation of
large, transformative change in the Medicaid
offices in New York City to improve efficiency
and consumer-friendliness. A bottom-up
process was engaged to design and imple-
ment the needed changes from those who
were most affected by the change. Key
informant interviews and observational site
visits were conducted to assess the extent to
which the change efforts were successful. We
found that the changes impacted both
quantitative measures of success (such as
client processing times and number of clients
served) as well as less tangible qualitative
indicators of success such as staff attitudes
and office climate.
Key words
Change, human services
Vol. 15 Issue 1 2013 1–17
Public Management Review ISSN 1471-9037 print/ISSN 1471-9045 online
! 2013 Taylor & Francis
http://www.tandfonline.com
http://dx.doi.org/10.1080/14719037.2012.686230
The organizational change literature frequently stresses the difficulty of motivating
frontline employees to accept and implement change initiatives. Employees
presumably have a vested interest in maintaining status quo for a variety of reasons
including institutional pressures, power, comfort level and ambivalence towards a
proposed change (Cyert and March 1963; Piderit 2000; Tucker 1993). However,
new research refutes the traditional view of frontline employees as recalcitrant
obstacles to change, and instead sees their position and resourcefulness as a generally
untapped opportunity to make change efforts successful (e.g. Ford et al. 2008;
Kelman 2005).
One of the environments where it is thought that change is difficult to accomplish is
in public organizations. Public organizations are often structured to emulate Weber’s
ideal bureaucracy – control through rules and technical adherence to those rules is
prized (Mashaw 1983; Weber 1946). Inertia and adherence to rules can make it difficult
for real change to happen. Further, Federalist systems can exacerbate inertia through
creating layers of rules and regulations at each level of government. And in locations
with strong organized labour unions, whose mai.
This study investigates the relationship between organizational culture and attitudes toward organizational change in Malaysian companies. Based on prior research, the study developed a questionnaire to assess four types of organizational culture (communal, fragmented, networked, mercenary) and three components of attitudes toward change (affective, cognitive, behavioral). The questionnaire was administered to 258 Malaysian manufacturing companies. The results showed a relationship between organizational culture and attitudes toward change, with some cultures more accepting of change than others. The implications are that understanding this relationship can help managers implement changes more effectively.
There has been a consideration of several different aspects and dimensions with respect to change. These concepts have been related for analysis with the case study of BTS. Based on this analysis and application of theory, a number of factors have been identified with respect to communication, personal transition and motivation. Further ahead, different models have been represented followed by the application of theory on the case. Based on the analysis, it has been found that there are close parallels amongst BTS and Avinor. This is with respect to the lack of different factors in both the companies and hence, recommendations have been provided in accordance with it.
This chapter discusses organizational politics and power dynamics related to change efforts. It defines organizational politics as the use of influence tactics to enhance one's power over decisions. Power derives from multiple sources including one's position, expertise, ability to distribute rewards or impose costs. Conflict arises from differences in interests, views, or resources and can be managed constructively through collaboration or compromise. The effective use of power, politics and conflict are important aspects of successfully implementing organizational change.
This document discusses strategies for fostering ethical leadership in organizations. It begins by noting that several high-profile business failures were due to unethical leadership. Ethical leadership is important to protect organizations' culture, reputation and productivity. The document then explores definitions of ethical leadership, the role of integrity and ethics in leadership, and the consequences of ethical versus unethical leadership. Specifically, research shows that ethical leadership can positively influence employees' values and behaviors, as well as their job satisfaction and well-being. Overall, the document argues for reinstating character formation and holistic education as ways to develop ethical leadership across different domains of society.
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
Managing diversity becomes one of the most important factors in ensuring company competitiveness. This paper explores the theory about diversity management and compares it with the practices in organizations and then examines the organizations’ diversity programs through their employees’ perceptions. The findings illustrate that there is a gap between managing diversity theories and practices in organizations and some barriers in implementing divManaging diversity becomes one of the most important factors in ensuring company competitiveness. This paper explores the theory about diversity management and compares it with the practices in organizations and then examines the organizations’ diversity programs through their employees’ perceptions. The findings illustrate that there is a gap between managing diversity theories and practices in organizations and some barriers in implementing diversity program, especially in the hospitality industry.ersity program, especially in the hospitality industry.
Niels opstrup is assistant professor in the department of POLY33
This summary provides the key details about the document in 3 sentences:
The document discusses a study examining the relationship between gender diversity in top management teams (TMTs) and financial performance in Danish municipalities. The authors find that gender diversity in TMTs is associated with better financial results, but only in municipalities that have a management structure supporting cross-functional teamwork. The study contributes to research on how demographic diversity impacts public sector organizations and sheds light on organizational factors that help leverage the benefits of diverse management teams.
Examining the sustainability of ethics in business an academic perspectiveiaemedu
This document discusses the sustainability of ethics in business from an academic perspective. It examines the role of academics in teaching business ethics and the challenges of ensuring ethics are practiced beyond the classroom. While business ethics courses are now common, the core business curriculum remains focused on functional studies rather than values. Research shows ethics education can influence students' ethical attitudes but other factors like sociocultural norms may have a greater impact. For ethics to be sustained in business, academics must model ethical behavior and develop students' moral character through frameworks beyond case studies alone. Organizational culture also significantly shapes what conduct is deemed ethical.
The document summarizes several major human behavior theories, including:
1) Mary Parker Follett's principles of coordination which emphasized collective responsibility and integration to support business excellence.
2) The Hawthorne Effect studied by Elton Mayo, which found that worker output increased due to attention from researchers rather than physical changes alone.
3) Douglas McGregor's Theory X and Theory Y, which described assumptions about workers ranging from theory X's view that workers dislike work, to theory Y's view that workers can be self-directed.
4) Rensis Likert's theory of participative management based on effectively functioning groups linked throughout an organization, and emphasis on participation and communication.
OCB aims to improve performance and efficiency by establishing effective coordination, to improve workers ability & skill, and avoid no desirable behavior which is avert healthy operation of an organization. OCB classified into five categories: 1. Altruism, 2. Conscientiousness, 3. Sportsmanship, 4. Courtesy, 5. Civic virtue. This study found that older athletes has high level of OCB and there were no significant difference according to gender. Athletes were careful for other athletes and very kind to teammates. Do companies need this kind of synergy to motivate their workers and reducing turnover level?
This document discusses the experiences of human service managers in contexts of change and uncertainty. It describes how human service organizations have had to adopt business practices like those promoted by new public management as funding models have changed. The document reports on a study that examined what business, management, and finance skills managers felt were relevant for leading human service organizations. It found that managers need advanced skills in these areas to deal with the contemporary competitive environment. However, integrating business skills while maintaining social work values can be challenging for managers with clinical backgrounds.
Douglass North argues that understanding how institutions evolve is essential for effective policymaking and designing new institutions. Neoclassical economic theories are insufficient to explain differences in societal and economic performance over time, as institutions determine the incentives and payoffs that influence individual choices. Institutions consist of both formal rules and informal norms that structure human interaction. They evolve incrementally as entrepreneurs perceive new opportunities from external changes or knowledge acquisition, and induce changes that benefit their organizations. Revolutionary change occurs when conflicting groups lack mediating institutions to negotiate compromises.
Mgmt734.as1 perpetuation of sexism in nz-jmaher 3328773Jess Maher
This document provides an analysis of sexism in New Zealand culture across three levels: individual, organizational, and social structure. At the individual level, sexism stems from socialization and gender roles. Organizations perpetuate sexism through unequal investment in human capital for men and women, and masculine cultures that favor men. Broader social and ideological factors also influence sexism, including patriarchal beliefs, unequal power structures, and the undervaluation of unpaid domestic work typically done by women. The levels interact and reinforce each other, with social structures influencing individual socialization and organizations, perpetuating systemic sexism in New Zealand society and its labor market.
This document summarizes a study that examines the relationship between individualism, work ethic, and consumerism across cultures. It reviews past literature showing individualism and work ethic are positively correlated with consumerism. However, the study aims to show ethical values can temper consumerism for individualists. It collected data in the US and Taiwan to test if relationships between individual values and consumer beliefs differ between cultures. The study developed measures of work ethic and consumerism to apply across cultures and used structural equation modeling to analyze relationships between individualism, work ethic, consumer ethics and consumerism.
This document summarizes a research article that examined the relationship between ethnic identity, job attributes, collectivism, and psychological capital. It hypothesizes that ethnic identity is more strongly related to preferences for competence and growth job attributes rather than status and independence attributes. It also hypothesizes that collectivism and psychological capital mediate the relationship between ethnic identity and preferences for competence and growth attributes. The study used a sample of 380 college students to test these relationships using structural equation modeling.
There are three main types of organizational justice discussed in the document:
1. Distributive justice, which concerns the perceived fairness of outcomes and reward allocation. It involves comparisons between what employees receive versus what they expect or feel they deserve.
2. Procedural justice, which involves the perceived fairness of decision-making procedures that determine reward distribution. It includes the ability for employees to have input or "voice" in processes.
3. Interactional justice, which concerns the sensitivity and respect with which employees feel they are treated by the employer. It involves both interpersonal justice and informational justice around explanations for procedures. Perceptions of all three types of justice can impact important work attitudes and behaviors.
watch at least three of the following short videos from the PBS Fr.docxjessiehampson
watch at least three of the following short videos from the PBS Frontline World (Stories by Region - Africa) site or one longer documentary film from the PBS Frontline site. Frontline is a highly respected documentary film producer. While a few of the films are somewhat older, the content is relevant to our study of Sub-Saharan Africa and this week’s DB topic. If any of the links are inaccessible, simply select another film.
For this week's DB assignment you should discuss one or both of the following questions:
1. How much should Sub-Saharan Africa's current challenges (poverty, conflict, debt, etc.) be attributed to factors such as European colonization or outside forces such as globalization …or how much are they now the responsibility of Africans?
2. Does (and if so, how much) the international community have a responsibility to help Africans with challenges such as diseases (HIV/AIDS, Malaria, etc.), poverty, inequitable land distribution, ethnic and religious conflict, debt, etc.? If so, please give some specific examples of what should and can be done.
Here are a few links:
· Liberia: Give peace a chance - http://www.pbs.org/frontlineworld/rough/2007/05/liberia_give_pe.html
· Zimbabwe: Shadows and Lies - http://www.pbs.org/frontlineworld/stories/zimbabwe504/video_index.html
· South Africa: Inside the cycle of rape - http://www.pbs.org/frontlineworld/rough/2010/07/south_africa_a.html
· This Land is Ours: Who should own Namibia's farms? - http://www.pbs.org/frontlineworld/rough/2005/08/this_land_is_ou.html
· Somalia: A Reporter's Search for Al Qaeda - http://www.pbs.org/frontlineworld/rough/2007/02/somalia_a_repor.html
· Ghana: Digital Dumping Ground - http://www.pbs.org/frontlineworld/stories/ghana804
Business and Economics Research Journal
Volume 5 Number 4
2014
pp. 143-166
ISSN: 1309-2448
www.berjournal.com
The Role of Corporate Communication and Perception of Justice
during Organizational Change Process
Neşe Saruhan
a
a
PhD., Bahcesehir University, Istanbul, Turkiye, [email protected]
Abstract: Today, researchers have been exploring employee’s resistance to change and how to
foresee these aversive behaviors during organizational change process (Armenakis & Harris, 2002, Dent
& Goldberg, 1999, Oreg & Sverdlik, 2011). Some employees view organizational change in a negative
way even if change efforts will results in favorable consequences for them. At this point,
communication process has a crucial effect on the perception of employees towards change process. In
addition, several studies confirm the role of perceived justice in the organization during organizational
change. So, the effects of communication and perception of justice on behaviors of employees during
change process and the contribution of communication on resistance to change through perception of
organizational justice was explored. The research was conducted among 583 employees in Turkey. The
results of the regres ...
Does diversity matter- exploring workforce diversity, diversitymanagement, an...drkhaledshukran
This article examines workforce diversity, diversity management, and organizational performance in social enterprises. It conducted interviews with 14 individuals from social enterprises in Los Angeles, including top managers and regular employees. The study found high levels of diversity in gender, race, education and sexual orientation but low diversity in age and values. Workforce diversity and diversity management were seen as positively impacting performance. However, while diversity management was considered important, it was not widely implemented. The study provides insights into how diversity and diversity management can support sustainability in social enterprises.
Foreign cultures and level of comfort – a three countries empirical investiga...Alexander Decker
This document summarizes a study that investigated levels of comfort with foreign cultures among employees in Italy, Portugal, and India. A survey was administered to over 800 employees across the three countries to assess their comfort levels across various cultural dimensions. Statistical analyses found significant differences in comfort levels among the three countries, indicating that comfort with foreign cultures varies based on country of origin. The study aimed to develop a conceptual framework for understanding the observed and latent factors that influence intercultural comfort.
WHEN CHANGEBECOMESTRANSFORMATIONA case study of change.docxphilipnelson29183
WHEN CHANGE
BECOMES
TRANSFORMATION
A case study of change
management in Medicaid
offices in New York City
Kimberley R. Isett, Sherry A.M. Glied,
Michael S. Sparer and Lawrence D. Brown
Kimberley R. Isett
School of Public Policy, Georgia Institute of
Technology, Atlanta, USA
E-mail: [email protected]
Sherry A.M. Glied
Department of Health Policy and Management
Mailman School of Public Health, Columbia
University, New York, USA
E-mail: [email protected]
Michael S. Sparer
Department of Health Policy and Management
Mailman School of Public Health, Columbia
University, New York, USA
E-mail: [email protected]
Lawrence D. Brown
Department of Health Policy and Management,
Mailman School of Public Health, Columbia
University, New York, USA
E-mail: [email protected]
This work was completed under contract to the
Human Resources Administration in New York City.
Abstract
This paper examines the implementation of
large, transformative change in the Medicaid
offices in New York City to improve efficiency
and consumer-friendliness. A bottom-up
process was engaged to design and imple-
ment the needed changes from those who
were most affected by the change. Key
informant interviews and observational site
visits were conducted to assess the extent to
which the change efforts were successful. We
found that the changes impacted both
quantitative measures of success (such as
client processing times and number of clients
served) as well as less tangible qualitative
indicators of success such as staff attitudes
and office climate.
Key words
Change, human services
Vol. 15 Issue 1 2013 1–17
Public Management Review ISSN 1471-9037 print/ISSN 1471-9045 online
! 2013 Taylor & Francis
http://www.tandfonline.com
http://dx.doi.org/10.1080/14719037.2012.686230
The organizational change literature frequently stresses the difficulty of motivating
frontline employees to accept and implement change initiatives. Employees
presumably have a vested interest in maintaining status quo for a variety of reasons
including institutional pressures, power, comfort level and ambivalence towards a
proposed change (Cyert and March 1963; Piderit 2000; Tucker 1993). However,
new research refutes the traditional view of frontline employees as recalcitrant
obstacles to change, and instead sees their position and resourcefulness as a generally
untapped opportunity to make change efforts successful (e.g. Ford et al. 2008;
Kelman 2005).
One of the environments where it is thought that change is difficult to accomplish is
in public organizations. Public organizations are often structured to emulate Weber’s
ideal bureaucracy – control through rules and technical adherence to those rules is
prized (Mashaw 1983; Weber 1946). Inertia and adherence to rules can make it difficult
for real change to happen. Further, Federalist systems can exacerbate inertia through
creating layers of rules and regulations at each level of government. And in locations
with strong organized labour unions, whose mai.
This study investigates the relationship between organizational culture and attitudes toward organizational change in Malaysian companies. Based on prior research, the study developed a questionnaire to assess four types of organizational culture (communal, fragmented, networked, mercenary) and three components of attitudes toward change (affective, cognitive, behavioral). The questionnaire was administered to 258 Malaysian manufacturing companies. The results showed a relationship between organizational culture and attitudes toward change, with some cultures more accepting of change than others. The implications are that understanding this relationship can help managers implement changes more effectively.
There has been a consideration of several different aspects and dimensions with respect to change. These concepts have been related for analysis with the case study of BTS. Based on this analysis and application of theory, a number of factors have been identified with respect to communication, personal transition and motivation. Further ahead, different models have been represented followed by the application of theory on the case. Based on the analysis, it has been found that there are close parallels amongst BTS and Avinor. This is with respect to the lack of different factors in both the companies and hence, recommendations have been provided in accordance with it.
Organizational culture and performance of higher educational institutions the...Alexander Decker
This document summarizes a study that examined the relationship between organizational culture, individual readiness for change, and organizational performance in higher education institutions in Pakistan. The study hypothesized that individual readiness for change mediates the positive relationship between organizational culture and organizational performance. Data was collected through questionnaires distributed to 307 faculty members with PhDs from universities and higher education institutions in Pakistan. The study found support for individual readiness for change partially mediating the relationship between organizational culture and organizational performance. The findings provide insight into how different dimensions of organizational culture relate to performance.
This document discusses alignment of perceived needs across different levels of a community focused on supporting youth. It finds that direct service providers and families had the most aligned perceptions of needs, focusing on basic needs like food and transportation. Leadership of the comprehensive community initiative perceived needs in terms of programmatic efforts to support youth development. Overall, there was the least alignment between leadership and families. The study suggests assessing alignment can help identify areas of alignment and misalignment to better support youth across a community.
Running head MENTAL HEALTH AND WELFARE1MENTAL HEALTH AND WEL.docxtodd581
Running head: MENTAL HEALTH AND WELFARE 1
MENTAL HEALTH AND WELFARE 3
Mental health and welfare
Student’s Name
Institutional Affiliation
Introduction
The societal issue selected for the paper above would be drug abuse. Drug abuse has been a social issue affecting the masses over time. Young people tend to focus more on using these harmful drugs as the various surveys shows. Drug abuse is simply the habit of taking in substances that are harmful to the normal functioning of the body. The most commonly abused drugs would be alcohol and marijuana (Jones, Paulozzi, & Mack, 2014). The personal values associated with this societal issue would be self-awareness, self-respect and sobriety. Self-awareness is the state of acknowledging of oneself and taking care of oneself. Self-respect is acting with honor for oneself while sobriety is the state of staying sober for one’s best interest.How upholding these values might contribute to creating a society that supports the mental health and welfare of its members, remembering the broad conceptualization of mental health and human rights
Upholding personal values like self-respect, self-awareness and sobriety plays an important role in building the society (Wronka, 2008). The society is bounded by love and thus, these values create an environment that promotes togetherness as they also create awareness for the dangers of using harmful drugs. Self-awareness informs the society of the various risks that surround people if they don’t take care of themselves. Self-respect supplements self-awareness thereby promoting self-esteem within the society. How to work with individuals from different professions to address the issue
Participating in activities whose aim is to promote self-esteem among people because most of the ones that do drugs are mostly affected by psychological issues. Mobilizing the group members to inform the masses of the various risk factors that are more likely to bring about the issue; environmental, biological and physical factors present.
References
Jones, C. M., Paulozzi, L. J., & Mack, K. A. (2014). Alcohol involvement in opioid pain reliever and benzodiazepine drug abuse-related emergency department visits and drug-related deaths-United States, 2010. MMWR. Morbidity and mortality weekly report, 63(40), 881-885.
Wronka, J. (2008). Preface. Human rights and social justice: Social action and service for the helping and health professions (p. xix). Thousand Oaks, CA: Sage Publications.
Running head: THE ROLE OF CHANGE IN AN ORGANIZATION 1
THE ROLE OF CHANGE IN AN ORGANIZATION
The Role of Change in an Organization
Arroxxiccia Thomas
Walden University
The Role of Change in an Organization
Organizational change refers to the steering of an organization towards away from its current state and towards a desirable future state to enhance its effectiveness and efficiency. During the process of initiating change, managers should .
Running head MENTAL HEALTH AND WELFARE1MENTAL HEALTH AND WEL.docxglendar3
Running head: MENTAL HEALTH AND WELFARE 1
MENTAL HEALTH AND WELFARE 3
Mental health and welfare
Student’s Name
Institutional Affiliation
Introduction
The societal issue selected for the paper above would be drug abuse. Drug abuse has been a social issue affecting the masses over time. Young people tend to focus more on using these harmful drugs as the various surveys shows. Drug abuse is simply the habit of taking in substances that are harmful to the normal functioning of the body. The most commonly abused drugs would be alcohol and marijuana (Jones, Paulozzi, & Mack, 2014). The personal values associated with this societal issue would be self-awareness, self-respect and sobriety. Self-awareness is the state of acknowledging of oneself and taking care of oneself. Self-respect is acting with honor for oneself while sobriety is the state of staying sober for one’s best interest.How upholding these values might contribute to creating a society that supports the mental health and welfare of its members, remembering the broad conceptualization of mental health and human rights
Upholding personal values like self-respect, self-awareness and sobriety plays an important role in building the society (Wronka, 2008). The society is bounded by love and thus, these values create an environment that promotes togetherness as they also create awareness for the dangers of using harmful drugs. Self-awareness informs the society of the various risks that surround people if they don’t take care of themselves. Self-respect supplements self-awareness thereby promoting self-esteem within the society. How to work with individuals from different professions to address the issue
Participating in activities whose aim is to promote self-esteem among people because most of the ones that do drugs are mostly affected by psychological issues. Mobilizing the group members to inform the masses of the various risk factors that are more likely to bring about the issue; environmental, biological and physical factors present.
References
Jones, C. M., Paulozzi, L. J., & Mack, K. A. (2014). Alcohol involvement in opioid pain reliever and benzodiazepine drug abuse-related emergency department visits and drug-related deaths-United States, 2010. MMWR. Morbidity and mortality weekly report, 63(40), 881-885.
Wronka, J. (2008). Preface. Human rights and social justice: Social action and service for the helping and health professions (p. xix). Thousand Oaks, CA: Sage Publications.
Running head: THE ROLE OF CHANGE IN AN ORGANIZATION 1
THE ROLE OF CHANGE IN AN ORGANIZATION
The Role of Change in an Organization
Arroxxiccia Thomas
Walden University
The Role of Change in an Organization
Organizational change refers to the steering of an organization towards away from its current state and towards a desirable future state to enhance its effectiveness and efficiency. During the process of initiating change, managers should .
- This paper was just the answers for midterm exam of 2014 IMBA class.
- Depends on the below questions the paper was submitted on 2014 Dec 13, to the Lecturer of the class named "Organizational Behavior and Leadership".
- And I thank to all of the respective persons too.
Four Questions!
(1) Why does a person enter to an organization? What does he/she want from their job?
(2) Analyze Hofstede’s cultural dimensions and its relevance to managing a multicultural environment in organizations. Why should managers need to understand these cultural values for successful performance in the workplace?
(3) Motivate and retrain employees in the organization are essential, choose one motivation theory that you think managers should adopt in the organization for motivation and retaining their employees in the organization?
(4) As discussed in the classroom, losing face is critical for the Thai people, how should manager give negative feedback in the workplace?
This document summarizes a thesis defense that examines measuring organizational subcultures using Hofstede's model of national culture dimensions. The study applies Hofstede's Value Survey Model to measure the cultural dimensions of different directorates within a large joint military command (USJFCOM) to test if the directorates have distinct subcultures. The methodology involves surveying employees across three large USJFCOM directorates and comparing the dimension scores between directorates and to national scores. The implications are that validating Hofstede's model at the organizational level could provide a standardized way to measure and understand culture across different levels of analysis.
Analysis Of The Influence Of Organizational Culture, Transformational Leaders...AJHSSR Journal
ABSTRACT : Purpose – This study describes the role of psychological capital in the relationship between
organizational culture and transformational leadership behavior towards Readiness for Changes in the context of
elementary school teachers in Sungai Penuh City, Jambi.
Design/methodology/approach - This study adopted an inferential research design. This is a cross-sectional
study because data were collected at a one-time point. This empirical study was conducted on a sample of 285
elementary school teachers who were willing to collaborate to participate voluntarily by filling in the online
questionnaire. Data analysis was divided into two parts; the first part analyzed the respondent's profile and
presented the frequency and percentage distribution of the respondent's profile. The second part was hypothesis
testing with two stages, namely the LS Algorithm to see data quality data and PLS Bootstrapping to test the
hypothesis of the proposed research model. The software includes the Statistical Package for Social Sciences
(SPSS) MS-Windows version 23 and Partial Least Square (Smart PLS-3).
Findings - Organizational culture directly affects psychological capital andreadiness to change and indirectly on
readiness for change through psychological means. Psychological Capital has a direct effect on willingness to
change. Transformational leadership behavior directly impacts psychological capital but does not directly affect
readiness to change and does not indirectly affect readiness to change through psychological means.
Research limitations/implications – The online cross-sectional survey design allows for the self-assessment of
data from respondents. The consequence is that response bias persists, although post-sampling statistical tests
were conducted to screen data to reduce it. Therefore, a more qualitative method with a longitudinal design and
a more extensive research sample is recommended for further research.
Practical implications - School administrators and higher authorities can promote readiness for cultural change,
leadership, and teacher psychological factors, as schools face constant and continuous change interventions.
This is expected to have an impact on improving the quality of educators, students, and the quality of Indonesian
education
KEYWORDS: Organizational Culture, Transformational Leadership Behavior, Psychological Capital, and
Readiness to Change.
This document discusses how corporate culture can be used as a tool for control and effectiveness in organizations. It defines corporate culture as the values, beliefs, and behaviors shared by employees in an organization. The document reviews literature showing that strong, adaptive cultures that encourage employee involvement can enhance organizational responsiveness, commitment, and goal achievement. It recommends that managers share the organizational mission and values with employees to increase involvement and serve as an informal control mechanism. An effective culture can motivate employees and help the organization adapt to changes in the external environment.
The Role of Personalitytraits in Predicting the Individualdesire Forentrepren...QUESTJOURNAL
This study examined the relationship between personality traits and entrepreneurial desire among university students. A survey was administered to 120 students measuring their levels of the Big Five personality traits (extraversion, agreeableness, conscientiousness, neuroticism, and openness) and entrepreneurial tendencies. Results found entrepreneurial desire was positively correlated with extraversion, agreeableness, conscientiousness, and openness, but negatively correlated with neuroticism. Regression analysis indicated extraversion was the strongest predictor of entrepreneurial desire among the personality traits studied. The study concludes personality traits, particularly extraversion, are important factors influencing individuals' interest in entrepreneurship.
A Study and Analysis of Emotional Intelligence and its Impactsijtsrd
This paper deals with the concept of Emotional Intelligence and its importance in various fields. Emotional Intelligence having the capacity to wind up mindful of even unobtrusive changes in ones and others emotional tones and to control them, to try to avoid panicking amidst weight, to start and keep up sound associations with others, and to keep up an idealistic viewpoint towards life. Later on in this paper the focus is on the importance of emotional intelligence in various fields. Jyoti Shikha | Dr. Sanjeev Singh "A Study and Analysis of Emotional Intelligence and its Impacts" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-6 , October 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29136.pdf Paper URL: https://www.ijtsrd.com/computer-science/artificial-intelligence/29136/a-study-and-analysis-of-emotional-intelligence-and-its-impacts/jyoti-shikha
Sungjoo Choi Kennesaw State University Hal G. Rainey Univers.docxmattinsonjanel
Sungjoo Choi
Kennesaw State University
Hal G. Rainey
University of Georgia
Managing Diversity in U.S. Federal Agencies: Effects of Diversity and Diversity Management on Employee Perceptions of Organizational Performance
Current Trends in Public Personnel Administration
Sungjoo Choi is an assistant professor in the Department of Political Science at Kennesaw State University. She received her doctorate from the University of Georgia. Her research interests include diversity management, organizational justice, perfor- mance management in public organizations, and comparative public administration. E-mail: [email protected]
Hal G. Rainey is Alumni Foundation Distinguished Professor in the School of Public and International Affairs at the University of Georgia. His book Understand- ing and Managing Public Organizations was published in 2009. This year, he received the Dwight Waldo Award from the American Society for Public Administration.
E-mail: [email protected]
Diversity in the workplace is a central issue for contemporary organizational management. Concomitantly, managing increased diversity deserves greater concern in public, private, and nonprofit organizations. The authors address the effects of diversity and diversity management on employee perceptions of organizational performance in U.S. federal agencies
by developing measures of three variables: diversity, diversity management, and perceived organizational performance. Drawing from the Central Personnel Data File and the 2004 Federal Human Capital Survey, their findings suggest that racial diversity relates negatively
to organizational performance. When moderated by diversity management policies and practices and team processes, however, racial diversity correlates positively with organizational performance. Gender and age diversity and their interactions with contextual variables produce mixed results, suggesting that gender and age diversity reflect more complicated relationships. This article provides evidence for several benefits derived from effectively managing diversity.
The American workforce has been increasingly diversified by greater access to jobs for women and minorities. Diversity and representation “politically integrate a diverse nation with a measure of legitimacy” (Brewer 2002, 1), but also enhance social justice (Kellough 1990; Krislov and Rosen- bloom 1981). Understanding the impacts of diversity on organizational outcomes, such as organizational performance, employee satisfaction, and turnover,
has become essential (Milliken
pursuing affirmative action programs to taking advan- tage of differences to improve organizational effective- ness (Wise and Tschirhart 2000). Recent research has investigated diversity in relation to organizational effectiveness.
Public organizations, through equal employment opportunity (EEO) and affirmative action programs, have been more committed to workforce diversity than have private organizations, resulting in a higher lev ...
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This document summarizes a research study that examined the associations between nationality, the Big Five personality traits (openness to experience, conscientiousness, extraversion, agreeableness, neuroticism), teamwork factors (team identification, team satisfaction, in-role performance), and transformational leadership in an international company. The study hypothesized that openness to experience, agreeableness, extraversion, team identification would have positive associations with transformational leadership. 196 employees from an international consumer electronics company completed a questionnaire, and regression analysis found that openness to experience, agreeableness, and team identification explained a significant portion of the variance in transformational leadership.
This document provides an overview of leadership approaches and strategies for addressing youth violence. It discusses that youth violence prevention requires a flexible approach that addresses behavioral, environmental, and social factors. Public sector leaders must function as change agents in developing and implementing collaborative strategies. The document reviews theories of charismatic, transformational, and servant leadership and their focus on empowering followers, envisioning change, and prioritizing followers' needs and interests to motivate them. Trust and open communication between leaders and stakeholders are essential for effective collaboration on complex issues like youth violence.
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.
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.
INFLUENCE OF TALENT MANAGEMENT PRACTICES ON ORGANIZATIONAL PERFORMANCE A STUD...IAEME Publication
By implementing talent management strategy, organizations would have the option to retain their skilled professionals while additionally working on their overall performance. It is the course of appropriately utilizing the ideal individuals, setting them up for future top positions, exploring and dealing with their performance, and holding them back from leaving the organization. It is employee performance that determines the success of every organization. The firm quickly obtains an upper hand over its rivals in the event that its employees having particular skills that cannot be duplicated by the competitors. Thus, firms are centred on creating successful talent management practices and processes to deal with the unique human resources. Firms are additionally endeavouring to keep their top/key staff since on the off chance that they leave; the whole store of information leaves the firm's hands. The study's objective was to determine the impact of talent management on organizational performance among the selected IT organizations in Chennai. The study recommends that talent management limitedly affects performance. On the off chance that this talent is appropriately management and implemented properly, organizations might benefit as much as possible from their maintained assets to support development and productivity, both monetarily and non-monetarily.
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
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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.
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2. Journal of Management (JOM) ISSN 2347-3940 (Print), ISSN 2347 – 3959 (Online), Volume 1,
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change influence employees’ behavioral tendency toward the change (i.e., support or
resistance to change) and are key issues in successfully implementing change (Chen and
Wang, 2007, Klein et al., 2001 and Klein and Sorra, 1996).
When implementing organizational change, it is vital to understand that people are the
most important component of change (Kesterson & Broome, 2005). Culture has been
alternatively defined as the manner in which a group of people solves problems and
reconciles dilemmas (Trompenaars & Hampden-Turner, 1998). Therefore there is a growing
interest in understanding how change is experienced by individual employees (Judge et al.,
1999) and researchers are beginning to investigate the role of employee commitment in
organizational change situations (Herscovitch and Meyer, 2002); because employees with
strong organizational commitment tend to be more productive and more willing to assume
larger responsibilities (Herscovitch and Meyer 2002; Abbott et al. 2005). Basing on this
preface, this study attempts to investigate the influence of national cultural on readiness to
change and consequently on commitment to change particularly in Qatar as it is changing
rapidly to achieve Qatar’s National Vision 2030 as the framework within which national
strategies and implementation plans can be developed.
2. NATIONAL CULTURE
Hofstede 1980-2001 introduces a unique and useful classification system to
understand national culture and defined culture as “the collective programming of the mind;
that distinguish the members of one group from another. According to Hofstede
“…programming starts within the family; at school, at the workplace, and in both the local
and extended living community”. The first four dimensions of Hofstede were conceived from
the results of an attitude survey administered to 116,000 IBM employees in 40 different
countries (Hofstede, 1980).The fifth dimension (long term versus short-term orientation) was
added later through the joint efforts of Hofstede and Bond (1988). The five national culture
dimensions proposed by Hofstede are:
Power Distance (PDI) the central concept of power distance is defined as "the extent
to which the members of a society accept that power in institutions and organizations is
distributed unequally" (Hofstede, 2001).More precisely, it is a measure to determine the
“interpersonal power” or influence between a boss and a subordinate in a hierarchy, as
perceived by the subordinate (Hofstede, 2001). Uncertainty Avoidance (UAI) it refers to
the extent that members of that culture feel comfortable with unknown situations (Hofstede,
2001). It explicit the degree to which individuals deals with the uncertainty and ambiguity in
life. This dimension demonstrates "the degree to which members of a society feel
uncomfortable with uncertainty and ambiguity, leading them to support beliefs promising
certainty" (Hofstede, 2001). Individualism versus Collectivism (IDV) is the degree to which
people in societies prefer to act as individuals rather than as members of groups.
Individualism is the belief that everyone is expected to put their own interest ahead of that of
the group (Hofstede, 2001). Masculinity versus Femininity (MAS) refers to dominant gender
role patterns in societies (Hofstede, 2001). Men are supposed to be “assertive, tough, and
focused on material success, whereas women are supposed to be more modest, tender, and
concerned with the quality of work life” (Hofstede & Hofstede, 2005, p. 120). Long-term
orientation (LTO) Hofstede and Bond (1998) explained that cultures with a LTO are
characterized by values such as persistence, adaptations of traditions to new circumstances,
perseverance toward slow results and the idea that most important events in life will occur in
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future. Hofstede (2001) defined this dimension as “fostering of virtue oriented towards future
rewards, in particular, perseverance and thrift”.
3. READINESS TO CHANGE
Holt, et al (2007); reproduced new instrument that measures readiness at an individual
level because change activities are initiated and carried out by individuals within
organizations. Holt et al (2007) proposed a theoretical framework and suggested four
constitute readiness to change (appropriateness, management support, and self-efficacy and
personal valance). However, this study it restricted to deal with one factor of readiness to
change. Appropriateness of the change refers to the content or the characteristics of a
particular change (e.g., outsource to address a discrepancy between the organizations present
state and the desired end state). Holt et al 2007 reported, 10 items loaded on this factor. Four
of the items were intended to measure the extent to which members felt that a change was
needed (i.e., discrepancy), representing the participants’ perceptions regarding the legitimacy
of a change. Three of the items were designed to measure the extent to which members felt
the change would be beneficial to the organization (i.e., organizational valence), focusing on
the change’s benefits, gained efficiency, and goal congruence. Thus, Factor 1 was labeled
appropriateness.
4. COMMITMENT TO CHANGE
Herscovitch and Meyer (2002) introduced a three-component model of commitment
to organizational change (based on Meyer and Allen, 1991) and demonstrated that employee
commitment to a change is a better predictor of behavioral support for a change than is
organizational commitment. Herscovitch and Meyer (2002) defined commitment to a
change as ‘a mindset that binds an individual to a course of action deemed necessary for the
successful implementation of a change initiative’, and argued that this mindset ‘can reflect (a)
a desire to provide support for the change based on a belief in its inherent benefits (affective
commitment to the change AC), (b) a recognition that there are costs associated with failure
to provide support for the change (continuance commitment to the change CC), and (c) a
sense of obligation to provide support for the change (normative commitment to the change
NC)’ (Herscovitch & Meyer, 2002, p. 475). Herscovitch and Meyer (2002) argued that
affective commitment to change is a stronger binding force than NC or CC, therefore, this
study uses only affective commitment to change.
5. Theoretical Framework
This study investigates the influence of national cultural values on readiness to change
and consequently on commitment to change. The framework in Figure1 shows independent
variables represented by five dimensions of national cultural typology of Hofstede 1980, and
Hofstede and Bond 1988, including ( Power distance (PDI) , Individual collectivism (IDV),
Uncertainty avoidance (UAI) , Masculinity and femininity (MAS), Long term orientation
(LTO) ) influencing the dependent variable affective commitment to change (ACC) directly.
Then investigating this relationship when appropriateness readiness to change (ARC) using
as mediating variable.
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Figure 1: Theoretical framework
6. RESEARCH HYPOTHESIS
This study introduces the relationship of national culture, commitment to change and
readiness to change. It will try to answer the question whether the national culture is a
significant support of an individual commitment to change and to what extent readiness to
change can influence this relationship. The model basically puts forward two propositions:
(1) National culture dimensions affect the commitment to change and (2) National culture
dimensions affect the commitment to change through readiness to change as mediating
variable. Therefore the hypothetical model as explicit in the figure (1) and it include these
hypotheses:
H1: There is significant direct relationship between national culture dimensions (PDI, IDV,
UAI, MAS and LTO) and affective commitment to change.
H2: There is significant indirect relationship between national culture dimensions (PDI, IDV,
UAI, MAS and LTO) and affective commitment to change through readiness to change as
mediating variable.
H3: There is significant relationship between affective commitment to change and readiness
to change.
7. METHODS
The study is quantitative and cross-sectional. Data sources (questionnaires) will
include Hofstede’s Value Survey Module 94 to measure national culture dimensions.
Commitment to Change measurement will conduct by use Herscovitch and Meyer (2002)
Survey and readiness to change will be measured by Holt et al. 2007 (four dimensions
theory). Participants (sample size N=1037) selected for the study are employees of Qataris
public organizations from variety levels.
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8. VALIDITY AND RELIABILITY
Confirmatory factor analysis will be conduct using AMOS 16 software to validate the
instruments. Factor loading viewed as regression coefficients in confirmatory factor analysis.
The reliability test indicate that Cronbach's Alpha = .809 for 40 questions used to collect data.
9. DATA COLLECTION PROCEDURES
The target population is the Qatari public employees and divided into four levels of
job category then the respondent selected randomly. The participants was applied the survey
by two ways, first paper-based format by distributing the questionnaire personally, second,
online format, emails sent to participants including the invitation to participate and link of a
web page guide them to the questionnaire . Totally 1037 were usable due to incomplete
responses, errors and skipped questions was the most common reason for missing data.
10. DATA ANALYSIS
The data were entered and analyzed using the SPSS 16 and Analysis of Moment
Structures (AMOS 16). Data preparation and screening procedures involved assessment of
sample size; SEM was utilized to examine interactions among national culture, readiness to
change, and Commitment to Change. This research used structural equation modeling for
statistical analysis of data collected. (SEM) is a statistical technique which integrates path and
factor analysis. Path analysis is a subset of SEM which deals only with measured variables. It
is the statistical technique used to examine causal relationships between two or more
variables (Kline 2010). SEM refers to a model with multiple indicators for each variable and
paths connecting the latent variables. Advantages of SEM compared to multiple regression
include more flexible assumptions, the ability to test models with multiple dependents, the
ability to model error terms, the ability to test coefficients across multiple between-subjects
groups, and the ability to handle difficult data (Stoelting 2009).
11. PRESENTATION OF RESULTS
In structural equation modeling, the structural model is a composite of the
measurement model and the path model. The measurement model represents a set of
observed variables that serve as indicators of a set of latent variables. The path model
describes (usually causal) relationships between the latent variables. Because of the primary
objective of SEM is to test a specified path model of national culture influence readiness to
change and consequently commitment to change variables. A result presents the path analysis
of the hypothesized model of national cultural, affective commitment to change and readiness
to change.
Measurement model
Measurement models are created and tested separately using confirmatory factor
analysis (CFA) to evaluate the constructs validity of this study, including five exogenous
variables (Five dimensions of National culture ), and endogenous variables (affective
commitment to change) in addition to exogenous and mediating variable (appropriateness
and self-efficacy readiness to change). This model is submitted to structural equation
modeling (SEM) analysis in order to valuate constructs validity of the measurement approach
6. Journal of Management (JOM) ISSN 2347-3940 (Print), ISSN 2347 – 3959 (Online), Volume 1,
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adopted in the study. The CFA is conducted using ratio of chi-square to degree of freedom
and fit indices (CFI, GFI and RMSEA) to indicate adequate and measures of model fit.
Figure2. Measurement model Exogenous, and Endogenous Variables in the SEM
Chi-Square: for this model was 3610,607 with degree of freedom=712, (p. <.001). It's
well known that χ2 is very sensitive to sample size (Kline, 2010). The goodness of fit index
(GFI), is high at GFI = .826—which marks the highest point of “adequate fit” (Byrne, 2010).
GFI values close to 1 indicate a very good fit. Comparative Fit Index: (CFI =. 771) which
assesses the relative improvement in fit of the proposed model with the independence model
which assumes “zero population covariance among the observed variables” (Kline, 2010,
p.140). CFI close to 1 indicate a very good fit. Root Mean Square Error of Approximation
(RMSEA): represents the “degree of misfit per degree of freedom” (Byrne, 2010) and is a
“population based” fit index that measures “badness-of-fit” (Kline, 2005, p. 138). RMSEA
estimates the amount of error of approximation “per model degree of freedom and takes
sample size into account” (p.139). RMSEA= .063 (95% confidence) indicating a very poor
good model fit, and would be classified as “consistent…with the hypothesis of poor
approximate fit” (Kline, 2010, 139). The initial results of this hypothetical model fit indicate
the poor of fit, so that the model needs more modification to be fit, therefore the next step aim
to increase model fit by removing the items which didn’t reach the acceptance factor loading
PDI
PD4
e1
.06
PD3
e2
.04
PD2
e3
.59
PD1
e4
.68
UAI
UA4
e5
UA3
e6
UA2
e7
UA1
e8
.14 .74
.84 .01
MAS
MAS1 e9
MAS2 e10
MAS3 e11
MAS4 e12
.57
.57
-.03
.00
IDV
IDV4e13
IDV3e14
IDV2e15
IDV1e16
.47
.63
.53
.40
LTO
LTO2e17
LTO1e18
.48
.59
ARC
ARC1 e19
ARC2 e20
ARC3 e21
ARC4 e22
.66
-.04
.72
.77
ACC
ACC1
e23
ACC2
e24
ACC3
e25
ACC4
e26
.52
.62.71.61
ARC5 e31
.70
ARC6 e32
.70
ARC7 e33.55
ARC8 e34
-.28
ARC9 e35
-.28
ARC10 e36
.63
ACC5
e39
.79
ACC6
e40
.79
.62
.12
.53
.08
.86
.91
.30
.05
.25
.23
.17
.09
1.10
.86
.34
.87
.05
.33
.38
CMIN 2828.173
DF 506
P .000
GFI .839
CFI .764
RMSEA .067
.05
.26
7. Journal of Management (JOM) ISSN 2347-3940 (Print), ISSN 2347 – 3959 (Online), Volume 1,
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value. According to Hair (2010) the factor loading should be more than 0.3 as large sample
size. Therefore the model needs more modification to be fit, therefore the next step aim to
increase model fit by removing the items which didn’t reach the satisfied factor loading. As
recommended by Schumacker and Lomax (2004) all modifications made were theoretically
meaningful and based on previous empirical literature. Basing on the model fit estimation
after modifications were made in figure 7, the hypothesized model was a good fit to the data
based on statistically significant fit tests (χ2 = 1232.648, df= 372, RMSEA =.047, CFI = .922,
GFI=.926). Thus, the values considered adequate and provided greater confidence that this
estimate is correct. Accordingly, it was concluded that the model cannot be improved any
further.
Figure 3: Structural Model of Exogenous and Endogenous Variables
Structural Model
The first objective of the structural model analysis is to test the empirical validity of
the proposed paths as well as to ascertain the goodness of fit of the overall model. Path
analysis in SEM is a powerful analytical tool that is well-suited to the evaluation of complex
models. Maximum Likelihood Estimation is a full-information estimation method that
estimates parameters of all relationships in the model simultaneously As well as the
significance testing of hypotheses (Kline, 2010).The results of the path analysis of national
cultural, commitment to change and readiness to change showed in Figure2.
Power Distance
Individualism
& Collectivism
Uncertainty
Avoidance
Masculinity &
Femininity
Appropreitness
Readiness for
Change
ARC1 e21
ARC3 e23
ARC4 e24
.67
.74
.78
Affective
Commitment
to changeACC3e25
ACC4e26
ACC5e27
ACC6e28
.73
.60
.75
.74
Long Term
Orientation
ARC5 e31
.69
ARC6 e32
.66
ARC7 e33
.52
ARC10 e36
.63
ACC2e40
e41
e42
CMIN 543.658
DF 114
GFI .943
CFI .937
RMSEA .060
.46
.59
.50
.08
.43
.38
.28
ACC1e44
.50
.18
.26
.57
.59
.04
.03
.03
.01
.12
.14
.06
.03
.14
.11
-.19
-.02
.09
.31
.30
.35
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12. TESTING OF THE HYPOTHESES
Basing on the findings presented in Figure2 the hypothesis testing of the path model
can be summarized in the Table 1 as the following:
Table 1: Hypotheses Testing Results
N Hypothesis
Supported
or Not
supported
Result
H1
Power distance significantly related with
affective commitment to change
S
PDI and ACC= - .19,
p<.01, two-tailed
Uncertainty Avoidance significantly
related with affective commitment to
change
NS UAI and ACC= -.01
Individualism significantly related with
affective commitment to change
NS
IDV and ACC= .11,
p<.01, two-tailed
Masculinity significantly related with
affective commitment to change
S
MAS and ACC= .08,
p<.05 two-tailed).
Long-Term Orientation significantly
related with affective commitment to
change
NS LTO and ACC= .02
H2
Appropriateness Readiness to change
significantly mediating Power distance
and affective commitment to change
NS
No mediation between
PDI and ACC
Appropriateness Readiness to change
significantly mediating Uncertainty
Avoidance and affective commitment to
change
S
ARC significantly
mediating UAI and
ACC. Is .076.
While SERC failed
Appropriateness Readiness to change
significantly mediating Individualism
and affective commitment to change
S
ARC significantly
mediating IDV on ACC
is .095.
Appropriateness Readiness to change
significantly mediating Masculinity and
affective commitment to change
NS
No mediation between
MAS and ACC
Appropriateness Readiness to change
significantly mediating Long-Term
Orientation and affective commitment to
change
S
ARC significantly
mediating LTO on ACC
is .065.
H3
Appropriateness Readiness to Change
significantly related to affective
commitment to change
S
ARC significantly
related to ACC .59.
p<.05 two-tailed).
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13. DISCUSSION
The results of this investigation suggest that the national culture dimensions, (PDI,
IDV, MAS,) have significance relationship with affective commitment to change. National
culture dimensions, (IDV, UAI, and LTO) have significance relationship with affective
commitment to change through appropriateness readiness to change (ARC). These findings
can be discussed as the following points:
First: The independent variable PDI is strongly and negatively related to affective
commitment to change (regression coefficient = −.19, p<.001). According to the results of
this study, Qatar distinguished as low power distance culture, in contrast to Hofstede's results
1980 of the Arabic countries. The reason behind the negative relationship between PDI and
ACC is, as we previously explained, that affective commitment to change is defined as a
desire to provide support for the change based on a belief in its inherent benefits (Herscovitch
& Meyer (2002). The central concept of power distance is defined as "the extent to which the
members of a society accept that power in institutions and organizations is distributed
unequally" (Hofstede, 2001, p. 831). More precisely, it is the influence between a boss and a
subordinate in a hierarchy, as perceived by the subordinate, so that logically this concept can't
produce individual desire to support change, although this dimension consider low PDI but
still expressing the distance between high level and lower level of people.
Second: individualism is strongly and positively related to commitment to change (ACC)
(regression coefficient = .11, p<.001). As previously explained that Individualism is the
degree to which people in societies prefer to act as individuals rather than as members of
groups. The current study's findings suggest high IDV score in Qatar and according to
Hofstede (2001), the more economically developed countries, score closer to the individualist
end of this dimension. Hofstede (2001, p. 253) argues that increasing national wealth leads to
greater individualism because increased resources reduce dependence on the group.
Third: Masculinity MAS is significantly and positively related to affective commitment to
change ACC (regression coefficient = .11, p<.001). The analysis pertaining to the potential
influences of the cultural dimension of masculinity revealed that Qataris demonstrate low
level of masculinity, which means according to Hofstede 2001, Low MAS individuals of this
society works in order to live. Hofstede (2001) found that there was a negative correlation
between wealth, educational levels, age, and masculinity scores. As Hofstede (2001) has
indicated, masculinity scores drop as a population ages and becomes more prosperous. It's
well known that the tribal society system in Qatar increases femininity and consequently
strengthens the binds among people.
Fourth: Uncertainty avoidance was found to have no association with the degree of
commitment to change and it is worthy mentioned that the scored of Qatar with UAI value is
relatively high. Obviously, UAI refers to the extent that members of that culture feel
comfortable with unknown and to what extent the individuals deal with the uncertainty and
ambiguity in life (Hofstede, 2001). This findings in line with the previous literature (e.g.,
Geletkaycz, 1997; Shnieder, 1989; Robertson, Al-Khatib, & Al-Habib, 2002), values of high
uncertainty avoidance should be expected to lead to less willingness for embracing change.
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Fifth: LTO has no significance influence on affective commitment to change (ACC). The
findings of the current study describe the Qatar culture as low score based on Hofstede's
calculation guidelines for this dimension. Hofstede defined this dimension as “fostering of
virtue oriented towards future rewards, in particular, perseverance and thrift” (2001, p. 359).
The low LTO score indicates that the participants in the current sample value more
immediate gratification of their needs and have a much stronger focus on spending, analytic
thinking.
Sex: PDI was significantly and negatively related to ACC; unfortunately, readiness for
change unsuccessfully mediated the relationship between PDI and ACC.
Seven: Individualism IDV is significantly related to ACC through readiness to change ARC.
Moreover, people in individualist countries are more likely to look out for their self-interest.
In fact the literature clarified that ACC may affect individuals financially and may have
negative impact on their careers. Therefore employees would refrain from engaging in
resistance behaviors. Thus, individualist would likely exhibit higher levels of ARC and ACC.
Eight: Uncertainty avoidance was found to have strong and positive association with the
degree of commitment to change through the mediating variable ARC and it deserve to be
mentioned that in spite of the score of Qatar with UAI value is relatively high the mediation
relationship of UAI, ARC and ACC capable to overcome the negative direct influence of
UAI on ACC.
Nine: The result of the current study shows that the cultural dimension MAS has a non
significant influence on ARC.
Ten: the results of the current study reveals that long term orientation LTO couldn’t
influence directly ACC but when ARC mediate this relationship, we observed there is an
significant influence between LTO and ACC could be happen.
14. CONCLUSIONS
The motivation of this study was the lack of empirical evidence regarding the
relationship between national culture dimensions and readiness to change and commitment to
change. Using a well known Hofstede culture classification, this study validates the
importance of a cultural perspective in explaining employee support to change initiatives.
Another contribution of this research study was growing empirical base of literature on
culture and organizational change studies. The findings of this study support the previous
studies like Rangarajan (2004), who considers organizational readiness for change as a
condition impacted by a variety of organizational antecedent variables such as culture. The
results from data analysis show partial support for a relationship between national culture
dimensions and individual readiness to change as well as commitment to change. The
findings suggest that individualism practices have strongly encourage individual readiness
and commitment to change practices. The findings also pointed out that uncertainty
avoidance values increase levels of change phobia. Therefore, policy makers should establish
an institutional system to rationalize and systemize mechanisms that contribute to reveal the
ambiguity and make the change plans as clearer.
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Issue 1, July-December (2013)
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The findings of this study provide a diagnostic framework of the cultural determinants
of readiness and commitment to change. Therefore, organizational change leaders can use
these results to guide them in adopting a strategic perspective that concern the dominant
national culture to improve organizational change implementation. For example, societies
with high uncertainty avoidance practices should adopt long-term transformation programs
that emphasize institutional policies to improve the presence of uncertainty avoidance
practices.
In summary, predicting organizational behavior toward change using cultural values
is important for leaders of change initiatives. It also helps organizations adopt proper
strategies with regard to given cultural values in order to overcome the attitudes of resistance
to change.
15. LIMITATIONS AND FUTURE RESEARCH
The ability to generalize the findings is limited to the project context, where the data
of cultural values exclusive from Qatar state and usually the cultural values are limited to
certain region. Several items of national culture values were dropped due to their low-level
factor loading values for convergent validity. Replication of this research can be done with
using new dimensions of national culture and not restricted to Hofstede's five dimensions.
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