The document provides an overview of the logistics and transportation industry in India. It discusses key topics such as:
- The industry is expected to grow at a CAGR of 12-13% driven by growth in manufacturing, retail, FMCG and e-commerce.
- Major players in the industry include DHL, TNT, AFL, GATI and DTDC.
- The government plays an important promotion role through investments in infrastructure and implementing reforms like GST.
- Transportation contributes significantly to the Indian economy by enabling trade and providing millions of jobs.
- Emerging technologies like autonomous vehicles, drones and 3D printing will continue shaping innovations in the industry.
The document provides an overview of Pakistan Railways, including its history, routes, organizational structure, and current challenges. It traces the development of railways in Pakistan from the 19th century under British rule through independence in 1947. It describes domestic and international routes, the roles of the Ministry of Railways and general manager. It notes the decline of Pakistan Railways due to lack of investment, increasing costs, natural disasters, and poor condition of infrastructure and rolling stock. Privatization is proposed as a solution to address Pakistan Railways' financial problems.
This document provides an overview of the courier service company TCS (Tranzum Companies and Services) in Pakistan. It discusses TCS's history since being founded in 1983, its services both domestic and international, locations including in Bahawalpur, and competitors. The document also examines TCS using the GAPS model of service quality, finding that TCS has few gaps between customer expectations, company perceptions, service specifications and delivery due to efforts like market research, training, and new initiatives.
Layoffs, downsizing and restructuring January 2011Timothy Holden
This document provides an overview of layoffs, downsizing, and restructuring. It discusses definitions, implications of poor termination practices, meeting details for terminating employees, reactions to expect, communicating with remaining employees, termination letters, downsizing effects and reducing impact, outplacement services, separation/severance policies, career motivation issues for survivors, tackling survivor syndrome, layoffs in the US, avoiding common pitfalls, and concludes with case studies and questions.
This presentation discusses Pakistan's industrial policy during the Zia era from 1977-1988. It notes that this was a period of increased growth rates and an expanded role for the private sector. The industrial policy during this time specifically aimed to promote private sector-led growth through measures like denationalization, incentives for agro-based and small industries, export rebates, and deregulation of economic controls. However, the high growth rates were partly dependent on foreign inflows and public sector investments, and problems remained around efficiency, policy implementation, and illicit trade.
Pakistan Railways faces significant financial issues, with a deficit of over 26 billion rupees. The organization has old locomotives that are frequently out of service, outdated communication systems, and aged tracks. China is working with Pakistan Railways to modernize the fleet by providing 69 new locomotives and assembling others in Pakistan. However, restructuring and improved leadership are needed to turn the organization around through strategies like repairing engines, enhancing maintenance, and reducing costs.
TCI Express is headquartered in Gurugram, established in the year 1996 by the name of TCI XPS as a division of erstwhile Transport Corporation of India Ltd (TCIL) to cater to the express cargo logistics needs of its existing and potential customers.
The company has been separated from TCIL and renamed TCI Express Ltd effective from April 1, 2016, after positioning itself as an end to end express distribution specialist in a time-bound manner via surface transport.
This presentation provides an introduction and discusses its mission. It was presented by Fahad Haroon, student BM-254550, to instructor Miss Samreena. The presentation thanks the audience for their attention.
The document provides an overview of the logistics and transportation industry in India. It discusses key topics such as:
- The industry is expected to grow at a CAGR of 12-13% driven by growth in manufacturing, retail, FMCG and e-commerce.
- Major players in the industry include DHL, TNT, AFL, GATI and DTDC.
- The government plays an important promotion role through investments in infrastructure and implementing reforms like GST.
- Transportation contributes significantly to the Indian economy by enabling trade and providing millions of jobs.
- Emerging technologies like autonomous vehicles, drones and 3D printing will continue shaping innovations in the industry.
The document provides an overview of Pakistan Railways, including its history, routes, organizational structure, and current challenges. It traces the development of railways in Pakistan from the 19th century under British rule through independence in 1947. It describes domestic and international routes, the roles of the Ministry of Railways and general manager. It notes the decline of Pakistan Railways due to lack of investment, increasing costs, natural disasters, and poor condition of infrastructure and rolling stock. Privatization is proposed as a solution to address Pakistan Railways' financial problems.
This document provides an overview of the courier service company TCS (Tranzum Companies and Services) in Pakistan. It discusses TCS's history since being founded in 1983, its services both domestic and international, locations including in Bahawalpur, and competitors. The document also examines TCS using the GAPS model of service quality, finding that TCS has few gaps between customer expectations, company perceptions, service specifications and delivery due to efforts like market research, training, and new initiatives.
Layoffs, downsizing and restructuring January 2011Timothy Holden
This document provides an overview of layoffs, downsizing, and restructuring. It discusses definitions, implications of poor termination practices, meeting details for terminating employees, reactions to expect, communicating with remaining employees, termination letters, downsizing effects and reducing impact, outplacement services, separation/severance policies, career motivation issues for survivors, tackling survivor syndrome, layoffs in the US, avoiding common pitfalls, and concludes with case studies and questions.
This presentation discusses Pakistan's industrial policy during the Zia era from 1977-1988. It notes that this was a period of increased growth rates and an expanded role for the private sector. The industrial policy during this time specifically aimed to promote private sector-led growth through measures like denationalization, incentives for agro-based and small industries, export rebates, and deregulation of economic controls. However, the high growth rates were partly dependent on foreign inflows and public sector investments, and problems remained around efficiency, policy implementation, and illicit trade.
Pakistan Railways faces significant financial issues, with a deficit of over 26 billion rupees. The organization has old locomotives that are frequently out of service, outdated communication systems, and aged tracks. China is working with Pakistan Railways to modernize the fleet by providing 69 new locomotives and assembling others in Pakistan. However, restructuring and improved leadership are needed to turn the organization around through strategies like repairing engines, enhancing maintenance, and reducing costs.
TCI Express is headquartered in Gurugram, established in the year 1996 by the name of TCI XPS as a division of erstwhile Transport Corporation of India Ltd (TCIL) to cater to the express cargo logistics needs of its existing and potential customers.
The company has been separated from TCIL and renamed TCI Express Ltd effective from April 1, 2016, after positioning itself as an end to end express distribution specialist in a time-bound manner via surface transport.
This presentation provides an introduction and discusses its mission. It was presented by Fahad Haroon, student BM-254550, to instructor Miss Samreena. The presentation thanks the audience for their attention.
SilkBank uses a performance management system that involves force distribution, competitive grading on a percentage basis, and incentive brackets. The appraisal period is every 3 months, with goals set and progress discussed between supervisors and employees. Disagreements can be appealed to higher management. Analysis finds flaws in transparency and bias, while recommendations include making appraisals positive and goal-setting reinforcing. The conclusion is the system puts pressure on employees and the bank is planning to replace it with a balanced scorecard approach.
The EPCG (Export Promotion Capital Goods) scheme allows import of capital goods for manufacturing products for export without paying customs duty. Importers must export goods worth 6 times the duty saved within 6 years. Capital goods allowed include machinery, tools, and second-hand goods. The scheme promotes technological upgrades and exports. STPI (Software Technology Parks of India) and SEZ (Special Economic Zones) offer tax exemptions and infrastructure to boost software and overall exports. EPZs (Export Processing Zones) generate economic activity and jobs through fiscal incentives for export-oriented industries.
This document discusses the relationship between business process redesign, enterprise resource planning (ERP) systems, and organizational performance. It notes that while ERP systems can improve productivity through integration, they often require redesigning key business processes first to avoid failures from incompatibilities. Maintaining ERP systems after implementation and sharing knowledge about the systems can also positively impact business performance by amplifying these effects. However, organizational resistance and high costs are challenges that can be faced when aligning current processes with new ERP functionality.
This internship report summarizes Bahadar ali's 6-week internship at the Pakistan Tobacco Company Akora Khattak Factory. It includes:
1) An overview of PTC, including its history, vision, product lines, and SWOT analysis.
2) A description of the HR department and practices at PTC, including recruitment, selection, and the HR hierarchy.
3) A review of the supply chain function and departments at AKF, including Leaf, Green Leaf Threshing, Primary Manufacturing, and Secondary Manufacturing.
4) Details of Bahadar's assigned project on Managing Performance at PTC, including the purpose, current system, and recommendations.
MCB Islamic Bank Internship Report - UCP - 2019FaHaD .H. NooR
The document is an internship report for MCB Islamic Bank Limited. It includes sections on the organizational profile, departments, personal experiences, recommendations, and a comparison of theoretical versus practical knowledge. The key points are:
- The intern worked in the HR department's Learning & Development unit, performing tasks like updating training records and files.
- Main bank departments observed were HR, Finance, Internal Audit, IT, and Administration.
- Personal experiences included gaining skills like patience, teamwork, and learning office management. Problems identified included a lack of benefits and motivations for employees.
- Recommendations included converting to online banking, implementing a reward system, and adding curricular activities to relieve employee stress
The document is an internship report on foreign exchange activities and training of foreign exchange employees at Trust Bank Limited. It includes an introduction, organization profile, working experience, foreign trade activities, training and development, recommendations and conclusions. The report was prepared by Abdullah Al Majid for his internship and submitted to his lecturer Masnoon Salehin at Southeast University.
Pakistan railways provides an important mode of transportation in the farthest corners of country and bring them closer for business,sight seeing,pilgrimage and education.it has been a great integrating force and form the life line of the country by catering to its needs for large scale movement of people and freight.
The document provides a history and overview of the Karachi Stock Exchange (KSE) in Pakistan. It discusses that the KSE was established in 1947 and incorporated in 1949 with 5 initial listings. It introduces the KSE as Pakistan's largest stock exchange located in Karachi with over 700 listed companies as of 2010. The document outlines the KSE's vision, role in Pakistan's economy, listing regulations, fee schedule, major tradable instruments, and trading systems. It provides details on the KSE's trading platforms including T+3 settlement, provisionally listed counters, spot/T+1 transactions, and futures contracts.
This document discusses business process re-engineering (BPR). BPR is defined as fundamentally rethinking and radically redesigning business processes to achieve dramatic improvements in critical areas like cost, quality, and speed. It involves reinventing processes rather than automating existing ones. The goals of BPR include improving customer friendliness, effectiveness, and efficiency. BPR follows four steps: understanding the current process, inventing a new process, automation, and change management. It results in changes to work units, jobs, roles, and organizational structure. Critical success factors include top management commitment and a clear transformation vision, while failure can result from trying to fix rather than change processes.
The document analyzes the financing industry in Bangladesh using a PESTLE analysis. It finds that Bangladesh has low financial inclusion, with only 2.2 banking branches and 1.4 ATM booths per 100 square kilometers. Politically, inconsistent policies between ruling powers and misuse of power affect the industry. Economically, microfinancing increases rural purchasing power and mobile financing costs less than traditional channels. Socially, many people distrust banks and find opening accounts inconvenient, while mobile banking is seen as easier for money transfers. Technologically, rapid mobile growth enables the industry but also raises security and infrastructure issues. Legally, only bank-led mobile financing is approved, and transaction limits are in place. Environmentally, mobile financing
Strategic information system managementPragnya Sahoo
This document discusses the application of management information systems (MIS) at Honda Motor Company. It begins with an introduction to MIS and its importance in automobile companies. It then discusses how Honda uses various MIS applications like data collection, information management, production management, efficient communication, and resource management to support decision making across departments. The document also examines stakeholders of Honda like employees, vendors, and shareholders and the tangible and intangible benefits they receive from MIS. It concludes with recommendations for Honda to fully implement MIS to gain competitive advantages.
The NRB IT Policy outlines steps to ensure efficient and effective IT operations through implementing systems like FIS, MIS, ERP, RTGS and SSSS. It also details maintaining secure infrastructure, multi-level security, system audits, backup/recovery policies, and establishing a disaster recovery system with minimal downtime. The policy further addresses outsourcing, uniform infrastructure, providing IT directives to financial institutions, setting procurement standards, an IT code of conduct, and strengthening employee IT capacity building.
The document discusses the devaluation of the Pakistani rupee and its effects on the economy. It notes that the rupee lost about 30% of its value against the US dollar since 2008, hurting economic growth across sectors like agriculture, manufacturing, and IT. Devaluation increases the costs of imports and inflation while reducing the competitiveness of local industries. It can also increase the cost of external debt repayment, potentially leading Pakistan to seek more IMF loans. The document outlines several reasons for the rupee's devaluation and predicts continued instability and low GDP growth for Pakistan's economy in 2013.
Effectiveness of training and development among employees in private banksIAEME Publication
The document summarizes a study on the effectiveness of training and development among employees in private banks in Chennai, India. It discusses the objectives of analyzing training needs and methods to assess effectiveness. The research methodology included a sample of 108 employees surveyed using questionnaires. Data analysis methods like multiple regression, chi-square tests, and factor analysis identified factors that influence job improvement and effectiveness. The study found training to be significantly associated with improving employee knowledge, skills, and job performance.
Group 9's mission is to lead the engineering sector including railways by providing high quality and safety standards efficiently. Their vision is to achieve excellence in engineering, especially railways, and operate internationally.
Pakistan Railways was founded in 1886 and carries 65 million passengers annually. It faces problems like corruption, overcrowding, lack of investment, and natural disasters damaging infrastructure. Railways declined due to operational issues, mismanagement, politics, technical problems, and poor management leading to decreased revenues and increased costs. Implementing strategies like no excuses, no waste, just do it, act quickly, and achieve fast results could help improve Pakistan Railways.
The Performance Management Revisited AccentureAnkit Bharadwaj
Accenture revamped its employee performance management system (EPMS) in 2015 to focus on ongoing feedback rather than annual reviews. It eliminated stack rankings and bell curves in favor of regular check-ins between managers and reports. The new system aims to improve current performance, develop talent, and align goals with organizational objectives. Accenture worked with its internal IT team to develop an online tool to support the new performance approach and replace the prior system.
Ppt daewoo express pakistan by AbdulrehmanUsman Shafiat
- Daewoo Express was established in 1997 in Pakistan and has since expanded to serve over 60 destinations across multiple provinces with over 500 buses.
- Its vision is to be the preferred logistics company in Pakistan through trust, teamwork and integrity while benefiting all stakeholders.
- In addition to transportation, it offers services like online booking, cab services, rewards programs and prioritizes safety, security and customer satisfaction.
An presentation on Meezan bank Basic Information there products and services there history, Its board of directors it's PEST, SWOT and Financial Analysis of Year 2014 There Mission And Vision Statement there Core Values and there service Mission
The document provides an overview of human resource management practices at Adidas, including:
1) Recruitment and selection involves written and technical interviews as well as an HR interview to determine the best candidates. Adidas uses video interviews to screen applicants.
2) Employees receive orientation, training, and development opportunities through Adidas' Learning Campus which provides online and in-person resources. Trainee and internship programs also help develop skills.
3) Performance is managed through Adidas' "Go for Gold" system which focuses on leadership excellence, performance management, and talent management to identify high-potential employees.
A comprehensive Framework for Effective Change Management
by Mohamed Hassanein
A thesis presented in partial fulfillment of the requirements for the Degree of Master in Business and Administration
A Study on the Impact of Organizational Culture on Intention to Quit Among Wo...ijtsrd
Organisational culture has become a crucial element for organisational change and impacts the organisational performance. A company’s culture is a reflection of the company’s core value. The paper aims to understand the impact of organisational culture on intention to leave among working women in the education sector in Bangalore city. Education is recognized as a powerful means to create a sustainable society. Organizational culture operates on many layers the whole organization, departmental or team, as well as the individual. organizational culture is recognized primarily during times of crisis management instead of leveraging it to improve institutional and management performance. Quantitative primary data was collected using a questionnaire. 100 questionnaires were distributed to working women in certain parts of Bangalore city in the Educational sector out of which 70 usable questionnaires were returned with complete information. The data was analysed using Microsoft Excel and interpreted in the form of graphs and charts for presenting the results. Secondary data from existing articles, journals was also collected. The findings indicate that creating a conducive work environment is imperative so that employees can reach their full potential. Things like Better job role, working environment, work timings, reduce work pressure transportation facility staff support, salary with timely bonus, maternity benefits work from home option, appreciation and recognition for their work and income cases even provide mentoring were Suggestions given by the working women to improve the organisational culture. The benefits of having a good work environment benefits both the organisation and the employees. This ensures that the free environment make employees feel more relaxed without any burden of pressure. Organizational culture should reflect the company’s core value and bring success to the organisation. Ahana Ruth Pinto | Dr. Shubhra Rahul "A Study on the Impact of Organizational Culture on Intention to Quit Among Working Women in Educational Sector in Bangalore" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-6 , October 2020, URL: https://www.ijtsrd.com/papers/ijtsrd33677.pdf Paper Url: https://www.ijtsrd.com/management/organizational-behaviour/33677/a-study-on-the-impact-of-organizational-culture-on-intention-to-quit-among-working-women-in-educational-sector-in-bangalore/ahana-ruth-pinto
SilkBank uses a performance management system that involves force distribution, competitive grading on a percentage basis, and incentive brackets. The appraisal period is every 3 months, with goals set and progress discussed between supervisors and employees. Disagreements can be appealed to higher management. Analysis finds flaws in transparency and bias, while recommendations include making appraisals positive and goal-setting reinforcing. The conclusion is the system puts pressure on employees and the bank is planning to replace it with a balanced scorecard approach.
The EPCG (Export Promotion Capital Goods) scheme allows import of capital goods for manufacturing products for export without paying customs duty. Importers must export goods worth 6 times the duty saved within 6 years. Capital goods allowed include machinery, tools, and second-hand goods. The scheme promotes technological upgrades and exports. STPI (Software Technology Parks of India) and SEZ (Special Economic Zones) offer tax exemptions and infrastructure to boost software and overall exports. EPZs (Export Processing Zones) generate economic activity and jobs through fiscal incentives for export-oriented industries.
This document discusses the relationship between business process redesign, enterprise resource planning (ERP) systems, and organizational performance. It notes that while ERP systems can improve productivity through integration, they often require redesigning key business processes first to avoid failures from incompatibilities. Maintaining ERP systems after implementation and sharing knowledge about the systems can also positively impact business performance by amplifying these effects. However, organizational resistance and high costs are challenges that can be faced when aligning current processes with new ERP functionality.
This internship report summarizes Bahadar ali's 6-week internship at the Pakistan Tobacco Company Akora Khattak Factory. It includes:
1) An overview of PTC, including its history, vision, product lines, and SWOT analysis.
2) A description of the HR department and practices at PTC, including recruitment, selection, and the HR hierarchy.
3) A review of the supply chain function and departments at AKF, including Leaf, Green Leaf Threshing, Primary Manufacturing, and Secondary Manufacturing.
4) Details of Bahadar's assigned project on Managing Performance at PTC, including the purpose, current system, and recommendations.
MCB Islamic Bank Internship Report - UCP - 2019FaHaD .H. NooR
The document is an internship report for MCB Islamic Bank Limited. It includes sections on the organizational profile, departments, personal experiences, recommendations, and a comparison of theoretical versus practical knowledge. The key points are:
- The intern worked in the HR department's Learning & Development unit, performing tasks like updating training records and files.
- Main bank departments observed were HR, Finance, Internal Audit, IT, and Administration.
- Personal experiences included gaining skills like patience, teamwork, and learning office management. Problems identified included a lack of benefits and motivations for employees.
- Recommendations included converting to online banking, implementing a reward system, and adding curricular activities to relieve employee stress
The document is an internship report on foreign exchange activities and training of foreign exchange employees at Trust Bank Limited. It includes an introduction, organization profile, working experience, foreign trade activities, training and development, recommendations and conclusions. The report was prepared by Abdullah Al Majid for his internship and submitted to his lecturer Masnoon Salehin at Southeast University.
Pakistan railways provides an important mode of transportation in the farthest corners of country and bring them closer for business,sight seeing,pilgrimage and education.it has been a great integrating force and form the life line of the country by catering to its needs for large scale movement of people and freight.
The document provides a history and overview of the Karachi Stock Exchange (KSE) in Pakistan. It discusses that the KSE was established in 1947 and incorporated in 1949 with 5 initial listings. It introduces the KSE as Pakistan's largest stock exchange located in Karachi with over 700 listed companies as of 2010. The document outlines the KSE's vision, role in Pakistan's economy, listing regulations, fee schedule, major tradable instruments, and trading systems. It provides details on the KSE's trading platforms including T+3 settlement, provisionally listed counters, spot/T+1 transactions, and futures contracts.
This document discusses business process re-engineering (BPR). BPR is defined as fundamentally rethinking and radically redesigning business processes to achieve dramatic improvements in critical areas like cost, quality, and speed. It involves reinventing processes rather than automating existing ones. The goals of BPR include improving customer friendliness, effectiveness, and efficiency. BPR follows four steps: understanding the current process, inventing a new process, automation, and change management. It results in changes to work units, jobs, roles, and organizational structure. Critical success factors include top management commitment and a clear transformation vision, while failure can result from trying to fix rather than change processes.
The document analyzes the financing industry in Bangladesh using a PESTLE analysis. It finds that Bangladesh has low financial inclusion, with only 2.2 banking branches and 1.4 ATM booths per 100 square kilometers. Politically, inconsistent policies between ruling powers and misuse of power affect the industry. Economically, microfinancing increases rural purchasing power and mobile financing costs less than traditional channels. Socially, many people distrust banks and find opening accounts inconvenient, while mobile banking is seen as easier for money transfers. Technologically, rapid mobile growth enables the industry but also raises security and infrastructure issues. Legally, only bank-led mobile financing is approved, and transaction limits are in place. Environmentally, mobile financing
Strategic information system managementPragnya Sahoo
This document discusses the application of management information systems (MIS) at Honda Motor Company. It begins with an introduction to MIS and its importance in automobile companies. It then discusses how Honda uses various MIS applications like data collection, information management, production management, efficient communication, and resource management to support decision making across departments. The document also examines stakeholders of Honda like employees, vendors, and shareholders and the tangible and intangible benefits they receive from MIS. It concludes with recommendations for Honda to fully implement MIS to gain competitive advantages.
The NRB IT Policy outlines steps to ensure efficient and effective IT operations through implementing systems like FIS, MIS, ERP, RTGS and SSSS. It also details maintaining secure infrastructure, multi-level security, system audits, backup/recovery policies, and establishing a disaster recovery system with minimal downtime. The policy further addresses outsourcing, uniform infrastructure, providing IT directives to financial institutions, setting procurement standards, an IT code of conduct, and strengthening employee IT capacity building.
The document discusses the devaluation of the Pakistani rupee and its effects on the economy. It notes that the rupee lost about 30% of its value against the US dollar since 2008, hurting economic growth across sectors like agriculture, manufacturing, and IT. Devaluation increases the costs of imports and inflation while reducing the competitiveness of local industries. It can also increase the cost of external debt repayment, potentially leading Pakistan to seek more IMF loans. The document outlines several reasons for the rupee's devaluation and predicts continued instability and low GDP growth for Pakistan's economy in 2013.
Effectiveness of training and development among employees in private banksIAEME Publication
The document summarizes a study on the effectiveness of training and development among employees in private banks in Chennai, India. It discusses the objectives of analyzing training needs and methods to assess effectiveness. The research methodology included a sample of 108 employees surveyed using questionnaires. Data analysis methods like multiple regression, chi-square tests, and factor analysis identified factors that influence job improvement and effectiveness. The study found training to be significantly associated with improving employee knowledge, skills, and job performance.
Group 9's mission is to lead the engineering sector including railways by providing high quality and safety standards efficiently. Their vision is to achieve excellence in engineering, especially railways, and operate internationally.
Pakistan Railways was founded in 1886 and carries 65 million passengers annually. It faces problems like corruption, overcrowding, lack of investment, and natural disasters damaging infrastructure. Railways declined due to operational issues, mismanagement, politics, technical problems, and poor management leading to decreased revenues and increased costs. Implementing strategies like no excuses, no waste, just do it, act quickly, and achieve fast results could help improve Pakistan Railways.
The Performance Management Revisited AccentureAnkit Bharadwaj
Accenture revamped its employee performance management system (EPMS) in 2015 to focus on ongoing feedback rather than annual reviews. It eliminated stack rankings and bell curves in favor of regular check-ins between managers and reports. The new system aims to improve current performance, develop talent, and align goals with organizational objectives. Accenture worked with its internal IT team to develop an online tool to support the new performance approach and replace the prior system.
Ppt daewoo express pakistan by AbdulrehmanUsman Shafiat
- Daewoo Express was established in 1997 in Pakistan and has since expanded to serve over 60 destinations across multiple provinces with over 500 buses.
- Its vision is to be the preferred logistics company in Pakistan through trust, teamwork and integrity while benefiting all stakeholders.
- In addition to transportation, it offers services like online booking, cab services, rewards programs and prioritizes safety, security and customer satisfaction.
An presentation on Meezan bank Basic Information there products and services there history, Its board of directors it's PEST, SWOT and Financial Analysis of Year 2014 There Mission And Vision Statement there Core Values and there service Mission
The document provides an overview of human resource management practices at Adidas, including:
1) Recruitment and selection involves written and technical interviews as well as an HR interview to determine the best candidates. Adidas uses video interviews to screen applicants.
2) Employees receive orientation, training, and development opportunities through Adidas' Learning Campus which provides online and in-person resources. Trainee and internship programs also help develop skills.
3) Performance is managed through Adidas' "Go for Gold" system which focuses on leadership excellence, performance management, and talent management to identify high-potential employees.
A comprehensive Framework for Effective Change Management
by Mohamed Hassanein
A thesis presented in partial fulfillment of the requirements for the Degree of Master in Business and Administration
A Study on the Impact of Organizational Culture on Intention to Quit Among Wo...ijtsrd
Organisational culture has become a crucial element for organisational change and impacts the organisational performance. A company’s culture is a reflection of the company’s core value. The paper aims to understand the impact of organisational culture on intention to leave among working women in the education sector in Bangalore city. Education is recognized as a powerful means to create a sustainable society. Organizational culture operates on many layers the whole organization, departmental or team, as well as the individual. organizational culture is recognized primarily during times of crisis management instead of leveraging it to improve institutional and management performance. Quantitative primary data was collected using a questionnaire. 100 questionnaires were distributed to working women in certain parts of Bangalore city in the Educational sector out of which 70 usable questionnaires were returned with complete information. The data was analysed using Microsoft Excel and interpreted in the form of graphs and charts for presenting the results. Secondary data from existing articles, journals was also collected. The findings indicate that creating a conducive work environment is imperative so that employees can reach their full potential. Things like Better job role, working environment, work timings, reduce work pressure transportation facility staff support, salary with timely bonus, maternity benefits work from home option, appreciation and recognition for their work and income cases even provide mentoring were Suggestions given by the working women to improve the organisational culture. The benefits of having a good work environment benefits both the organisation and the employees. This ensures that the free environment make employees feel more relaxed without any burden of pressure. Organizational culture should reflect the company’s core value and bring success to the organisation. Ahana Ruth Pinto | Dr. Shubhra Rahul "A Study on the Impact of Organizational Culture on Intention to Quit Among Working Women in Educational Sector in Bangalore" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-6 , October 2020, URL: https://www.ijtsrd.com/papers/ijtsrd33677.pdf Paper Url: https://www.ijtsrd.com/management/organizational-behaviour/33677/a-study-on-the-impact-of-organizational-culture-on-intention-to-quit-among-working-women-in-educational-sector-in-bangalore/ahana-ruth-pinto
This document is the introduction chapter of a student's Master's thesis on identifying management culture among management professionals in Kerala, India. It provides background on organizational culture and defines culture from various perspectives. It discusses how culture influences managerial behavior and performance. It also describes how organizational culture unites employees, enables differentiation between organizations, generates commitment, sets norms and standards, and provides guidance. The introduction establishes that understanding organizational culture is important for managing change and reform within organizations.
This document provides an overview of changing organization culture in the Indian corporate world. It discusses factors such as leadership style, common language, organizational characteristics, and group boundaries that influence culture. It also describes how organizations distribute power and status, develop norms of intimacy and friendship, and implement rewards and punishments. The document aims to analyze reasons for changing organizational culture in India and methods adopted, such as effective leadership, training, and changing recruitment criteria.
Cultural Diversity among the Employees and its Effect in Organizational ClimateDr. Amarjeet Singh
Cultural diversity is a group of diverse individuals from different cultures or societies. The study is conducted to explore how manage workforce diversity and its consequences to the company’s existence as well as examine how companies’ deal with challenges that comes with employees from diverse cultural backgrounds. The study describe diversity challenges that can affect the working climate and conflict between the employees through the diversity .The result shows that cultural diversity plays an effective role in some companies however inadequate mentoring and guidance could cause a company low productivity. For this reason there is must be regular improvement in ways to effectively manage a cultural diverse in workforce as the world keeps advancing.
This document summarizes a study on the organizational culture of Symbiosys Technologies in Visakhapatnam, India. It was submitted by Sharmila Timmala in partial fulfillment of the requirements for a Bachelor of Business Administration degree under the guidance of Mrs. Rajeswari Eerni. The study assesses the existing organizational culture and its impact on employee behavior through surveys of 100 employees. It aims to provide an accurate assessment of the culture from employee perspectives and understand factors like employee relationships, feelings toward management, participation in decision-making, and motivations.
A Study on Influences of Organizational Culture at Golden Cashew Products, Po...ijtsrd
The main purpose of the study is to provide an impact over the organizational culture experienced by the employees. Organizational culture is a set of attitude and behavior adopted by the employees in the organization by various situations. Job satisfactions are related to the perceptions of their working environment. The main objective of the study is to find the significant difference between organizational culture and job satisfaction. Also, to retain the talented and efficient workforce in the organization and also to improve the organizational growth and environment. The study employed with stratified random sampling method. This research work is a survey to make use of sample about 80 employees drawn from the population of 100 employees. The major source of data used in this study is primary data and secondary data is collected by using questionnaire method. The research observed in the study is, there is no significant difference between the organizational culture and the job satisfaction. It is concluded that the employee job satisfaction did not play any role on how they worked in the culture that was followed by the organization. Ramya. K | Sowmia Devi. M | Sindhuja. K "A Study on Influences of Organizational Culture at Golden Cashew Products, Pondicherry" 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/ijtsrd29178.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29178/a-study-on-influences-of-organizational-culture-at-golden-cashew-products-pondicherry/ramya-k
The document discusses a study that assesses the impact of corporate culture on employee job performance in the Nigerian banking industry. It aims to determine if corporate culture affects employee performance and organizational productivity. The study uses surveys of employees at various levels from selected banks. The findings suggest that a majority of respondents agree that corporate culture influences both employee performance and organizational productivity. This supports the hypotheses that positive relationships exist between corporate culture, employee performance, and organizational productivity in Nigerian banks.
DIAGNOSING ORGANISATIONAL CULTURE BY USING OCAISiti Rizki
The document discusses organizational culture and introduces the Organizational Culture Assessment Instrument (OCAI) to diagnose culture. The OCAI is based on the Competing Values Framework which includes four main culture types: clan, adhocracy, market, and hierarchy. It involves assessing six key aspects of culture to determine an organization's current and preferred cultures. Understanding differences can provide insights for initiatives to improve performance by better aligning culture and goals.
What Determines the Capacity for Continuous Innovation in Social Sector Organ...iBoP Asia
This report summarizes findings from reviewing literature on organizational capacity for continuous innovation in social sector organizations. It develops an analytical model to understand how organizations generate, evaluate, adopt, and formalize new ideas internally or from external sources. The report identifies factors that can enable or inhibit innovation capacity, including organizational culture, leadership, knowledge management, and relationships with funders and communities. It notes that the capacity for continuous innovation in social organizations is underresearched. The report aims to inform further discussion and identify priority questions to guide future research in this area.
What Determines the Capacity for Continuous Innovation in Social Sector Organ...iBoP Asia
This report summarizes findings from reviewing literature on organizational capacity for continuous innovation in social sector organizations. It develops an analytical model capturing how organizations generate, evaluate, adopt, and formalize new ideas internally or from external sources. The report identifies factors that can enable or inhibit innovation capacity, including organizational culture, leadership, knowledge management, and relationships with funders and communities. It notes this topic is under-researched and calls for new research designs to address practical questions facing social organizations. The goal is to inform future research that can help organizations continuously innovate to address complex social problems.
AJIBM_(2015) Organizational Culture and Innovative Work Behavior - A Case Stu...Pim Van Dorp
This document summarizes a case study of an organizational culture assessment conducted at a manufacturer of packaging machines. The study aimed to investigate the current dominant organizational culture, level of innovative work behavior, and the preferred culture to enhance innovation. Employees perceived the current culture as a "market culture" focused on competitiveness and productivity. They reported being able to improve innovative work behavior, as shown by higher preferred scores. The preferred culture was a "family culture" emphasizing motivation and teamwork. While both family and market cultures can enhance innovation, only the market culture significantly correlated with innovative work behavior in this organization. A transition toward a more family culture is needed, but the market culture should still be preserved in the meantime.
Formal Report Rubric
OFTI 1130
Report Topic:
Criteria
Needs
improvement
Basic
Distinguished
PURPOSE
Understands author’s purpose – to provide data,
analyses, and conclusions.
Written appropriately for the intended audience.
0 5 10
INFORMATION
Maintained the topic throughout the report.
Selected important information about the topic.
Recognized key ideas to be paragraphed separately.
Used appropriate vocabulary. First-person pronouns
are only found in the Letter of Transmittal.
0 10 20
ORGANIZATION
Included three major divisions: front matter, body,
and supplementary parts.
Findings are presented logically and objectively.
First- second- and third-level headings are included.
Ended with conclusions or recommendations.
At least one visual aid is presented.
0 10 20
GRAMMAR
Uses topic specific terms.
Uses timeless present tense.
Grammar is appropriate and correct for the purpose –
it sounds authentic and important.
0 10 20
CONVENTIONS
Accurate spelling.
Accurate punctuation.
Accurate sentence structure.
Used correct formatting.
0 10 20
SOURCES
Three primary sources are cited.
Three secondary sources are cited.
Citations are found within the report and included in
the work cited portion.
0 10 20
Report Rubric Total Points:______/ 110
Comments:
RISK ANALYSIS OF IMPLEMENTING A DIVERSITY TRAINING PROGRAM IN THE WORKPLACE
Prepared for
Casey Emerich
Professor of Business Correspondence College of Dupage
Prepared by
Joseph Alfakhori
Student
College of Dupage
April 29, 2020
April 29, 2020
Casey Emerich
College of Dupage 425 Fawell Blvd.
Glen Ellen, IL 60137
Dear Professor, Emerich:
The following report, per the request of Mrs. Casey Emrich, in the syllabus for Business Correspondence, on January 20, contains an analysis of diversity training programs. American businesses spend more than $200 million annually on diversity training programs. The subsequent report will determine the validity of such programs
The research that is included, will be include topics such as:
· Types of diversity training
· Good aspects of diversity training
· Negative drawbacks of diversity training
Personal interviews and experience have been an invaluable resource in conducting this research. In addition, numerous books, journals and online articles aided in the research process. All of which can be found online or at the library.
I wish to thank you for the opportunity to conduct this research. Please contact me if additional information is needed, at [email protected] I can provide further research upon request.
Sincerely,
Joseph Alfakhori
Student
TABLE OF CONTENTS
LETTER OF TRANSMITTAL ....................................................................................................ii
FIGURES........................................................... ...
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.
A comperative study of organizational culture of sbi, icici, hdfc bankshweta mukherjee
This document is a mentoring report on the organizational culture of State Bank of India (SBI), ICICI Bank, and HDFC Bank. It includes an introduction to organizational culture, objectives of the study which are to study the current culture of the three banks and compare them to determine the best culture. The report will analyze data collected on the banks' cultures to draw inferences. It aims to generate information on the current work cultures and employees' perspectives within the banks.
Dissertation - Managing for sustainable employee engagement in the retail ind...Igor Velasco
ABSTRACT
Background: Even though employee engagement has attracted lots of attention, research shows that the number of engaged employees in the U.K. is far from ideal, 8% according to the CIPD (Alfes, Truss, Soane, Rees, & Gatenby, 2010). The concept of sustainable engagement approaches the topic based on the evidence that the positive outcomes produced by employee engagement are greater in the presence of high levels of well-being (Wright & Copranzano, 2000; Robertson, Birch, & Cooper, 2012). The “Managing for sustainable employee engagement” framework aims to serve as a tool for managers to identify those behaviours that promote both employee engagement and well-being (Lewis & Donaldson-Feilder, 2012).
Aims: To study the relationship between manager’s behaviours and employee engagement and well-being, using the “Managing for sustainable employee engagement” framework as a tool to measure management style. In addition, this study aims to add further validation to the framework as it is examined in the retail industry.
Methods: 82 team members of the fast food chain Pret A Manger completed a questionnaire measuring management style using the “Managing for sustainable employee engagement” questionnaire, engagement using the UWES-17 scale and well-being using the GHQ-12 scale.
Results: Results show a strong relationship between positive manager behaviours and high levels of both engagement and well-being. Results also show that well-being moderates the relationship between manager’s behaviours and engagement. The higher the levels of well-being are the stronger this relationship is.
Conclusions: Manager’s behaviours have a strong influence in the levels of employee engagement and well-being. Greater levels of employee engagement occur in the presence of well-being. It is necessary for managers and organizations to embed well-being in their engagement programmes for them to be successful.
Management thought & organizational behavior Shilpi Arora
Fields contributing to organizational behavior
Managers’ roles and functions
Organizational behavior in the context of globalization
Definition of management
Approaches to management: Classical, Behavioral, Quantitative
Management principles : Taylor, Weber, Fayol
Hawthorne studies
Workforce diversity
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Culture Diversity in Work Place and Organizational Performance A Seminar Paper on Change Management
1. Culture Diversity in Work Place and Organizational Performance
A Seminar Paper on Change Management
Submitted by:
Nishant Gupta
Model Purbanchal College
PU Regd. No: 112-2-3-000283-2021
Submitted to:
Office of the Dean, Faculty of Management
Purbanchal University, Biratnagar
Submitted in partial fulfillment of the seminar course requirement for the degree
of Masters of Business Administration (MBA)
June, 2022
Janakpur
2. II
DECLARATION
I Nishant Gupta declare that this seminar report entitled Communication and its role in
change management submitted in partial fulfillment of the MBA Degree, the Faculty of
Management, Purbanchal University is my original work carried out under the guidance
of Dr. Ashok Shah, and has not been submitted anywhere for the award of any other
degree or commercial purpose. In keeping with the ethical practice in reporting
scientific information, due acknowledgements have been made wherever the findings
of others have been cited.
-------------------------
Nishant Gupta
PU Regd. No: 112-2-3-000283-2021
3. III
ACKNOWLEDGEMENT
I would like to thank Dr. Ashok Shah, Faculty Mentor, for his guidance and support
during this process and my seminar reports committee members, for their
recommendations throughout the process. I would like to thank all my family and
friends for their love and support during this educational venture.
In this process of compiling this seminar report, I fell privileged to have the opportunity
to express my appreciation to Purbanchal University, Model Purbanchal College
Janakpur Dham for providing an opportunity to conduct this seminar as partial
fulfillment of MBA program.
I great fully acknowledge all the staff of library of Model Purbanchal College Janakpur
Dham, for making the literature available through different ways. I would also like to
thank librarians and staff of Model Purbanchal College, for their encouragement and
support during the entire period of my study.
4. IV
EXECUTIVE SUMMARY
Cultural diversity is what binds all groups of employees at all levels in a company.
Cultural diversity calls for a type of organizational culture where all members can
pursue their aspirations without being inhibited by gender, race, nationality or other
qualities that are irrelevant to performance. The importance of the need to have the
concept of managing diversity embraced by top managers has also been emphasized.
A statement concerning diversity should always refer to certain facets such as age,
gender, culture and disability. Scholars have not concentrated more on cultural diversity
in the workplace and how it affects organizational performance, hence creating a gap.
This study provides background knowledge on cultural diversity among employees at
the workplace and provides measures of organizational performance.
The study further brings out the study theories under theoretical review, which
comprises the resource-based theory, behavioral theories and competency theory. This
study reviewed various literatures on cultural diversity in the workplace and
organizational performance and found that cultural diversity in the workplace is a
formidable competitive weapon in an organization.
The study recommends that organizations should have proper cultural diversity
management since it enables an organization to achieve a competitive advantage, which
in turn influences organizational performance. In addition, the paper recommends that
organizations should effectively manage their cultural diversity. This is because it has
been established that cultural diversity influences organizational performance.
5. V
TABLE OF CONTENTS
DECLARATION.........................................................................................................II
ACKNOWLEDGEMENT........................................................................................ III
EXECUTIVE SUMMARY........................................................................................IV
TABLE OF CONTENTS............................................................................................ V
CHAPTER 1 INTRODUCTION................................................................................1
1.1 BACKGROUND OF THE STUDY ...................................................................................1
1.2 LITERATURE REVIEW .................................................................................................2
1.3 OBJECTIVES OF THE STUDY.......................................................................................5
1.4 ORGANIZATION OF THE PROJECT REPORT..................................................................5
CHAPTER 2: OBSERVATION AND FINDINGS....................................................6
2.1 OBSERVATIONS ..........................................................................................................6
2.2 FINDINGS ..................................................................................................................7
CHAPTER 3: CONCLUSIONS ................................................................................9
REFERENCES...........................................................................................................10
6. 1
CHAPTER 1 INTRODUCTION
1.1 Background of the Study
In today’s world, globalization has almost removed national boundaries, making labor
movement easy and further forced organizations to deal with people of diverse cultural
backgrounds. A multicultural workplace has made Human Resource Managers deal
with a set of new challenges as a result of much-needed changes in management
practices. The aspect of increasing diversity and heterogeneity is beneficial if it is
effectively managed. Diversity is quite an emergent field of research which began in
the 1960s during the anti-discrimination movements in the United States of America
(USA). Diversity began receiving attention in scientific literature in the 1990(Ayega &
Muathe, 2018).
However, constructs need to be defined conceptually or constitutively since they are
ideas that help to organize a domain of study, else it will be impossible in generation of
knowledge in the domain under study. In today’s corporate world, customers are putting
consideration on the speed of delivery of solution as one of the key components in
determining a solution provider. Therefore, industries, regardless of their field, start to
search for new methods of boosting the performance of the organization and for
developing solutions to the challenges faced by their businesses. For this reason,
organizations are thinking around the inclusion of workforce diversity against the
monolithic structures that have traditionally been in place(Tamunomiebi & John-Eke,
2020).
In many states, staffs comprise people of different nationalities, cultures, generations
and genders. Countries like Singapore have been positioned as being attractive foreign
investment destinations because of their mature and experienced workforce as a result
of multiculturalism. There is a range of opportunities created by the mix of
competencies resulting from a broad diversity(Kundu & Mor, 2017). Therefore, this
workforce diversity is considered as a valuable component for building contact with
businesses from all corners of the world and for making it possible for foreign groups
to engage their business within their locations. In a similar way that the performance of
an organization is massively influenced by the performance of one employee, the
7. 2
positive outputs of a diverse workplace force at the staff level would also be intrinsic
as well as an extrinsic motivational factor for the staff. This would hence boost staff
participation. It is on the basis of this that organizations pay close attention to the staff’s
attitude acquired through individual experience while interacting with workforce
diversity at the workplace, with reference to age, gender and ethnicity in their
organizational setting. Research done by past scholars portrays diversity as beneficial
to performance under facilitating context; on the other hand, it is detrimental under
obstructing context (Mecheo, 2016).
On this basis, numerous studies give the status of diversity in the workplace
environment. An attempt is also being carried out to point out potential solutions that
staff consider would boost the benefit of workplace force diversity to the next level.
When organizations comprehend the advantages of diversity, work put constrain turns
into a vital resource and when overseen well, could likewise encourage the
organization’s prosperity(Cox & Blake, 1991). A few organizations measure
performance by evaluating the stewardship of the best administration or how effective
the organization uses its assets to create a benefit.
Since the period considered is typically short, these measures can be translated as
markers of how all-round fitted the organization is to current conditions. Others
measure performance in view of the overarching cost of an organization’s stock. The
productive markets speculation expresses that the stock cost increased by the quantity
of offers is the best accessible gauge of the genuine estimation of an organization. A
few examinations have demonstrated that group heterogeneity affected performance
relying upon the measure of heterogeneity chosen (Suharnomo, 2017).
1.2 Literature review
There are several theories that explain how cultural diversity in the workplace would
ensure organizational performance. This paper is based on the following three theories
that underpin the study: resource-based view, behavioral theories and competency
theory(Ogbo, Anthony, & Ukpere, 2014). The theory was advanced by Penrose, who
viewed a firm as a bundle of resources and argued that it is the heterogeneity of
resources that give each firm its unique character. The focus therefore is on the assets
of the firm and specifically people, since they have been viewed as being vital in the
8. 3
attainment of sustainable competitive advantage. Asset-Based View of the firm, is
therefore established on the conviction that organizations inside an industry direct
heterogeneous considered assets. Assets are for the most part resources, capacities,
organizational procedures, firm properties, data, information, and so forth controlled by
a firm that empower the firm to catch and actualize systems that propel its productivity
and adequacy(Mateescu, 2017).
Expressed in an unexpected way, assets are the qualities that enable firms to actualize
their procedures. As indicated by the Resource Based View certain benefits with
specific highlights will prompt legitimate preferred standpoints. In any case, an asset-
based view procedure can’t convey upper hand without being operationalized.
Operationalization implies a formalization of the hypothesis’ thoughts and ideas into
pertinent models, which empower all phases of technique detailing and basic leadership.
The operationalization of hypothesis is key since it directs managers in their asset-based
procedure execution(Atiyah, 2016). In Penrose’s view, the administration’s part is two-
fold: the organization of assets, and administration as an asset parse, taking the
supposition that managers convey and procure administrative assets and capacities.
Both are firmly related on the grounds that administrators as assets render
administrations for the administration of different assets. Likewise, the critical part of
managers is instructed by the view that with respect to every different sort of beneficial
administrations, administrative administrations are the main sort which each firm, on
account of its exceptional nature as an authoritative association(Mazur, 2010).
A firm has an unobtrusive favorable position or competitive advantage over another
firm when this preferred standpoint isn’t being acknowledged by any contender. In
analyzing sources of competitive advantage, the Asset-Based View has two
assumptions. Firstly, a firm within an industry may be heterogeneous with respect to
the strategic resources it controls. Secondly, the model assumes that these resources
may not be perfectly mobile across firms, and thus heterogeneity can be long lasting.
The asset-based model of the firm examines the repercussions of these two suppositions
for the analysis of sources of sustained competitive advantage.
Operative resource-based models should provide guidelines for resource identification
and selection and address the dynamic aspect of bundling resources. Hence, they have
9. 4
to face biases and errors arising from uncertainty, complexity, and organizational
conflicts. Resource-based models support strategy design by providing operative tools
that make it possible to trace consequences of different strategies. Therefore,
operational resource-based models should “reveal flaws and inconsistencies in
proposals that might not otherwise come to light until the proposals are implemented
and under way”. To do this, operative resource-based models must embody four
characteristics: provide guidelines to identify and select valuable resources, portray the
resources’ intrinsic endowment dynamics, depict how managerial policies affect
resource management and have the ability to trace consequences of potential strategies
over time. The resource-based view distinguishes two variables that determine whether
a resource is strategic or not: the imitability of a resource and imperfect mobility,
contribute to the uniqueness of a resource and with this uniqueness to a potential
sustained competitive advantage(BARAK & Travis, 2010).
When a resource can be imitated by a current or potential competitor, the firm loses the
opportunity to gain a sustained competitive advantage. In other words, the company
loses uniqueness. Imitability can be impeded by the following three factors: unique
historical conditions. A leading company in technology development may be too large
to be overtaken by potential and current competitors. This is because the leading
company is more knowledgeable and developed and therefore, these potential and
current competitors are probably not able to overtake the company. Causal ambiguity
occurs when imitators do not know what to imitate, because they cannot draw a causal
relation between the success of the “successful” firm and the actions of that firm. Social
complexity arises when resources can be socially complex in a way that other firms are
not able to manage and influence these resources themselves. Examples of social
complexity include a firm’s organization culture and social networks(Nguyen, Yadav,
Pande, Bhanot, & Hasan, 2022).
Imperfect mobility occurs when a resource that can be bought by another firm on a
market cannot result in a competitive advantage. For example, a machine that can be
bought on a market by firms cannot be unique for one of the buyers of that machine.
Examples of resources that can be unique are property rights and reputation; other firms
on a market cannot buy these unique resources. An abstract form of immobility is
imperfect mobility. Imperfect mobility makes certain resources more valuable to one
10. 5
firm compared to another firm. An example could be a product developer in a product-
developing team. The value of the product developer separates from the product
developing team is lower than the value within his team. So, when a competitor is
interested to “buy” the product developer, he or she will be of less worth to the
competitive firm since he or she performs best in the product-developing team of the
current firm.
1.3 Objectives of the Study
The Objective is derived from existing problem and significance of the study. The main
objective is to investigate the relationship between role of communication in change
management. In Specific terms, the objective, as follows:
To study culture diversity in different work place
To study organizational performance by difference culture diversity.
1.4 Organization of the Project Report
In the first chapter introduction considered back ground of the study, Literature review,
objective of the study and organization of the project reports, then we describe chapter
two observation and finding in current scenario and last chapter three conclusion have
summarizes the entire reports and presents the recommendations has been discussed.
The this is follow by the reference and appendix.
11. 6
CHAPTER 2: OBSERVATION AND FINDINGS
2.1 Observations
Various studies have been reviewed which established how workplace diversity affects
organizations. Workplace diversity is the topic of this study. This study looks at the
effects of workforce diversity and how it affects the presence of organizations and how
its arrangement and challenges from different social foundations experienced by
employees affect organizational performance. Therefore, the main purpose of the study
was to find out how workplace diversity adds to the success of the organization. To
collect the required information for this theory, the researcher has for the most part
utilized the present material that contains Human Resource Management research
gaps(Mateescu, 2017).
Subjective research technique has been utilized to accumulate and investigate the
information on the organizations. To answer the examination question and additionally
acquire viable and significant data on each organization, the creator directed a meeting
in three of the organizations, and assembled data on the web on two of the organizations.
The outcome demonstrates that workplace diversity assumes a compelling part in a few
organizations. However, lack of coaching and direction could cause low profitability in
an organization. Thus, there must be customary change in approaches to viably deal
with a diverse workforce as the world continues progressing. determined workplace
diversity administration impacts on execution of human asset administration in the
Ministry of Health. The examination assessed literature from hypothetical and
empirical reviews that considers last traces of the calculated structure of model(Nguyen
et al., 2022).
This study takes perspective of interpretive and constructionist as its philosophical
position. This has prompted the decision of leading a subjective research approach with
blended technique that is a mix of both the deductive and inductive methods of
gathering information. The exploration is directed through various contextual
investigation outlines with semi-organized meetings as the method for increasing
observed information. These meetings have been directed on seven organizations inside
that speaks to various sorts of businesses inside this area. As it appears in this
12. 7
investigation, social diversity is seen emphatically and figured out on how to
accomplish cooperative energy inside the organizations in. The organizations trust that
while keeping in mind the end goal is to create and increase upper hand, they have to
suit to social diversity and make a climate that is open and adaptable. Still, the greater
part of the organizations does not have the all-encompassing perspective as they neglect
to express diversity at the vital level and thus in all measurements of the organization
This examination has taken a subjective, exploratory, outline as a contextual
investigation, which was the most suitable approach for this sort of research in light of
the fact that the utilization of proficient administration of social diversity is a social
marvel, which has turned out to be progressively powerful, as the world has kept on
globalizing(Mecheo, 2016).
Holes and inconsistencies and in addition similitudes were found between the writing
audit and the essential information, which is taken a gander at long in the discourse and
conclusion sections. In light of the discoveries in this thesis, the scientist has formulated
a model that structures the most vital components in successfully dealing with a socially
diverse workforce. It is known as the 3As of successfully dealing with a socially diverse
workforce to Act, Acknowledge and Accredit. A standout amongst the hugest
discoveries was that while culture matters, it appears it is most critical to become more
acquainted with and comprehend the person to adequately lead them towards
accomplishing the group objectives(Tamunomiebi & John-Eke, 2020).
2.2 Findings
This reports have reviewed literature on the concepts and found that cultural diversity
in the work- place is a formidable competitive weapon in the organization. In addition,
cultural diversity affects all other organizational functions and hence has become a
subject of interest to all levels of management in an organization. Further, the paper has
established that cultural diversity is an intangible and difficult to imitate asset of an
organization comprised of useful information that other people have no access to and
are incapable of using. Creating diversity management involves making decisions and
coordinating activities facilitating the actual processes of creating core benefit for the
organizational performance.
13. 8
Value creating processes take place both inside an organization and in its external
environment in collaboration with business partners and suppliers. From the review of
the paper, the literature suggests that there is a positive relationship between cultural
diversity in the workplace and organizational performance. However, there are several
unexplored questions to be answered. It would be useful to research the relationship
between managers’ view on cultural diversity and its influence on management of
cultural diversity. The reason and the causes of no representation or poor representation
in terms of equality instead need to be further studied. Finally, the relationship between
positive and negative effects of cultural diversity needs to be studied in relation to the
different cultures represented in an organization.
14. 9
CHAPTER 3: CONCLUSIONS
The objective of this paper is to determine cultural diversity in the workplace and its
influence on organizational performance. It is clear that demographic profiles that
include age, gender and ethnicity do affect performance of employees in an
organization. The differences that are evident in organization culture, human resource
practices, nature of work and business strategies mostly impact the variable of
employee performance, which varies from one company to another. So as to improve
knowledge, interaction of organizational culture and national environment, it is
necessary to compare the effects of workforce diversity of the same organizations that
are situated in different countries.
Cultural diversity is further categorized as a primary dimension based on the different
definitions of culture that are found. In connection to this, how cultural diversity could
affect organizations is presented in terms of how it can be beneficial in certain situations
and problematic in others, both in terms of difficulties but also through conflicts. From
the literature review, this paper recommends that organizations should have proper
cultural diversity management since it enables organizations to achieve a competitive
advantage, which in turn influences their performance. In addition, organizations
should effectively manage their cultural diversity. This is because it has been
established that cultural diversity influences organizational performance.
15. 10
REFERENCES
1) Atiyah, L. A. R. (2016). The relationship between the diversity of employees
and organizational performance. Cross-Cultural Management Journal, 18(02),
151-163.
2) Ayega, E. N., & Muathe, S. (2018). Critical review of literature on cultural
diversity in the work place and organizational performance: A research agenda.
Journal of Human Resource Management, 6(1), 9-17.
3) BARAK, M. E. M., & Travis, D. J. (2010). Diversity and organizational
performance. Human Services as complex Organizations. Los Angeles ua, 341-
378.
4) Cox, T. H., & Blake, S. (1991). Managing cultural diversity: Implications for
organizational competitiveness. Academy of Management Perspectives, 5(3),
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