This paper examined how democratic leadership style impacts on industrial relations atmosphere of some selected oil servicing firms in Port Harcourt. In line with the purpose of this paper as stated, the population of this study comprises of 761employees of some selected oil servicing firms in Port Harcourt. Taro Yamene sample size determination formula was used to determine the sample size. The objective of this study is to assess the relationship between democratic leadership styles and its impacts on industrial relations atmosphere. Questionnaire were the major instruments used in gathering primary data which were analyzed using regression analyses. The study found that democratic leadership style can achieve improvement along the terms of industrial relation atmosphere with more emphases on industrial harmony, if leaders are able to improve on the level of industrial relations peace or unity within the oil servicing firms in port Harcourt, we recommends that in order for firms to maintain their attractiveness in the industry, they must have be conscious the different leadership style available and be sure in applying it in different situation as things transpires within the industry. Ake, Okechukwu "Democratic Leadership Styles and Industrial Relations Atmosphere of Some Selected Oil Servicing Firms in Port Harcourt" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-6 , October 2021, URL: https://www.ijtsrd.com/papers/ijtsrd47616.pdf Paper URL : https://www.ijtsrd.com/management/management-development/47616/democratic-leadership-styles-and-industrial-relations-atmosphere-of-some-selected-oil-servicing-firms-in-port-harcourt/ake-okechukwu
Factors Affecting Work Motivation of Official Credit Staff in Ham Thuan Bac D...ijtsrd
This study inherits and develops the Kovach model 1987 , also references researches related to employee motivation to find out factors affecting the work motivation of staff working at official credit institutions in Ham Thuan Bac district, Binh Thuan province. Research data are collected from 176 employees working at official credit institutions by convenient sampling. Applying exploratory factor analysis and multivariate linear regression, the study has demonstrated impacting factors to employee motivation. They include learning and promotion opportunities, income and benefit, care and recognition, working environment, leadership style, nature of work, workplace relationship, empowerment, and job stability. Especially, the factor of learning and promotion opportunities has the most influence on the working motivation of official credit employees in Ham Thuan Bac district, Binh Thuan province. Nguyen Truong Thuan | Nguyen Quoc Nghi | Dinh Hoang Anh Tuan "Factors Affecting Work Motivation of Official Credit Staff in Ham Thuan Bac District, Binh Thuan Province" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-6 , October 2021, URL: https://www.ijtsrd.com/papers/ijtsrd47529.pdf Paper URL : https://www.ijtsrd.com/management/organizational-behaviour/47529/factors-affecting-work-motivation-of-official-credit-staff-in-ham-thuan-bac-district-binh-thuan-province/nguyen-truong-thuan
An empirical assessment on job satisfaction of public knowledge employees in ...Alexander Decker
This document summarizes a study on job satisfaction among public knowledge employees in Bangladesh. The study surveyed 64 employees from agricultural research institutions and universities. It assessed levels of job satisfaction across 8 dimensions: pay, promotion, security, supervision, benefits & rewards, work ability & operating procedure, co-workers and nature of works. The major finding was that job satisfaction among these public employees was significantly dependent on work motivation and fair treatment. The document provides context on the importance of studying job satisfaction and reviews previous literature on defining and measuring job satisfaction.
This document provides an overview of human resource performance at automobile industries in India. It discusses how major automobile manufacturers recruit and train workers to improve performance. The study uses questionnaires and statistical analysis to examine perspectives of both employers and employees. It also reviews literature on the relationship between strategic human resource management and firm performance, and the role of HR functions in developing employee skills and aligning with business objectives. Key factors influencing worker performance are identified as social life, community, family, values, and work environment.
Perceived Factors of Performance Effectiveness of Academic Heads in Public Se...IJSRED
This document summarizes a research study that examined perceived factors affecting the performance effectiveness of academic heads in public secondary schools in Southeast Nigeria. The study used a questionnaire to collect data from 723 academic heads on factors like personnel involvement in decision-making, incentives, and in-service training. The results found that these factors had a significant relationship with performance effectiveness. It was recommended that schools provide more facilitative training for teachers and implement an appropriate reward system to improve motivation and commitment.
Dimensions and Characteristics of Organizational Behavior Impact and Competit...ijtsrd
The study of organizational behavior gives insight into how staff members behave and perform in the work environment. It helps us develop an understanding of the facets that can motivate staff members, enhance their efficiency, and help organizations establish a solid and also trusting relationship with their staff members. Human actions are inherent in each person which indicates his features, his way of behaving as well as assuming are his very own attributes while business actions are a group or company society special of each very own felt and also done. The study of Organizational Behavior OB is really intriguing as well as challenging too. It is related to individuals, a team of individuals collaborating in teams. The research ends up being a lot more challenging when situational factors connect. The research of organizational behavior connects to the expected behavior of an individual in the organization. No two individuals are likely to behave in the same manner in a certain work circumstance. It is the predictability of a supervisor concerning the expected behavior of an individual. There are no absolutes in human behavior. It is the human variable that is contributing to the performance hence the study of human practices is very important. Great value consequently must be affixed to the study. Dr. J. Jose Prabhu "Dimensions and Characteristics of Organizational Behavior: Impact and Competitive Advantage" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-3 , April 2020, URL: https://www.ijtsrd.com/papers/ijtsrd30632.pdf Paper Url :https://www.ijtsrd.com/management/organizational-behaviour/30632/dimensions-and-characteristics-of-organizational-behavior-impact-and-competitive-advantage/dr-j-jose-prabhu
11.the impact of leadership on project performanceAlexander Decker
The document discusses a study on the impact of leadership on project performance. It analyzes leadership factors of human resource (HR) planning and their effects on project performance. Data was collected through questionnaires from employees working on a joint project in Pakistan. Statistical analysis found leadership to have a positive correlation with project performance. Specifically, results showed employee motivation was correlated with both leader motivation and leadership style. The study concludes that HR planning factors like leadership can significantly improve project performance when integrated with project goals.
THE EFFECT OF ORGANIZATIONAL CULTURE, JOB SATISFACTION AND COMPENSATION MEDIA...SyamsirAbduh2
This study aims to analyze the direct and indirect effect of organizational culture, job satisfaction, and compensation, mediated by motivation on Woman Navi’s performance at the Indonesian Navy Headquarters. Data were collected form 285 samples taken form 607 populations, determined using the Krejcie Table. In this research to measure performance variables from the side proportion of Woman Navi’s femininity and the performance of three aspects called the basic Tripola of TNI soldiers. The findings of the research showed that organizational culture, job satisfaction and compensation have a positive and significant effect on Woman Navi’s performance at the Indonesian Navy Headquarters, both direct effect and indirect effect mediated by motivation.
Plomp et al. (2016) - Career Competencies and Job Crafting: How proactive Emp...Jos Akkermans
This study examines how proactive employees influence their well-being through job crafting and career competencies. The study found that proactive personality was positively related to both job crafting and career competencies. Job crafting and career competencies were both found to mediate the positive relationship between proactive personality and employee well-being, as measured by job satisfaction and perceived health. The findings suggest that proactive employees can enhance their well-being through both proactively shaping their job duties and developing career-related skills and abilities.
Factors Affecting Work Motivation of Official Credit Staff in Ham Thuan Bac D...ijtsrd
This study inherits and develops the Kovach model 1987 , also references researches related to employee motivation to find out factors affecting the work motivation of staff working at official credit institutions in Ham Thuan Bac district, Binh Thuan province. Research data are collected from 176 employees working at official credit institutions by convenient sampling. Applying exploratory factor analysis and multivariate linear regression, the study has demonstrated impacting factors to employee motivation. They include learning and promotion opportunities, income and benefit, care and recognition, working environment, leadership style, nature of work, workplace relationship, empowerment, and job stability. Especially, the factor of learning and promotion opportunities has the most influence on the working motivation of official credit employees in Ham Thuan Bac district, Binh Thuan province. Nguyen Truong Thuan | Nguyen Quoc Nghi | Dinh Hoang Anh Tuan "Factors Affecting Work Motivation of Official Credit Staff in Ham Thuan Bac District, Binh Thuan Province" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-6 , October 2021, URL: https://www.ijtsrd.com/papers/ijtsrd47529.pdf Paper URL : https://www.ijtsrd.com/management/organizational-behaviour/47529/factors-affecting-work-motivation-of-official-credit-staff-in-ham-thuan-bac-district-binh-thuan-province/nguyen-truong-thuan
An empirical assessment on job satisfaction of public knowledge employees in ...Alexander Decker
This document summarizes a study on job satisfaction among public knowledge employees in Bangladesh. The study surveyed 64 employees from agricultural research institutions and universities. It assessed levels of job satisfaction across 8 dimensions: pay, promotion, security, supervision, benefits & rewards, work ability & operating procedure, co-workers and nature of works. The major finding was that job satisfaction among these public employees was significantly dependent on work motivation and fair treatment. The document provides context on the importance of studying job satisfaction and reviews previous literature on defining and measuring job satisfaction.
This document provides an overview of human resource performance at automobile industries in India. It discusses how major automobile manufacturers recruit and train workers to improve performance. The study uses questionnaires and statistical analysis to examine perspectives of both employers and employees. It also reviews literature on the relationship between strategic human resource management and firm performance, and the role of HR functions in developing employee skills and aligning with business objectives. Key factors influencing worker performance are identified as social life, community, family, values, and work environment.
Perceived Factors of Performance Effectiveness of Academic Heads in Public Se...IJSRED
This document summarizes a research study that examined perceived factors affecting the performance effectiveness of academic heads in public secondary schools in Southeast Nigeria. The study used a questionnaire to collect data from 723 academic heads on factors like personnel involvement in decision-making, incentives, and in-service training. The results found that these factors had a significant relationship with performance effectiveness. It was recommended that schools provide more facilitative training for teachers and implement an appropriate reward system to improve motivation and commitment.
Dimensions and Characteristics of Organizational Behavior Impact and Competit...ijtsrd
The study of organizational behavior gives insight into how staff members behave and perform in the work environment. It helps us develop an understanding of the facets that can motivate staff members, enhance their efficiency, and help organizations establish a solid and also trusting relationship with their staff members. Human actions are inherent in each person which indicates his features, his way of behaving as well as assuming are his very own attributes while business actions are a group or company society special of each very own felt and also done. The study of Organizational Behavior OB is really intriguing as well as challenging too. It is related to individuals, a team of individuals collaborating in teams. The research ends up being a lot more challenging when situational factors connect. The research of organizational behavior connects to the expected behavior of an individual in the organization. No two individuals are likely to behave in the same manner in a certain work circumstance. It is the predictability of a supervisor concerning the expected behavior of an individual. There are no absolutes in human behavior. It is the human variable that is contributing to the performance hence the study of human practices is very important. Great value consequently must be affixed to the study. Dr. J. Jose Prabhu "Dimensions and Characteristics of Organizational Behavior: Impact and Competitive Advantage" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-3 , April 2020, URL: https://www.ijtsrd.com/papers/ijtsrd30632.pdf Paper Url :https://www.ijtsrd.com/management/organizational-behaviour/30632/dimensions-and-characteristics-of-organizational-behavior-impact-and-competitive-advantage/dr-j-jose-prabhu
11.the impact of leadership on project performanceAlexander Decker
The document discusses a study on the impact of leadership on project performance. It analyzes leadership factors of human resource (HR) planning and their effects on project performance. Data was collected through questionnaires from employees working on a joint project in Pakistan. Statistical analysis found leadership to have a positive correlation with project performance. Specifically, results showed employee motivation was correlated with both leader motivation and leadership style. The study concludes that HR planning factors like leadership can significantly improve project performance when integrated with project goals.
THE EFFECT OF ORGANIZATIONAL CULTURE, JOB SATISFACTION AND COMPENSATION MEDIA...SyamsirAbduh2
This study aims to analyze the direct and indirect effect of organizational culture, job satisfaction, and compensation, mediated by motivation on Woman Navi’s performance at the Indonesian Navy Headquarters. Data were collected form 285 samples taken form 607 populations, determined using the Krejcie Table. In this research to measure performance variables from the side proportion of Woman Navi’s femininity and the performance of three aspects called the basic Tripola of TNI soldiers. The findings of the research showed that organizational culture, job satisfaction and compensation have a positive and significant effect on Woman Navi’s performance at the Indonesian Navy Headquarters, both direct effect and indirect effect mediated by motivation.
Plomp et al. (2016) - Career Competencies and Job Crafting: How proactive Emp...Jos Akkermans
This study examines how proactive employees influence their well-being through job crafting and career competencies. The study found that proactive personality was positively related to both job crafting and career competencies. Job crafting and career competencies were both found to mediate the positive relationship between proactive personality and employee well-being, as measured by job satisfaction and perceived health. The findings suggest that proactive employees can enhance their well-being through both proactively shaping their job duties and developing career-related skills and abilities.
Akkermans & Tims (2016) - Crafting your Career: How Career Competencies Relat...Jos Akkermans
This study examines whether career competencies can enhance subjective career success in terms of perceived employability and work-home balance through job crafting behaviors. The results showed that job crafting mediated the positive relationship between career competencies and both internal and external perceived employability as well as work-home enrichment. However, career competencies were also positively related to work-home interference through job crafting. The findings suggest that career competencies and job crafting can help employees achieve better career success by improving their employability and work-home balance.
This study examines the relationship between transformational leadership, affective commitment, and employee turnover intention in Ghanaian savings and loans companies. The researchers hypothesized that affective commitment would mediate the relationship between transformational leadership and employee turnover intention. Using structural equation modeling on employee survey data, they found that affective commitment fully mediated the impact of transformational leadership on employee turnover intention. Specifically, transformational leadership increased affective commitment, which in turn decreased employees' intentions to leave their jobs. This suggests that affective commitment is the mechanism through which transformational leadership influences employee retention in the Ghanaian context.
Utilizing teams for high performance in nigerian universitiesAlexander Decker
This document summarizes a study on utilizing teams for high performance in Nigerian universities. The study investigated the effects of worker commitment to teamwork on performance and the relationship between teamwork and skill enhancement at the University of Nigeria, Enugu Campus. A sample of 355 staff completed questionnaires on teamwork and performance. The findings showed that teamwork has a significant effect on worker performance and there is a significant relationship between commitment to teamwork and skill enhancement. The study concludes that utilizing teams produces high performance among university staff.
The document is feedback from a professor to a student on an assignment about international human resources. The professor notes that the student's presentation was missing several key requirements of the assignment, including an analysis of how personnel administration objectives influence IHRM, recommendations for training a diverse workforce, and support with local data. The presentation also did not meet the required length and formatting guidelines. The professor provided the assignment requirements to guide the student in completing the presentation satisfactorily.
QUALITY OF WORK LIFE OF EMPLOYEES (RESEARCH PROPOSAL)DENNY VARGHESE
This document summarizes a study on the quality of work life of employees. It examines the research question of how quality of work life relates to employee satisfaction and which factors most affect an employee's quality of work life. The literature review discusses previous research on how factors like job security, career growth, and participative decision making can impact quality of work life. The research methodology used a descriptive design with non-probability sampling and data collection through questionnaires and interviews. Results from the literature found that job satisfaction, involvement, and security significantly relate to quality of work life, and that improving work life leads to greater productivity and innovation. Limitations included issues with the questionnaire and how work life factors can vary between regions.
This document outlines the tasks and content for a powerpoint presentation on interpreting employee motivation and performance through training, career development, and performance appraisals. The presentation will define performance appraisals, discuss factors like social comparisons theory and fairness. It will also explore how performance appraisals can support comprehensive training and development programs. The presentation will be 12-15 slides and cite at least 5 scholarly references.
A study on the leadership behavior of bank branch managers ncr, india and i...IAEME Publication
This document summarizes a study on the relationship between leadership behavior of bank branch managers and subordinates' job satisfaction. The study used questionnaires to collect data on leadership styles and job satisfaction from 81 branch managers and 210 subordinates across public and private sector banks in India. The study aims to understand how leadership adaptability/effectiveness correlates with different aspects of job satisfaction, including job, management, personal adjustment, and social relations. Statistical analysis will be used to determine the direction and strength of relationships between leadership styles and job satisfaction variables. The Leader Adaptability and Style Inventory questionnaire was used to measure leadership styles of branch managers.
Strong work ethics have the capacity to influence workforce commitment thereby ensuring
organizational competitiveness and high organizational performance. Unfortunately, many core work values
and guidelines are in most cases ignored and they go unmonitored in many organizations. As a result, this
affects the morale, performance and level of commitment of individual employees in organizations
Interrelations between quality of work life dimensions and faculty member job...Alexander Decker
This document discusses a study on the interrelations between quality of work life (QWL) dimensions and job satisfaction among faculty members in private universities in Bangladesh. The study aims to identify critical QWL factors and examine the relationships between QWL dimensions and job satisfaction. A survey was conducted with 72 faculty members across 11 private universities using a structured questionnaire. The results found that all QWL dimensions, such as compensation, working conditions, career development opportunities, and decision making participation, were positively correlated with job satisfaction. This indicates improving QWL can increase job satisfaction among faculty in private universities in Bangladesh.
Board size, composition and the performance of private sector banks 2IAEME Publication
This document analyzes the relationship between board size, composition, and performance of private sector banks in India. It first provides background on corporate governance in Indian banks and reviews prior literature on the relationship between board structure and firm performance. The document then outlines the objectives, methodology, and variables of the study. Specifically, the study examines the relationship between board size and composition, meetings, and various performance metrics including return on assets, net profit margin, and interest spread for 8 major private sector banks over a 10-year period. The results of the analysis found a significant relationship between board composition and certain performance indicators in private banks, suggesting board composition impacts bank performance. The private banks were also found to utilize their asset and equity bases more efficiently
Employees’ attitudes and efficiency of human resourceAlexander Decker
This document discusses a study examining the relationship between employee attitudes and the efficiency of human resource management (HRM) practices in Nigeria. The study surveyed 1,940 employees across several food and beverage companies in Nigeria. The results indicated that employee attitudes like commitment, trust, employment relations, well-being, absence, and self-motivation were significantly related to the efficiency of HRM practices. Specifically, higher levels of these positive employee attitudes were linked to greater efficiency in how companies implemented practices like recruitment, training, performance evaluation, and compensation. The findings suggest HRM practices work best when they help foster beneficial attitudes among employees.
The document discusses human resource management and employee welfare measures at Andhra Cements Ltd. It aims to:
1) Study the concept of labor welfare and identify statutory and non-statutory welfare measures.
2) Profile the cement industry and Andhra Cements Ltd.'s welfare measures.
3) Elicit employee perceptions of existing welfare measures and offer suggestions for improvement.
The methodology section describes primary and secondary data collection methods used, including a questionnaire administered to 135 employees across designations. Limitations including potential response bias and non-scientific analysis methods are also noted.
Corporate culture can be defined as the values, norms, attitudes and behavior patterns, that are shared within an organization [Herzog, 2011]. Corporate culture can be seen as the personality of a company that influences people's behavior within the organization, regardless of size and field of action
The practitioners and academicians in the business arena are highly concern about the enhancement of employee performance in this competitive age for achievement of business goals. Considering the issue, this study aimed to measure the influence of Human Resource Management (HRM) practices on the performance of employees. The data of this study have been collected from 392 on-the-job operational level employees using survey method who are working at different garment factories in Bangladesh. The collected data are analyzed through structural equation modeling to partial least square method. The study empirically proves that employee training and development, promotion opportunity, and job security has significant influence on the employees’ performance. Theoretically, this study proves that training and development, job security and promotion opportunity together influence on the performance of employees in the developing economy. The practitioners and policy makers of the organizations are expected to make necessary adjustments in their existing HRM practices based on the findings of this study in the context of Bangladesh for enhancing the employees’ performance level so that their whole-hearted efforts can be gained for the achievement of business goals.
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
This study aims to describe the reward, work discipline and employee performance, to analyze the
impact of reward on employee performance, to analyze the impact of reward on work discipline, to analyze the
effect of work discipline on employee performance, and to analyze influence of reward on employee
performance through work discipline of the CV Glory Dewi Kencana. The sample in this study was 50
employees.
Role of Organizational Commitment & Transformational Leadership in Enhancing ...inventionjournals
Past and present studies discuss the importance of transformational leadership and organizational commitment in an organization. This study further aimed at adding into the existing body of literature and explores the relationship between organizational commitment, transformational leadership and its role in enhancing employee in role performance and organizational citizenship behavior in banking sector of Pakistan. Study explores a significant positive relationship between variables. A sample of 240 employees working in public sector was drawn using multistage cluster sampling. 180 respondents took final part and response rate was 75%. Data was collected primarily with help of questionnaire and further analyzed with help of several techniques e.g. descriptive statistics to describe & summarize the data. Correlation and regression analysis was run to prove the hypothesis of the study.
The effect of career development, leadership style and organizational culture...inventionjournals
The practice of career development, leadership style and organizational culture on organizational commitment to employee satisfaction is an important factor in achieving the good governance. Causality between variables built into the model by using the 7,342 employees working in 37 regional work unit (SKPD) in the province of Papua. The sampling technique is done by using proportionate random sampling, the sample size in order to obtain a number of 379 employees with a response rate of 36.41 %, so overall the questionnaire used to analyze just 138 employees. The results of the analysis of moment structures using Ver. 21 provides evidence that career development and organizational culture proved can improve employee job satisfaction. Other facts suggest that the better career development and leadership style, the higher the employee organizational Commitment while organizational culture and employee job satisfaction was not shown to improve organizational commitment.
AN EMPIRICAL STUDY ON THE EFFECT OF DEMOGRAPHIC VARIABLES ON QUALITY OF WORK ...IAEME Publication
In this era of globalization, the organizations have realized the importance of human resources in achieving the goals of organizations. Improving Productivity, enhancing employee commitment, reducing attrition rate are some of the major challenges the organizations are facing in today’s dynamic environment. Quality of Work Life(QWL) has emerged as a concept whose main foundation is on developing jobs and working conditions that satisfy the employees personal needs through their experience in the organization. QWL refers to a relationship between the employees and their work environment by including the human perspective to the economic and technical perspective, thereby improving the overall satisfaction, motivation, commitment and involvement employees experience while working in the organizations. Rise in the Quality of Work Life enhances employees' wellbeing there by the wellbeing of the whole organization.
The Influence of Leadership on Followers Performance among Bottle Water Compa...Dr. Amarjeet Singh
This study aimed to investigate the relationship between leadership style and followers' performance in bottle water companies in Port Harcourt, Nigeria. It identified democratic, autocratic, participative, and transactional leadership styles as the independent variables, and followers' performance as the dependent variable.
A questionnaire was distributed to 100 employees across several bottle water companies, with a response rate of 90%. The results found that democratic leadership had a mean range of 3.04-3.34 and was agreed to have a high impact on followers' performance. Autocratic leadership obtained a mean range of 3.20-3.50 and was also agreed to highly impact performance. Overall, the study concluded that leadership styles positively impact followers, but each style
4.0 Leadership Skills in Hospitality Sector (002).pdfUmeeNausheera
This document discusses leadership skills needed in the hospitality sector in the era of Industry 4.0. It begins with an introduction to the changing business environment and increased importance of leadership. It then reviews theories of transactional and transformational leadership. The literature review examines prior research on competencies for the hospitality sector, finding that interpersonal skills remain important but some roles now require digital skills. Studies identified top skills as including communication, problem-solving, teamwork, customer service, and technology use. The document aims to identify leadership skill profiles needed in Industry 4.0 hospitality organizations.
Building Leaders for Corporate Social Responsibility (CSR): A Case Studypaperpublications3
Abstract: According to UN, Corporate Social Responsibility (CSR) is a management concept whereby companies integrate social and environmental concerns in their business operations and interactions with their stakeholders. CSR is an approach which helps a company to achieve a balance of economic, environmental and social constraints popularly known as “Triple-Bottom-Line- Approach”, by addressing the expectation of shareholders and stakeholders at the same time. The HR Manager is responsible to a wide ranging group of employees, communities, and investors. With the impact of information technology and globalization there has been a change in nature of these affairs which is affecting corporate performance. As Hilton and Gibbon (2002) said that Corporate Social Responsibility requires Corporate Social Leadership. This concept has achieved greater consequence due to its importance for growth of the society and its people in particular. This article aims at studying the role of Leadership for CSR, the Leadership practices for CSR Leaders and to study the implication required in converting managers to CSR Leaders. The study is poised basically from journals, conference proceedings, business article etc. The aim of article is to emphasize the importance of CSR leaders towards the progress of the society and for a better planet.
Keywords: Corporate Social Responsibility, Economics and Managing Business, Leadership.
Title: Building Leaders for Corporate Social Responsibility (CSR): A Case Study
Author: Dr. Kishore Kumar Das, Sasmita Sahoo
ISSN 2349-7807
International Journal of Recent Research in Commerce Economics and Management (IJRRCEM)
Paper Publications
Akkermans & Tims (2016) - Crafting your Career: How Career Competencies Relat...Jos Akkermans
This study examines whether career competencies can enhance subjective career success in terms of perceived employability and work-home balance through job crafting behaviors. The results showed that job crafting mediated the positive relationship between career competencies and both internal and external perceived employability as well as work-home enrichment. However, career competencies were also positively related to work-home interference through job crafting. The findings suggest that career competencies and job crafting can help employees achieve better career success by improving their employability and work-home balance.
This study examines the relationship between transformational leadership, affective commitment, and employee turnover intention in Ghanaian savings and loans companies. The researchers hypothesized that affective commitment would mediate the relationship between transformational leadership and employee turnover intention. Using structural equation modeling on employee survey data, they found that affective commitment fully mediated the impact of transformational leadership on employee turnover intention. Specifically, transformational leadership increased affective commitment, which in turn decreased employees' intentions to leave their jobs. This suggests that affective commitment is the mechanism through which transformational leadership influences employee retention in the Ghanaian context.
Utilizing teams for high performance in nigerian universitiesAlexander Decker
This document summarizes a study on utilizing teams for high performance in Nigerian universities. The study investigated the effects of worker commitment to teamwork on performance and the relationship between teamwork and skill enhancement at the University of Nigeria, Enugu Campus. A sample of 355 staff completed questionnaires on teamwork and performance. The findings showed that teamwork has a significant effect on worker performance and there is a significant relationship between commitment to teamwork and skill enhancement. The study concludes that utilizing teams produces high performance among university staff.
The document is feedback from a professor to a student on an assignment about international human resources. The professor notes that the student's presentation was missing several key requirements of the assignment, including an analysis of how personnel administration objectives influence IHRM, recommendations for training a diverse workforce, and support with local data. The presentation also did not meet the required length and formatting guidelines. The professor provided the assignment requirements to guide the student in completing the presentation satisfactorily.
QUALITY OF WORK LIFE OF EMPLOYEES (RESEARCH PROPOSAL)DENNY VARGHESE
This document summarizes a study on the quality of work life of employees. It examines the research question of how quality of work life relates to employee satisfaction and which factors most affect an employee's quality of work life. The literature review discusses previous research on how factors like job security, career growth, and participative decision making can impact quality of work life. The research methodology used a descriptive design with non-probability sampling and data collection through questionnaires and interviews. Results from the literature found that job satisfaction, involvement, and security significantly relate to quality of work life, and that improving work life leads to greater productivity and innovation. Limitations included issues with the questionnaire and how work life factors can vary between regions.
This document outlines the tasks and content for a powerpoint presentation on interpreting employee motivation and performance through training, career development, and performance appraisals. The presentation will define performance appraisals, discuss factors like social comparisons theory and fairness. It will also explore how performance appraisals can support comprehensive training and development programs. The presentation will be 12-15 slides and cite at least 5 scholarly references.
A study on the leadership behavior of bank branch managers ncr, india and i...IAEME Publication
This document summarizes a study on the relationship between leadership behavior of bank branch managers and subordinates' job satisfaction. The study used questionnaires to collect data on leadership styles and job satisfaction from 81 branch managers and 210 subordinates across public and private sector banks in India. The study aims to understand how leadership adaptability/effectiveness correlates with different aspects of job satisfaction, including job, management, personal adjustment, and social relations. Statistical analysis will be used to determine the direction and strength of relationships between leadership styles and job satisfaction variables. The Leader Adaptability and Style Inventory questionnaire was used to measure leadership styles of branch managers.
Strong work ethics have the capacity to influence workforce commitment thereby ensuring
organizational competitiveness and high organizational performance. Unfortunately, many core work values
and guidelines are in most cases ignored and they go unmonitored in many organizations. As a result, this
affects the morale, performance and level of commitment of individual employees in organizations
Interrelations between quality of work life dimensions and faculty member job...Alexander Decker
This document discusses a study on the interrelations between quality of work life (QWL) dimensions and job satisfaction among faculty members in private universities in Bangladesh. The study aims to identify critical QWL factors and examine the relationships between QWL dimensions and job satisfaction. A survey was conducted with 72 faculty members across 11 private universities using a structured questionnaire. The results found that all QWL dimensions, such as compensation, working conditions, career development opportunities, and decision making participation, were positively correlated with job satisfaction. This indicates improving QWL can increase job satisfaction among faculty in private universities in Bangladesh.
Board size, composition and the performance of private sector banks 2IAEME Publication
This document analyzes the relationship between board size, composition, and performance of private sector banks in India. It first provides background on corporate governance in Indian banks and reviews prior literature on the relationship between board structure and firm performance. The document then outlines the objectives, methodology, and variables of the study. Specifically, the study examines the relationship between board size and composition, meetings, and various performance metrics including return on assets, net profit margin, and interest spread for 8 major private sector banks over a 10-year period. The results of the analysis found a significant relationship between board composition and certain performance indicators in private banks, suggesting board composition impacts bank performance. The private banks were also found to utilize their asset and equity bases more efficiently
Employees’ attitudes and efficiency of human resourceAlexander Decker
This document discusses a study examining the relationship between employee attitudes and the efficiency of human resource management (HRM) practices in Nigeria. The study surveyed 1,940 employees across several food and beverage companies in Nigeria. The results indicated that employee attitudes like commitment, trust, employment relations, well-being, absence, and self-motivation were significantly related to the efficiency of HRM practices. Specifically, higher levels of these positive employee attitudes were linked to greater efficiency in how companies implemented practices like recruitment, training, performance evaluation, and compensation. The findings suggest HRM practices work best when they help foster beneficial attitudes among employees.
The document discusses human resource management and employee welfare measures at Andhra Cements Ltd. It aims to:
1) Study the concept of labor welfare and identify statutory and non-statutory welfare measures.
2) Profile the cement industry and Andhra Cements Ltd.'s welfare measures.
3) Elicit employee perceptions of existing welfare measures and offer suggestions for improvement.
The methodology section describes primary and secondary data collection methods used, including a questionnaire administered to 135 employees across designations. Limitations including potential response bias and non-scientific analysis methods are also noted.
Corporate culture can be defined as the values, norms, attitudes and behavior patterns, that are shared within an organization [Herzog, 2011]. Corporate culture can be seen as the personality of a company that influences people's behavior within the organization, regardless of size and field of action
The practitioners and academicians in the business arena are highly concern about the enhancement of employee performance in this competitive age for achievement of business goals. Considering the issue, this study aimed to measure the influence of Human Resource Management (HRM) practices on the performance of employees. The data of this study have been collected from 392 on-the-job operational level employees using survey method who are working at different garment factories in Bangladesh. The collected data are analyzed through structural equation modeling to partial least square method. The study empirically proves that employee training and development, promotion opportunity, and job security has significant influence on the employees’ performance. Theoretically, this study proves that training and development, job security and promotion opportunity together influence on the performance of employees in the developing economy. The practitioners and policy makers of the organizations are expected to make necessary adjustments in their existing HRM practices based on the findings of this study in the context of Bangladesh for enhancing the employees’ performance level so that their whole-hearted efforts can be gained for the achievement of business goals.
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
This study aims to describe the reward, work discipline and employee performance, to analyze the
impact of reward on employee performance, to analyze the impact of reward on work discipline, to analyze the
effect of work discipline on employee performance, and to analyze influence of reward on employee
performance through work discipline of the CV Glory Dewi Kencana. The sample in this study was 50
employees.
Role of Organizational Commitment & Transformational Leadership in Enhancing ...inventionjournals
Past and present studies discuss the importance of transformational leadership and organizational commitment in an organization. This study further aimed at adding into the existing body of literature and explores the relationship between organizational commitment, transformational leadership and its role in enhancing employee in role performance and organizational citizenship behavior in banking sector of Pakistan. Study explores a significant positive relationship between variables. A sample of 240 employees working in public sector was drawn using multistage cluster sampling. 180 respondents took final part and response rate was 75%. Data was collected primarily with help of questionnaire and further analyzed with help of several techniques e.g. descriptive statistics to describe & summarize the data. Correlation and regression analysis was run to prove the hypothesis of the study.
The effect of career development, leadership style and organizational culture...inventionjournals
The practice of career development, leadership style and organizational culture on organizational commitment to employee satisfaction is an important factor in achieving the good governance. Causality between variables built into the model by using the 7,342 employees working in 37 regional work unit (SKPD) in the province of Papua. The sampling technique is done by using proportionate random sampling, the sample size in order to obtain a number of 379 employees with a response rate of 36.41 %, so overall the questionnaire used to analyze just 138 employees. The results of the analysis of moment structures using Ver. 21 provides evidence that career development and organizational culture proved can improve employee job satisfaction. Other facts suggest that the better career development and leadership style, the higher the employee organizational Commitment while organizational culture and employee job satisfaction was not shown to improve organizational commitment.
AN EMPIRICAL STUDY ON THE EFFECT OF DEMOGRAPHIC VARIABLES ON QUALITY OF WORK ...IAEME Publication
In this era of globalization, the organizations have realized the importance of human resources in achieving the goals of organizations. Improving Productivity, enhancing employee commitment, reducing attrition rate are some of the major challenges the organizations are facing in today’s dynamic environment. Quality of Work Life(QWL) has emerged as a concept whose main foundation is on developing jobs and working conditions that satisfy the employees personal needs through their experience in the organization. QWL refers to a relationship between the employees and their work environment by including the human perspective to the economic and technical perspective, thereby improving the overall satisfaction, motivation, commitment and involvement employees experience while working in the organizations. Rise in the Quality of Work Life enhances employees' wellbeing there by the wellbeing of the whole organization.
The Influence of Leadership on Followers Performance among Bottle Water Compa...Dr. Amarjeet Singh
This study aimed to investigate the relationship between leadership style and followers' performance in bottle water companies in Port Harcourt, Nigeria. It identified democratic, autocratic, participative, and transactional leadership styles as the independent variables, and followers' performance as the dependent variable.
A questionnaire was distributed to 100 employees across several bottle water companies, with a response rate of 90%. The results found that democratic leadership had a mean range of 3.04-3.34 and was agreed to have a high impact on followers' performance. Autocratic leadership obtained a mean range of 3.20-3.50 and was also agreed to highly impact performance. Overall, the study concluded that leadership styles positively impact followers, but each style
4.0 Leadership Skills in Hospitality Sector (002).pdfUmeeNausheera
This document discusses leadership skills needed in the hospitality sector in the era of Industry 4.0. It begins with an introduction to the changing business environment and increased importance of leadership. It then reviews theories of transactional and transformational leadership. The literature review examines prior research on competencies for the hospitality sector, finding that interpersonal skills remain important but some roles now require digital skills. Studies identified top skills as including communication, problem-solving, teamwork, customer service, and technology use. The document aims to identify leadership skill profiles needed in Industry 4.0 hospitality organizations.
Building Leaders for Corporate Social Responsibility (CSR): A Case Studypaperpublications3
Abstract: According to UN, Corporate Social Responsibility (CSR) is a management concept whereby companies integrate social and environmental concerns in their business operations and interactions with their stakeholders. CSR is an approach which helps a company to achieve a balance of economic, environmental and social constraints popularly known as “Triple-Bottom-Line- Approach”, by addressing the expectation of shareholders and stakeholders at the same time. The HR Manager is responsible to a wide ranging group of employees, communities, and investors. With the impact of information technology and globalization there has been a change in nature of these affairs which is affecting corporate performance. As Hilton and Gibbon (2002) said that Corporate Social Responsibility requires Corporate Social Leadership. This concept has achieved greater consequence due to its importance for growth of the society and its people in particular. This article aims at studying the role of Leadership for CSR, the Leadership practices for CSR Leaders and to study the implication required in converting managers to CSR Leaders. The study is poised basically from journals, conference proceedings, business article etc. The aim of article is to emphasize the importance of CSR leaders towards the progress of the society and for a better planet.
Keywords: Corporate Social Responsibility, Economics and Managing Business, Leadership.
Title: Building Leaders for Corporate Social Responsibility (CSR): A Case Study
Author: Dr. Kishore Kumar Das, Sasmita Sahoo
ISSN 2349-7807
International Journal of Recent Research in Commerce Economics and Management (IJRRCEM)
Paper Publications
This document summarizes a paper titled "Management Theories and its Application in Organisations: The Nigerian Experience" presented at the BAM2014 conference. The paper examines the historical development and transfer of Western management theories to Nigeria. It analyzes how major components of each theory have been applied in Nigerian organizations. Through historical and narrative analysis, the paper finds evidence that Western management theories have been practiced in Nigerian organizations, but that management could be enhanced by considering Nigeria's socio-cultural factors when applying these theories. The paper is presented by two authors from the University of Lagos and is based on a qualitative, descriptive analysis of secondary sources on the topic.
Corporate Leadership: A Review of Conventional Theories of Leadershipijtsrd
This research article was motivated by the premise that no corporate grows further without effective corporate leaders. The purpose of this theoretical debate is to examine the wider context of corporate leadership theories and its effectiveness towards improving corporate leadership in the corporate world. Evolution of corporate leadership theories is a comprehensive study of leadership trends over the years and in various contexts and theoretical foundations. This research article presents the history of dominant corporate leadership theories and research, beginning with Great Man thesis and Trait theory to Decision process theory to various leadership characteristics. This article also offers a convenient way to utilize theoretical knowledge to the practical corporate situation. Prof. Dr. Satya Subrahmanyam"Corporate Leadership: A Review of Conventional Theories of Leadership" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-2 | Issue-3 , April 2018, URL: http://www.ijtsrd.com/papers/ijtsrd11384.pdf http://www.ijtsrd.com/management/business-and-retail-research/11384/corporate-leadership-a-review-of-conventional-theories-of-leadership/prof-dr-satya-subrahmanyam
Impact of Leadership Styles on Employee Performance Case Study of a Non Profi...ijtsrd
Purpose The purpose of this study is to investigate the impact of leadership styles on employee performance in a non profit organization in Cambodia. Design Methodology approach In this study, the quantitative research design was employed, in which 169 valid structured questionnaires were obtained after distribution, using convenience sampling. For data analysis, descriptive and inferential statistics were used. Pearson’s correlation and regression analysis were utilised to present the inferential statistics of the data obtained to explain both relationships and effects in line with the hypotheses of this researchFindings The findings from the data obtained suggested how different leadership styles affected employee performance in the organization. It was found that all leadership styles have a significant positive relationship with employee performance except for the authoritative leadership style which has an insignificant negative relationship with employee performance. The findings clearly prove that the recommended leadership styles to manage employees effectively at the workplace are democratic and laissez faire styles compared to other leadership styles discussed in this research.Originality Value The value of the study is its illustration of how to use effective leadership styles to influence employee performance, and increase the level of employee satisfaction. Leangseng HOY | Bordin Phayaphrom | Shanti Gopal Nair "Impact of Leadership Styles on Employee Performance Case Study of a Non-Profit Organization (NGO) in Cambodia" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-6 | Issue-7 , December 2022, URL: https://www.ijtsrd.com/papers/ijtsrd52575.pdf Paper URL: https://www.ijtsrd.com/management/other/52575/impact-of-leadership-styles-on-employee-performance-case-study-of-a-nonprofit-organization-ngo-in-cambodia/leangseng-hoy
Macro Environment and Organisational Structure A Reviewijtsrd
This piece of work theoretically or descriptively considered the impact of the external environment on the structure of organizations. The key variables being organizational structure the dependent variable and the external environment of the organization as the independent variable . Dimensions of organizational structure adopted were centralization, formalization, standardization, specialization and configuration while the measures of external environment applied were level of uncertainty or changeability, intolerance or xenophobia and complexity. The theoretical foundation was hinged on social identity theory and contingency theory. Meaning, types and factors affecting organizational structure were considered alongside environmental factors. It was observed that the external environment has great impact on the organization and is largely responsible for the dynamic nature of the business world. It was therefore recommended that an adequate environmental scanning be carried out to ascertain the stability or otherwise of the environment to be able to know which structural type to adopt at every point in time. Hannah Chika, Anyanwu | Dr. Justin Mgbechi. O. Gabriel "Macro Environment and Organisational Structure: A Review" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-1 , December 2020, URL: https://www.ijtsrd.com/papers/ijtsrd35834.pdf Paper URL : https://www.ijtsrd.com/management/organizational-behaviour/35834/macro-environment-and-organisational-structure-a-review/hannah-chika-anyanwu
This study examines the relationships between organizational culture, leadership behaviors, organizational commitment, job satisfaction, and job performance in small and medium Taiwanese firms. Surveys were distributed to 1,451 employees across 84 firms, with 749 valid responses. Significant findings include: (1) transformational leadership was positively related to organizational commitment in innovative cultures, (2) organizational commitment mediated the relationship between transformational leadership and job satisfaction across all cultures, and (3) organizational commitment mediated the relationship between transformational leadership and job performance in supportive and bureaucratic cultures.
Codes of Ethical Conduct A Bottom-Up ApproachRonald Paul .docxmary772
Codes of Ethical Conduct: A Bottom-Up Approach
Ronald Paul Hill • Justine M. Rapp
Received: 18 January 2013 / Accepted: 12 December 2013 / Published online: 1 January 2014
� Springer Science+Business Media Dordrecht 2013
Abstract Developing and implementing a meaningful
code of conduct by managers or consultants may require a
change in orientation that modifies the way these precepts
are determined. The position advocated herein is for a
different approach to understanding and organizing the
guiding parameters of the firm that requires individual
reflection and empowerment of the entire organization to
advance their shared values. The processes involved are
discussed using four discrete stages that move from the
personal to the work team and to the unit to the full
company, followed by the board of directors’ evaluation.
The hoped-for end product is dynamic, employee-driven,
codes of conduct that recognize the systemic and far-
reaching impact of organizational activities across internal
and external stakeholders. Operational details for and some
issues associated with its implementation are also provided.
Keywords Code of conduct � Employee-driven
approaches � Bottom-up development
Corporation, Be Good! Frederick (2006)
That managers and employees are capable of both ethical
and unethical behaviors due to individual and internal
corporate culture factors cannot be denied (Ashforth and
Anand 2003; Treviño and Weaver 2003; Treviño et al.
2006). Over the last decade, as diverse organizational
stakeholders began exerting more pressure on firms to
eliminate unethical conduct, the field of management has
witnessed a proliferation of research on ethics and ethical
behavior in organizations (Elango et al. 2010; Gopala-
krishnan et al. 2008; O’Fallon and Butterfield 2005; Tre-
viño et al. 2006).
However, recent ethical failures, as well as continuous
ethical challenges that organizations face, have led scholars
to conclude that predicting ethical dilemmas is difficult a
priori: ‘‘It is only, when we look back on our conduct over
the long run that we may find ourselves guilty of moral
laxity’’ (Geva 2006, p. 138). What underlies this particular
situation is the inability of organizational elites to monitor
and implement initiatives within today’s complex business
entities (Martin and Eisenhardt 2010; Uhl-Bien et al.
2007). Accordingly, more dynamic approaches to business
ethics is needed, one that spans ‘‘both the individual and
organizational levels’’ of concern (Gopalakrishnan et al.
2008, p. 757).
As a consequence and in reaction to neoclassical eco-
nomics, managers and their employees are expected to go
beyond dictates imposed by the law and marketplace to
fulfill larger responsibilities (Stark 1993). This expectation
is accomplished through adoption of a stakeholder per-
spective that is infused with empathy for people, groups,
and communities that may be impacted by the actions of
business.
The Role of Strategic Leadership in Building Organizational CompetitivenessYogeshIJTSRD
The leadership role begins with the determination of organizational plans and strategies until the implementation and evaluation of the activities that have been carried out whether the vision and mission have been realized properly. The leaderships ability to implement its strategy effectively is demonstrated by the ownership of capabilities in terms of Strategic Leadership, Power and the ability to shape organizational culture. In an organization, it is very necessary to have a leader who can provide direction or instructions to members of the organization to carry out their duties and authorities in an effort to achieve organizational goals. Strategic Leadership is the implementation of leadership in general in the organization, so first it is necessary to understand the concept of leadership. The ability of leaders to take strategic actions depends on historical organizational factors organizational culture which are influenced by changes in the external environment the presence of new competitors, technological developments, declining demand for services products, different political regulatory climates , strengthening strategies and increasing consistency between strategies, organizational structure, culture and human resources. From the discussion of this article, it can be concluded that the ability of leaders who can look ahead to influence other people or their members to be able to achieve goals and be involved in changes so that companies or organizations can survive in the competition. Arquimino Ramos | Lena Ellitan "The Role of Strategic Leadership in Building Organizational Competitiveness" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-5 , August 2021, URL: https://www.ijtsrd.com/papers/ijtsrd43846.pdf Paper URL: https://www.ijtsrd.com/management/strategic-management/43846/the-role-of-strategic-leadership-in-building-organizational-competitiveness/arquimino-ramos
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.
Organisational climate and corporate performanceAlexander Decker
This document summarizes a study that examined the relationship between organizational climate and corporate
performance in the Nigerian oil industry. The study utilized questionnaires and interviews with 382 employees from
seven major oil companies in Nigeria. The findings revealed a positive and significant relationship between
organizational climate dimensions of recognition for achievement, organizational support, and cohesion with corporate
performance. Specifically, these three dimensions of organizational climate were found to have a positive influence on
corporate performance. The implications of these findings for management practice are also discussed.
Organisational climate and corporate performanceAlexander Decker
This document summarizes a study that examined the relationship between organizational climate and corporate performance in the Nigerian oil industry. The study utilized a questionnaire and interviews with 382 employees from 7 major oil companies in Nigeria. The findings revealed a positive and significant relationship between organizational climate and corporate performance. Specifically, recognition for achievement, organizational support, and cohesion were found to have a positive influence on corporate performance. The study concluded that the prevailing organizational climate has a significant positive effect on corporate performance in the Nigerian oil industry.
This document discusses a study examining the relationship between shared mission and organizational effectiveness in the Nigerian banking industry. The study found that shared mission is significantly related to key measures of organizational effectiveness like profitability, productivity, and market share. It concludes that having an organizational mission that is shared among employees allows them to more effectively contribute to achieving organizational goals. Recommendations include that organizations should ensure their mission is shared throughout the company.
Perception of civil servants on performance : An Emperical Analysis of Indone...inventionjournals
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.
Reflection On Organizational DevelopmentPamela Wright
This document discusses organizational development and how its principles can be applied. It begins by noting that OD is important for organizations to adapt to changes in the global economy. The document then discusses how OD requires a planned approach to change that meets the needs of both people and the organization. It also discusses applying OD principles like establishing trust and involving employees in the change process. The goal is to help create positive change for organizations in the future by applying lessons learned about OD theories and techniques.
Applications of leadership theories in nigerian business organizationsAlexander Decker
This document discusses leadership theories and their applications in Nigerian business organizations. It begins by defining leadership and distinguishing it from management. It then reviews several leadership theories including path-goal theory, task-oriented leadership model, and integrative theory of leadership. The document finds that the organizations studied apply path-goal theory and task-oriented leadership model in their operations, resulting in low job satisfaction and high turnover among employees, as well as high job performance. It recommends that organizations adopt an integrative theory of leadership to account for different employee and environmental factors.
A Critical Perspectiveof Leadership Theories.pdfRaymondMhona1
This document provides a critical analysis of several leadership theories from the literature. It summarizes trait theory, which focuses on inherent qualities and characteristics of leaders. It also summarizes behavioral theory, examining research from universities on leadership styles like democratic, autocratic, laissez-faire. The research found effective leadership depends on behaviors and consideration of employee and task needs. Contingency theory is introduced as developing from weaknesses in trait and behavioral theories by considering situational factors. Overall, the document conducts a literature review and critical analysis of key leadership theories to understand how leadership styles have evolved over time in research.
Knowledge Application and Organizational Sustainability of Oil and Gas Compan...AJHSSR Journal
ABSTRACT: This study examined the relationship between knowledge application and organizational
sustainability of oil and gas companies in Rivers State. The study adopted a cross-sectional survey in its
investigation of the variables. Primary data was generated through structured administered questionnaire. The
population for this study was is made up of the twenty-four registered indigenous oil servicing companies in
Port Harcourt. Since the population is small, this study therefore adopts the entire population of 24 oil and gas
companies in Rivers State as a census. Five (5) managers were selected from each of 24 oil and gas companies
in Rivers State giving a total of 120 respondents. The reliability of the instrument was achieved by the use of the
Cronbach Alpha coefficient with all the items scoring above 0.70. The hypotheses were tested using the
Spearman’s Rank Order Correlation Statistics while the partial correlation was used to test the moderating effect
of organizational culture. The tests were carried out at a 0.05 significance level.The hypotheses were tested
using the Spearman rank order correlation Coefficient. The tests were carried out at a 95% confidence interval
and a 0.05 level of significance. The study findings revealed that there is a significant relationship between
enterprise knowledge audit and organizational sustainability of oil and gas companies in Rivers State. The study
concludes that when the investment in enterprise knowledge audit by oil and gas companies in Rivers State
positively enhances organizational sustainability. The study recommends that management of oil and gas
companies should ensure that knowledge delivery and analysis should be in sustainable environment within the
organization.
KEYWORD: Knowledge Application, Organizational Sustainability,
This document summarizes a research study that examines the relationship between strategic agility, innovative organizational climate, and internal entrepreneurial behavior in aviation enterprises in Turkey. The study aims to determine whether an innovative organizational climate mediates the relationship between strategic agility and internal entrepreneurial behavior. It reviews relevant literature on strategic agility, internal entrepreneurship, and innovative organizational climate. The methodology section indicates that factor analysis, correlation analysis, and regression analysis were used to analyze data collected from aviation enterprise employees and test the hypotheses. The findings could help aviation enterprises improve their strategic agility and support internal entrepreneurship behaviors.
Similar to Democratic Leadership Styles and Industrial Relations Atmosphere of Some Selected Oil Servicing Firms in Port Harcourt (20)
‘Six Sigma Technique’ A Journey Through its Implementationijtsrd
The manufacturing industries all over the world are facing tough challenges for growth, development and sustainability in today’s competitive environment. They have to achieve apex position by adapting with the global competitive environment by delivering goods and services at low cost, prime quality and better price to increase wealth and consumer satisfaction. Cost Management ensures profit, growth and sustainability of the business with implementation of Continuous Improvement Technique like Six Sigma. This leads to optimize Business performance. The method drives for customer satisfaction, low variation, reduction in waste and cycle time resulting into a competitive advantage over other industries which did not implement it. The main objective of this paper ‘Six Sigma Technique A Journey Through Its Implementation’ is to conceptualize the effectiveness of Six Sigma Technique through the journey of its implementation. Aditi Sunilkumar Ghosalkar "‘Six Sigma Technique’: A Journey Through its Implementation" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-8 | Issue-1 , February 2024, URL: https://www.ijtsrd.com/papers/ijtsrd64546.pdf Paper Url: https://www.ijtsrd.com/other-scientific-research-area/other/64546/‘six-sigma-technique’-a-journey-through-its-implementation/aditi-sunilkumar-ghosalkar
Edge Computing in Space Enhancing Data Processing and Communication for Space...ijtsrd
Edge computing, a paradigm that involves processing data closer to its source, has gained significant attention for its potential to revolutionize data processing and communication in space missions. With the increasing complexity and data volume generated by modern space missions, traditional centralized computing approaches face challenges related to latency, bandwidth, and security. Edge computing in space, involving on board processing and analysis of data, offers promising solutions to these challenges. This paper explores the concept of edge computing in space, its benefits, applications, and future prospects in enhancing space missions. Manish Verma "Edge Computing in Space: Enhancing Data Processing and Communication for Space Missions" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-8 | Issue-1 , February 2024, URL: https://www.ijtsrd.com/papers/ijtsrd64541.pdf Paper Url: https://www.ijtsrd.com/computer-science/artificial-intelligence/64541/edge-computing-in-space-enhancing-data-processing-and-communication-for-space-missions/manish-verma
Dynamics of Communal Politics in 21st Century India Challenges and Prospectsijtsrd
Communal politics in India has evolved through centuries, weaving a complex tapestry shaped by historical legacies, colonial influences, and contemporary socio political transformations. This research comprehensively examines the dynamics of communal politics in 21st century India, emphasizing its historical roots, socio political dynamics, economic implications, challenges, and prospects for mitigation. The historical perspective unravels the intricate interplay of religious identities and power dynamics from ancient civilizations to the impact of colonial rule, providing insights into the evolution of communalism. The socio political dynamics section delves into the contemporary manifestations, exploring the roles of identity politics, socio economic disparities, and globalization. The economic implications section highlights how communal politics intersects with economic issues, perpetuating disparities and influencing resource allocation. Challenges posed by communal politics are scrutinized, revealing multifaceted issues ranging from social fragmentation to threats against democratic values. The prospects for mitigation present a multifaceted approach, incorporating policy interventions, community engagement, and educational initiatives. The paper conducts a comparative analysis with international examples, identifying common patterns such as identity politics and economic disparities. It also examines unique challenges, emphasizing Indias diverse religious landscape, historical legacy, and secular framework. Lessons for effective strategies are drawn from international experiences, offering insights into inclusive policies, interfaith dialogue, media regulation, and global cooperation. By scrutinizing historical epochs, contemporary dynamics, economic implications, and international comparisons, this research provides a comprehensive understanding of communal politics in India. The proposed strategies for mitigation underscore the importance of a holistic approach to foster social harmony, inclusivity, and democratic values. Rose Hossain "Dynamics of Communal Politics in 21st Century India: Challenges and Prospects" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-8 | Issue-1 , February 2024, URL: https://www.ijtsrd.com/papers/ijtsrd64528.pdf Paper Url: https://www.ijtsrd.com/humanities-and-the-arts/history/64528/dynamics-of-communal-politics-in-21st-century-india-challenges-and-prospects/rose-hossain
Assess Perspective and Knowledge of Healthcare Providers Towards Elehealth in...ijtsrd
Background and Objective Telehealth has become a well known tool for the delivery of health care in Saudi Arabia, and the perspective and knowledge of healthcare providers are influential in the implementation, adoption and advancement of the method. This systematic review was conducted to examine the current literature base regarding telehealth and the related healthcare professional perspective and knowledge in the Kingdom of Saudi Arabia. Materials and Methods This systematic review was conducted by searching 7 databases including, MEDLINE, CINHAL, Web of Science, Scopus, PubMed, PsycINFO, and ProQuest Central. Studies on healthcare practitioners telehealth knowledge and perspectives published in English in Saudi Arabia from 2000 to 2023 were included. Boland directed this comprehensive review. The researchers examined each connected study using the AXIS tool, which evaluates cross sectional systematic reviews. Narrative synthesis was used to summarise and convey the data. Results Out of 1840 search results, 10 studies were included. Positive outlook and limited knowledge among providers were seen across trials. Healthcare professionals like telehealth for its ability to improve quality, access, and delivery, save time and money, and be successful. Age, gender, occupation, and work experience also affect health workers knowledge. In Saudi Arabia, healthcare professionals face inadequate expert assistance, patient privacy, internet connection concerns, lack of training courses, lack of telehealth understanding, and high costs while performing telemedicine. Conclusions Healthcare practitioners telehealth perceptions and knowledge were examined in this systematic study. Its collection of concerned experts different personal attitudes and expertise would help enhance telehealths implementation in Saudi Arabia, develop its healthcare delivery alternative, and eliminate frequent problems. Badriah Mousa I Mulayhi | Dr. Jomin George | Judy Jenkins "Assess Perspective and Knowledge of Healthcare Providers Towards Elehealth in Saudi Arabia: A Systematic Review" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-8 | Issue-1 , February 2024, URL: https://www.ijtsrd.com/papers/ijtsrd64535.pdf Paper Url: https://www.ijtsrd.com/medicine/other/64535/assess-perspective-and-knowledge-of-healthcare-providers-towards-elehealth-in-saudi-arabia-a-systematic-review/badriah-mousa-i-mulayhi
The Impact of Digital Media on the Decentralization of Power and the Erosion ...ijtsrd
The impact of digital media on the distribution of power and the weakening of traditional gatekeepers has gained considerable attention in recent years. The adoption of digital technologies and the internet has resulted in declining influence and power for traditional gatekeepers such as publishing houses and news organizations. Simultaneously, digital media has facilitated the emergence of new voices and players in the media industry. Digital medias impact on power decentralization and gatekeeper erosion is visible in several ways. One significant aspect is the democratization of information, which enables anyone with an internet connection to publish and share content globally, leading to citizen journalism and bypassing traditional gatekeepers. Another aspect is the disruption of conventional media industry business models, as traditional organizations struggle to adjust to the decrease in advertising revenue and the rise of digital platforms. Alternative business models, such as subscription models and crowdfunding, have become more prevalent, leading to the emergence of new players. Overall, the impact of digital media on the distribution of power and the weakening of traditional gatekeepers has brought about significant changes in the media landscape and the way information is shared. Further research is required to fully comprehend the implications of these changes and their impact on society. Dr. Kusum Lata "The Impact of Digital Media on the Decentralization of Power and the Erosion of Traditional Gatekeepers" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-8 | Issue-1 , February 2024, URL: https://www.ijtsrd.com/papers/ijtsrd64544.pdf Paper Url: https://www.ijtsrd.com/humanities-and-the-arts/political-science/64544/the-impact-of-digital-media-on-the-decentralization-of-power-and-the-erosion-of-traditional-gatekeepers/dr-kusum-lata
Online Voices, Offline Impact Ambedkars Ideals and Socio Political Inclusion ...ijtsrd
This research investigates the nexus between online discussions on Dr. B.R. Ambedkars ideals and their impact on social inclusion among college students in Gurugram, Haryana. Surveying 240 students from 12 government colleges, findings indicate that 65 actively engage in online discussions, with 80 demonstrating moderate to high awareness of Ambedkars ideals. Statistically significant correlations reveal that higher online engagement correlates with increased awareness p 0.05 and perceived social inclusion. Variations across colleges and a notable effect of college type on perceived social inclusion highlight the influence of contextual factors. Furthermore, the intersectional analysis underscores nuanced differences based on gender, caste, and socio economic status. Dr. Kusum Lata "Online Voices, Offline Impact: Ambedkar's Ideals and Socio-Political Inclusion - A Study of Gurugram District" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-8 | Issue-1 , February 2024, URL: https://www.ijtsrd.com/papers/ijtsrd64543.pdf Paper Url: https://www.ijtsrd.com/humanities-and-the-arts/political-science/64543/online-voices-offline-impact-ambedkars-ideals-and-sociopolitical-inclusion--a-study-of-gurugram-district/dr-kusum-lata
Problems and Challenges of Agro Entreprenurship A Studyijtsrd
Noting calls for contextualizing Agro entrepreneurs problems and challenges of the agro entrepreneurs and for greater attention to the Role of entrepreneurs in agro entrepreneurship research, we conduct a systematic literature review of extent research in agriculture entrepreneurship to overcome the study objectives of complications of agro entrepreneurs through various factors, Development of agriculture products is a key factor for the overall economic growth of agro entrepreneurs Agro Entrepreneurs produces firsthand large scale employment, utilizes the labor and natural resources, This research outlines the problems of Weather and Soil Erosions, Market price fluctuation, stimulates labor cost problems, reduces concentration of Price volatility, Dependency on Intermediaries, induces Limited Bargaining Power, and Storage and Transportation Costs. This paper mainly devoted to highlight Problems and challenges faced for the sustainable of Agro Entrepreneurs in India. Vinay Prasad B "Problems and Challenges of Agro Entreprenurship - A Study" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-8 | Issue-1 , February 2024, URL: https://www.ijtsrd.com/papers/ijtsrd64540.pdf Paper Url: https://www.ijtsrd.com/other-scientific-research-area/other/64540/problems-and-challenges-of-agro-entreprenurship--a-study/vinay-prasad-b
Comparative Analysis of Total Corporate Disclosure of Selected IT Companies o...ijtsrd
Disclosure is a process through which a business enterprise communicates with external parties. A corporate disclosure is communication of financial and non financial information of the activities of a business enterprise to the interested entities. Corporate disclosure is done through publishing annual reports. So corporate disclosure through annual reports plays a vital role in the life of all the companies and provides valuable information to investors. The basic objectives of corporate disclosure is to give a true and fair view of companies to the parties related either directly or indirectly like owner, government, creditors, shareholders etc. in the companies act, provisions have been made about mandatory and voluntary disclosure. The IT sector in India is rapidly growing, the trend to invest in the IT sector is rising and employment opportunities in IT sectors are also increasing. Therefore the IT sector is expected to have fair, full and adequate disclosure of all information. Unfair and incomplete disclosure may adversely affect the entire economy. A research study on disclosure practices of IT companies could play an important role in this regard. Hence, the present research study has been done to study and review comparative analysis of total corporate disclosure of selected IT companies of India and to put forward overall findings and suggestions with a view to increase disclosure score of these companies. The researcher hopes that the present research study will be helpful to all selected Companies for improving level of corporate disclosure through annual reports as well as the government, creditors, investors, all business organizations and upcoming researcher for comparative analyses of level of corporate disclosure with special reference to selected IT companies. Dr. Vaibhavi D. Thaker "Comparative Analysis of Total Corporate Disclosure of Selected IT Companies of India" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-8 | Issue-1 , February 2024, URL: https://www.ijtsrd.com/papers/ijtsrd64539.pdf Paper Url: https://www.ijtsrd.com/other-scientific-research-area/other/64539/comparative-analysis-of-total-corporate-disclosure-of-selected-it-companies-of-india/dr-vaibhavi-d-thaker
The Impact of Educational Background and Professional Training on Human Right...ijtsrd
This study investigated the impact of educational background and professional training on human rights awareness among secondary school teachers in the Marathwada region of Maharashtra, India. The key findings reveal that higher levels of education, particularly a master’s degree, and fields of study related to education, humanities, or social sciences are associated with greater human rights awareness among teachers. Additionally, both pre service teacher training and in service professional development programs focused on human rights education significantly enhance teacher’s knowledge, skills, and competencies in promoting human rights principles in their classrooms. Baig Ameer Bee Mirza Abdul Aziz | Dr. Syed Azaz Ali Amjad Ali "The Impact of Educational Background and Professional Training on Human Rights Awareness among Secondary School Teachers" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-8 | Issue-1 , February 2024, URL: https://www.ijtsrd.com/papers/ijtsrd64529.pdf Paper Url: https://www.ijtsrd.com/humanities-and-the-arts/education/64529/the-impact-of-educational-background-and-professional-training-on-human-rights-awareness-among-secondary-school-teachers/baig-ameer-bee-mirza-abdul-aziz
A Study on the Effective Teaching Learning Process in English Curriculum at t...ijtsrd
“One Language sets you in a corridor for life. Two languages open every door along the way” Frank Smith English as a foreign language or as a second language has been ruling in India since the period of Lord Macaulay. But the question is how much we teach or learn English properly in our culture. Is there any scope to use English as a language rather than a subject How much we learn or teach English without any interference of mother language specially in the classroom teaching learning scenario in West Bengal By considering all these issues the researcher has attempted in this article to focus on the effective teaching learning process comparing to other traditional strategies in the field of English curriculum at the secondary level to investigate whether they fulfill the present teaching learning requirements or not by examining the validity of the present curriculum of English. The purpose of this study is to focus on the effectiveness of the systematic, scientific, sequential and logical transaction of the course between the teachers and the learners in the perspective of the 5Es programme that is engage, explore, explain, extend and evaluate. Sanchali Mondal | Santinath Sarkar "A Study on the Effective Teaching Learning Process in English Curriculum at the Secondary Level of West Bengal" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-8 | Issue-1 , February 2024, URL: https://www.ijtsrd.com/papers/ijtsrd62412.pdf Paper Url: https://www.ijtsrd.com/humanities-and-the-arts/education/62412/a-study-on-the-effective-teaching-learning-process-in-english-curriculum-at-the-secondary-level-of-west-bengal/sanchali-mondal
The Role of Mentoring and Its Influence on the Effectiveness of the Teaching ...ijtsrd
This paper reports on a study which was conducted to investigate the role of mentoring and its influence on the effectiveness of the teaching of Physics in secondary schools in the South West Region of Cameroon. The study adopted the convergent parallel mixed methods design, focusing on respondents in secondary schools in the South West Region of Cameroon. Both quantitative and qualitative data were collected, analysed separately, and the results were compared to see if the findings confirm or disconfirm each other. The quantitative analysis found that majority of the respondents 72 of Physics teachers affirmed that they had more experienced colleagues as mentors to help build their confidence, improve their teaching, and help them improve their effectiveness and efficiency in guiding learners’ achievements. Only 28 of the respondents disagreed with these statements. With majority respondents 72 agreeing with the statements, it implies that in most secondary schools, experienced Physics teachers act as mentors to build teachers’ confidence in teaching and improving students’ learning. The interview qualitative data analysis summarized how secondary school Principals use meetings with mentors and mentees to promote mentorship in the school milieu. This has helped strengthen teachers’ classroom practices in secondary schools in the South West Region of Cameroon. With the results confirming each other, the study recommends that mentoring should focus on helping teachers employ social interactions and instructional practices feedback and clarity in teaching that have direct measurable impact on students’ learning achievements. Andrew Ngeim Sumba | Frederick Ebot Ashu | Peter Agborbechem Tambi "The Role of Mentoring and Its Influence on the Effectiveness of the Teaching of Physics in Secondary Schools in the South West Region of Cameroon" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-8 | Issue-1 , February 2024, URL: https://www.ijtsrd.com/papers/ijtsrd64524.pdf Paper Url: https://www.ijtsrd.com/management/management-development/64524/the-role-of-mentoring-and-its-influence-on-the-effectiveness-of-the-teaching-of-physics-in-secondary-schools-in-the-south-west-region-of-cameroon/andrew-ngeim-sumba
Design Simulation and Hardware Construction of an Arduino Microcontroller Bas...ijtsrd
This study primarily focuses on the design of a high side buck converter using an Arduino microcontroller. The converter is specifically intended for use in DC DC applications, particularly in standalone solar PV systems where the PV output voltage exceeds the load or battery voltage. To evaluate the performance of the converter, simulation experiments are conducted using Proteus Software. These simulations provide insights into the input and output voltages, currents, powers, and efficiency under different state of charge SoC conditions of a 12V,70Ah rechargeable lead acid battery. Additionally, the hardware design of the converter is implemented, and practical data is collected through operation, monitoring, and recording. By comparing the simulation results with the practical results, the efficiency and performance of the designed converter are assessed. The findings indicate that while the buck converter is suitable for practical use in standalone PV systems, its efficiency is compromised due to a lower output current. Chan Myae Aung | Dr. Ei Mon "Design Simulation and Hardware Construction of an Arduino-Microcontroller Based DC-DC High-Side Buck Converter for Standalone PV System" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-8 | Issue-1 , February 2024, URL: https://www.ijtsrd.com/papers/ijtsrd64518.pdf Paper Url: https://www.ijtsrd.com/engineering/mechanical-engineering/64518/design-simulation-and-hardware-construction-of-an-arduinomicrocontroller-based-dcdc-highside-buck-converter-for-standalone-pv-system/chan-myae-aung
Sustainable Energy by Paul A. Adekunte | Matthew N. O. Sadiku | Janet O. Sadikuijtsrd
Energy becomes sustainable if it meets the needs of the present without compromising the ability of future generations to meet their own needs. Some of the definitions of sustainable energy include the considerations of environmental aspects such as greenhouse gas emissions, social, and economic aspects such as energy poverty. Generally far more sustainable than fossil fuel are renewable energy sources such as wind, hydroelectric power, solar, and geothermal energy sources. Worthy of note is that some renewable energy projects, like the clearing of forests to produce biofuels, can cause severe environmental damage. The sustainability of nuclear power which is a low carbon source is highly debated because of concerns about radioactive waste, nuclear proliferation, and accidents. The switching from coal to natural gas has environmental benefits, including a lower climate impact, but could lead to delay in switching to more sustainable options. “Carbon capture and storage” can be built into power plants to remove the carbon dioxide CO2 emissions, but this technology is expensive and has rarely been implemented. Leading non renewable energy sources around the world is fossil fuels, coal, petroleum, and natural gas. Nuclear energy is usually considered another non renewable energy source, although nuclear energy itself is a renewable energy source, but the material used in nuclear power plants is not. The paper addresses the issue of sustainable energy, its attendant benefits to the future generation, and humanity in general. Paul A. Adekunte | Matthew N. O. Sadiku | Janet O. Sadiku "Sustainable Energy" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-8 | Issue-1 , February 2024, URL: https://www.ijtsrd.com/papers/ijtsrd64534.pdf Paper Url: https://www.ijtsrd.com/engineering/electrical-engineering/64534/sustainable-energy/paul-a-adekunte
Concepts for Sudan Survey Act Implementations Executive Regulations and Stand...ijtsrd
This paper aims to outline the executive regulations, survey standards, and specifications required for the implementation of the Sudan Survey Act, and for regulating and organizing all surveying work activities in Sudan. The act has been discussed for more than 5 years. The Land Survey Act was initiated by the Sudan Survey Authority and all official legislations were headed by the Sudan Ministry of Justice till it was issued in 2022. The paper presents conceptual guidelines to be used for the Survey Act implementation and to regulate the survey work practice, standardizing the field surveys, processing, quality control, procedures, and the processes related to survey work carried out by the stakeholders and relevant authorities in Sudan. The conceptual guidelines are meant to improve the quality and harmonization of geospatial data and to aid decision making processes as well as geospatial information systems. The established comprehensive executive regulations will govern and regulate the implementation of the Sudan Survey Geomatics Act in all surveying and mapping practices undertaken by the Sudan Survey Authority SSA and state local survey departments for public or private sector organizations. The targeted standards and specifications include the reference frame, projection, coordinate systems, and the guidelines and specifications that must be followed in the field of survey work, processes, and mapping products. In the last few decades, there has been a growing awareness of the importance of geomatics activities and measurements on the Earths surface in space and time, together with observing and mapping the changes. In such cases, data must be captured promptly, standardized, and obtained with more accuracy and specified in much detail. The paper will also highlight the current situation in Sudan, the degree to which survey standards are used, the problems encountered, and the errors that arise from not using the standards and survey specifications. Kamal A. A. Sami "Concepts for Sudan Survey Act Implementations - Executive Regulations and Standards" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-8 | Issue-1 , February 2024, URL: https://www.ijtsrd.com/papers/ijtsrd63484.pdf Paper Url: https://www.ijtsrd.com/engineering/civil-engineering/63484/concepts-for-sudan-survey-act-implementations--executive-regulations-and-standards/kamal-a-a-sami
Towards the Implementation of the Sudan Interpolated Geoid Model Khartoum Sta...ijtsrd
The discussions between ellipsoid and geoid have invoked many researchers during the recent decades, especially during the GNSS technology era, which had witnessed a great deal of development but still geoid undulation requires more investigations. To figure out a solution for Sudans local geoid, this research has tried to intake the possibility of determining the geoid model by following two approaches, gravimetric and geometrical geoid model determination, by making use of GNSS leveling benchmarks at Khartoum state. The Benchmarks are well distributed in the study area, in which, the horizontal coordinates and the height above the ellipsoid have been observed by GNSS while orthometric heights were carried out using precise leveling. The Global Geopotential Model GGM represented in EGM2008 has been exploited to figure out the geoid undulation at the benchmarks in the study area. This is followed by a fitting process, that has been done to suit the geoid undulation data which has been computed using GNSS leveling data and geoid undulation inspired by the EGM2008. Two geoid surfaces were created after the fitting process to ensure that they are identical and both of them could be counted for getting the same geoid undulation with an acceptable accuracy. In this respect, statistical operation played an important role in ensuring the consistency and integrity of the model by applying cross validation techniques splitting the data into training and testing datasets for building the geoid model and testing its eligibility. The geometrical solution for geoid undulation computation has been utilized by applying straightforward equations that facilitate the calculation of the geoid undulation directly through applying statistical techniques for the GNSS leveling data of the study area to get the common equation parameters values that could be utilized to calculate geoid undulation of any position in the study area within the claimed accuracy. Both systems were checked and proved eligible to be used within the study area with acceptable accuracy which may contribute to solving the geoid undulation problem in the Khartoum area, and be further generalized to determine the geoid model over the entire country, and this could be considered in the future, for regional and continental geoid model. Ahmed M. A. Mohammed. | Kamal A. A. Sami "Towards the Implementation of the Sudan Interpolated Geoid Model (Khartoum State Case Study)" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-8 | Issue-1 , February 2024, URL: https://www.ijtsrd.com/papers/ijtsrd63483.pdf Paper Url: https://www.ijtsrd.com/engineering/civil-engineering/63483/towards-the-implementation-of-the-sudan-interpolated-geoid-model-khartoum-state-case-study/ahmed-m-a-mohammed
Activating Geospatial Information for Sudans Sustainable Investment Mapijtsrd
Sudan is witnessing an acceleration in the processes of development and transformation in the performance of government institutions to raise the productivity and investment efficiency of the government sector. The development plans and investment opportunities have focused on achieving national goals in various sectors. This paper aims to illuminate the path to the future and provide geospatial data and information to develop the investment climate and environment for all sized businesses, and to bridge the development gap between the Sudan states. The Sudan Survey Authority SSA is the main advisor to the Sudan Government in conducting surveying, mappings, designing, and developing systems related to geospatial data and information. In recent years, SSA made a strategic partnership with the Ministry of Investment to activate Geospatial Information for Sudans Sustainable Investment and in particular, for the preparation and implementation of the Sudan investment map, based on the directives and objectives of the Ministry of Investment MI in Sudan. This paper comes within the framework of activating the efforts of the Ministry of Investment to develop technical investment services by applying techniques adopted by the Ministry and its strategic partners for advancing investment processes in the country. Kamal A. A. Sami "Activating Geospatial Information for Sudan's Sustainable Investment Map" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-8 | Issue-1 , February 2024, URL: https://www.ijtsrd.com/papers/ijtsrd63482.pdf Paper Url: https://www.ijtsrd.com/engineering/information-technology/63482/activating-geospatial-information-for-sudans-sustainable-investment-map/kamal-a-a-sami
Educational Unity Embracing Diversity for a Stronger Societyijtsrd
In a rapidly changing global landscape, the importance of education as a unifying force cannot be overstated. This paper explores the crucial role of educational unity in fostering a stronger and more inclusive society through the embrace of diversity. By examining the benefits of diverse learning environments, the paper aims to highlight the positive impact on societal strength. The discussion encompasses various dimensions, from curriculum design to classroom dynamics, and emphasizes the need for educational institutions to become catalysts for unity in diversity. It highlights the need for a paradigm shift in educational policies, curricula, and pedagogical approaches to ensure that they are reflective of the diverse fabric of society. This paper also addresses the challenges associated with implementing inclusive educational practices and offers practical strategies for overcoming barriers. It advocates for collaborative efforts between educational institutions, policymakers, and communities to create a supportive ecosystem that promotes diversity and unity. Mr. Amit Adhikari | Madhumita Teli | Gopal Adhikari "Educational Unity: Embracing Diversity for a Stronger Society" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-8 | Issue-1 , February 2024, URL: https://www.ijtsrd.com/papers/ijtsrd64525.pdf Paper Url: https://www.ijtsrd.com/humanities-and-the-arts/education/64525/educational-unity-embracing-diversity-for-a-stronger-society/mr-amit-adhikari
Integration of Indian Indigenous Knowledge System in Management Prospects and...ijtsrd
The diversity of indigenous knowledge systems in India is vast and can vary significantly between different communities and regions. Preserving and respecting these knowledge systems is crucial for maintaining cultural heritage, promoting sustainable practices, and fostering cross cultural understanding. In this paper, an overview of the prospects and challenges associated with incorporating Indian indigenous knowledge into management is explored. It is found that IIKS helps in management in many areas like sustainable development, tourism, food security, natural resource management, cultural preservation and innovation, etc. However, IIKS integration with management faces some challenges in the form of a lack of documentation, cultural sensitivity, language barriers legal framework, etc. Savita Lathwal "Integration of Indian Indigenous Knowledge System in Management: Prospects and Challenges" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-8 | Issue-1 , February 2024, URL: https://www.ijtsrd.com/papers/ijtsrd63500.pdf Paper Url: https://www.ijtsrd.com/management/accounting-and-finance/63500/integration-of-indian-indigenous-knowledge-system-in-management-prospects-and-challenges/savita-lathwal
DeepMask Transforming Face Mask Identification for Better Pandemic Control in...ijtsrd
The COVID 19 pandemic has highlighted the crucial need of preventive measures, with widespread use of face masks being a key method for slowing the viruss spread. This research investigates face mask identification using deep learning as a technological solution to be reducing the risk of coronavirus transmission. The proposed method uses state of the art convolutional neural networks CNNs and transfer learning to automatically recognize persons who are not wearing masks in a variety of circumstances. We discuss how this strategy improves public health and safety by providing an efficient manner of enforcing mask wearing standards. The report also discusses the obstacles, ethical concerns, and prospective applications of face mask detection systems in the ongoing fight against the pandemic. Dilip Kumar Sharma | Aaditya Yadav "DeepMask: Transforming Face Mask Identification for Better Pandemic Control in the COVID-19 Era" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-8 | Issue-1 , February 2024, URL: https://www.ijtsrd.com/papers/ijtsrd64522.pdf Paper Url: https://www.ijtsrd.com/engineering/electronics-and-communication-engineering/64522/deepmask-transforming-face-mask-identification-for-better-pandemic-control-in-the-covid19-era/dilip-kumar-sharma
Streamlining Data Collection eCRF Design and Machine Learningijtsrd
Efficient and accurate data collection is paramount in clinical trials, and the design of Electronic Case Report Forms eCRFs plays a pivotal role in streamlining this process. This paper explores the integration of machine learning techniques in the design and implementation of eCRFs to enhance data collection efficiency. We delve into the synergies between eCRF design principles and machine learning algorithms, aiming to optimize data quality, reduce errors, and expedite the overall data collection process. The application of machine learning in eCRF design brings forth innovative approaches to data validation, anomaly detection, and real time adaptability. This paper discusses the benefits, challenges, and future prospects of leveraging machine learning in eCRF design for streamlined and advanced data collection in clinical trials. Dhanalakshmi D | Vijaya Lakshmi Kannareddy "Streamlining Data Collection: eCRF Design and Machine Learning" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-8 | Issue-1 , February 2024, URL: https://www.ijtsrd.com/papers/ijtsrd63515.pdf Paper Url: https://www.ijtsrd.com/biological-science/biotechnology/63515/streamlining-data-collection-ecrf-design-and-machine-learning/dhanalakshmi-d
This presentation was provided by Rebecca Benner, Ph.D., of the American Society of Anesthesiologists, for the second session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session Two: 'Expanding Pathways to Publishing Careers,' was held June 13, 2024.
Beyond Degrees - Empowering the Workforce in the Context of Skills-First.pptxEduSkills OECD
Iván Bornacelly, Policy Analyst at the OECD Centre for Skills, OECD, presents at the webinar 'Tackling job market gaps with a skills-first approach' on 12 June 2024
This document provides an overview of wound healing, its functions, stages, mechanisms, factors affecting it, and complications.
A wound is a break in the integrity of the skin or tissues, which may be associated with disruption of the structure and function.
Healing is the body’s response to injury in an attempt to restore normal structure and functions.
Healing can occur in two ways: Regeneration and Repair
There are 4 phases of wound healing: hemostasis, inflammation, proliferation, and remodeling. This document also describes the mechanism of wound healing. Factors that affect healing include infection, uncontrolled diabetes, poor nutrition, age, anemia, the presence of foreign bodies, etc.
Complications of wound healing like infection, hyperpigmentation of scar, contractures, and keloid formation.
How to Setup Warehouse & Location in Odoo 17 InventoryCeline George
In this slide, we'll explore how to set up warehouses and locations in Odoo 17 Inventory. This will help us manage our stock effectively, track inventory levels, and streamline warehouse operations.
A Visual Guide to 1 Samuel | A Tale of Two HeartsSteve Thomason
These slides walk through the story of 1 Samuel. Samuel is the last judge of Israel. The people reject God and want a king. Saul is anointed as the first king, but he is not a good king. David, the shepherd boy is anointed and Saul is envious of him. David shows honor while Saul continues to self destruct.
Leveraging Generative AI to Drive Nonprofit InnovationTechSoup
In this webinar, participants learned how to utilize Generative AI to streamline operations and elevate member engagement. Amazon Web Service experts provided a customer specific use cases and dived into low/no-code tools that are quick and easy to deploy through Amazon Web Service (AWS.)
2. International Journal of Trend in Scientific Research and Development @ www.ijtsrd.com eISSN: 2456-6470
@ IJTSRD | Unique Paper ID – IJTSRD47616 | Volume – 5 | Issue – 6 | Sep-Oct 2021 Page 1218
more recent reviews of this concept admit (Joyce &
Slocum, 1979; Schneider &Reichers, 1983). This
view emphasizes the role of organizational
atmosphere not only as an important concept to
explain organizational behaviour, but as an outcome
of various policies and structures implemented by
organizational decision makers and which
consequently leads to the enhancement or
deterioration of organizational performance.
Moreover, whilst most of the studies and reviews
referred to acknowledge the importance of the
concept of atmosphere, many have been critical of the
way in which atmosphere has been operationalized in
empirical research. The lack of consistency in part
reflects the potential breadth of the general concept,
and the generalized way in which early studies
applied it to diverse aspects of organizational
activities. Following Schneider &Reichers (1983),
one of the ways to reduce this diffuseness is by
focusing on particular aspects of organizational
atmosphere. For example, Zohar (1980) introduced
the concept of 'safety atmosphere', and Schneider,
Parkington& Buxton (1980) studied 'service
atmosphere.
The style of leadership focuses on the pattern a leader
uses or adopts in dealing with subordinate. Etzioni
(1958) cited in Genty (2005) postulated that the best
situation for leaders’ effectiveness is to have both
personal and position power. According to him,
position-power is the ability to induce or influence
behaviour of others. That is, power derived from an
organisational office, personal influence or both.
Individuals who are able to influence the behaviour of
other persons in an organization because of their
positions are said to have position-power. Personal-
power on the other hand is the extent to which
followers respect, feel good about, and are committed
to their leaders, and see their goals as being satisfied
by the goals of their leader (Genty, 2005).
In essence, it is the extent to which people are willing
to follow the leader. Consequently, in an organization
personal-power comes from below, i.e. from the
followers. However, Etizioni argued that in most
cases it is not possible to build a relationship on the
two based on behavioural school of thought and
social factors possess by most people. Therefore, an
effective leader is the one who is able to lead others
by directing, helping, guiding, counselling and
motivating followers to achieve desired goals.
According to them, leadership effectiveness is
contingent upon the leader adopting appropriate style
in the light of situation favorableness. This implies
that contingency style is a process whereby a leader
influence to exercise his ability depends upon the
group task, situation and the degree of personality and
approach to which the leader considered fit the group.
Genty (2005) advocates that leader should understand
their own behaviour, the behaviour of their
subordinates and the situation before utilising a
particular leadership style.
He maintained that to do this requires the leader to
have a diagnostic skill in human behaviour. In the
word of Fielder (1967) cited in Jacob (2004) said
basically, an effective leader must be flexible enough
to adapt to the differences among subordinates and
situations because the performance of the groups is
dependent on the interaction between leadership style
and situational favourableness.
Adair (1983) cited in Genty (2005) mentioned some
of the situations that leaders must take into
consideration in contingency style, namely: working
environment; values, attitudes and experience of the
super-ordinates and subordinates; tasks to be
performed; and available resources. He concluded
that the most favourable situation for leaders is when:
he has good leader-member relations; the tasks are
highly structured; and he has a powerful position. In a
nut shell, contingency leadership style is dependent
on situation. For instance, directive leadership style
will be appropriate for situations of high task
ambiguity, supportive for situations of stressful, dull
or dangerous task, achievement oriented will produce
positive results in situations where subordinates have
confidence in their ability to attain challenging goals
and participative for situation of high complexity
(Lawal, 1993).
The contemporary leadership approach include: A
Transactional leadership style this style involves a
correspondence between the leader and subordinates
on daily basis (Idowu, 2003). Such leader is patient,
purposeful, listening and conscious of priorities. The
transactional leadership rewards exceptional
contributions from subordinates and intervene when
there is deviation from standard. That is, transactional
leadership style is a style of leadership in which the
leader promotes compliance of his followers through
both rewards and punishment (Schultz & Duane,
2010). The exchange between the leader and his
followers will determine the level of rewards and
punishment that will be suitable for a task. This kind
of leadership style can be recommended for trade
union leaders at the National Executive Council
(NEC) in order to discourage local unions or shop-
floor members from deviating from the set objectives.
Also, it will enhance exchange of ideas on daily basis
on terms and conditions of employment or any other
contract of employment issues. A Transformational
Leadership style as the name implies, it changes the
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belief system of subordinates. Transformational
leaders are those transform their followers into
becoming leaders themselves. That is,
transformational leadership creates valuable and
positive change in the followers. A transformational
leadership style ensure elevating, mobilizing,
uplifting of followers interest and makes the
followers accept the interest of the corporate group
over and above their own interest. Research has
shown that transformational leadership can move
followers to exceed expected performance as well as
lead to high levels of follower’s satisfaction and
commitment to group and organization (Bass, 1998).
Bass (1998) identified four (4) components of
transformational leadership namely: Idealised
influence (Charismatic); Inspirational motivation;
Intellectual Stimulation; and Individualised
consideration. The subordinate sees leaders that adopt
such style as a good leader hence the style could lead
to employee satisfaction, commitment, loyalty,
innovativeness and creativity among the rank and file.
This perhaps, led to high performance level. Such a
style can be recommended for all categories of trade
union leadership. According to Lawal (1993),
behavioural leadership theories shifted attention from
the trait approach of physical or psychological
characteristics that account for a person’s behaviour
to what an effective leader do. That is, how they
delegate tasks, how they communicate with and
motivates their subordinates as well as how they carry
out tasks. Lawal (1993) argued that behavioural
approach unlike the trait assumes that behaviours
could be learned.
Behavioral leadership approach On the basis of the
foregoing, this study will not only limited itself to the
traditional leadership styles but will also explore the
modern leadership styles practice across world
presently. It is therefore, with this in our minds that
this study will discuss briefly on the behavioral
leadership styles which will serve as a basis for
prosperous industrial relations actors on the need to
revitalize their respective styles in order to achieve
the common goal of industrial peace and harmony
.Therefore, individuals trained in the appropriate
leadership behaviours could be effective.
The purpose of this study is to determine how
democratic leadership style impact on Industrial
Relations Atmosphere of some Selected Oil Servicing
Firms in Port Harcourt. The objective is to determine:
Determine the association of democratic
leadership style and industrial relations
atmosphere of oil servicing firms in Port
Harcourt.
Two researchable questions were raised, they
include:
To what extent does democratic leadership styles
impacts harmonious atmosphere of oil servicing
firms in Port Harcourt?
To what extent does democratic leadership styles
impacts adversarial atmosphere of oil servicing firms
in Port Harcourt?
In carrying out the study, two research hypotheses
were stated, which include:
Ho1: There is no significant relationship between
democratic leadership styles and adversarial
atmosphere in oil servicing firms in Port Harcourt.
Ho2: There is no significant relationship between
democratic leadership styles and harmonious
atmosphere in oil servicing firms in Port Harcourt.
1.1. Conceptual framework
Figure 1.1: Conceptual Framework; Democratic leadership styles and Industrial Relations
Atmosphere of some Selected Oil Servicing Firms in Port Harcourt
Source: Measures: Pritchard &Karsick, 1973
Dimensions: Hellriegel& Slocum, 1974
Democratic
leadership styles
Industrial
relations
atmosphere
Harmonious
atmosphere
Adversarial
atmosphere
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2. LITERATURE
2.1. Theoretical Foundation
Transformational leadership, Downton (1973), which can be defined as the process of influencing major changes
in the attitudes, beliefs, and values of followers to a point where the goals of an organization and the vision of
the leader are internalized and followers achieve performances beyond expectations (Bass, 1985; Yukl, 1999a;
1999b). In this process, leaders and followers raise one another’s levels of morality and motivation (Carlson
&Perrewe, 1995), and leaders achieve followers’ best efforts by inspiring them to identify with a vision that
surpasses their own immediate self-interests. The transformational leader aspires to elevate the followers’
higher-order needs meaning that leaders and followers raise each other’s motivations and senses of purpose. This
implies that the aims and aspirations of both parts congeal into one, being established common goals in which
they can identify themselves (Bryman, 1992).
2.2. Democratic leadership styles
This is a leadership style whereby leaders give others (subordinates) a chance to participate, contribute and
exchange ideas, believes in decision making process. This kind of leadership involve group to determine work-
method, communicate overall-all goals to the subordinates, seeks advice, gives rooms for feedback as well as
allows two-way flow of information. Here, rewards rather than threats of punishment are used to motivate
subordinates (Lawal, 1993). Democratic leadership styles allows for decentralisation of authority whereby
decisions with employees takes place in form of participation and this allow employees (followers) to work as a
social group. In this style of leadership new ideas and changes are welcome while this lead to improvement in
productivity, level of cooperation increases as well as enhances morale of the workers. The decision making
process is however slower due to the fact that the leader has to give reasons or explaining why certain decisions
were taken (Lawal, 1993).
Gastil (1994) defined the characteristics of democratic leadership as distributing responsibility among the
membership, empowering group members, and aiding the group’s decision-making process. The varied
characteristics of democratic leadership contribute to the fact that there has been no clear definition of
democratic leadership. Gastil (1994) argued that “the absence of a clear definition may have also contributed to
the decreased amount of research on democratic leadership”.
Industrial democracy is a term generally used to argue that, by analogy with political democracy, workers are
entitled to a significant voice in the decisions affecting the organizations in which they work. (Fejoh 2015). The
term is not used in a consistent manner as it is also used by some workers to argue that any system short of full
workers‟ control is a denial of industrial democracy and this was the standpoint adopted byunion activists in the
early decade of the century who advocated a form of guild socialism which was a form of workers‟ control of
industrial organizations. (Fejoh, 2015). In any human society, there must be leaders and followers. In work
organization however, it is the management and labour and as related to power distribution and structures
between the levels.
3. Industrial Relations Atmosphere
Industrial relations atmosphere is the degree to which the labor-management relations are cooperative or
conflicting, reflected in the extent to which relations between management and employees are seen by
participants as mutually trusting, respectful, and cooperative (Hammer, Currall& Stern, 1991). Payne and Pugh
(1976) stated the usefulness of positive industrial relations atmosphere as it improves employee motivation,
satisfaction, quality of work life and overall organizational effectiveness.
Industrial relations atmosphere has increasingly been recognized as a multidimensional concept, particularlyin
light of the decline in trade union density and coverage, and an associated increase in non-union workplaces, the
increased use of direct voice, and the relationship between workplace democratic practices and organizational
performance (Kersley, Alpin, Forth, Bryson, Bewley, Dix and Oxenbridge, 2006). Further, according to Kersley
- Oxenbridge et al. (2006) industrial relations atmosphere affects workplace outcomes. Schneider and Reichers
(1983) stated that industrial relations atmosphere is a function of the interactions between ‘organizational
members’, individuals and groups within an organization.
Kuruvilla and Erickson (2002) observed that the goal of the industrial relations system was to maintain labor
peace and, more generally, industrial stability. They further explain that industrial relation helps in containing
industrial conflict hence making it difficult for the parties to go on strike by mandating some form of third party
dispute resolution, and by attempting to foster responsible trade unionism rather than militant trade unionism. As
a result industrial peace or stability is realized, which is a pre-requisite for economic development in many of the
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countries. On the other hand industrial relations environment refers to the atmosphere, norms, attitudes and
behaviours reflecting and underpinning how workers, unions and managers interact collectively with each other
in the workplace, which in turn, affects workplace outcomes (Kersleyet al., 2006).
According to Pyman et al. (2010), workplace environment and the contextual factors are sometimes described as
the industrial relations atmosphere, and this concept has been used to explain behavior and attitudes in the
workplace, and interactions between unions, employees and employers. Industrial relations environment
therefore depicts the state and quality of union–management relations in an organization. Industrial relations
environment can therefore be described as a function of work practices (the organization of work) and
employment practices -the management of people , and thus may be linked to organizational performance
company and worker outcomes (Boxall and Macky, 2009).
Some studies have shown that favourable perceptions of industrial relations environment are positively
associated with commitment to both the employer and the union. These studies have further indicated that
favorable perceptions of the industrial relations environment allows for commitment of employer and employee
because of cognitive consistency between the role of employee and union member in workplaces with more
cooperative union-management relations (Redman and Snape, 2006). Industrial relations environment has
therefore been identified as a key mediating factor in the link between high-performance work systems and
organizational performance and effectiveness (Kersleyet al., 2006).
3.1. Harmonious Atmosphere
Harmony refers to a friendly and cooperative agreement on working relationships between employers and
employees for their mutual benefit (Otobo, 2005; Osad and Osas, 2013). According to Puttapalli and Vuram
(2012), harmony is concerned with the relationship between management and employees with respect to the
terms and conditions of employment and the work place. In effect, it is a situation where employees and
management cooperate willingly in pursuit of the organization’s aims and objectives. Industrial harmony in its
ideal form, presupposes an industry in a condition of relative equilibrium where relationship between individuals
and or groups are cordial and productive. Sayles and Strauss (1981) assert that with the inevitable differences
among groups within an organization, conflict and differing objectives permeate modern organizations.
Industrial Harmony constitutes one of the most delicate and complex problems of the modern industrial society.
This phenomenon of a new complex industrial set-up is directly attributed to the emergence of „Industrial
Revolution”. The pre-industrial revolution period was characterized by a simple process of manufacturing, small
scale investment, local markets and small number of persons employed which resulted to a close relationship
between the manager and the managed. Due to personal and direct relationship between the employer and the
employee it was easier to secure cooperation among employees in organizations. Any grievance or
misunderstanding on the part of either party could be promptly removed.
In recent times, industrial disharmony is assuming unprecedented proportion in most of the food and beverages
firms in Nigeria. The incessant grievance and conflicts between management and employee in food and beverage
industry has more than ever before been publicized in the manifestation of negative consequences such as
decline in the performance of organization and that of the employee (Agba, Ushie; &Agba, 2009). Albert and
Yahaya (2013) lent credence to this view, that the pattern of industrial relations in Nigeria has been conflictual in
nature with disruptive consequences and significant work-stoppages. Various reasons and explanations have
been adduced as to why the relationship between labour and management is conflict ridden. Arguably, it is
observed that management of food and beverage firms in Anambra State practice management of exclusionism,
neglect of power sharing mechanism which ensure partnership amongst stakeholders in the workplace and
derogation of organizational communication pattern may breed disharmony in contemporary organizations
(Iheriohanma, 2007).
Harmony can only come out of what is known as “Industrial Democracy” a situation in organisation where to a
larger extent, the participation of workers is adequately sought in the process of making decisions that will
determine the conditions of their working lives. It involves joint participation in decision making process
between the two major actors to labour relations. It encompasses such concepts as joint consultation, co-
ownership or co-partnership, co-determination and whiltleyism (Otobo 2005). Industrial harmony enhances
labour productivity and in turn improves performance in organizations, achieving economic growth, and
enhancing living standards and quality of life. It creates a peaceful working environment conducive to tolerance,
dialogue and other alternative (to strike) means of resolving industrial or labour disputes in Nigeria (such as
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negotiation, mediation, arbitration, conciliation and litigation or court adjudication). This creates a high level of
employee satisfaction.
3.2. Adversarial Atmosphere
Adversarial atmosphere refers to an atmosphere fill with grievances, conflict, dispute and could migrate to a
state of crisis within the organisation or industry. Thomas (1976) Grievance refers to any dissatisfaction or sense
of injustice which is felt by an employee in relation to his pay, working conditions, leave, recoveries of dues or
other aspects of employment. Broadly speaking, “a grievance is any dissatisfaction that adversely affects
organisational relations and productivity. Conflict on the other hand is broadly defined as the perception by the
parties involved that they hold discrepant views or have interpersonal incompatibilities (Boulding, 1963).
Edwards et al. (1995:283) argue that adverse forms of industrial atmosphere could take the form of covert forms
of conflict which may be labelled worker resistance and it is central to understanding the experience of IR
systems. Resistance is considered in terms of power asymmetries and opposition through a variety of employee
behaviours used to contest the management prerogative (Roscigno&Hodson, 2004; Mulholland, 2004; Hebdon&
Gall, 2008; Gall, 2013).
Cahn and Abigail (2007) also defined conflict as a problematic situation, differing perceptions and desired
outcomes, interdependence, potential which adversely affect the relationship between individuals. Robbins
(1978) defines conflict as “any kind of opposition or antagonistic interaction between two or more parties”.
Conflict, according to De Dreu, Harinck, & Van Vianen (1999) can also be viewed as a process that begins when
an individual or group perceives differences and opposition between oneself and another individual or group
about interests, beliefs or values that matter to them. Conflict is a likely result of contacts within family, friends,
and colleagues, as well as between managers and their subordinates (Suppiah& Rose, 2006); thus, conflict is
inevitable whenever human element is involved.
Democratic Leadership Style and Industrial Relations Atmosphere
The democratic leadership style is also called the participative style as it encourages employees to be a part of
the decision making team. The democratic manager keeps his or her employees informed about everything that
affects their work and shares decision making and problem solving responsibilities.
Anderson (1959) identified the democratic leader as one who shares decision making with the other members
and therefore, democratic leadership is connected with higher morale in the majority of the situations. He denied
that democratic leadership is associated with low productivity and high morale and that authoritarian leadership
is associated with high productivity and low morale. Hackman and Johnson (1996) supported Anderson’s
explanation of the relationship between democratic leadership and productivity.
Democratic leadership is related with increased followers’ productivity, satisfaction, involvement, and
commitment (Hackman & Johnson, 1996). Member satisfaction and nominations for leadership are greater under
democratic leadership (Bass, 1990; Stogdill, 1974). Although the significant drawbacks to democratic leadership
are time consuming activities and lengthy debate over policy, participation plays a key role for increasing the
productivity of leadership (Denhardt&Denhardt, 2003; Hackman & Johnson).Consequently, the primary
characteristics of democratic leadership signifies that group members are encouraged to share ideas and
opinions, even though the leader retains the final say over decisions and members of the group feel more
engaged in the process leading to encouragement of creativity . Participation is a core characteristic of
democratic leadership; and the ideal of democratic leadership is friendly, helpful, and encouraging participation
(Luthar, 1996). Again, Wilson, George, Wellins, and Byham (1994) categorized autocratic leadership,
participative leadership, and high involvement leadership by the level of participation encouraged bythe leader.
Chemers (1984) also defined democratic leadership as emphasizing group participation. Thus, participation is
the major characteristic of democratic leadership (Bass, 1990).
On the other hand, Kuczmarski and Kuczmarski (1995) talked about the distinctiveness of a democratic leader as
erudite, influential, motivating, a winner of cooperation, a provider of logical consequences, encouraging,
permitting of self-determination, guiding, a good listener and respecting, and situation-centered. Gastil (1994)
defined the characteristics of democratic leadership as distributing responsibility among the membership,
empowering group members, and aiding the group’s decision-making process. Gastil (1994) argued that “the
absence of a clear definition may have also contributed to the decreased amount of research on democratic
leadership”.
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Okon, Asu, Patrick and Antigh (2012) carried out a study to determine the impact of inter-union conflicts on
industrial harmony. University of Calabar Teaching Hospital and Federal NeuroPsychiatric Hospital Calabar
were the only tertiary health institutions in Nigeria‟s Cross River State and the 2575 total staff strength of the
two organizations was the study population. A total of 266 subjects was randomly sampled. Pearson Product
Moment Correlation test was conducted to test the null hypothesis and it was established that there was
significant influence of inter-union conflicts on industrial harmony in the study case. Recommendations to
reduce the inter-union conflicts and enhance industrial harmony include, among others, the removal of salary
disparity among unions, and the review of law and working conditions.
Moorthy (2005) carried out a study on industrial relations scenario in Textile Industry in Tamil Nadu. The paper
attempted to identify the changes that have occurred in industrial relations scenario in textile industry in Tamil
Nadu after the economic reforms introduced during the nineties. The study concluded that economic reforms
have affected industrial relations in textile industry in Tamil Nadu as there is a declining tendency in industrial
disputes. The prevailing atmosphere of labour unrest could be attributed to total violation of certain norms of
discipline by a section of trade unions and also by some employers. Mojaye and Dedekuma (2015) conducted a
study on the influence of communication on Industrial Harmony in the Civil Service of Delta State Nigeria. The
study tries to establish a link between communication and good industrial relations and industrial peace. The
study focused on the Delta State Civil Service and attempted to find out the role that effective communication
had played in ensuring industrial peace since the advent of the state. Questionnaires were administered to 325
civil servants out of which only 299 were useful. One of the research questions was whether there is any
relationship between industrial harmony and effective communication. The study showed that while effective
communication may not necessarily lead to good industrial relations but it may engender industrial peace.
Nkiinebari (2014) conducted a study on workplace democracy and industrial harmony in Nigeria. This study
seeks to unravel the immediate causes of this workplace social distance. In an effort to provide the antidote for
workplace cooperation, selected manufacturing firms in Port Harcourt Nigeria were studied. The population
consisted of 588 workers of selected manufacturing firms in Port Harcourt and the sample size determined using
the Krejcie and Morgan (1970) sample size table was 234. For data analysis, frequencies and descriptives were
used, the use of percentages, mean scores and standard deviations were used alongside linear regression to
examine the relationship between Workplace democracy and Industrial harmony. The study revealed that there is
a high prevalence of tall structured organization which creates a gap between labour and management, thus
mutual cooperation seemed not to be existing. Qualitative and quantitative methods were used in gathering and
analyzing the data and recommendations were obvious that some mutual conditions among which due process,
voting and collective bargaining are palliative agents capable of reducing the evident relationship strain between
labour and management which have frequently resulted in strikes as the extremes
4. Methods
this study adopt the quasi experimental design to analyze its data, the information collected from the
questionnaire was summarized in their groups and percentage were used to analyses the data, also inferential
statistical tool of regression analyses was used to test the level of significance among variables and finally The
analysis was aided with SPSS version 21.0.
Y =F[X1, X2, X3……….XN]
Where Y =dependent variable
X1, x2 ,x3….xn=independent variable
F=Functional relationship among variables
The study was conducted within the Port Harcourt metropolis where some oil servicing firms have their offices
in different parts of the city. Taro-Yamene sample size determination formula was used to determine the sample
size
4.1. Reliability of the Research Instrument
The scale to use for this study had been previously adjudged reliable. However, we verify reliability outcomes
through confirmatory test of internal consistency on the instrument with our sample using Cronbach alpha. This
calculates the average of all possible Split-half Reliability Coefficient and the threshold level, 0.7 which is
generally accepted by the rule of thumb (Cortina, J. M. , 1993) was considered adequate.
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5. Findings
5.1. Result and Frequency Analysis
In this section, the output of the primary and secondary data is presented. Analysis was carried out on individual
variables and measures. Mean scores and standard deviations are also illustrated. The presentation begins with
the independent variable which is democratic leadership styles. It then proceeds to the dependent variable-
industrial relations atmosphere, whose measures are harmonious atmosphere and adversarial atmosphere. These
are all scaled on the five (5) point Likert scale (ranging from 1: SD=strongly disagree, 2: D=disagree, 3:
N=neutral, 4: A=agree and 5: SA= strongly agree).
The secondary data analysis was carried out using the Spearman rank order correlation tool at a 95% confidence
interval. Specifically, the tests cover hypotheses HO1 to HO2 which were bivariate and all stated in the null form.
We have relied on the Spearman Rank (rho) statistic to undertake the analysis. The 0.05 significance level is
adopted as criterion for the probability of either accepting the null hypotheses at (p>0.05) or rejecting the null
hypotheses at (p<0.05)
5.2. Analysis on Democratic Leadership Style
For the purpose this study, we adopted 5point likert scale in our questionnaire, having response categories in the
order of SA =5, A=4, U=3, D=2 and SD=1. Going by this, the interpretation of our mean is according to
Ahiazu&Asawo’s (2009) categorization where all responses with mean value (x) between 1-2 as being low, 2.5-
3.5 as being moderate, 3.5 – 4.5 as high and 4.5 above as very high.
Table 1 Response Rates for Democratic Leadership Styles
Democratic Leadership styles SA A N D SD X Std.
1 I go beyond self-interest for the good of the organization 56 19 0 34 12 3.60 1.530
2 The best decision will be the one with the best consensus 30 32 15 29 15 3.27 1.390
3 I help others to develop their strength 27 31 16 27 20 3.15 1.424
4
I welcome others to constructively and constantly challenge
my strategies.
38 30 10 22 21 3.35 1.509
Survey Data, 2019
The data in table 1 illustrates the response rates and frequency for democratic leadership styles measured on a 4-
item instrument and scaled on a 5-point Likert scale. From the data, the first question item shows a mean score
of 3.60 which is high on the measurement scale. The 2nd, 3rd and 4th question items with 3.27, 3.15 and 3.35
mean scores respectively also means that the respondents responses are on the moderate range of the scale used
in measurement.
Table 2 Descriptive Statistics for democratic leadership Style
N Minimum Maximum Mean Std. Deviation
Democratic leadership style 121 1.00 5.00 3.3430 1.43728
Valid N (listwise) 121
SPSS 21.0 Data Output, 2019
Table 2 above illustrates the descriptive statistics for democratic with mean scores of 3.3430 indicates that most
of the respondents were on the moderate range of the measurement scale,
Table 3: Response Rates for Harmonious Atmosphere
Harmonious atmosphere SA A N D SD X Std.
1 I create an atmosphere of growth 31 20 15 24 31 2.97 1.560
2 I accept ownership for team decisions 30 30 13 30 18 3.20 1.435
3 Unionize climate are quiet. 24 32 9 25 31 2.94 1.518
Survey Data, 2019
Table 3 above shows descriptive data on the extent to which harmonious atmosphere is a measure of industrial
relations atmosphere. The 1st, 2nd, and 3rd
question items with a mean score of , 2.94, and 3.20 and 2.94
respectively shows that the respondents are more on the moderate range of the scale.
Table 4: Response Rates for Adversarial Atmosphere
Adversarial atmosphere SA A N D SD X Std.
1 resistance produce conflict situation 27 33 12 26 23 3.12 1.464
2 Neglect of union members disturb business peace 42 32 17 17 13 3.60 1.369
3 Neglect don’t have any adverse effect on union peace. 35 35 14 20 17 3.42 1.419
Survey Data, 2019
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Table 4 illustrates the response rates and frequency for adversarial atmosphere measured on a 3-item instrument
and scaled on a 5-point Likert scale. From the data, the first and second question items show a moderate mean
scores of 3.26,and3.42 respectively while the third question item with a mean score of 3.60 illustrates that the
respondents are more inclined to the agree range of the scale used in measurement.
Table 5 Descriptive Statistics for Industrial Relation Atmosphere
N Minimum Maximum Mean Std. Deviation
Harmonious atmosphere 121 1.00 5.00 3.0358 1.37423
Adversarial atmosphere 121 1.00 5.00 3.3829 1.32404
Valid N (listwise) 121
SPSS 21.0 data Output, 2019
Table 5 above illustrates the descriptive statistics for industrial relations atmosphere in some oil servings
companies in Port Harcourt’s. Harmonious atmosphere with a mean score of 3.0358, with a mean score of
adversarial atmosphere3.3829 indicates that most of the respondents were on the moderate range of the
measurement scale.
Table 6 Descriptive Statistics for the Study Variables
N Minimum Maximum Mean Std. Deviation
Democratic leadership styles 121 1.17 5.00 3.2225 1.29584
Industrial relations atmosphere 121 1.44 5.00 3.2507 1.22773
Valid N (listwise) 121
Source: SPSS 21.0 data Output, 2019
The data in table 6 illustrates the descriptive statistics summary for the study variables which are union
leadership style (Independent variable) and industrial relations atmosphere. (Dependent variable).
Table 7 Relationship between Democratic Leadership Style and Harmonious Atmosphere
Correlations
Democratic
leadership style
Harmonious
atmosphere
Spearman's rho
Democratic leadership style
Correlation Coefficient 1.000 .968**
Sig. (2-tailed) . .000
N 121 121
Harmonious atmosphere
Correlation Coefficient .968**
1.000
Sig. (2-tailed) .000 .
N 121 121
**. Correlation is significant at the 0.01 level (2-tailed).
SPSS 21.0 data Output, 2019
Table 7 shows the Spearman’s correlation coefficient; rho = 0.968** and the probability Value (PV) = 0.000 <
0.05 (level of significance). This is to shows that there is a positive relationship between democratic leadership
style and harmonious atmosphere. Therefore, increasing the level of democratic leadership style will also
increase harmonious atmosphere as a measure of industrial relations atmosphere. Therefore based on the results
illustrated, all previous bivariate null hypothetical statements are hereby rejected as the study finds that:
There is a significant relationship between democratic leadership style and harmonious atmosphere in oil
servicing firms in Port Harcourt.
Table 8: Relationship between Democratic Leadership Style and Adversarial Atmosphere.
Correlations
Democratic
leadership style
Adversarial
atmosphere
Spearman's rho
Democratic leadership style
Correlation Coefficient 1.000 .882**
Sig. (2-tailed) . .000
N 121 121
Adversarial
atmosphere
Correlation Coefficient .882**
1.000
Sig. (2-tailed) .000 .
N 121 121
**. Correlation is significant at the 0.01 level (2-tailed).
SPSS 21.0 data Output, 2019.
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Table 8 shows the Spearman’s correlation coefficient; rho = 0.882** and the probability Value (PV) = 0.000 <
0.05 (level of significance). This is to shows that there is a positive relationship between democratic leadership
style and adversarial atmosphere. Therefore, increasing the level of democratic leadership style as a dimension
of union leadership style will also increase adversarial atmosphere as a measure of industrial relations
atmosphere. Therefore based on the results illustrated, all previous bivariate null hypothetical statements are
hereby rejected as the study finds that:
There is a significant relationship between democratic leadership style and adversarial atmosphere in oil
servicing firms in Port Harcourt.
Table 9: Correlation Result for the Relationship between democratic Leadership Style and Industrial
Relations Atmosphere
democratic
leadership style
Industrial relations
atmosphere
Spearman's rho
Democratic leadership style
Correlation Coefficient 1.000 .984**
Sig. (2-tailed) . .000
N 121 121
Industrial relations atmosphere
Correlation Coefficient .984**
1.000
Sig. (2-tailed) .000 .
N 121 121
**. Correlation is significant at the 0.01 level (2-tailed).
SPSS 21.0 data Output, 2019
Table 9 above illustrates the relationship between
democratic leadership style and industrial relation
atmosphere in oil serving firms in Port Harcourt.
Hence it was hypothesized that there is no significant
relationship between democratic leadership style and
industrial relation atmosphere in oil serving firms in
Port Harcourt.. The results show that (rho = 0.984 and
p value 0.000<0.05). The result of the analysis shows
a very strong positive correlation between democratic
leadership style and industrial relation atmosphere in
oil serving firms in Port Harcourt.. This relationship
is also statistically significant at p=0.0000<0.05
significance level.
6. Conclusion and recommendation
Referring back to our finding where democratic style
affects the harmonious and adversarial atmosphere.
All leadership styles are acceptable, there is no
particular leadership styles that can single handedly
influence a firms industrial relation atmosphere.
Firms should be conscious of the various leadership
styles if they want to achieve their ultimate goal.
From the foregoing conclusions, The study
recommend that;
The union leaders should put in place appropriate
policies which will be fair to her members. It is
clearly demonstrated in the result that democratic
leadership style showed and are important partial
determinant of the measures of industrial relations
atmosphere adopted in this study, whereas an
optimal solution would require complete
knowledge of all circumstances around the
various leadership styles.
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