The document examines the relationship between information technology and leadership style at the Navy Research Institute of Bandar Anzali in northern Iran. It analyzes data collected through questionnaires using statistical analysis software. The analysis finds a meaningful relationship between participative leadership style and information technology that supports strategic decision making, as well as between despotic leadership style and such information technology. The document concludes there is a direct relationship between information technology application and participative leadership style, but a despotic style limits information technology use.
The Impact of Human Resource Practices on Organizational Performance: A Study...AI Publications
The aim of this study to find the impact of human resource management practices on organizational performance of businesses located in Erbil. The research analyzed by applying quantitative method, I applied a structured survey as tool of this research. I distributed 100 questionnaires, but only 71 questionnaires I was able to receive. The findings showed that there is a positive relationship between human resource management practices and organizational performance.In my study, I have found the limitations, for instance the measurement of applying few of human resource management practices in order to measure organizational performance.Future studies can enhance the above research limitations and foresee a much detailed research study of the relation between human resource management practices by taking more practices intro consideration in order to measure and assess organizational performance.
Impact of human resources management practices on turnover, productivity and ...Alexander Decker
The document discusses a study on the impact of human resource management (HRM) practices on employee turnover, productivity, and corporate financial performance. The study was conducted through a survey of 145 respondents. The major findings were: 1) key HRM practices that positively impact these areas include establishing a clear organizational vision/mission, implementing a performance management system, and establishing competitive benefit/compensation programs; 2) effective HRM practices can reduce employee turnover by increasing corporate loyalty and reducing absenteeism and job stress; 3) HRM practices like setting clear goals and reducing rework/scrap can improve productivity. The study concludes that adopting best HRM practices is important for organizations to optimize human capital management.
Impact of human resource management practices on job performance a comparativ...WriteKraft Dissertations
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission:
To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision:
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer's aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
Our Achievements:
NATIONAL AWARD FOR BEST RESEARCH PROJECT (By Hon. President APJ Abdul Kalam)
GOLD MEDAL FOR RESEARCH ON DISABILITY (By Disabled’s Club of India)
NOMINATED FOR BEST MSME AWARDS 2017
5 STAR RATING ON GOOGLE
We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
From past years our core advisory members, research team assisted research scholars from various universities from all corners of world.
Subjects/Areas We Cover:
Management, Commerce, Finance, Marketing, Psychology, Education, Sociology, Mass communications, English Literature, English Language, Law, History, Computer Science & Engineering, Electronics & Communication Engineering, Mechanical Engineering, Civil Engineering, Electrical Engineering, Pharmacy & Healthcare.
This document provides an overview of perspectives in human resource management and the evolution of the field. It discusses three main management perspectives: 1) the scientific or closed system focused on control and efficiency; 2) the human relations or semi-open system incorporated some welfare practices but still emphasized top-down control; and 3) the open system views the organization as organic and emphasizes developing human resources as key to performance. The document then discusses personnel management and its replacement by the contemporary field of human resource management, which is oriented toward business strategy and competitive advantage. It proposes using models to analyze the impact of different "hard" and "soft" HRM approaches on organizational outcomes.
A brief description on cutting edge reserach in HR. Also status of HR research in India and the way forward.A helpful presenttaion for early stage researcher.
This document discusses a study on the relationship between employee motivation and organizational performance in multinational companies in Nigeria, using Cadbury Nigeria PLC as a case study. The study found that Cadbury Nigeria provided adequate motivation to employees and saw improvements in employee productivity and organizational performance. There was a positive correlation found between employee productivity and motivation programs. The document provides background context on theories of human resource management, performance management, high performance work systems, and the requirements of an effective motivational system. Senior managers are advised to continuously improve motivational programs as a core part of enhancing employee productivity.
Influence of Compensation and Reward on Performance of Employees at Nakuru Co...iosrjce
Human Resource Development is concerned with the provision of learning, development and
training opportunities in order to improve individual, team and organizational performance. The objective of
the study was influence of compensation and reward on performance of employees at Nakuru county
government A survey was carried out within the 11 sub-counties in Nakuru County Government with the study
adapting a descriptive research design. Stratified random sampling technique was employed on a target
population of 6,400 respondents from the same geographical area of study. Simple random sampling was used
to select the respondents that formed a sample size of 98 respondents. Primary data was collected using
questionnaires and interview schedules with a combination of open and closed questions. Statistical Package for
Social Sciences was used to analyze the data. The findings indicated that there was a strong relationship
compensation and reward on employee performance in the county government of Nakuru. The researcher
therefore recommended training needs and other nonmonetary rewards practices in order to enhance employee
performance.
This document discusses key aspects of human resource management. It covers the definition of HRM, competitive challenges facing HRM like globalization and technology, emerging employee issues around diversity and work-life balance. It then outlines the evolution of HRM from early craft systems and guilds to modern HRM practices. Key HRM functions like HR planning, job analysis, recruitment, selection and compensation are defined.
The Impact of Human Resource Practices on Organizational Performance: A Study...AI Publications
The aim of this study to find the impact of human resource management practices on organizational performance of businesses located in Erbil. The research analyzed by applying quantitative method, I applied a structured survey as tool of this research. I distributed 100 questionnaires, but only 71 questionnaires I was able to receive. The findings showed that there is a positive relationship between human resource management practices and organizational performance.In my study, I have found the limitations, for instance the measurement of applying few of human resource management practices in order to measure organizational performance.Future studies can enhance the above research limitations and foresee a much detailed research study of the relation between human resource management practices by taking more practices intro consideration in order to measure and assess organizational performance.
Impact of human resources management practices on turnover, productivity and ...Alexander Decker
The document discusses a study on the impact of human resource management (HRM) practices on employee turnover, productivity, and corporate financial performance. The study was conducted through a survey of 145 respondents. The major findings were: 1) key HRM practices that positively impact these areas include establishing a clear organizational vision/mission, implementing a performance management system, and establishing competitive benefit/compensation programs; 2) effective HRM practices can reduce employee turnover by increasing corporate loyalty and reducing absenteeism and job stress; 3) HRM practices like setting clear goals and reducing rework/scrap can improve productivity. The study concludes that adopting best HRM practices is important for organizations to optimize human capital management.
Impact of human resource management practices on job performance a comparativ...WriteKraft Dissertations
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission:
To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision:
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer's aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
Our Achievements:
NATIONAL AWARD FOR BEST RESEARCH PROJECT (By Hon. President APJ Abdul Kalam)
GOLD MEDAL FOR RESEARCH ON DISABILITY (By Disabled’s Club of India)
NOMINATED FOR BEST MSME AWARDS 2017
5 STAR RATING ON GOOGLE
We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
From past years our core advisory members, research team assisted research scholars from various universities from all corners of world.
Subjects/Areas We Cover:
Management, Commerce, Finance, Marketing, Psychology, Education, Sociology, Mass communications, English Literature, English Language, Law, History, Computer Science & Engineering, Electronics & Communication Engineering, Mechanical Engineering, Civil Engineering, Electrical Engineering, Pharmacy & Healthcare.
This document provides an overview of perspectives in human resource management and the evolution of the field. It discusses three main management perspectives: 1) the scientific or closed system focused on control and efficiency; 2) the human relations or semi-open system incorporated some welfare practices but still emphasized top-down control; and 3) the open system views the organization as organic and emphasizes developing human resources as key to performance. The document then discusses personnel management and its replacement by the contemporary field of human resource management, which is oriented toward business strategy and competitive advantage. It proposes using models to analyze the impact of different "hard" and "soft" HRM approaches on organizational outcomes.
A brief description on cutting edge reserach in HR. Also status of HR research in India and the way forward.A helpful presenttaion for early stage researcher.
This document discusses a study on the relationship between employee motivation and organizational performance in multinational companies in Nigeria, using Cadbury Nigeria PLC as a case study. The study found that Cadbury Nigeria provided adequate motivation to employees and saw improvements in employee productivity and organizational performance. There was a positive correlation found between employee productivity and motivation programs. The document provides background context on theories of human resource management, performance management, high performance work systems, and the requirements of an effective motivational system. Senior managers are advised to continuously improve motivational programs as a core part of enhancing employee productivity.
Influence of Compensation and Reward on Performance of Employees at Nakuru Co...iosrjce
Human Resource Development is concerned with the provision of learning, development and
training opportunities in order to improve individual, team and organizational performance. The objective of
the study was influence of compensation and reward on performance of employees at Nakuru county
government A survey was carried out within the 11 sub-counties in Nakuru County Government with the study
adapting a descriptive research design. Stratified random sampling technique was employed on a target
population of 6,400 respondents from the same geographical area of study. Simple random sampling was used
to select the respondents that formed a sample size of 98 respondents. Primary data was collected using
questionnaires and interview schedules with a combination of open and closed questions. Statistical Package for
Social Sciences was used to analyze the data. The findings indicated that there was a strong relationship
compensation and reward on employee performance in the county government of Nakuru. The researcher
therefore recommended training needs and other nonmonetary rewards practices in order to enhance employee
performance.
This document discusses key aspects of human resource management. It covers the definition of HRM, competitive challenges facing HRM like globalization and technology, emerging employee issues around diversity and work-life balance. It then outlines the evolution of HRM from early craft systems and guilds to modern HRM practices. Key HRM functions like HR planning, job analysis, recruitment, selection and compensation are defined.
This document provides an overview of key topics in human resources management including definitions, recruitment and selection, interviews, training, performance evaluation, occupational health and safety, and pension schemes. It begins with an introduction to human resources management and its evolution from scientific management to modern behavioral approaches. The roles and duties of human resources personnel are discussed. Common terms are defined and the processes of recruitment, selection, and interviews are described. Methods of training, performance evaluation, job evaluation, and ensuring occupational health and safety are also outlined.
The document discusses important trends in strategic human resource management. It outlines how HR is shifting from an administrative function to a strategic partner focused on measuring its impact on business outcomes. It also discusses the need for HR to use evidence-based practices and metrics to demonstrate how it contributes to organizational strategy through high-performance work systems, training, and other initiatives. Managing a global, diverse workforce and complying with employment laws are also key responsibilities for modern HR.
The document discusses the HR environment and how various internal and external factors affect HR activities. It defines the HR environment as the dynamic factors that influence HR functions. Some key points:
- Internal factors include unions, organizational culture and conflicts, and professional bodies. External factors are political/legal, economic, technological, and demographic trends.
- HR managers can regularly meet with unions, incorporate organizational culture into training, and utilize professional bodies for recruitment to control internal factors. They can also implement cost-cutting measures, innovative hiring, and react quickly to economic changes.
- Environmental scanning allows HR to maintain awareness of opportunities and threats to modify strategies accordingly and demonstrate organizational agility in response to changes. Both external and internal
Strategic human resource management involves using employees to gain a competitive advantage. Core competencies are unique capabilities that create value, such as organizational culture, productivity, and quality products/services. Human resource planning involves forecasting supply and demand of human resources based on the organization's strategic plan. Effectiveness is assessed using metrics like costs, turnover, and benchmarks compared to best practices. HR information systems integrate data for decision-making.
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.
This document discusses the challenges of human resource management in modern organizations. It begins with an introduction on the importance of human resources to an organization's success. It then identifies several challenges HR faces, including globalization, workforce diversity, technological advances, changes in the political/legal and economic environments, information technology revolutions, and organizational restructuring. Additional challenges discussed include professional mobility, the growing importance of strategic HR, and factors like accommodating worker needs, increased managerial complexity, legislation/litigation, consistency, expertise, and human resource costs. The document emphasizes that effective HR management is needed to help organizations adapt to these ongoing changes in the business environment.
Introduction to Human Resources ManagementElly Mgumba
The document provides an introduction to human resource management (HRM). It defines HRM and distinguishes it from personnel management. Key differences include that HRM is more modern, encompasses more functions like planning, recruiting, training, and performance evaluation, and takes a more strategic approach compared to the administrative focus of personnel management. The document also outlines the evolution of HRM from early systems like the guild system to more modern approaches incorporating scientific management and industrial psychology. It discusses the objectives and roles of HRM professionals and departments in organizations. Finally, it introduces some challenges facing HRM like diversity, technology changes, and government regulations.
The document discusses new trends in human resource management (HRM). It covers a variety of topics influencing HRM, including technological changes, economic and political challenges, an aging workforce, skill deficiencies, and changes in the employment relationship. HR must deal with issues like globalization, outsourcing, mergers and acquisitions, and reengineering. The role of HR is shifting from administrative to more strategic. HR needs to anticipate challenges and support organizational strategy.
The document discusses key topics in human resource management including gaining competitive advantage through people, the impact of globalization and technology, managing change, developing human capital, responding to market pressures, containing costs, and addressing demographic and employee concerns. It outlines objectives for understanding how these factors influence HR strategies and the roles and competencies of today's HR managers.
Chapter 2 strategic human resource planningLo-Ann Placido
Human Resource Planning (HRP) involves systematically reviewing human resource requirements to ensure the number and skills of employees match organizational needs and goals. It has two key components: requirements, which involves forecasting employee needs, and availability, which determines if there is a surplus or shortage of employees. HRP aspects include systematic forecasting of needs, performance management, career management, and management development. The document then outlines the steps and terms of HRP, elements of strategic HRP, the role of HRP in competitive advantage, human resource information systems, and software applications used for HRM.
HUMAN RESOURCE MANAGEMENT CHALLENGES AND TECHNIQUES TO OVERCOME THEMIJMR Journal
This paper analysis the various challenges which are emerging in the field of HRM. The managers today face a whole new array of changes like globalization, technological advances and changes in political and legal environment changes in Information technology. This has lead to a paradigm shift in the of roles professional personnel. The great challenge of HRM is to attract, retain and nurture talented employees. This paper also analysis how to overcome with these challenges. These challenges can overcome through cross cultural training, technological and informational training of HR people and motivation of employees through various techniques.
KEY-WORDS: HRM techniques, environment changes, organisational climate, performance standards.
OBJECTIVE OF PAPER- To study the details of emerging challenges To find out the various methods and techniques through which HR can overcome the challenges of present business scenario
METHODOLOGY- All data is secondary collected from books, notes.
The document discusses several key human resource management trends predicted for 2018, including a focus on continuous feedback and real-time reviews rather than annual reviews. It also mentions the increased use of technology in HR functions like digitized rewards systems, learning management systems, and use of artificial intelligence and bots to assist with repetitive HR tasks like recruiting. Speeding up performance management and increased contingent or part-time workforce management are also highlighted as emerging HR trends.
This presentation includes all relative aspects of unit-1 of subject Human Resource Management as per the syllabus of AKTU.. HRM/Nature/Scope/Objective/3P's/SHRM/HRM Vs. HRD/HRM with Business Strategy/HRM with TQM
Difference between human resource management and personnel managementsai precious
1. Human resource management focuses on managing people as a valuable resource to achieve organizational goals, while personnel management takes a more administrative approach centered around individual employee needs.
2. Key differences include HRM emphasizing a unified relationship between management and employees, decentralized decision-making, and transformational leadership versus the transactional style of personnel management.
3. HRM also utilizes more flexible employment contracts, job designs centered around teamwork, and pay/incentive policies linked to performance and value-added contributions compared to the traditional functional approach of personnel management.
Internal and External Environment on Human Resource Managementsammerkhan1
This document discusses the impact of internal and external environmental factors on human resource management. It outlines two models of human resource management - the Guest model from 1989 and the Warwick model from 1990. The Guest model relates HRM strategies and practices to organizational performance, while the Warwick model analyzes how external factors influence organizational operations.
The document then examines the internal environmental factors that affect HRM, including compensation, employee relations, customer satisfaction, new entrants, and competition. It also discusses the external PESTEL factors of politics, economics, social issues, technology, the environment, and law/regulations. The conclusion emphasizes that a successful HRM strategy must conform to organizational goals while addressing employee concerns and continuously adapting to changes in
The document discusses various HR related topics such as factors influencing career changes, important elements in an individual's career, changing role of HR, and differing compensation trends based on age. The main drivers for career changes cited in a survey were improved work-life balance, higher income, and changing personal interests. Experience was seen as the most important career element. The role of HR is becoming more strategic and involves identifying capability gaps, obtaining resources, and facilitating organizational change. Compensation preferences differ based on generation, with younger workers preferring lifestyle benefits and older workers focusing more on health and retirement.
The document discusses several key human resource management trends predicted for 2018, including a focus on continuous feedback and real-time reviews rather than annual reviews. It also mentions the increased use of technology in HR functions like digitized rewards systems, learning management systems, and use of artificial intelligence for tasks like recruiting to reduce bias. A trend toward contingent workforces and increased part-time employment is also noted.
students' use of digital technologies in formal and informal learningAnoush Margaryan
This document discusses a study on students' use of technology for both formal and informal learning. It examines what tools students use, how they use them, and for what purposes, both in and outside of their courses. It also explores students' perspectives on using these tools for formal learning and some of the challenges around digital literacy and pedagogical approaches.
11.determining the relationship between information technology and leadership...Alexander Decker
The document examines the relationship between information technology and leadership style at the Navy Research Institute of Bandar Anzali in northern Iran. It finds a meaningful relationship between participative leadership style and supportive IT for strategic decisions, as well as between despotic leadership style and supportive IT for strategic decisions. The study uses questionnaires, statistical analysis, and hypothesis testing to analyze the data and relationships.
The Critical Role of the Executive Sponsor in Enterprise Cloud AdoptionKPI Partners
This white paper explores how executive-level project sponsorship is vital in the successful disruption of IT-norms in favor of value-added and highly nimble cloud solutions.
As enterprise-level companies consider cloud strategies aligned to meeting corporate growth and performance objectives, executive sponsors have myriad considerations to undertake. Such considerations may include:
Cloud platform selection
Project portfolio strategy
Implementation, change, and risk tolerance
IT and business team synergies
Create Your Cloud With KPI.
KPI Partners provides the value, velocity, and quality our customers demand when optimizing an investment in the Salesforce.com application suite. From small and mid-market deployments to complex highly integrated enterprise-level initiatives, KPI's team of sales professionals, program managers, architects, developers, and quality assurance staff deliver outstanding results.
This document provides an overview of key topics in human resources management including definitions, recruitment and selection, interviews, training, performance evaluation, occupational health and safety, and pension schemes. It begins with an introduction to human resources management and its evolution from scientific management to modern behavioral approaches. The roles and duties of human resources personnel are discussed. Common terms are defined and the processes of recruitment, selection, and interviews are described. Methods of training, performance evaluation, job evaluation, and ensuring occupational health and safety are also outlined.
The document discusses important trends in strategic human resource management. It outlines how HR is shifting from an administrative function to a strategic partner focused on measuring its impact on business outcomes. It also discusses the need for HR to use evidence-based practices and metrics to demonstrate how it contributes to organizational strategy through high-performance work systems, training, and other initiatives. Managing a global, diverse workforce and complying with employment laws are also key responsibilities for modern HR.
The document discusses the HR environment and how various internal and external factors affect HR activities. It defines the HR environment as the dynamic factors that influence HR functions. Some key points:
- Internal factors include unions, organizational culture and conflicts, and professional bodies. External factors are political/legal, economic, technological, and demographic trends.
- HR managers can regularly meet with unions, incorporate organizational culture into training, and utilize professional bodies for recruitment to control internal factors. They can also implement cost-cutting measures, innovative hiring, and react quickly to economic changes.
- Environmental scanning allows HR to maintain awareness of opportunities and threats to modify strategies accordingly and demonstrate organizational agility in response to changes. Both external and internal
Strategic human resource management involves using employees to gain a competitive advantage. Core competencies are unique capabilities that create value, such as organizational culture, productivity, and quality products/services. Human resource planning involves forecasting supply and demand of human resources based on the organization's strategic plan. Effectiveness is assessed using metrics like costs, turnover, and benchmarks compared to best practices. HR information systems integrate data for decision-making.
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.
This document discusses the challenges of human resource management in modern organizations. It begins with an introduction on the importance of human resources to an organization's success. It then identifies several challenges HR faces, including globalization, workforce diversity, technological advances, changes in the political/legal and economic environments, information technology revolutions, and organizational restructuring. Additional challenges discussed include professional mobility, the growing importance of strategic HR, and factors like accommodating worker needs, increased managerial complexity, legislation/litigation, consistency, expertise, and human resource costs. The document emphasizes that effective HR management is needed to help organizations adapt to these ongoing changes in the business environment.
Introduction to Human Resources ManagementElly Mgumba
The document provides an introduction to human resource management (HRM). It defines HRM and distinguishes it from personnel management. Key differences include that HRM is more modern, encompasses more functions like planning, recruiting, training, and performance evaluation, and takes a more strategic approach compared to the administrative focus of personnel management. The document also outlines the evolution of HRM from early systems like the guild system to more modern approaches incorporating scientific management and industrial psychology. It discusses the objectives and roles of HRM professionals and departments in organizations. Finally, it introduces some challenges facing HRM like diversity, technology changes, and government regulations.
The document discusses new trends in human resource management (HRM). It covers a variety of topics influencing HRM, including technological changes, economic and political challenges, an aging workforce, skill deficiencies, and changes in the employment relationship. HR must deal with issues like globalization, outsourcing, mergers and acquisitions, and reengineering. The role of HR is shifting from administrative to more strategic. HR needs to anticipate challenges and support organizational strategy.
The document discusses key topics in human resource management including gaining competitive advantage through people, the impact of globalization and technology, managing change, developing human capital, responding to market pressures, containing costs, and addressing demographic and employee concerns. It outlines objectives for understanding how these factors influence HR strategies and the roles and competencies of today's HR managers.
Chapter 2 strategic human resource planningLo-Ann Placido
Human Resource Planning (HRP) involves systematically reviewing human resource requirements to ensure the number and skills of employees match organizational needs and goals. It has two key components: requirements, which involves forecasting employee needs, and availability, which determines if there is a surplus or shortage of employees. HRP aspects include systematic forecasting of needs, performance management, career management, and management development. The document then outlines the steps and terms of HRP, elements of strategic HRP, the role of HRP in competitive advantage, human resource information systems, and software applications used for HRM.
HUMAN RESOURCE MANAGEMENT CHALLENGES AND TECHNIQUES TO OVERCOME THEMIJMR Journal
This paper analysis the various challenges which are emerging in the field of HRM. The managers today face a whole new array of changes like globalization, technological advances and changes in political and legal environment changes in Information technology. This has lead to a paradigm shift in the of roles professional personnel. The great challenge of HRM is to attract, retain and nurture talented employees. This paper also analysis how to overcome with these challenges. These challenges can overcome through cross cultural training, technological and informational training of HR people and motivation of employees through various techniques.
KEY-WORDS: HRM techniques, environment changes, organisational climate, performance standards.
OBJECTIVE OF PAPER- To study the details of emerging challenges To find out the various methods and techniques through which HR can overcome the challenges of present business scenario
METHODOLOGY- All data is secondary collected from books, notes.
The document discusses several key human resource management trends predicted for 2018, including a focus on continuous feedback and real-time reviews rather than annual reviews. It also mentions the increased use of technology in HR functions like digitized rewards systems, learning management systems, and use of artificial intelligence and bots to assist with repetitive HR tasks like recruiting. Speeding up performance management and increased contingent or part-time workforce management are also highlighted as emerging HR trends.
This presentation includes all relative aspects of unit-1 of subject Human Resource Management as per the syllabus of AKTU.. HRM/Nature/Scope/Objective/3P's/SHRM/HRM Vs. HRD/HRM with Business Strategy/HRM with TQM
Difference between human resource management and personnel managementsai precious
1. Human resource management focuses on managing people as a valuable resource to achieve organizational goals, while personnel management takes a more administrative approach centered around individual employee needs.
2. Key differences include HRM emphasizing a unified relationship between management and employees, decentralized decision-making, and transformational leadership versus the transactional style of personnel management.
3. HRM also utilizes more flexible employment contracts, job designs centered around teamwork, and pay/incentive policies linked to performance and value-added contributions compared to the traditional functional approach of personnel management.
Internal and External Environment on Human Resource Managementsammerkhan1
This document discusses the impact of internal and external environmental factors on human resource management. It outlines two models of human resource management - the Guest model from 1989 and the Warwick model from 1990. The Guest model relates HRM strategies and practices to organizational performance, while the Warwick model analyzes how external factors influence organizational operations.
The document then examines the internal environmental factors that affect HRM, including compensation, employee relations, customer satisfaction, new entrants, and competition. It also discusses the external PESTEL factors of politics, economics, social issues, technology, the environment, and law/regulations. The conclusion emphasizes that a successful HRM strategy must conform to organizational goals while addressing employee concerns and continuously adapting to changes in
The document discusses various HR related topics such as factors influencing career changes, important elements in an individual's career, changing role of HR, and differing compensation trends based on age. The main drivers for career changes cited in a survey were improved work-life balance, higher income, and changing personal interests. Experience was seen as the most important career element. The role of HR is becoming more strategic and involves identifying capability gaps, obtaining resources, and facilitating organizational change. Compensation preferences differ based on generation, with younger workers preferring lifestyle benefits and older workers focusing more on health and retirement.
The document discusses several key human resource management trends predicted for 2018, including a focus on continuous feedback and real-time reviews rather than annual reviews. It also mentions the increased use of technology in HR functions like digitized rewards systems, learning management systems, and use of artificial intelligence for tasks like recruiting to reduce bias. A trend toward contingent workforces and increased part-time employment is also noted.
students' use of digital technologies in formal and informal learningAnoush Margaryan
This document discusses a study on students' use of technology for both formal and informal learning. It examines what tools students use, how they use them, and for what purposes, both in and outside of their courses. It also explores students' perspectives on using these tools for formal learning and some of the challenges around digital literacy and pedagogical approaches.
11.determining the relationship between information technology and leadership...Alexander Decker
The document examines the relationship between information technology and leadership style at the Navy Research Institute of Bandar Anzali in northern Iran. It finds a meaningful relationship between participative leadership style and supportive IT for strategic decisions, as well as between despotic leadership style and supportive IT for strategic decisions. The study uses questionnaires, statistical analysis, and hypothesis testing to analyze the data and relationships.
The Critical Role of the Executive Sponsor in Enterprise Cloud AdoptionKPI Partners
This white paper explores how executive-level project sponsorship is vital in the successful disruption of IT-norms in favor of value-added and highly nimble cloud solutions.
As enterprise-level companies consider cloud strategies aligned to meeting corporate growth and performance objectives, executive sponsors have myriad considerations to undertake. Such considerations may include:
Cloud platform selection
Project portfolio strategy
Implementation, change, and risk tolerance
IT and business team synergies
Create Your Cloud With KPI.
KPI Partners provides the value, velocity, and quality our customers demand when optimizing an investment in the Salesforce.com application suite. From small and mid-market deployments to complex highly integrated enterprise-level initiatives, KPI's team of sales professionals, program managers, architects, developers, and quality assurance staff deliver outstanding results.
Why you would prefer East West University for BBA & MBA?Adittya Ishan
A case to promote BBA & MBA program of East West University through a promotional video. (the Video outline has been shown through the slides). The Academy has no purpose with this case.
For more visit www.ewubd.edu
Innovation & Information Technology - The Role of Government'Tomi Davies
This presentation gives an overview of the Lagos State Ministry of Science & Information Technology (MoST) with brief review of MoST Kenya & MoST China. It then defines IT, ICT & Innovation with some basic examples before giving a view of the StartUp scene that’s happening in Lagos! Finally it offers some Suggestions on what MoST should do about innovation. Enjoy
These slides are prepared for students of computer engineering at the National School of Applied Sciences in Safi for the school-year 2014-2015 (Professional Bachelor).
La Unión Europea ha propuesto un nuevo paquete de sanciones contra Rusia que incluye un embargo al petróleo. El embargo prohibiría las importaciones de petróleo ruso por mar y limitaría las importaciones por oleoducto. Este embargo se aplicaría gradualmente durante los próximos seis meses para dar tiempo a los países miembros de la UE para encontrar fuentes alternativas de suministro.
Abnormalities of hormones and inflammatory cytokines in women affected with p...Alexander Decker
Women with polycystic ovary syndrome (PCOS) have elevated levels of hormones like luteinizing hormone and testosterone, as well as higher levels of insulin and insulin resistance compared to healthy women. They also have increased levels of inflammatory markers like C-reactive protein, interleukin-6, and leptin. This study found these abnormalities in the hormones and inflammatory cytokines of women with PCOS ages 23-40, indicating that hormone imbalances associated with insulin resistance and elevated inflammatory markers may worsen infertility in women with PCOS.
International Journal of Engineering Research and Applications (IJERA) is an open access online peer reviewed international journal that publishes research and review articles in the fields of Computer Science, Neural Networks, Electrical Engineering, Software Engineering, Information Technology, Mechanical Engineering, Chemical Engineering, Plastic Engineering, Food Technology, Textile Engineering, Nano Technology & science, Power Electronics, Electronics & Communication Engineering, Computational mathematics, Image processing, Civil Engineering, Structural Engineering, Environmental Engineering, VLSI Testing & Low Power VLSI Design etc.
The influence of information technology capability, organizational learning, ...Alexander Decker
This document reports on a study that examined the influence of information technology capability, organizational learning, and knowledge management capability on organizational performance in banking branches in Southern Kalimantan Province, Indonesia. The study hypothesized that information technology capability positively impacts organizational learning, knowledge management capability, and organizational performance. It also hypothesized that organizational learning positively impacts knowledge management capability and organizational performance. Survey data were collected from 69 banking branches and analyzed using partial least squares. The results supported most of the hypotheses, finding significant positive relationships between the variables except for the relationship between organizational learning and knowledge management capability.
Identification and Ranking of Factors in Successful Implementation of Knowled...IOSRJBM
Many organizations focus on knowledge management and make huge investments in information technology. The purpose of this study was to identify and rank the driving factors in successful implementation of knowledge management in EghtesadNovin (EN) Bank of Iran using the AHP technique. 128 employees of the EN Bank participated in the study. Data were collectedusing a researcher-made questionnaire with a Cronbach’s alpha of 0.873. AHP was used in Expert Choice to rank knowledge management success factors. The results indicated that strategy, senior management support, human resource management, organizational infrastructure, culture, incentives, administrative processes, and employee involvement were respectively the most important factors in successful implementation of knowledge management in EN Bank.
Prioritizing the Effecting Factors in Organisational Structure of the Iranian...inventionjournals
The purpose of this paper is to identify and investigate the relevant factors in organisational structure of the Iranian southern ports which are located at Khuzestan state such as Abadan, Khorramshahr and Imam Khomeini port. It should be noted that two stages have been carried out in terms of the required infrastructure for implementation of knowledge management. In the first stage by analyzing the research data from the questionnaire and by using the single-sample t-test the situation of the above mentioned ports in terms of the required infrastructure of knowledge management has been reviewed and the hypotheses were tested. To capitalize on knowledge management, an organization must be swift in balancing its knowledge management activities. The results of these research shows that the condition of the ports is not suitable in respect of the infrastructure to implement the knowledge management. In the second stage, by using the grey relational analysis the ports have been evaluated by considering the five effecting factors such as information technology, organisational culture, organisational structure, human resources and change management. By referring to the port grey relational factors the following ranking in organisational structure of knowledge management has been achieved for the ports: Imam Khomeini port as first rank, Khorramshahr port as second rank and finally Abadan port as third rank in this research.
This document summarizes a research study that assessed key factors for establishing knowledge management in hospitals in Isfahan, Iran. The study examined the relationship between organizational culture, knowledge processes, information technology, and knowledge management establishment. A survey was administered to 300 hospital staff. The results showed that organizational culture, knowledge processes, and information technology all had a significant positive impact on knowledge management establishment. Organizational culture was found to promote participation and a sense of belonging, while knowledge processes and information technology facilitated knowledge sharing and management. The study concluded that considering these key factors can help to successfully establish knowledge management in organizations.
Survey: Investigating the Embodiment Roles of Smart Phones as A Modern Techno...journal ijrtem
Abstract : Mobile devices in this modern generation such as cell phones has become the most used instrument in the people’s daily activities including browsing Internet and sending e-mails. In this work, the mobile technology is suggested to help the higher educational students, studies, check their emails, self-testing themselves, following news, search for jobs, the help of new learning environment to learn course subjects easily, collaborative learning opportunity, and remaindering the learning activities automatically (Business, Homework and announcement, exam, self-test, chat, etc.). This application will also have the ability to send a voice call to their teachers and attend conferences through internet, even by video calls. Basically, some methods have been suggested to settle this application according to the available new technology. The preliminary outcomes of the conducted experiment demonstrated the possibility of applying mobile devices within the various help of the businessmen, leaderships, and students in their private works or their business life. In this work, a survey is prepared as two forms, one for personnel information and the second for the use and benefits of using smart phones in business life. Keywords: Smart Phone, Strategic, Planning, Knowledge, Leadership, Manager
Running Head: Research Proposal 1
Research Proposal 2
Research Proposal
December 3, 2017
ITS4099
Student
Research Proposal
Problem Statement
Organizational functions should be changed in line with changes in the business environment. The invention of new technologies is being a factor hindering organizational growth. On the other hand, organizations which accurately forecast these new innovations are better placed. Business intelligence analytics are majorly being used to enhance the efficiency of firm’s functions. However, there is substantial variation in the utilization. The application of new technologies into an institutions functions increases the returns, and consequently higher profitability is achieved. This research study aims at identifying BIA factors which enhance sophistication of enterprise functions. Furthermore, it will study factors which constrain the adoption of new technologies. This research will assess the factors which affect usage of business intelligence systems. It will therefore bridge the gap between innovation and usage of the new applications.
Purpose of Research
The aim of the research is to evaluate factors affecting optimal utilization of business information systems. The research will address, first, how intensity of competition influences business intelligence systems usage, secondly, the extent of sophistication of data infrastructure in affecting the extent of BIA usage, and lastly, the research will investigate how integration of organizational functions affect extensive use of business information systems. The research outcome will help organization to identify areas of improvement for them to maximize use of business intelligence systems.
Innovation Diffusion/Adoption
Companies navigate technology innovation through adoption. They take time to experience new inventions. Learning through assimilation is an enabler that aids in formation of concrete usage background (Marjanovic Olivera et al. 2017). Therefore, several studies have discovered that extensive utilization relies on adoption. An institution will hence take time to get used to Business intelligence technology. Adoption is embraced by the agencies to legitimize and ration resources. This experience helps an entity to plan for resources to be used by the innovations.
Business Intelligence and analytics
Business intelligence entails collection, collating, analysis and interpretation of data from diverse source to form essential insights. The focus of this activity is to create value addition strategies. The main use of Business intelligence analytics is to create dynamic capabilities (Sharda, Ramesh, et al 2017). For instance, IT strategies used by supply chain departments have been discovered to contribute positivel ...
International Journal of Engineering Research and Development (IJERD)IJERD Editor
journal publishing, how to publish research paper, Call For research paper, international journal, publishing a paper, IJERD, journal of science and technology, how to get a research paper published, publishing a paper, publishing of journal, publishing of research paper, reserach and review articles, IJERD Journal, How to publish your research paper, publish research paper, open access engineering journal, Engineering journal, Mathemetics journal, Physics journal, Chemistry journal, Computer Engineering, Computer Science journal, how to submit your paper, peer reviw journal, indexed journal, reserach and review articles, engineering journal, www.ijerd.com, research journals,
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This study examines the impact of learning orientation dimensions on the relationship between information technology capability and the quality of management accounting information, with technological uncertainty as a moderating variable. The study found that commitment to learning, shared vision, and open-mindedness positively impact information technology capability. It also found that information technology capability positively impacts the quality of management accounting information. However, it did not find technological uncertainty to moderate the relationship between information technology capability and the quality of management accounting information. The study was limited by a lack of data connection between variables.
Barriers to the Implementation of Knowledge Management in Iranian Institutions drboon
Knowledge management in Iranian institutions is almost a new subject. Unfortunately this concept in Iranian institutions has grown slowly and as a result, it has reached to the point where a significant number of institutions never have used it and it caused their inefficiency and ineffectiveness. This article tries to find the root barriers to the implementation of knowledge management in Iranian institutions. To this end, the process of knowledge management through process approach was analyzed and then the main barriers and difficulties were identified. Then through information obtained from 114 selected Iranian institutions, to improve their systems, some proper recommendations were suggested.
A comparative analysis of knowledge management in banking sector an empirica...Alexander Decker
This document discusses knowledge management in the banking sector. It identifies four key components of effective knowledge management: leadership, organizational culture, measurement of results, and information technologies. The document provides details on each component and their importance for knowledge creation and sharing within organizations. The purpose of the study is to examine these components of knowledge management in banks and determine if there are differences between private and state-owned banks in their knowledge management practices.
A Framework for Evaluating the Impact of Organizational Structure on Knowledg...Eswar Publications
Today, knowledge management as the systematic application of measures that tangible and in tangible assets for purposes of the application of existing knowledge inside and outside the organization shall control and guidance and the way to create value and new knowledge improves. This study aims to provide a framework for evaluating the impact of organizational structure on knowledge management and ICT Tehran Municipality has been made.
The study of the nature of the application; descriptive – survey is, the study sample of 400 employees of Tehran municipality is ICT. Of these, 200 subjects were selected. In order to gather the views of staff, two questionnaires were distributed among employees.
The 39-question questionnaire sample group organizational structure (with three sub-scale formalization, centralization and complexity with 22, 9 and 7RP) and 28 questions of knowledge management (with three subscale creation, transfer and retain knowledge with 6, 11 and 11 questions) responded.
Data from the questionnaires using Spearman correlation and structural equation modelling using software (AMOS v.20) and (SPSS v.19) was analyzed.
Results of structural equation modelling showed that both recognition and focus on organizational dimensions of knowledge management was a significant inverse relationship. The complexity of the dimensions of knowledge management has a direct and significant relationship. Significant relations show that each of the three dimensions of organizational structure directly in knowledge creation, knowledge transfer and retention of knowledge in the organization are affected. Employees who voluntarily and spontaneous creation, transmission and preservation of knowledge activities.
Are private universities ready for implementation of knowledge management in ...Alexander Decker
This document analyzes the readiness of Islamic Azad University of Neyshabur in Iran to implement a knowledge management system. It examines the university's status in three key areas: organizational culture, organizational structure, and technical infrastructure. A survey was conducted of faculty members to assess the current state of each area and determine which is most important. The findings showed the university has an average readiness across the three areas. An analysis also indicated that organizational culture is the most important element for knowledge management implementation.
This document discusses knowledge management in public and private higher education organizations in India. It aims to understand the dimensions of knowledge management and how they differ between public and private sectors. The document provides an extensive literature review on knowledge management, including definitions, types of knowledge, knowledge infrastructure capabilities like organizational culture, structure, and information technology. It also reviews past studies on knowledge management implementation in universities around the world.
This document contains summaries of multiple research studies related to knowledge management. The studies examine topics such as:
- Differences in KM perceptions between Italian and American workers and how these relate to cultural dimensions. No significant differences were found.
- A model for predicting inter-organizational knowledge satisfaction using task characteristics and knowledge conversion processes. The model accounted for 35.3% of variance.
- Strategies for information sharing between companies to improve operations management, customer base, and competitive advantage. Certain factors like value proposition and culture were found to play significant roles.
- The integration of tacit and explicit knowledge types in KMS to maximize returns on IT investments by overcoming problems like adverse selection and moral hazard.
Infornnation Technology
in Hunnan Resource
:An
Empirical Assessnnent
By Alok Mishra, PhD, and Ibrahim Akman, PhD
The present paper begins by introducing a number of observations on tiie
appiications ot information teciinoiogy (iT) in tiie field of human resource
management (HRM) in gênerai. Tiiis is due to tiie fact that iT and its wide range of
appiications have already made their presence feit in this area. This wiii be
foliowed by a report on the findings of a survey on the present trends in
organizations with in the different sectors in Turkey. Aithough the impact of iT on
IHRM has iong been attracting the interest of academics, no empiricai research has
ever been reaiized in this fieid in Turiiey, and few studies have been reported
eisewhere. The survey was conducted among the 106 iT managers and
professionais from various sectors, based on whose resuits, the data shows that iT
is used extensiveiy in the organizations to perform IHRM functions in Turicey's
dynamic economy. The results aiso indicated that, while IT has an impact on aii
sectors in terms of IHRM to certain extent, the types of iT used vary significantiy
between recruitment, maintenance, and deveiopment tasi(s. However, the empiricai
resuits here reveai that these organizations are not appiying these technoiogies
systematicaiiy and maturely in the performance of HRM functions.
Key words: human resource management (HRM), human resource management
system (HRMS), human resource (HR), information technoiogy (iT), ANOVAtest,
chi-square test
T
he HRM function in organizations has gained increasing strategic emphasis, and
the importance of its alignment HRM and business strategies is well-acknowl-
edged.^ In fact, effective HRM is vital in order to be able to meet the market
demands with well-qualified employees at all times.^
Technology and HRM have a broad range of influences upon each other, and HR
professionals should be able to adopt technologies that allow the reengineering of the
HR function, be prepared to support organizational and work-design changes caused
by technology, and be able to support a proper managerial climate for innovative and
knowledge-based organizarions.^ These technological advances are being driven
primarily by strong demands from human resource professionals for enhancement in
speed, effectiveness, and cost containment."*
Public Personnel Management Volume 39 No. 3 Fall 2010 271
Snell, Stueber, and Lepak^ observe that HRMSs can meet the challenge of
simultaneously becoming more strategic, flexible, cost-efficient, and customer-oriented
by leveraging information technology Many experts forecast that the PC will become
the central tool for all HR professionals.^ Virtual HR is emerging due to the growing
sophistication of IT and increased external structural options.^ IT is beginning to
enable organizations to deliver state-of-the-art HR services, and reduced costs have
enabled companies, regardless of the firm size-to purchase HR technologies.^.
Erp implementation issues in higher educational institutes with specificIAEME Publication
This document discusses issues related to implementing enterprise resource planning (ERP) systems in higher education institutions in Pune, India. It identifies key challenges in ERP implementation including transitioning to new systems, data conversion, user acceptance, and bugs in new systems. The document also outlines strategies for a successful implementation like selecting a vendor based on meeting requirements and support, using a phased implementation approach, providing sufficient training to users, and thoroughly testing the system. The findings are intended to help educational institutions planning ERP implementations.
Griffith - NATIONAL FORUM JOURNALS - www.nationalforum.comWilliam Kritsonis
NATIONAL FORUM JOURNALS (Founded 1982 (www.nationalforum.com) is a group of national and international refereed journals. NFJ publishes articles on colleges, universities and schools; management, business and administration; academic scholarship, multicultural issues; schooling; special education; teaching and learning; counseling and addiction; alcohol and drugs; crime and criminology; disparities in health; risk behaviors; international issues; education; organizational theory and behavior; educational leadership and supervision; action and applied research; teacher education; race, gender, society; public school law; philosophy and history; psychology, sociology, and much more. Dr. William Allan Kritsonis, Editor-in-Chief.
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5th LF Energy Power Grid Model Meet-up SlidesDanBrown980551
5th Power Grid Model Meet-up
It is with great pleasure that we extend to you an invitation to the 5th Power Grid Model Meet-up, scheduled for 6th June 2024. This event will adopt a hybrid format, allowing participants to join us either through an online Mircosoft Teams session or in person at TU/e located at Den Dolech 2, Eindhoven, Netherlands. The meet-up will be hosted by Eindhoven University of Technology (TU/e), a research university specializing in engineering science & technology.
Power Grid Model
The global energy transition is placing new and unprecedented demands on Distribution System Operators (DSOs). Alongside upgrades to grid capacity, processes such as digitization, capacity optimization, and congestion management are becoming vital for delivering reliable services.
Power Grid Model is an open source project from Linux Foundation Energy and provides a calculation engine that is increasingly essential for DSOs. It offers a standards-based foundation enabling real-time power systems analysis, simulations of electrical power grids, and sophisticated what-if analysis. In addition, it enables in-depth studies and analysis of the electrical power grid’s behavior and performance. This comprehensive model incorporates essential factors such as power generation capacity, electrical losses, voltage levels, power flows, and system stability.
Power Grid Model is currently being applied in a wide variety of use cases, including grid planning, expansion, reliability, and congestion studies. It can also help in analyzing the impact of renewable energy integration, assessing the effects of disturbances or faults, and developing strategies for grid control and optimization.
What to expect
For the upcoming meetup we are organizing, we have an exciting lineup of activities planned:
-Insightful presentations covering two practical applications of the Power Grid Model.
-An update on the latest advancements in Power Grid -Model technology during the first and second quarters of 2024.
-An interactive brainstorming session to discuss and propose new feature requests.
-An opportunity to connect with fellow Power Grid Model enthusiasts and users.
This presentation provides valuable insights into effective cost-saving techniques on AWS. Learn how to optimize your AWS resources by rightsizing, increasing elasticity, picking the right storage class, and choosing the best pricing model. Additionally, discover essential governance mechanisms to ensure continuous cost efficiency. Whether you are new to AWS or an experienced user, this presentation provides clear and practical tips to help you reduce your cloud costs and get the most out of your budget.
Determining the relationship between information technology and leadership style
1. Journal of Information Engineering and Applications www.iiste.org
ISSN 2224-5758 (print) ISSN 2224-896X (online)
Vol 1, No.6, 2011
Determining the Relationship between Information
Technology and Leadership Style (Case Study: Navy Research
Institute of Bandar Anzali in Northern Iran)
Mohammad Taleghani1*Seyed Javad Mousavian2
1. Department of Industrial Management, Rasht Branch, Islamic Azad University, Rasht,
Iran
2. Department of Management, Astara Branch, Islamic Azad University, Astara,
Iran
* E-mail of the corresponding author: M.Taleghani464@yahoo.com
Abstract
The environment of future organizations are complicating day by day. Organizations are going to be multi
cultural and global or at least in less developed countries, they are beyond of one city or province. The
leaders of these organizations have to work with cultural diversity effectively and they use different styles
of leadership. One of the concepts about this subject is conditional leadership which was brought up by
"Paul Hersy" and "Kent Blanchard". This model Forms based of employees readiness and suggests that one
of the important factors of readiness is knowledge; and for this reason today's organizations value
knowledge and educated employees. The basis of knowledge is information and the way of recording,
storing, reminding, and receiving information is changing which is called information Technology. In this
research based on conditional leadership theory, it is expected to see a relationship between Information
Technology and leadership style in organizations, therefore this relationship has been investigated in Navy
Research Institute of Bandar Anzali.
The output of questionnaires was analyzed by use of SAS software then the hypothesis were examined by
use of correlation test and by 90 percent assurance it seems that there is a meaningful relationship between
information technology and leadership styles and in research Institutions like Bandar Anzali Navy research
institutions, this relation is important in strategic information level.
Key Words: Leadership Style, Participative style, Despotic Style, Information Technology.
1. Introduction
Nowadays, Information Technology has been transformed by use of computers, Satellites, telephone,
Television and it has influenced on scientific, industrial, cultural and social life of people. This technology
affects families too in a way that in purchasing decisions, they collect their required information through
communication devices, for example in first step they call to their friends or relatives and ask question
about quality, price,… .
Technology is one of the most important subjects in Management and it is considered as one of the
strategic management tools. In Strategic Management, recognition the external and internal environment of
organization is necessary – without correct and enough information, the organization will be plunged in a
sea of uncertainty and thing which can decrease uncertainty is information.
Information lacking or plentitude could makes decision making simple or complicated, in a way that
information is much, decision making is followed by confusion and in information lacking making
decisions is not complete and it won't be scientific (Kharazmi,2001).
Decision making in organizations could be personal or by group, and this matter depends on the scope of
delegation in organization. The delegation scope to lower categories is called decision making model or
leadership style which can be influenced by applied information or information technology in organization
(Heselbin et al,1999).
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2. Journal of Information Engineering and Applications www.iiste.org
ISSN 2224-5758 (print) ISSN 2224-896X (online)
Vol 1, No.6, 2011
2. Problem Definition and Research Basic Question
The ever-increasing wave of information technology use in recent years has involved Iran too; so searching
in this matter is essential and the effects of information technology in organizations should be analyzed.
And the thing which is important is that the expected results and use of this technology would become
effective and the cost of its performance and application could be justified (Majidnejad,1999). These are
the reasons of doing this research and the basic question which will be answered in this research is that:
"What is the relation between the level of information technology and applied leadership style?"
3. Subject Importance
The concepts of organization and future have been discussed very much and consultants and proficient
analyzed, examined and rebuilt the organization from different dimensions. It seems that in all of these
discussions, authors agreed at least on 2 points (Moghimi,1998):
1- Organization should change in order to survive in a changeable environment.
2- Future is a distinct period of time which changes should be emerged on that.
Organization is a group of people who are working in a specialized structure for a distinctive objective and
they make capital turn over possible for financial suppliers. The point which should be added to this
definition is the role of empathies and feelings in handling organizations and people.
Managing on workers is something more than job definition or salary determination. Manager should
consider the behavior of people and recognize the subtle points of their actions and behaviors. Human is the
axis of the management styles which were brought up by strategists and authors. Human Resource
Managers have to use computerized software services and with correct management on productivity,
education and planning; create new statistics and diagrams which will cause humanistic work place.
4. Research Hypothesis
1- There is a meaningful relationship between Information Technology and Participated leadership style.
2- There is a meaningful relationship between Despotic Leadership style and information technology.
5. Research Objectives
The original objective of this research is to show a relationship between leadership style of an organization
and information technology, this relation could help managers in applying and using information
technology and inform them about the related subjects in organization management and leadership based
on multi cultural organizations, therefore three main subjects of this research are as follows:
1- Examining the situation of information technology in organizations.
2- Examining the varieties of leadership styles in organizations.
3- Examining and determining information technology requirements in order to suitable use of information.
6. Research Territory
A) Subject Territory
The subject territory of this research is information technology and leadership styles in organizations.
B) Place Territory
The place territory of this research is Navy research institute of Bandar Anzali. This office is managed by
Top managers, middle manager and supervisors. These people are about 45 persons.
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3. Journal of Information Engineering and Applications www.iiste.org
ISSN 2224-5758 (print) ISSN 2224-896X (online)
Vol 1, No.6, 2011
The applied information technologies in this institute are:
Financial Reporting System, Salary and Fees System, Industrial Accounting System Warehousing system,
computerized designing system, personnel Administrative system, Project control system, Intranet, and
Internet.
7. Research Method
The method which is applied in this research is a combination of field and library research. Library
research is mainly used for subject literature and research background, it also used for preparing a suitable
framework for this subject. In research literature part, the main focus of research is on the Persian and Latin
books and articles and post graduate theses. In the field method of this research, the required data was
collected through questionnaire and after analyzing, obtained information was used to accept or reject the
research hypothesis.
8. Words and Expressions Definitions
The main and key words which is used in this research and their definition is essential are as follows:
- Management style
A mixed of qualities, skills and manners which managers use to interact with their employees, in other
words management style is stable behavioral models which managers use to work with others (Heselbin et
al,1999).
- Participative style
It is a collection of work process and operations which participate workers and subordinates in decision
making procedure (Abbaszadegan,1997).
- Despotic style
In this style, leader is the only one who decides and has , strict supervision on workers and activities
(Abbaszadegan,1997).
- Information Technology
In this technology, recording, processing, transferring and receiving information is done faster and better
by using computer networks, Far away communication systems and microelectronics.
9. Theoritcal basis
1.9 Examining the validity and Reliability of collected data
· Validity
The validity of questions could be justified based on valid questionnaires in organizational leadership
researches [7] And examining the effects of information technology on organization structure
(Dastran,1999).
· Reliability
In order to examine the reliability, Cronbach Alpha method was used and in two of questions (management
and information technology), the correlation matrix was calculated individually with following formula:
(1)
In this formula, is the average of correlation numbers between xi
and xj as (i,j=1,2,…,N,j i) and N is the number of variables.
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4. Journal of Information Engineering and Applications www.iiste.org
ISSN 2224-5758 (print) ISSN 2224-896X (online)
Vol 1, No.6, 2011
2.9 Factorial Analysis
It is a multi-variable method which tries to justify the correlation model in an observable accidental vector
distribution x=(x1…xp) based on the minimum numbers of unobservable accidental variables called factors.
Although, the concept of Hidden Factors was proposed by Galten in 1888; Formulation and extension of
factors analysis have been sourced from Psychology and relates to Spearman. He supposed that the
correlation of some of intelligence test grades could be produced by unique liner functions (Hersi &
Blanchard,1999).
The calculation of hidden factors coefficient could be done by variant methods which two of them "main
generators" and "maximum likelihood" have the most applications. In this research, maximum likelihood
was used. The factorial model which is used here for recognizing the common factors is (Marian,1988) :
If we suppose that x is an observable accidental vector, then E(x)= and cov(x)= is a distinctive
positive matrix, and we suppose that each x could be written as a liner mix of m unobservable variable
which m<p:
(2)
And in the case of this matrix:
(3)
With Noticing to the hypothesis and above model and using Normal distribution of , the amounts of
matrix coefficients could be calculated by minimizing the following function:
(4)
In order to turning the factors coefficients which they could be interpreted, Varimax method was used to
minimize the following matrix:
(5)
3.9 The relationship among factors
After calculating the points of management factors and using information technology, the relationship
among these factors was examined. Examining this relationship has been done by examining correlation
coefficient.
In this case, with Pearson correlation coefficients and P=0 Test, we want to answer this question: Is there
any meaningful statistical relationship between leadership styles and using information technology?
Zero hypotheses and substituting hypotheses are as follows:
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5. Journal of Information Engineering and Applications www.iiste.org
ISSN 2224-5758 (print) ISSN 2224-896X (online)
Vol 1, No.6, 2011
(6)
10. Findings Analysis
1.10 Questionnaire Reliability
After filling up the questionnaires by people, the Cronbach Alpha was calculated and you can see the result
in Table (1).
As you can see in Table (1), the questions relates to leadership styles have a suitable reliability (more than
70 percent) and the questions relates to information technology have a good reliability too (more than 50
percent); so the collected data has high internal compatibility.
2.10 Statistical Analysis of Findings
A) Questions relates to leadership styles
First as you can see in table (2), meaningful test has been done to examine that if there is a common factor
among questions or not? And it is observed that the P-value is low. It means that the H0 hypotheses was not
accepted or in other words there are common factors among questions. Then in order to find these factors,
table (3) was formed and main factors selection was done until reaching to 0.947 in cumulative ratio.
Now based on table (4) and with noticing to P-value amount, we can see that hypotheses has not been
rejected.
A) Nomination of leadership styles data factors
The coefficients of questions for each factor has been shown in table (5).
As it is clear from the questions weights, for the first factor. Questions number 7 and 8, have the minimum
weights and for the second factor, these questions have the maximum weights; so it was specified that the
first factor could be called "Participative leadership style factor" and the second factor could be called
"Despotic leadership style factor".
These names could be called as communicational behavior style factor and functional behavior style factor
too, but because in this research, the theory of "Paul Hersy" and "Kent Blanchard" was used, so the above
names preferred.
B) Questions Relates to Information Technology
For these questions, like leadership questions, first the existence of common factors among variables was
examined and with a low amount of P-value, it is proved that H0 hypotheses was not true, based on table
(7), we can see that with choosing the first and second factors, which their special amounts are more than
one, the cumulative ratio is 94 percent. In table (8), the amount of P-Value is high, it means
that hypotheses could not be rejected so these two factors are enough.
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6. Journal of Information Engineering and Applications www.iiste.org
ISSN 2224-5758 (print) ISSN 2224-896X (online)
Vol 1, No.6, 2011
C) Nomination of Information Technology data factors
The coefficients of questions for each factor are shown in table (9). In first factor, the weight of question
number 13 which shows the supportive information of decision making is remarkable so the first factor is "
Supportive information technology of strategic decisions factor" and in the second factor, question number
16 has the maximum weight which shows the existence of information in operational level, so it could
called " information technology in operational decisions level factor".
11. Statistical Analysis of Hypothesis
Hypotheses (1): "There is a meaningful relationship between Information Technology and Participative
leadership style"
Zero hypotheses and Substituting hypotheses are as follow:
(7)
As you can see in table (10), P-value amount in supportive information technology of strategic decisions is
so low but in the second factor it is not like that. So the relation of and is remarkable or in other
words in the level of 99 percent, there is a meaningful relationship between participative leadership style
and supportive information technology of strategic decisions, however in the operational decisions level,
this hypotheses is not true.
Hypotheses (2): "There is a meaningful relationship between Despotic leadership style and information
Technology".
and hypothesis are as follows:
(8)
As you can see in Table (11), P-value amount of supportive information technology of strategic decision is
so low but in the second factor it is not like that; so it seems that with 95 percent there is a meaningful
relationship between despotic leadership style and supportive information technology of strategic decisions.
However this hypotheses in the operational decisions level is not true.
12. Conclusion
Hypotheses 1.
This hypotheses shows the relationship between information technology and participated leadership style;
It seems that applying information technology in an organization is in a same direct with predicated
leadership style.
Hypotheses 2.
By testing this hypotheses, it seems that despotic style makes a background for applying less of information
technology or in other words information technology can't be used when the leadership style is despotic.
13. Suggestions
In order to apply information technology:
1- The culture of applying it should be developed in organization.
2- The results of this applying should be anticipated.
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7. Journal of Information Engineering and Applications www.iiste.org
ISSN 2224-5758 (print) ISSN 2224-896X (online)
Vol 1, No.6, 2011
3- Related leadership style should be applied.
4- Detailed planning should be done in applying processes.
5- Before any investment, the need of organization to this technology should be examined.
6- The need of organization different parts to different levels of technology should be determined.
7- Execution obstacles of hardware, software, communication, and information should be removed.
References:
Abbaszadegan, M.(1997), “ Basic Factors in Organizing and Leadership”, First Ed. Heidari publishing,
Tehran.
Dastranj, H.(1999), “ Examining the Effects of Information Technology on Organizational Structure”,
Tarbiat Modarres University, Tehran.
Hersi, P & Blanchard, K.(1999), “ Organizational Behavior Management”, translated by Ghasem Kabiri,
sixth Ed. Jahad daneshgahi publishing, Tehran.
Heselbin, F., Goldsmith, M & Beckhard,R .(1999), “ Tomorrow Organization”, translated by Fazlolah
Amini, First Ed., Tomorrow publishing center, Tehran.
Kharazmi,S .(2001), “ Knowledge Driven Organization”, Tadbir magazine, No.115, 82-86.
Majidnejad, F.(1999), “Information Technology and Re-Engineering of Human Resource”, Tadbir
magazine, No.94, 39-40.
Marian.C.J.(1988), Multi Variable Statistic Inference, translated by Abolghasem Bozorgnia, Mashhad.
Moghimi, M.(1998), “ Organization and Management ( Research frameworks)”, First Ed., Ghaem
publishing, Tehran.
Table 1. Examining the reliability of questions.
Questions Cronbach Alpha
Questions related to leadership style 0.763
Questions related to information technology 0.686
Table 2.Meaningful testing of existing common factors based on 37 observations relates to leadership
Styles questions.
Freedom
Test P-Value
Degree
Lower
There is
55 141.0583 than
not common
0.0001
factor
otherwise
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8. Journal of Information Engineering and Applications www.iiste.org
ISSN 2224-5758 (print) ISSN 2224-896X (online)
Vol 1, No.6, 2011
Table 3. Analyzing the factors of leadership styles questions.
Cumulative Ratio Difference Special
ratio amounts
0.763 0.763 6.411228 8.447828
0.947 0.184 0.94847 2.0366
1.0453 0.983 0.212725 1.08813
1.1243 0.791 0.631603 0.875404
1.1463 0.022 0.174878 0.243802
1.1526 0.0062 0.2112 0.68993
1.1392 -0.0134 0.12078 -0.14828
1.1149 -0.0243 0.064076 -0.26906
1.0848 -0.0301 0.12299 -0.333/3
1.0436 -0.0412 0.26501 -0.45612
1 -0.0436 -48262
Table 4. Meaningful testing of enough selected factors for results interpretation.
Freedom P-
Test
degree value
: Two
factors are
meaningful
37 28.7787 0.7214
: more
factors are
needed
Table 5. Coefficients of turning factors relates to leadership styles questions.
Question First factor Second factor
1 0.57033 -0.15897
2 0.41761 -0.10516
3 0.47831 -0.11632
4 0.50607 -0.35456
5 0.27744 -0.63756
6 0.35291 -0.55711
7 -0.19968 0.36311
8 0.8083 0.92037
9 0.70207 -0.13457
10 0.72527 -0.13799
11 0.76231 -0.42665
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ISSN 2224-5758 (print) ISSN 2224-896X (online)
Vol 1, No.6, 2011
Table 6. Meaningful Testing of existing common factors based on 37 observations.
Freedom P-
Test 2
degree value
: There are not
common factors 36 68.4315 0.0009
: other wise
Table 7. Analyzing the questions relates to Information Technology.
Cumulative Special
Ratio Difference
Ratio amounts
0.6953 0.6953 2.868039 4.483984
0.9459 0.2506 642355 1.615945
1.0969 0.151 0.576851 0.97359
1.1584 0.615 0.044637 0.396739
1.213 0.546 0.434 0.352108
1.1515 -0.0127 0.232999 -0.08189
1.0807 -0.0488 0.141726 -0.31489
7 -0.0708 0.63539 -0.45662
-0.0807 -0.52016
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Vol 1, No.6, 2011
Table 8. Meaningful testing of enough selected factor for results.
Freedom P-
Test 2
degree value
: Two factors are
meaningful
19 17.8851 0.5301
: More factors
are needed
Table 9. Coefficients of turning factors relates to in formation Technology questions.
Question First factor Second factor
12 0.55416 0.01643
13 0.78244 0.29374
14 -0.02202 0.37714
15 0.51484 -0.13713
16 0.10031 0.99496
17 0.19966 0.43987
18 0.42994 0.11915
19 0.56454 0.45238
20 0.22806 0.066
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11. Journal of Information Engineering and Applications www.iiste.org
ISSN 2224-5758 (print) ISSN 2224-896X (online)
Vol 1, No.6, 2011
Table 10. Pearson Correlation coefficient of Technology with Participative leadership style.
P=0.P-value Test
1
1
1
Table 11. Pearson Correlation coefficient of technology with despotic leadership style.
P=0,P-value Test
1
1
1
15