The document summarizes a research study that examined the effect of teamwork on employee job performance in bank sectors in Afghanistan. A questionnaire was distributed to 210 employees across various banks to analyze their experiences with teamwork. Statistical analysis found that teamwork has a significant positive effect on employee performance. Specifically, factors like esprit de corps, team trust, and reward/recognition programs were found to positively influence individual performance. The study concludes that fostering teamwork opportunities can help improve employee performance and satisfaction. Future research should explore ways to optimize team characteristics and facilitate positive teamwork experiences.
Impact of Extrinsic Rewards on Job Satisfaction of Banking Sector Employees o...iosrjce
IOSR Journal of Business and Management (IOSR-JBM) is a double blind peer reviewed International Journal that provides rapid publication (within a month) of articles in all areas of business and managemant and its applications. The journal welcomes publications of high quality papers on theoretical developments and practical applications inbusiness and management. Original research papers, state-of-the-art reviews, and high quality technical notes are invited for publications
Impact of Extrinsic Rewards on Job Satisfaction of Banking Sector Employees o...iosrjce
IOSR Journal of Business and Management (IOSR-JBM) is a double blind peer reviewed International Journal that provides rapid publication (within a month) of articles in all areas of business and managemant and its applications. The journal welcomes publications of high quality papers on theoretical developments and practical applications inbusiness and management. Original research papers, state-of-the-art reviews, and high quality technical notes are invited for publications
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.
The impact of corporate social responsibility on employee motivationRajkumar Adhikari
The study aims to examine relationship between intrinsic rewards, extrinsic rewards, internal CSR, external CSR, organizational commitment & employee motivation
Impact of leadership on the performance of the employees : a case study of KF...WritingHubUK
For improving the technical skills and efficiency of the employees, leadership strategies of organizations play a vital role. Effective leaders in organizations encourage employees and it positively influences their job performance. Hence, the study evaluated the impact of leadership on employee performance by analyzing the case of KFC, UK.
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.
Organizational citizenship Behavior as Attitude Integrity in Measurement of I...IOSR Journals
Quality of Human Resource represent one of the factor which to increase performance productivity an institution or organization. Therefore, needed Human Resource having high interest because interest or membership will be able to support the make-up of employees performance achievement. During the time at generally in governance institution not yet had officer with adequate interest, proved with still lower officer productivity and is difficult measure officer performance [in] governance institution scope. Performance Management System in a modern concept of human resource management is an objective and transparent performance measurement model of Organizational Citizenship Behavior in giving reward to individual’s sacrifice for organization. Three main elements of individual’s sacrifice performed in Organizational Citizenship Behavior (OCB) are compliance, loyality, and participation.The organization shoud appreciate these attitudes by giving clear job description and brief rewardsystemcriteriato encourage the individual’s job motivation. Combined with theindividual assessment of job description, job grading is used to compile a correct Key Performance Indexand a precise salary component. The aim of this action research is to give a comprehensive solution for Hospital X, in order to determine a Key Performance Indexsmodel, in response to some problems such as jobmotivation, work stress and performance. An interviews with hospital’s director and Human Resources section was conducted to compile the KPI. The results of this research can be recommended to the hospital to make a comprehensive performance assessment consist of the review of employee's job descriptions, Key Performance Indicator (KPI), job grading, specifying fundamental salary based on work,Bonus Scame and score summary
A STUDY ON ORGANIZATION COMMITMENT AND JOB SATISFACTION IN SELECTED BUSINESS ...IAEME Publication
The purpose of this study is to analyze the relationship between job satisfaction and organizational commitment. Employees’ productivity is largely related to their level of job satisfaction and in fact, the turnover rate can be reduced with a higher level of organizational commitment. Therefore, it is important for an organization to study the relationships between these two variables. The database was collected from the organization through a well-structured questionnaire. The questionnaire consists of personal data, Questions related to the dimension organization commitment and job satisfaction in Selected BPOs in Tiruchirappalli. Hence the sample size for the study is 110 respondents by adopting Purposive sampling technique.
A comprehensive study of Employee Engagement: Contemplating 7-D model in view...IJAEMSJORNAL
The study has been initiated to unfold the conceptual reality of a commonly used terminology in organization behavior study- employee engagement. The engagement of employees towards an organization is determined by their affective, cognitive and behavioural attributes which are in turn linked with various internal and external factors. These factors are identified and presented in various models with specific focus areas. The employee engagement index, the measuring indicator, is a reflection of multiple self-determining factors. This study unveiled the factors while analyzing the annual reports for FY 2018-19 of NIFTY 50 companies. The key focus areas have been identified and an all-encompassing 7-Dimensional model has been proposed to determine the objective-oriented factors to prepare relevant questionnaires for ascertaining Employee Engagement Index.
Impact of Employee Engagement on PerformanceIJAEMSJORNAL
Employee engagement is a vast concept and has a wide area of interpretation and thus each organisation interprets the meaning of employee engagement on its own terms, knowledge, and culture. Employee engagement is a relationship between the employee and the enterprise, an engaged employee is the one who is entirely engrossed in and ardent about their work and so takes positive steps to further the organisation's prestige and interests. The construct employee engagement is built on the foundation of concepts like organisation citizenship behaviour, employee commitment, and job satisfaction. Though it relates to and besets these concepts but employee engagement is broader in scope. In today's scenario organisations have started looking out for ways more stronger than only monetary incentives to keep employees involved and work towards goals, hence comes the role of employee engagement which helps the employees realise they are a part of the organisation and thus employees are emotionally connected to their organization and highly involved in their job with a great enthusiasm for the success of their employer, going an extra mile beyond the employment contractual agreement assuming all their efforts leads to the growth of what already belongs to them. Since Employee engagement is a fairly novel concept thus a lot of measurement metrics are not present to find out direct relationship between employee engagement and its impact on the performance of employees thus the purpose of this paper is to find out an Impact of employee engagement on the performance of the employees.
Effect of Staff Performance Appraisal Outcomes on Employee Job Performance a ...iosrjce
IOSR Journal of Business and Management (IOSR-JBM) is a double blind peer reviewed International Journal that provides rapid publication (within a month) of articles in all areas of business and managemant and its applications. The journal welcomes publications of high quality papers on theoretical developments and practical applications inbusiness and management. Original research papers, state-of-the-art reviews, and high quality technical notes are invited for publications
A STUDY ON JOB ON JOB SATISFACTION OF EMPLOYEES AT VIJAYALAKSHMI ENGINEERING ...IAEME Publication
Human resource is considered to be most valuable asset in any organization. It is the sum-total of inherent abilities, acquired knowledge and skill represented by talents and aptitude of the employed person who comprise executives, supervisors and rank file employees. It may be noted here that human resources should be utilized to maximum possible extent, in order to achieve individual and organizational goals.
It is thus employee performance, which ultimately decides the attainment of goals. However, the employee performance is to large extent, influence by motivation and job satisfaction. So an attempt has been made by the researcher to study the job satisfaction level of the staffs in VEWL located at Thuvakudi-Trichy.
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.
The impact of corporate social responsibility on employee motivationRajkumar Adhikari
The study aims to examine relationship between intrinsic rewards, extrinsic rewards, internal CSR, external CSR, organizational commitment & employee motivation
Impact of leadership on the performance of the employees : a case study of KF...WritingHubUK
For improving the technical skills and efficiency of the employees, leadership strategies of organizations play a vital role. Effective leaders in organizations encourage employees and it positively influences their job performance. Hence, the study evaluated the impact of leadership on employee performance by analyzing the case of KFC, UK.
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.
Organizational citizenship Behavior as Attitude Integrity in Measurement of I...IOSR Journals
Quality of Human Resource represent one of the factor which to increase performance productivity an institution or organization. Therefore, needed Human Resource having high interest because interest or membership will be able to support the make-up of employees performance achievement. During the time at generally in governance institution not yet had officer with adequate interest, proved with still lower officer productivity and is difficult measure officer performance [in] governance institution scope. Performance Management System in a modern concept of human resource management is an objective and transparent performance measurement model of Organizational Citizenship Behavior in giving reward to individual’s sacrifice for organization. Three main elements of individual’s sacrifice performed in Organizational Citizenship Behavior (OCB) are compliance, loyality, and participation.The organization shoud appreciate these attitudes by giving clear job description and brief rewardsystemcriteriato encourage the individual’s job motivation. Combined with theindividual assessment of job description, job grading is used to compile a correct Key Performance Indexand a precise salary component. The aim of this action research is to give a comprehensive solution for Hospital X, in order to determine a Key Performance Indexsmodel, in response to some problems such as jobmotivation, work stress and performance. An interviews with hospital’s director and Human Resources section was conducted to compile the KPI. The results of this research can be recommended to the hospital to make a comprehensive performance assessment consist of the review of employee's job descriptions, Key Performance Indicator (KPI), job grading, specifying fundamental salary based on work,Bonus Scame and score summary
A STUDY ON ORGANIZATION COMMITMENT AND JOB SATISFACTION IN SELECTED BUSINESS ...IAEME Publication
The purpose of this study is to analyze the relationship between job satisfaction and organizational commitment. Employees’ productivity is largely related to their level of job satisfaction and in fact, the turnover rate can be reduced with a higher level of organizational commitment. Therefore, it is important for an organization to study the relationships between these two variables. The database was collected from the organization through a well-structured questionnaire. The questionnaire consists of personal data, Questions related to the dimension organization commitment and job satisfaction in Selected BPOs in Tiruchirappalli. Hence the sample size for the study is 110 respondents by adopting Purposive sampling technique.
A comprehensive study of Employee Engagement: Contemplating 7-D model in view...IJAEMSJORNAL
The study has been initiated to unfold the conceptual reality of a commonly used terminology in organization behavior study- employee engagement. The engagement of employees towards an organization is determined by their affective, cognitive and behavioural attributes which are in turn linked with various internal and external factors. These factors are identified and presented in various models with specific focus areas. The employee engagement index, the measuring indicator, is a reflection of multiple self-determining factors. This study unveiled the factors while analyzing the annual reports for FY 2018-19 of NIFTY 50 companies. The key focus areas have been identified and an all-encompassing 7-Dimensional model has been proposed to determine the objective-oriented factors to prepare relevant questionnaires for ascertaining Employee Engagement Index.
Impact of Employee Engagement on PerformanceIJAEMSJORNAL
Employee engagement is a vast concept and has a wide area of interpretation and thus each organisation interprets the meaning of employee engagement on its own terms, knowledge, and culture. Employee engagement is a relationship between the employee and the enterprise, an engaged employee is the one who is entirely engrossed in and ardent about their work and so takes positive steps to further the organisation's prestige and interests. The construct employee engagement is built on the foundation of concepts like organisation citizenship behaviour, employee commitment, and job satisfaction. Though it relates to and besets these concepts but employee engagement is broader in scope. In today's scenario organisations have started looking out for ways more stronger than only monetary incentives to keep employees involved and work towards goals, hence comes the role of employee engagement which helps the employees realise they are a part of the organisation and thus employees are emotionally connected to their organization and highly involved in their job with a great enthusiasm for the success of their employer, going an extra mile beyond the employment contractual agreement assuming all their efforts leads to the growth of what already belongs to them. Since Employee engagement is a fairly novel concept thus a lot of measurement metrics are not present to find out direct relationship between employee engagement and its impact on the performance of employees thus the purpose of this paper is to find out an Impact of employee engagement on the performance of the employees.
Effect of Staff Performance Appraisal Outcomes on Employee Job Performance a ...iosrjce
IOSR Journal of Business and Management (IOSR-JBM) is a double blind peer reviewed International Journal that provides rapid publication (within a month) of articles in all areas of business and managemant and its applications. The journal welcomes publications of high quality papers on theoretical developments and practical applications inbusiness and management. Original research papers, state-of-the-art reviews, and high quality technical notes are invited for publications
A STUDY ON JOB ON JOB SATISFACTION OF EMPLOYEES AT VIJAYALAKSHMI ENGINEERING ...IAEME Publication
Human resource is considered to be most valuable asset in any organization. It is the sum-total of inherent abilities, acquired knowledge and skill represented by talents and aptitude of the employed person who comprise executives, supervisors and rank file employees. It may be noted here that human resources should be utilized to maximum possible extent, in order to achieve individual and organizational goals.
It is thus employee performance, which ultimately decides the attainment of goals. However, the employee performance is to large extent, influence by motivation and job satisfaction. So an attempt has been made by the researcher to study the job satisfaction level of the staffs in VEWL located at Thuvakudi-Trichy.
The main purpose of this study is to explain and
Test the effects of Job satisfaction, Job performance towards
Organizational commitment. Job satisfaction & employee job
Performance is a pleasurable and positive result from the
experience of one employee job and their job experiences.
Highly satisfied person, the higher level of job satisfaction and
committed towards the works and performance. It may be
assumed that high level of satisfied employees towards work
more committed to the organization and it’s also enhance the
performance of the employees based on this attitude. Data used
in this study is based on primary data which were collected
through closed questionnaire with 1-5 Likert scale. The result
of this study showed that there is positive relationship between
job satisfaction and job performance but not significant effect
to job satisfaction and job performance of an employee’s .The
result showed that every positive efforts towards
organizational has a positive effects on organization
commitment and towards job satisfaction & job performance
in an organization.
The Effect of Job Rotation Practices on Employee Job Performance; Mediating R...Dr. Amarjeet Singh
Job rotation is a broadly used approach followed by
many organizations to make more committed employees
towards work at various levels of the hierarchy of the
organization. This strategy identified as a motivating factor
for the employee development. Thus the study focus on two
objectives as To identify the impact of employee job rotation
practices on job performances of Operational levels
employees in banking industry of Sri Lanka and To identify
the impact of employee job rotation practices on job
performances through intrinsic motivation of Operational
levels employees in banking industry of Sri Lanka.
Questionnaires were administered to collect primary data
from the 100 operational level employees in private
commercial banks in Colombo district. Descriptive statistics,
Regression analysis as well as Baron and Kenny Mediation
Analysis method were directed to analyze the data by using
SPSS statistical package. The study revealed that job rotation
is an important programme for allowing employees to
acquire new skills, enhance staff productivity, develop new
relationships across the company and gain skills needed for
future career advancement and it impact on the employee job
performances. Moreover mediating analysis implies that
Intrinsic Motivation partially mediate the relationship
between Job Rotation Practices and employee Job
Performances. The findings of the study will beneficial for the
employers to structure their job rotation practices to develop
employee performances in the future.
As part of Mercer's commitment to providing clients with research-based solutions, Mercer’s employee research group conducts a series of national studies around the globe, entitled What’s Working™.
These studies allow us to analyze national trends regarding employee perceptions and to identify the key drivers of employee engagement – by country and on a global basis.
Mercer: What's Working Research on Employee EngagementElizabeth Lupfer
As part of Mercer's commitment to providing clients with research-based solutions, Mercer’s employee research group conducts a series of national studies around the globe, entitled What’s Working™.
These studies allow us to analyze national trends regarding employee perceptions and to identify the key drivers of employee engagement – by country and on a global basis.
Running head EMPLOYEE INVOLVEMENT IN AN ORGANIZATION1EMPLOYEE .docxsusanschei
Running head: EMPLOYEE INVOLVEMENT IN AN ORGANIZATION 1
EMPLOYEE INVOLVEMENT IN AN ORGANIZATION 8
Employee Involvement Within an Organization
Millicent Prescott
Mulugeta Dessie
Strayer University
Leadership and Organizational
February 8, 2017
Outline
Thesis: Every organization aims at creating a progressive work environment based on trust, collaboration, teamwork, creative problem solving, and outstanding customer service. To achieve this, there is need for the leadership faculty to invest and understand the organization’s most valuable asset, the employees. Quality within an organization starts with an empowered and involved workforce.
I. Introduction
A. Employee involvement reflects the direct participation of employees in a bid to fulfill both the mission and objectives of the organization, and also help in decision-making and problem-solving processes.
II. Discussion
A. Drivers of employee involvement
i. Empowering employees, aligning employee efforts with organizational strategies, Supporting and recognizing employees, helping employees in their growth and development, Promoting collaboration and teamwork within the employees.
B. Relationship between employee involvement and organizational performance
i. There exists a positive relationship between involvement and organizational performance.
ii. Employee involvement ensures profitability, productivity, consumer safety and loyalty, and employee retention.
C. Employee involvement strategies
i. Employee involvement starts from the management level.
ii. The strategies may include enhance communication in the workplace, providing with advancement and development opportunities, providing the employees with adequate training and whatever they need to accomplish their tasks, motivating them through incentives and establishing a solid feedback system.
III. Conclusion
Active participation works to the benefit of both the employees and the entire organization. Employee involvement provides with a myriad of positive outcomes to the organization and for employees. To that end, organizations should ensure their employees always participate in decision-making processes, have adequate training, and ensure the presence of incentives in order to ensure employee participation.
Main Paper
Introduction
In the history of businesses and organizations, contemporary managers have agreed that of all times, this century demands more productivity and enhanced efficiency (Markos et al. 2010). It clear that every business is aiming at improving its performance, though managers are constantly dealing with numerous challenges just to keep their businesses ahead of competition. The need to improve productivity within organizations has prompted to these managers employing management tools, as suggested by scholars and researchers. Some of these tools include the Total Quality Management tool and the Process Re-Engineering tool (Markos et al. 2010). These tools, primarily focusing on process and operatio ...
A STUDY ON EMPLOYEE PERCEPTION TOWARDS ORGANISATIONAL COMMITMENT AND ITS IMPA...IAEME Publication
The organizations in both public and private sectors have been putting their efforts toward creating performance culture, which is characterized by a search for strategies to improve the contribution of both individuals and organizations to enhance the performance. The Organizational Commitment is found to be one of the factors associated with enhancing Job Performance. Higher affective Commitment towards an organisation is considered an important determinant of dedication and loyalty. Affectively committed employees considered to be having a sense of belonging and identification exhibit their increased involvement in organisation’s activities and their desire to perform well in the organisation. The perception that organisation values their wellbeing evidently led employees’ to identify the organization’s wellbeing with their own. This study portrait the behavioral aspects of the employees of the firm, exhibiting their commitment to the organization.
The study investigates the impact of team building on organisational productivity. The objective of this study is to evaluate the impact of team building among the members of the selected case study and to assess the effect of training and retraining of team members on organisational productivity. The study also x-rayed the absence of team building in a workplace which led to low levels of turnover and productivity. the total population of the study was 750 while researcher employed Yaro Yamane sampling technique to select sample size of 261 because of the large population and hypothesis were tested using Pearson correlation. The finding revealed that if members of the team can work in synergy without considering the differences in the likes of level of educational background and others, the expected productivity will be very high. It was also observed that capabilities of team leader in carrying out the assigned task determined its output especially if the team leader understands the technical knowhow of job and he is friendly with co-team members with a lot of motivation, that this would definitely enhance employees’ efficiencies and productivities. The study recommends that team members should trust, support and respect one another individual differences in order to accomplish group common goals and tasks.
Employee Enagagement : An Inevitable Factor To Organizational Success in The ...JIANGUANGLUNG DANGMEI
Abstract
In the changing business environment due to competition and managing changes, organizations face difficulties
to maintain organizational success. However, the employee engagement is a concept which if
implemented properly can make a lot of difference in the organization. Employee engagement is defined as the positive
attitude of an employee towards the organization and its value which exert to greater discretionary effort to ensure
organizational success and sustainability. It is a simple fact that the engagement of employees towards their work and
organization can make a huge difference for the growth and survival of the organization. Almost all of the companies
now explore the possibilities for adopting employee engagement as a strategy for organizational growth and success
as employee engagement is highly associated with organizational performances. It is essential to understand employee
engagement as engaged employees who are fully involved and committed to their works are willing to go the extra
mile for their organization to ensure its success. This paper attempts to throw light on the nature of employee engagement
to ensure organizational success in the contemporary business.
Similar to Effect of Team Work in employees performance (20)
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
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Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
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HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
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1. INTERNATIONALJOURNALFOR INNOVATIVE RESEARCH IN MULTIDISCIPLINARY FIELD ISSN – 2455-0620 Volume - 3, Issue - 1, Jan - 2017
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The Effect of Team Work on Employees Job Performance;
(The Empirical Assessment of Bank sectors, Afghanistan)
Mohammad Qasim, Shahid Rasheed
Assistant Professor Abasyn University, Peshawar
Email - Mohammadqasimayaz@gmail.com, Shahid.Rashid@abasyn.edu.pk
1. INTRODUCTION:
It is frequently contended by both corporate experts and business professionals that organizations can expand
and recover their enactment by using and developing various work teams, the use of teams with high level of output
initiated in Japanese companies, and it is now extensively known that teamwork is serious for achieving organizational
success. Firms reports descriptions regarding some of profits of groups, including bigger contribution and
participation, enlarged consideration to development and better employee contentment (Wellins, 1994). There are
much clarifications that has been explained by several of scholars regarding teamwork some of definition are; work
teams come in variety of types and sizes, cutting across different exchange, function, inner processes and external
linkages. Teams and teamwork benefits to endorse and encourage profound knowledge that happens over
communications, difficulties resolving, discussion, collaboration and cooperation. The learning strategies indorse the
structure of awareness as they’re fixed in a societal experiences with a team atmosphere (Vygostsky, 1978). Team
work is well-defined by (Scamati, 2001)” as a supportive process that permits ordinary individuals to attain
unexpected result” (Harris & Harris, 1996) also clarify that a team work has a joint objective or determination where
team member can grow operative, common relations to accomplish group goal.
2. PROBLEM STATEMENT:
There are many reasons in banks based in Kabul that effect employee performance such as salary,
compensation, and rewards, most especially the security is a significant factor that effect employees toward greater
performance, Keeping other factors constant this study attempts to examine weather teamwork in banks contribute
employees performance. The challenge and contest for firms presently is to transport rapidly and compliantly new
superiority merchandises and services, until to respond competently to superior or greater, motivating and stimulating
stresses from customers. Because personal’s is working in banks of Kabul are from different demographics due to
which there is high level of distrust and other barriers, Therefore in particular scenario this study emphases on the
degree to which team work can improve employee’s performance in administrations principally in banks of Kabul
Afghanistan.
3. RESEARCH QUESTION:
1. To what extents can team work, improve distinct employee’s performance in an institution or enterprises?
Abstract: The current study was based on analyzing effect of teamwork on employee job performance, as
teamwork is considered to be a crucial factor for achieving organizational goals. A questionnaire was
distributed among 210 employees from different Banks in Kabul Afghanistan to analyze their teamwork
experience. SPSS tool was used to analyze the data in which simple linear regression, correlation and reliability
statistic test was used. It was found that teamwork has significant effect on employee’s performance. Future
research should investigate the ways in which teamwork interest can be moderated by characteristics of the task
and the group, preferably those characteristics that personal have some control over to facilitate teamwork
experience.
Key Words: Teamwork, Employee performance, Esprit de corps, Team Trust and Reward and Recognition.
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4. OBJECTIVES OF THE STUDY:
The core aim of the study remained to inspect or observe the effect of team work on employee’s outcomes in
certain nominated Banks in Kabul Afghanistan. But more precisely, the study will inspect for resulting bellow:
1. The effect of team work on individual’s presentation and productivities in business/enterprises.
2. The degree to which EDC amongst the participants of a team can influence separate personnel’s enactment.
3. The extent to which trust can influence individual’s performance.
4. The degree to which R & R can effect individual’s outcome.
5. SIGNIFICANCE OF THE STUDY:
Assuming the reality that this research is appropriate and relevant because Banks and all institution have been
longing and have huge desire for innovation and changes specially in performance of individuals that will allow them
improve the level of production, reduce cost and exploit income, the results and conclusions will be important and will
much important to all stakeholders in the organizations specially in bank sectors. The consequence of the research will
be of countless advantages to the administration of organization that it will give them the chance of sighted how team
work works and the assistance gain-able from the result. The result of this revision will also be supportive and
valuable to individuals of several institution and administrations, particularly the Banking sector, in that will empower
their passion and desire in the progression. Team work and other aspect touching or influencing it have been originate
to be definitely connected to the employees outcomes, this should be a foundation of reinforcement to an extensive
range of workers particularly those show are yet familiarize team work in their administrations. The result of this
study will additional exposed up the essential for investigation in this zone of study.
6. LITERATURE REVIEW & THEORETICAL FRAMEWORK:
Teamwork and Employee Performance in an Organization
Teamwork normally contains pools of reliant workforces who work supportively to attain teamwork results or
consequences (Parker & Wall, 1998). Operative team implementations can improve the motivational belongings of
effort and intensification job gratification along with employee’s performance. However, the job fulfilment of team
participants is determined by numerous features such as the arrangement of the team, group procedures within the
team, and the nature of the work itself (Campion et al., 1993). Since these aspects or factors operate in combination,
there is no simple process through which team work effects employee performance. Team work refers to a group of
individuals who work interdependently to solve problems or carry out tasks (Keller, 2001).
Effect of Esprit de Corps on Employee Performance
This section of the paper initiates by exploring the more old-style or we can say traditional style of
administrative concept of managerial characteristics and how that communicates to the concept of Esprit de Corps in a
managerial context. Houston (2000) in the Harvard Business review published an article titled “Let’s Put More Esprit
in De Corporation.” In this Article he deliberates what he observes and observes to be marks of strong point and
fitness in a corporation of the numerous issues he classifies as significant to vigorous administrations, esprit de corps
is at the highest & top of the list. According to Albert and Whetten (1985) in their influential study well-explained
administrative identity as presence what is essential, unique and persistent to the business or institution. Thoroughly
linked to this thought of administrative identity remain the concepts of organizational appearance and values.
Effect of Team Trust on employees Performance
Up To date no description of trust has been generally accepted. Despite the alterations of opinion, numerous
matters seem common across explanations, According to Rousseau et al, 1998 note from micro emotional theories
(e.g. McAllister, 1995, Lewicki and Bunker, 1996; Zand, 1972) to social/economics approaches. Optimistic
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expectations toward the performance, attitude and behaviors of other and willingness to become vulnerable to other
and serious elements to define trust (Barber, 1983; Cummings &Bromiley, 1996). In the most definitions trust seems
related to specific attributions bout others individuals intentions and motives underlying their behavior (Smith and
Barclay, 1997). For Example for Lewicki and Bunker (1996) trust comprises “Affirmative hopes or expectation about
others.” Interdependence promotes and encourage interaction and enhance communication between team workers.
Trust amongst team individuals originates when individuals of the team mature the self-assurance or courage on one
another competences, skills and abilities.
Effect of Recognition and Reward on Employee performance
Many studies showed to test Herzberg’s 2 Factor theory maintained to claim that the number one instigator is
not cash, but a common sense of accomplishment or attainment and acknowledgement for a task-well-done (Idemobi,
2010). Many firms appraisal an individual’s output only once a year and allocated tributes at each time. To stimulate
and inspire workforces to achieve at their highest level competence, administrators must distinguish their
accomplishments and development more than once a year. According to Rabey (2003), Acknowledgement and reward
are the chief emphasis of people who are working in teams. To this end, perspective and strategic mind mangers who
are performing in extreme level of organizations know and continually capture the welfares of the team. The reward
and recognition programs assist as the most contingent and depending factor in keeping employees or staff self-esteem
high and passionate.
7. THEORETICAL FRAMEWORK AND HYPOTHESES:
Based on extensive literature review the theoretical framework is as follows.
Research Hypotheses
H01: Teamwork has insignificant effect on employee’s performance.
HA1: Teamwork has significant effect on employee’s performance.
Research Methodology
The Research is descriptive and has been based on quantitative in nature, the study aims to examine the effect
of teamwork on employees performance, the data for this study has been collected through adopted questionnaire from
bank sector Afghanistan, the population for the study is all 17 banks operating in Kabul Afghanistan, which its data
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has been collected by the help of convenient sample technique. For this study descriptive statistics, regression
analysis, correlation and reliability test has been used for better analysis of the study.
Measurement:
Data collection through the survey is an appropriate technique since it allows the researcher to target a large
number of elements in the population and thus reliable and valid information collected from the selected sample can
be generalized over the entire population (Kerlinger& Lee, 2000). In order to investigate the employee performance
and team work primary data has been collected. A questionnaire has been used to collect primary data from banks. A
rating scale with anchors from strongly agree to strongly disagree have been used as an option for each statement. 1.
Strongly Agree, 2. Agree, 3. Neither Agree nor Disagree, 4. Disagree, 5. Strongly Disagree.
Team Work
The instruments for Team Work was taken from “The Study of Teamwork and its Effects towards Loyalty in
Hotel Industry in Klang Valley, Malaysia” by Abdullah, R., Samsudin, M. M., Armia, R. N., Derani, N., Nair, G. K.
S., &Ayob, R. (2012). Total 5 items scale was used in order to examine the amount of team work. The reliability of
the original study was .81 for the job stress construct.
Employees Performance
The instrument for Employee Performance was taken from “Effect of training on employee’s performance” by
AidahNassazi (2013). A 5 items scale was used in order to check how much employee performance can be increase in
a team. The reliability of the scales utilized in the present research was tested by the Cronbach’s alpha test in SPSS.
In this present research Cronbach’s Alpha is more than .70 which shows that the instruments used are reliable enough
to carry out the research. The results are shown in the table;
Reliability Statistics
Cronbach's Alpha N of Items
.728 5
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8. RESULTS:
Demographics
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Model Summary
R R Square Adjusted R Square Std. Error of the
Estimate
.490a
.241 .226 .35359
a. Predictors: (Constant), Team Trust, Team Work, Espirit De Corp, Reward & Recognition
Regression coefficient R = .490 shows that the relationship exists between the independent variable (I.V) and
dependent Variable (D.V). The coefficient of determination R Square .241 shows that the difference in employee’s
performance is described by TW, EDC, TT and R & R. The value of adjusted R Square which is .226 shows that
22.6% change in employee performance is made by independent variables.
Annova
Model Sum of Squares Mean Square F Sig.
1
Regression 8.118 2.030 16.233 .000b
Residual 25.630 .125
Total 33.748
a. Dependent Variable: Employee Performance
b. Predictors: (Constant), Team Trust, Team Work, Espirit De Corp, Reward & Recognition
Annova table, the F value is 16.233 and is insignificant because the significance level is 0.000 which is less
then P≤0. 05. The suggestion of this is that the complete regression model is statistically insignificant, valid and fit.
Additionally, this result shows that all the independent or descriptive variables have an affirmative and insignificant
relationship with the dependent variable.
Coefficients
Model
Unstandardized Coefficients
Standardized
Coefficients Sig.
B Std. Error Beta
(Constant) 2.329 .357 .000
TW .020 .033 .038 .549
EDC -.078 .063 -.081 .218
R & R .154 .068 .152 .024
TT .384 .061 .432 .000
From this table, by looking at the value of sig. which is less than 0.05 which means that we reject H0 and
accept H1 which was there is a relation between the two variables. Now to find out whether the relation is positive or
not we will check the value of beta as it is negative this means that the relation between the two variables of the
current study is negative. From the table it is quite clear that a 1% increase in team work will increase employee
performance by 43.2%.
Correlations
Teamwork Employees
Performance
Teamwork
Pearson Correlation 1 .344**
Sig. (2-tailed) .000
N 210 210
Employees
Performance
Pearson Correlation .344**
1
Sig. (2-tailed) .000
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N 210 210
**. Correlation is significant at the 0.01 level (2-tailed).
The correlations table show the relationship between teamwork and employees performance presents
the correlation matrix of the employee teamwork (TW), Employees performance, The analysis shows that
there is positive relationship of different degrees between the variables at both 0.01 and 0.05 levels of
significance. (P<0.01).
9. DISCUSSION, CONCLUSION AND RECOMMENDATIONS:
Discussion
This study has been examined the relationship between teamwork, esprit d corps, team trust and reward and
recognition, and employee performance in a bank sector. The study was designed to make use of quantitative
techniques, 210 questionnaires was borrowed for obtaining relevant data from individuals who are currently working
within bank sectors of Kabul Afghanistan, over all Cronbach’s alpha reliability of the questionnaire items were found
(.728), which were satisfactory and valid enough for data collection. The descriptive statistics shows that majority of
participants were male. The hypothesis for this research study were analyzed through SPSS version 21.0.
10. CONCLUSION:
Employees may be capable to advance their performance by increasing the number of team work and taking action to
increase the performance level of individuals, this study found that teamwork, esprit de corps, team trust and reward
and recognition has a positive effect on employee’s performance. Various test such as multiple regression model were
implemented in SPSS which shows the positive strong relationship between four independent variables. Hence we
know when an employee obtains sufficient opportunities for teamwork, His/hers performance automatically and
repeatedly improves and it’s also accompanied by job satisfaction.
11. RECOMMENDATIONS:
As teamwork can enhance the overall performance of employees, organizations are supposed to design team keeping
in view the characteristics that effect of teams output positively. Organizations should prepare their employees to work
in teams as it is a requirement in the corporate world today. For team performance, better Esprit D crop, Team Trust,
Reward and Recognition are removal of task conflict and are important, this would result in employee performance.
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