This document summarizes a research article from the International Journal of Management that examines the relationship between employee engagement, performance excellence, and organizational success. The article introduces a High Performance-Engagement Model that asserts high performance and engaged employees are complementary goals that both maximize organizational success. It defines performance excellence and employee engagement, outlines leadership practices that support each, and validates the model by linking survey measures of performance excellence and engagement to financial performance metrics for 158 organizations.
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.
Impact of Job Satisfaction on Employee Retention of IT Professionalsijtsrd
Human resources are the source of revenue of all types of an organization. The major challenge that organizations are facing today is not only managing these resources but also retaining them. Securing and retaining experienced employees plays an important task in any organization, because employees acquaintance and skills are vital to companies ability to be competitive cost-effectively. This paper focusing on employee satisfaction can positively impact the organization as it increases the productivity, performance, quality of work, profits & dedication to the organization, reduced turnover, superior attendance. Thus, this paper seeks to look at the impact of job satisfaction on employee retention of information technology professionals specifically the software engineers. Pavithra. P | Dr. V. M. Anitha Rajathi"Impact of Job Satisfaction on Employee Retention of IT Professionals" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-2 | Issue-3 , April 2018, URL: http://www.ijtsrd.com/papers/ijtsrd10884.pdf http://www.ijtsrd.com/management/management-development/10884/impact-of-job-satisfaction-on-employee-retention-of-it-professionals/pavithra-p
This study aims to describe the reward, work discipline and employee performance, to analyze the
impact of reward on employee performance, to analyze the impact of reward on work discipline, to analyze the
effect of work discipline on employee performance, and to analyze influence of reward on employee
performance through work discipline of the CV Glory Dewi Kencana. The sample in this study was 50
employees.
EMPLOYEE ENGAGEMENT & RETENTION: A REVIEW OF LITERATUREIJBBR
The other objective is to analyze the critical factor which can affect the level of retention & engagement of
employees with the help of literature review. For the current article the researchers reviewed 30 relevant
research papers/ literature comprising employee retention& engagement concepts and practices amply.
The findings of the study like good training & development, compensation structures, autonomy, quality of
work life, work polices and arrangements will lead the managers and management to a new dimension with
holistic approach in the field of employee retention & engagement.
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.
Impact of Job Satisfaction on Employee Retention of IT Professionalsijtsrd
Human resources are the source of revenue of all types of an organization. The major challenge that organizations are facing today is not only managing these resources but also retaining them. Securing and retaining experienced employees plays an important task in any organization, because employees acquaintance and skills are vital to companies ability to be competitive cost-effectively. This paper focusing on employee satisfaction can positively impact the organization as it increases the productivity, performance, quality of work, profits & dedication to the organization, reduced turnover, superior attendance. Thus, this paper seeks to look at the impact of job satisfaction on employee retention of information technology professionals specifically the software engineers. Pavithra. P | Dr. V. M. Anitha Rajathi"Impact of Job Satisfaction on Employee Retention of IT Professionals" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-2 | Issue-3 , April 2018, URL: http://www.ijtsrd.com/papers/ijtsrd10884.pdf http://www.ijtsrd.com/management/management-development/10884/impact-of-job-satisfaction-on-employee-retention-of-it-professionals/pavithra-p
This study aims to describe the reward, work discipline and employee performance, to analyze the
impact of reward on employee performance, to analyze the impact of reward on work discipline, to analyze the
effect of work discipline on employee performance, and to analyze influence of reward on employee
performance through work discipline of the CV Glory Dewi Kencana. The sample in this study was 50
employees.
EMPLOYEE ENGAGEMENT & RETENTION: A REVIEW OF LITERATUREIJBBR
The other objective is to analyze the critical factor which can affect the level of retention & engagement of
employees with the help of literature review. For the current article the researchers reviewed 30 relevant
research papers/ literature comprising employee retention& engagement concepts and practices amply.
The findings of the study like good training & development, compensation structures, autonomy, quality of
work life, work polices and arrangements will lead the managers and management to a new dimension with
holistic approach in the field of employee retention & engagement.
The Future of Employee Engagement - Aon HewittAon Hewitt EMEA
This report provides an overview of Employee Engagement practices in 150 companies across Europe. Our research shows that while many organisations are taking a similar approach to gathering employee feedback only a few stand out in terms of their ability to increase Employee Engagement in challenging times. The report outlines common practices and the practices of these exceptionational few.
The primary purpose of this study is to provide a conceptual framework for „student satisfaction‟ in
order to understand and conceptualise the key aspects of the term.
Strong work ethics have the capacity to influence workforce commitment thereby ensuring
organizational competitiveness and high organizational performance. Unfortunately, many core work values
and guidelines are in most cases ignored and they go unmonitored in many organizations. As a result, this
affects the morale, performance and level of commitment of individual employees in organizations
Article on employee retention & attritionSivajiSamireddi
The study was conducted with 60 Executive employees to know the reasons of leaving and the company wanted to retain the talented minds by fulfilling their expectations. Accordingly, the main reasons and factors were identified and suggested suitably for the betterment of the organisation.
This study was conducted in order to evaluate the impact of different factors on workforce at the
industrial parks in Hai Duong Province. The research datawas collected primarily by interviewing production
workers and managers working at different companies at the industrial parks in Hai Duong Province In this
study, the author uses the method of Structure Equation Modeling to analyze the impact of the factors on
workforce development at the industrial parks in Hai Duong Province.
WORK LIFE BALANCE TRAINING – DOES IT WORKS FOR IT EMPLOYEESIAEME Publication
In IT Sectors were knowledge is the key and workforce of IT companies is an important strategic asset which needs to be managed and retained. This work details the results of a survey administered to 207 employees across various software companies. It is a Experimental study, which assesses the work life balance before and after training, given to IT employees It also gathers data on the effects of training initiatives on factors that influences work life balance. IT Employees were chosen for this study as they embody the new “knowledge based working group which operates in an economy where information is very vital providing an competitive edge”. This work reveals whether training actually helps in better work life balance.
Self Efficacy and Achievement Motivation as Correlates of Job Performance amo...ijtsrd
Arik Air as an airline organisation, knows that the quality of sound service and service delivery are almost entirely dependent on the quality of the staff. However, in the last four years, to cope with the challenges of government policies that negatively impact overseas training, Arik Air management adopted the strategy of inviting acquitted foreign professional resource persons and trainers from ICAO and others such bodies as well as reach cooperation arrangements with reputable foreign training institutions to come to Nigeria and conduct training sessions for the organisation’s staff. However, not all employees have undergone there various training programme so far. Based on this, the study investigated the role of self efficacy and achievement motivation in job performance among employees of Arik Air.Cross sectional survey research design was adopted and data was gathered using standardized scales of measurements. Frequency distribution revealed that more of the respondents 127 50.4 were males, while the other 125 49.6 were females.Findings revealed that there exists significant and positive relationship between job performance and self efficacy r = .48 P .01 . Also, there exists significant and positive relationship between job performance and achievement motivation r = .30 P .01 . When combined, self efficacy and achievement motivation contributed about 40 variance in job performance F 2, 249 = 56.092 P .01 . only self efficacy ß = .25 t = 4.239 P .01 had independent influence on job performance among employees in Arik Air.From the findings, it was recommended that management of Arik Air endeavour to send their employees on training which will boost the employees efficacy and subsequent increase in job performance. Also, it was was therefore recommended that employees should be pushed to develop self drive in carrying out daily activities and subsequent increase in job performance. Ojo Adeshina A | Adeleke Tajudeen Debowale | Bambi Titilayo Adebisi | Mosope Akinkunmi Agbebi "Self-Efficacy and Achievement Motivation as Correlates of Job Performance among Employees of Arik Air" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-5 , August 2020, URL: https://www.ijtsrd.com/papers/ijtsrd31895.pdf Paper Url :https://www.ijtsrd.com/management/hrm-and-retail-business/31895/selfefficacy-and-achievement-motivation-as-correlates-of-job-performance-among-employees-of-arik-air/ojo-adeshina-a
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.
Job Satisfaction Perception of Management Loyalty and Turnover Intent A Confi...Atif Ahmed
The main objective behind doing this study is to explain the motivational factors which can affect job satisfaction of a person within the organization. For this purpose, we have designed an easy and understandable research instrument (Likert scale Questionnaire) and
filled from the people working in different firms mainly SBT JAPAN and AXact. The variables used in this research are Job Satisfaction as dependent variable and Loyalty, Perception of Management, and Turnover Intent as independent variables.
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.
The Influence of Organizational Innovation towards Internal Service Quality i...Hamzani Fadil
Procedia - Social and Behavioral Sciences
Volume 224, 15 June 2016, Pages 317–324
IRSSM-6 The 6th International Research Symposium in Service Management — “Service Imperatives in the New Economy: Service Excellence for Sustainability”
Organisation Competitiveness Index All India Report_2014Indresh Saluja
What % of your managers truly believe your organisation will do well in the future and is competitive ?
Do you know that 63% organisation initiatives fail to achieve expected results wasting millions each year ?
In the statistically most reliable and valid study done across over 1186 Indian managers we found just 35% Indian managers strongly agreeing that their organisation will achieve success in future. Only 29% Indian managers strongly agreed that their organisation is competitive.
Astonishing it is to find out such low belief factor which results in lack of commitment, passion and involvement by managers in the organisational initiatives leading to their failure
Pre assess Belief of your managers. Find out the reasons for low belief factor.
Role of Organizational Commitment & Transformational Leadership in Enhancing ...inventionjournals
Past and present studies discuss the importance of transformational leadership and organizational commitment in an organization. This study further aimed at adding into the existing body of literature and explores the relationship between organizational commitment, transformational leadership and its role in enhancing employee in role performance and organizational citizenship behavior in banking sector of Pakistan. Study explores a significant positive relationship between variables. A sample of 240 employees working in public sector was drawn using multistage cluster sampling. 180 respondents took final part and response rate was 75%. Data was collected primarily with help of questionnaire and further analyzed with help of several techniques e.g. descriptive statistics to describe & summarize the data. Correlation and regression analysis was run to prove the hypothesis of the study.
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.
The Future of Employee Engagement - Aon HewittAon Hewitt EMEA
This report provides an overview of Employee Engagement practices in 150 companies across Europe. Our research shows that while many organisations are taking a similar approach to gathering employee feedback only a few stand out in terms of their ability to increase Employee Engagement in challenging times. The report outlines common practices and the practices of these exceptionational few.
The primary purpose of this study is to provide a conceptual framework for „student satisfaction‟ in
order to understand and conceptualise the key aspects of the term.
Strong work ethics have the capacity to influence workforce commitment thereby ensuring
organizational competitiveness and high organizational performance. Unfortunately, many core work values
and guidelines are in most cases ignored and they go unmonitored in many organizations. As a result, this
affects the morale, performance and level of commitment of individual employees in organizations
Article on employee retention & attritionSivajiSamireddi
The study was conducted with 60 Executive employees to know the reasons of leaving and the company wanted to retain the talented minds by fulfilling their expectations. Accordingly, the main reasons and factors were identified and suggested suitably for the betterment of the organisation.
This study was conducted in order to evaluate the impact of different factors on workforce at the
industrial parks in Hai Duong Province. The research datawas collected primarily by interviewing production
workers and managers working at different companies at the industrial parks in Hai Duong Province In this
study, the author uses the method of Structure Equation Modeling to analyze the impact of the factors on
workforce development at the industrial parks in Hai Duong Province.
WORK LIFE BALANCE TRAINING – DOES IT WORKS FOR IT EMPLOYEESIAEME Publication
In IT Sectors were knowledge is the key and workforce of IT companies is an important strategic asset which needs to be managed and retained. This work details the results of a survey administered to 207 employees across various software companies. It is a Experimental study, which assesses the work life balance before and after training, given to IT employees It also gathers data on the effects of training initiatives on factors that influences work life balance. IT Employees were chosen for this study as they embody the new “knowledge based working group which operates in an economy where information is very vital providing an competitive edge”. This work reveals whether training actually helps in better work life balance.
Self Efficacy and Achievement Motivation as Correlates of Job Performance amo...ijtsrd
Arik Air as an airline organisation, knows that the quality of sound service and service delivery are almost entirely dependent on the quality of the staff. However, in the last four years, to cope with the challenges of government policies that negatively impact overseas training, Arik Air management adopted the strategy of inviting acquitted foreign professional resource persons and trainers from ICAO and others such bodies as well as reach cooperation arrangements with reputable foreign training institutions to come to Nigeria and conduct training sessions for the organisation’s staff. However, not all employees have undergone there various training programme so far. Based on this, the study investigated the role of self efficacy and achievement motivation in job performance among employees of Arik Air.Cross sectional survey research design was adopted and data was gathered using standardized scales of measurements. Frequency distribution revealed that more of the respondents 127 50.4 were males, while the other 125 49.6 were females.Findings revealed that there exists significant and positive relationship between job performance and self efficacy r = .48 P .01 . Also, there exists significant and positive relationship between job performance and achievement motivation r = .30 P .01 . When combined, self efficacy and achievement motivation contributed about 40 variance in job performance F 2, 249 = 56.092 P .01 . only self efficacy ß = .25 t = 4.239 P .01 had independent influence on job performance among employees in Arik Air.From the findings, it was recommended that management of Arik Air endeavour to send their employees on training which will boost the employees efficacy and subsequent increase in job performance. Also, it was was therefore recommended that employees should be pushed to develop self drive in carrying out daily activities and subsequent increase in job performance. Ojo Adeshina A | Adeleke Tajudeen Debowale | Bambi Titilayo Adebisi | Mosope Akinkunmi Agbebi "Self-Efficacy and Achievement Motivation as Correlates of Job Performance among Employees of Arik Air" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-5 , August 2020, URL: https://www.ijtsrd.com/papers/ijtsrd31895.pdf Paper Url :https://www.ijtsrd.com/management/hrm-and-retail-business/31895/selfefficacy-and-achievement-motivation-as-correlates-of-job-performance-among-employees-of-arik-air/ojo-adeshina-a
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.
Job Satisfaction Perception of Management Loyalty and Turnover Intent A Confi...Atif Ahmed
The main objective behind doing this study is to explain the motivational factors which can affect job satisfaction of a person within the organization. For this purpose, we have designed an easy and understandable research instrument (Likert scale Questionnaire) and
filled from the people working in different firms mainly SBT JAPAN and AXact. The variables used in this research are Job Satisfaction as dependent variable and Loyalty, Perception of Management, and Turnover Intent as independent variables.
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.
The Influence of Organizational Innovation towards Internal Service Quality i...Hamzani Fadil
Procedia - Social and Behavioral Sciences
Volume 224, 15 June 2016, Pages 317–324
IRSSM-6 The 6th International Research Symposium in Service Management — “Service Imperatives in the New Economy: Service Excellence for Sustainability”
Organisation Competitiveness Index All India Report_2014Indresh Saluja
What % of your managers truly believe your organisation will do well in the future and is competitive ?
Do you know that 63% organisation initiatives fail to achieve expected results wasting millions each year ?
In the statistically most reliable and valid study done across over 1186 Indian managers we found just 35% Indian managers strongly agreeing that their organisation will achieve success in future. Only 29% Indian managers strongly agreed that their organisation is competitive.
Astonishing it is to find out such low belief factor which results in lack of commitment, passion and involvement by managers in the organisational initiatives leading to their failure
Pre assess Belief of your managers. Find out the reasons for low belief factor.
Role of Organizational Commitment & Transformational Leadership in Enhancing ...inventionjournals
Past and present studies discuss the importance of transformational leadership and organizational commitment in an organization. This study further aimed at adding into the existing body of literature and explores the relationship between organizational commitment, transformational leadership and its role in enhancing employee in role performance and organizational citizenship behavior in banking sector of Pakistan. Study explores a significant positive relationship between variables. A sample of 240 employees working in public sector was drawn using multistage cluster sampling. 180 respondents took final part and response rate was 75%. Data was collected primarily with help of questionnaire and further analyzed with help of several techniques e.g. descriptive statistics to describe & summarize the data. Correlation and regression analysis was run to prove the hypothesis of the study.
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.
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Proyecto científico: Muerte subita en lactantesr2d2guadalimar
Proyecto científico para prevenir e incluso evitar la muerte súbita en lactantes, desarrollado por un grupo de 10 niñas de 3º ESO (15 años). En la fase provincial de la FLL en Jaén ha conseguido el primer puesto y ahora se va a presentar en la fase nacional en Bilbao. Agradeceriamos sugerencias para mejorar el proyecto. El correo del equipo es: r2d2@guadalimar.es
Gracias, el equipo.
A STUDY ON ATTITUDE OF WORKER'S TOWARDS PERFORMANCE MANAGEMENT SYSTEM AT ROB...IAEME Publication
The most common challenges by any organization in these days related to talent retention, increasing productivity and profitability. An organization's survival greatly depends on its ability to efficiently manage the available resources and remain competitive in a continually changing business environment. In such a situation, employee performance and productivity have ceased to be mere administrative matters, but have now become essential elements of a broader key business strategy. At the core of this strategy lies the performance management System, which had become entrenched in a system of documenting and measuring employee performance rather than as a vehicle for developing better employees. These days’ organizations are looking for performance management system that links pay-for-performance with current best practices, focusing on improving employee performance and retention and also enhancing organizational effectiveness.
Effect of Work Motivation and Work Environment toward Employee Performance in...ijtsrd
Work motivation in organizations is very important because the motivation has an important role in every individual, both in a leader and his subordinates, because this is one of the factors that is relied on in achieving an organizational goal where motivation is related to the strength or drive that is in a person so that it refers to the conditions that cause the diversity of intensity, quality, direction, and duration of work behavior. The work the environment is also one part of the factors that can affect the process of employee performance, where if the work environment of an employee is not good and low employee motivation can certainly lead to low performance results of existing employees in the company, vice versa if the atmosphere a good work environment can certainly create good employee performance results. T test results in work motivation variables obtained t value of 5.530 t table of 2.007 and work motivation correlated with employee performance by 55 so it can be concluded that part there is an influence between work motivation variables on employee performance variables, then t test results the work environment variables obtained t value of 3.582 t table of 2.007 and the work environment correlated with employee performance of 35.6 so it can be concluded that part there is an influence between the work environment variables on employee performance variables. Based on the results of the hypothesis on the results of the F test obtained the calculated F value of 34.442 F table of 3.18 so it can be concluded that the variables of work motivation and work environment together affect the employee performance variables. Test results The coefficient of determination R 2 obtained a value of R Square in 0.579. This means that work motivation and work environment variables affect employee performance by 57.9 and the remaining 42.1 is influenced by other variables not included in this study such as salary, leadership style, work discipline, workload, job satisfaction, awards, and so on. Wieldy Rizky Mangatur Manurung | Montaris Silaen | Syafril Harahap ""Effect of Work Motivation and Work Environment toward Employee Performance in the PDAM Tirta Malem Kabanjahe"" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-2 , February 2020,
URL: https://www.ijtsrd.com/papers/ijtsrd30188.pdf
Paper Url : https://www.ijtsrd.com/management/randd-management/30188/effect-of-work-motivation-and-work-environment-toward-employee-performance-in-the-pdam-tirta-malem-kabanjahe/wieldy-rizky-mangatur-manurung
Looked at the theoretical aspects of Work Life Balance and studied the concerned PSU's HR practices. A detailed survey of 100-150 employees was undertaken to understand the organisation's WLB and suggestions were made on improving the balance
EFFECTIVENESS OF REWARD SYSTEM AND APPRAISAL SYSTEM IN INCREASIN.docxtoltonkendal
EFFECTIVENESS OF REWARD SYSTEM AND APPRAISAL SYSTEM IN INCREASING THE RETENTIONS AND PRODUCTIVITY OF EMPLOYEES IN RETAIL SECTOR
STUDENT’S NAME:
PROFESSOR’S NAME:
Chapter 1: Introduction1.1 Introduction
The Human Resource Department plays an important role in ensuring that all units of a business are integrated. This is attained through employee management; performing appraisals and rewarding of well-performing employees. Rewards appraisal is significant in raising the employee motivation and levels of performances (Hendry, 2012).
Reward system is a motivating strategy to employees that enable them to perform at the highest level. Employees take pride of their work when they are ware that their job offers them security and opportunities for advancement. It is necessary to recognize that there is no right or wrong systems for rewards but there are those that will make employees to be more motivated than others.
On the other hand an appraisal system assists the management in evaluating the performance of employees on the job so as to develop a system that is fair for promotion and wage increment. Appraisal systems is also evident in helping the employees improve on their performance and also enable the company to devise and reorganize the job functions so as to better fit the employees with the position available. Performance appraisal is usually done on periodic basis general and systematic processes that access the performance and productivity of the employees in accordance with the pre-determined objective and criteria of the company. 1.2 Background Information
The relationship and connection between reward systems, motivation as well as job satisfaction of the workforce play an essential role in the success of the business regardless of the size. Employees expect to gain both financial and non-financial rewards so that they are motivated to work for the company. Some employees prefer to have financial reward while other non-financial rewards. This becomes necessary for the researcher to identify the effective reward systems that should be embraced by the company especially those in retail business (Ibrar & Khan, 2015).
Performance appraisal is recognizes to be a tool that spur employees to attain the goal of the organizations. Employees are in most cases driven by their attitude towards the jobs they doo which has a great impact on the level of productivity and retention. This makes the appraisal systems to be an indispensable part of the organization in the process of developing employees cognizant of their growth and performance improvement, their potentiality and abilities.
Performance appraisal systems impose a substantial impact to other human resource aspects and strategies of the organization at large. Effective performance appraisal is key bedrock in ensuring that the success of employees matters such as employee motivation, selection and training. There is need for the company to develop and reveal th.
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
The Qualitative Measurement towards Organizational Behaviour by using Kano Me...Dr. Amarjeet Singh
This research aims to study the organizational
behavior of the employees by using SERVQUAL and Kano
model. The usual application of SERVQUAL and Kano model
is to find out the needs of the customer but for this research, it
is used to find out the employees needs and feelings towards
the organizational. SERVQUAL used to do a gap analysis of
an organization's service quality performance against the
service quality needs of its customers. The Kano Model
classifies product attributes based on how they are perceived
by customers and their effect on customer satisfaction. The
Kano model defines various product attributes that are
considered important to customers and as a decision maker.
As result, the attributes that has the biggest factor in the
behaviour of the employees are Managers being in the office to
guide the employees, Managers helping the employees with the
job, All employees able to finish the job on time and
Employees respond towards a strict manager. These factors
will have a big impact towards the CRM.
Contemporary Motivation Tools Adopted by Strategic HR Managersijtsrd
The success of any organization depends on its employees and HR Managers. If employees are taken good care by HR manager, the performance & efficiency & productivity level increase. The main objective of this paper is to analyze the motivational tools and its level of the executives in the organization & elicit information regarding the various methods used by the personal managers to motivate the employees; used secondary data provided for the basis of the study. The major finding for the paper was that the employees were highly motivated due to good working environment & highly supported by supervisors to perform the task. This paper in Toto has six sections, including this introductory section. The review of literature is presented in the second section and the Research gap followed is given in the third section. A brief note on motivation & tools and the motivational factors are presented in the fourth section. Finally conclusion is presented in the last section. Rajendra Prasad G R | Dr. Manjunath K R"Contemporary Motivation Tools Adopted by Strategic HR Managers" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-2 | Issue-4 , June 2018, URL: http://www.ijtsrd.com/papers/ijtsrd14594.pdf http://www.ijtsrd.com/management/hrm-and-retail-business/14594/contemporary-motivation-tools-adopted-by-strategic-hr-managers/rajendra-prasad-g-r
Although performance appraisal is concerned with the evaluation of workers job performance, it at the same time serves to highlight the specific objectives of an organization. As the employee is being evaluated the organization is also evaluating itself by comparing objectives and standards of performance, reviews the whole appraisal framework and design as well as organizational values and culture. Performance appraisal is a veritable tool for organizations to evaluate and increase the quality of education and training of their workforce with a view to developing lifelong learning patterns and strategies to sustain productivity throughout longer working periods. Motivation as it relates to employee productivity is often behind the drive for performance and self-actualization and provides opportunities for higher productivity. Productivity is an important measure of goal achievement because getting more done with less resources increases organizational profitability. Using the exploratory research design and 109 participants the result of the study indicates a strong positive correlation between performance appraisal and employee productivity. It suggests that the issue of performance appraisal in charitable organizations should be addressed. In view of the result of the study, the paper recommends that performance appraisal should carefully review employee’s strengths and weaknesses against requirements for possible future higher responsibilities.
Similar to Employee engagement and performance excellence 2 (20)
Submission Deadline: 30th September 2022
Acceptance Notification: Within Three Days’ time period
Online Publication: Within 24 Hrs. time Period
Expected Date of Dispatch of Printed Journal: 5th October 2022
MODELING AND ANALYSIS OF SURFACE ROUGHNESS AND WHITE LATER THICKNESS IN WIRE-...IAEME Publication
White layer thickness (WLT) formed and surface roughness in wire electric discharge turning (WEDT) of tungsten carbide composite has been made to model through response surface methodology (RSM). A Taguchi’s standard Design of experiments involving five input variables with three levels has been employed to establish a mathematical model between input parameters and responses. Percentage of cobalt content, spindle speed, Pulse on-time, wire feed and pulse off-time were changed during the experimental tests based on the Taguchi’s orthogonal array L27 (3^13). Analysis of variance (ANOVA) revealed that the mathematical models obtained can adequately describe performance within the parameters of the factors considered. There was a good agreement between the experimental and predicted values in this study.
A STUDY ON THE REASONS FOR TRANSGENDER TO BECOME ENTREPRENEURSIAEME Publication
The study explores the reasons for a transgender to become entrepreneurs. In this study transgender entrepreneur was taken as independent variable and reasons to become as dependent variable. Data were collected through a structured questionnaire containing a five point Likert Scale. The study examined the data of 30 transgender entrepreneurs in Salem Municipal Corporation of Tamil Nadu State, India. Simple Random sampling technique was used. Garrett Ranking Technique (Percentile Position, Mean Scores) was used as the analysis for the present study to identify the top 13 stimulus factors for establishment of trans entrepreneurial venture. Economic advancement of a nation is governed upon the upshot of a resolute entrepreneurial doings. The conception of entrepreneurship has stretched and materialized to the socially deflated uncharted sections of transgender community. Presently transgenders have smashed their stereotypes and are making recent headlines of achievements in various fields of our Indian society. The trans-community is gradually being observed in a new light and has been trying to achieve prospective growth in entrepreneurship. The findings of the research revealed that the optimistic changes are taking place to change affirmative societal outlook of the transgender for entrepreneurial ventureship. It also laid emphasis on other transgenders to renovate their traditional living. The paper also highlights that legislators, supervisory body should endorse an impartial canons and reforms in Tamil Nadu Transgender Welfare Board Association.
BROAD UNEXPOSED SKILLS OF TRANSGENDER ENTREPRENEURSIAEME Publication
Since ages gender difference is always a debatable theme whether caused by nature, evolution or environment. The birth of a transgender is dreadful not only for the child but also for their parents. The pain of living in the wrong physique and treated as second class victimized citizen is outrageous and fully harboured with vicious baseless negative scruples. For so long, social exclusion had perpetuated inequality and deprivation experiencing ingrained malign stigma and besieged victims of crime or violence across their life spans. They are pushed into the murky way of life with a source of eternal disgust, bereft sexual potency and perennial fear. Although they are highly visible but very little is known about them. The common public needs to comprehend the ravaged arrogance on these insensitive souls and assist in integrating them into the mainstream by offering equal opportunity, treat with humanity and respect their dignity. Entrepreneurship in the current age is endorsing the gender fairness movement. Unstable careers and economic inadequacy had inclined one of the gender variant people called Transgender to become entrepreneurs. These tiny budding entrepreneurs resulted in economic transition by means of employment, free from the clutches of stereotype jobs, raised standard of living and handful of financial empowerment. Besides all these inhibitions, they were able to witness a platform for skill set development that ignited them to enter into entrepreneurial domain. This paper epitomizes skill sets involved in trans-entrepreneurs of Thoothukudi Municipal Corporation of Tamil Nadu State and is a groundbreaking determination to sightsee various skills incorporated and the impact on entrepreneurship.
DETERMINANTS AFFECTING THE USER'S INTENTION TO USE MOBILE BANKING APPLICATIONSIAEME Publication
The banking and financial services industries are experiencing increased technology penetration. Among them, the banking industry has made technological advancements to better serve the general populace. The economy focused on transforming the banking sector's system into a cashless, paperless, and faceless one. The researcher wants to evaluate the user's intention for utilising a mobile banking application. The study also examines the variables affecting the user's behaviour intention when selecting specific applications for financial transactions. The researcher employed a well-structured questionnaire and a descriptive study methodology to gather the respondents' primary data utilising the snowball sampling technique. The study includes variables like performance expectations, effort expectations, social impact, enabling circumstances, and perceived risk. Each of the aforementioned variables has a major impact on how users utilise mobile banking applications. The outcome will assist the service provider in comprehending the user's history with mobile banking applications.
ANALYSE THE USER PREDILECTION ON GPAY AND PHONEPE FOR DIGITAL TRANSACTIONSIAEME Publication
Technology upgradation in banking sector took the economy to view that payment mode towards online transactions using mobile applications. This system enabled connectivity between banks, Merchant and user in a convenient mode. there are various applications used for online transactions such as Google pay, Paytm, freecharge, mobikiwi, oxygen, phonepe and so on and it also includes mobile banking applications. The study aimed at evaluating the predilection of the user in adopting digital transaction. The study is descriptive in nature. The researcher used random sample techniques to collect the data. The findings reveal that mobile applications differ with the quality of service rendered by Gpay and Phonepe. The researcher suggest the Phonepe application should focus on implementing the application should be user friendly interface and Gpay on motivating the users to feel the importance of request for money and modes of payments in the application.
VOICE BASED ATM FOR VISUALLY IMPAIRED USING ARDUINOIAEME Publication
The prototype of a voice-based ATM for visually impaired using Arduino is to help people who are blind. This uses RFID cards which contain users fingerprint encrypted on it and interacts with the users through voice commands. ATM operates when sensor detects the presence of one person in the cabin. After scanning the RFID card, it will ask to select the mode like –normal or blind. User can select the respective mode through voice input, if blind mode is selected the balance check or cash withdraw can be done through voice input. Normal mode procedure is same as the existing ATM.
IMPACT OF EMOTIONAL INTELLIGENCE ON HUMAN RESOURCE MANAGEMENT PRACTICES AMONG...IAEME Publication
There is increasing acceptability of emotional intelligence as a major factor in personality assessment and effective human resource management. Emotional intelligence as the ability to build capacity, empathize, co-operate, motivate and develop others cannot be divorced from both effective performance and human resource management systems. The human person is crucial in defining organizational leadership and fortunes in terms of challenges and opportunities and walking across both multinational and bilateral relationships. The growing complexity of the business world requires a great deal of self-confidence, integrity, communication, conflict and diversity management to keep the global enterprise within the paths of productivity and sustainability. Using the exploratory research design and 255 participants the result of this original study indicates strong positive correlation between emotional intelligence and effective human resource management. The paper offers suggestions on further studies between emotional intelligence and human capital development and recommends for conflict management as an integral part of effective human resource management.
VISUALISING AGING PARENTS & THEIR CLOSE CARERS LIFE JOURNEY IN AGING ECONOMYIAEME Publication
Our life journey, in general, is closely defined by the way we understand the meaning of why we coexist and deal with its challenges. As we develop the "inspiration economy", we could say that nearly all of the challenges we have faced are opportunities that help us to discover the rest of our journey. In this note paper, we explore how being faced with the opportunity of being a close carer for an aging parent with dementia brought intangible discoveries that changed our insight of the meaning of the rest of our life journey.
A STUDY ON THE IMPACT OF ORGANIZATIONAL CULTURE ON THE EFFECTIVENESS OF PERFO...IAEME Publication
The main objective of this study is to analyze the impact of aspects of Organizational Culture on the Effectiveness of the Performance Management System (PMS) in the Health Care Organization at Thanjavur. Organizational Culture and PMS play a crucial role in present-day organizations in achieving their objectives. PMS needs employees’ cooperation to achieve its intended objectives. Employees' cooperation depends upon the organization’s culture. The present study uses exploratory research to examine the relationship between the Organization's culture and the Effectiveness of the Performance Management System. The study uses a Structured Questionnaire to collect the primary data. For this study, Thirty-six non-clinical employees were selected from twelve randomly selected Health Care organizations at Thanjavur. Thirty-two fully completed questionnaires were received.
Living in 21st century in itself reminds all of us the necessity of police and its administration. As more and more we are entering into the modern society and culture, the more we require the services of the so called ‘Khaki Worthy’ men i.e., the police personnel. Whether we talk of Indian police or the other nation’s police, they all have the same recognition as they have in India. But as already mentioned, their services and requirements are different after the like 26th November, 2008 incidents, where they without saving their own lives has sacrificed themselves without any hitch and without caring about their respective family members and wards. In other words, they are like our heroes and mentors who can guide us from the darkness of fear, militancy, corruption and other dark sides of life and so on. Now the question arises, if Gandhi would have been alive today, what would have been his reaction/opinion to the police and its functioning? Would he have some thing different in his mind now what he had been in his mind before the partition or would he be going to start some Satyagraha in the form of some improvement in the functioning of the police administration? Really these questions or rather night mares can come to any one’s mind, when there is too much confusion is prevailing in our minds, when there is too much corruption in the society and when the polices working is also in the questioning because of one or the other case throughout the India. It is matter of great concern that we have to thing over our administration and our practical approach because the police personals are also like us, they are part and parcel of our society and among one of us, so why we all are pin pointing towards them.
A STUDY ON TALENT MANAGEMENT AND ITS IMPACT ON EMPLOYEE RETENTION IN SELECTED...IAEME Publication
The goal of this study was to see how talent management affected employee retention in the selected IT organizations in Chennai. The fundamental issue was the difficulty to attract, hire, and retain talented personnel who perform well and the gap between supply and demand of talent acquisition and retaining them within the firms. The study's main goals were to determine the impact of talent management on employee retention in IT companies in Chennai, investigate talent management strategies that IT companies could use to improve talent acquisition, performance management, career planning and formulate retention strategies that the IT firms could use. The respondents were given a structured close-ended questionnaire with the 5 Point Likert Scale as part of the study's quantitative research design. The target population consisted of 289 IT professionals. The questionnaires were distributed and collected by the researcher directly. The Statistical Package for Social Sciences (SPSS) was used to collect and analyse the questionnaire responses. Hypotheses that were formulated for the various areas of the study were tested using a variety of statistical tests. The key findings of the study suggested that talent management had an impact on employee retention. The studies also found that there is a clear link between the implementation of talent management and retention measures. Management should provide enough training and development for employees, clarify job responsibilities, provide adequate remuneration packages, and recognise employees for exceptional performance.
ATTRITION IN THE IT INDUSTRY DURING COVID-19 PANDEMIC: LINKING EMOTIONAL INTE...IAEME Publication
Globally, Millions of dollars were spent by the organizations for employing skilled Information Technology (IT) professionals. It is costly to replace unskilled employees with IT professionals possessing technical skills and competencies that aid in interconnecting the business processes. The organization’s employment tactics were forced to alter by globalization along with technological innovations as they consistently diminish to remain lean, outsource to concentrate on core competencies along with restructuring/reallocate personnel to gather efficiency. As other jobs, organizations or professions have become reasonably more appropriate in a shifting employment landscape, the above alterations trigger both involuntary as well as voluntary turnover. The employee view on jobs is also afflicted by the COVID-19 pandemic along with the employee-driven labour market. So, having effective strategies is necessary to tackle the withdrawal rate of employees. By associating Emotional Intelligence (EI) along with Talent Management (TM) in the IT industry, the rise in attrition rate was analyzed in this study. Only 303 respondents were collected out of 350 participants to whom questionnaires were distributed. From the employees of IT organizations located in Bangalore (India), the data were congregated. A simple random sampling methodology was employed to congregate data as of the respondents. Generating the hypothesis along with testing is eventuated. The effect of EI and TM along with regression analysis between TM and EI was analyzed. The outcomes indicated that employee and Organizational Performance (OP) were elevated by effective EI along with TM.
INFLUENCE OF TALENT MANAGEMENT PRACTICES ON ORGANIZATIONAL PERFORMANCE A STUD...IAEME Publication
By implementing talent management strategy, organizations would have the option to retain their skilled professionals while additionally working on their overall performance. It is the course of appropriately utilizing the ideal individuals, setting them up for future top positions, exploring and dealing with their performance, and holding them back from leaving the organization. It is employee performance that determines the success of every organization. The firm quickly obtains an upper hand over its rivals in the event that its employees having particular skills that cannot be duplicated by the competitors. Thus, firms are centred on creating successful talent management practices and processes to deal with the unique human resources. Firms are additionally endeavouring to keep their top/key staff since on the off chance that they leave; the whole store of information leaves the firm's hands. The study's objective was to determine the impact of talent management on organizational performance among the selected IT organizations in Chennai. The study recommends that talent management limitedly affects performance. On the off chance that this talent is appropriately management and implemented properly, organizations might benefit as much as possible from their maintained assets to support development and productivity, both monetarily and non-monetarily.
A STUDY OF VARIOUS TYPES OF LOANS OF SELECTED PUBLIC AND PRIVATE SECTOR BANKS...IAEME Publication
Banking regulations act of India, 1949 defines banking as “acceptance of deposits for the purpose of lending or investment from the public, repayment on demand or otherwise and withdrawable through cheques, drafts order or otherwise”, the major participants of the Indian financial system are commercial banks, the financial institution encompassing term lending institutions. Investments institutions, specialized financial institution and the state level development banks, non banking financial companies (NBFC) and other market intermediaries such has the stock brokers and money lenders are among the oldest of the certain variants of NBFC and the oldest market participants. The asset quality of banks is one of the most important indicators of their financial health. The Indian banking sector has been facing severe problems of increasing Non- Performing Assets (NPAs). The NPAs growth directly and indirectly affects the quality of assets and profitability of banks. It also shows the efficiency of banks credit risk management and the recovery effectiveness. NPA do not generate any income, whereas, the bank is required to make provisions for such as assets that why is a double edge weapon. This paper outlines the concept of quality of bank loans of different types like Housing, Agriculture and MSME loans in state Haryana of selected public and private sector banks. This study is highlighting problems associated with the role of commercial bank in financing Small and Medium Scale Enterprises (SME). The overall objective of the research was to assess the effect of the financing provisions existing for the setting up and operations of MSMEs in the country and to generate recommendations for more robust financing mechanisms for successful operation of the MSMEs, in turn understanding the impact of MSME loans on financial institutions due to NPA. There are many research conducted on the topic of Non- Performing Assets (NPA) Management, concerning particular bank, comparative study of public and private banks etc. In this paper the researcher is considering the aggregate data of selected public sector and private sector banks and attempts to compare the NPA of Housing, Agriculture and MSME loans in state Haryana of public and private sector banks. The tools used in the study are average and Anova test and variance. The findings reveal that NPA is common problem for both public and private sector banks and is associated with all types of loans either that is housing loans, agriculture loans and loans to SMES. NPAs of both public and private sector banks show the increasing trend. In 2010-11 GNPA of public and private sector were at same level it was 2% but after 2010-11 it increased in many fold and at present there is GNPA in some more than 15%. It shows the dark area of Indian banking sector.
EXPERIMENTAL STUDY OF MECHANICAL AND TRIBOLOGICAL RELATION OF NYLON/BaSO4 POL...IAEME Publication
An experiment conducted in this study found that BaSO4 changed Nylon 6's mechanical properties. By changing the weight ratios, BaSO4 was used to make Nylon 6. This Researcher looked into how hard Nylon-6/BaSO4 composites are and how well they wear. Experiments were done based on Taguchi design L9. Nylon-6/BaSO4 composites can be tested for their hardness number using a Rockwell hardness testing apparatus. On Nylon/BaSO4, the wear behavior was measured by a wear monitor, pinon-disc friction by varying reinforcement, sliding speed, and sliding distance, and the microstructure of the crack surfaces was observed by SEM. This study provides significant contributions to ultimate strength by increasing BaSO4 content up to 16% in the composites, and sliding speed contributes 72.45% to the wear rate
ROLE OF SOCIAL ENTREPRENEURSHIP IN RURAL DEVELOPMENT OF INDIA - PROBLEMS AND ...IAEME Publication
The majority of the population in India lives in villages. The village is the back bone of the country. Village or rural industries play an important role in the national economy, particularly in the rural development. Developing the rural economy is one of the key indicators towards a country’s success. Whether it be the need to look after the welfare of the farmers or invest in rural infrastructure, Governments have to ensure that rural development isn’t compromised. The economic development of our country largely depends on the progress of rural areas and the standard of living of rural masses. Village or rural industries play an important role in the national economy, particularly in the rural development. Rural entrepreneurship is based on stimulating local entrepreneurial talent and the subsequent growth of indigenous enterprises. It recognizes opportunity in the rural areas and accelerates a unique blend of resources either inside or outside of agriculture. Rural entrepreneurship brings an economic value to the rural sector by creating new methods of production, new markets, new products and generate employment opportunities thereby ensuring continuous rural development. Social Entrepreneurship has the direct and primary objective of serving the society along with the earning profits. So, social entrepreneurship is different from the economic entrepreneurship as its basic objective is not to earn profits but for providing innovative solutions to meet the society needs which are not taken care by majority of the entrepreneurs as they are in the business for profit making as a sole objective. So, the Social Entrepreneurs have the huge growth potential particularly in the developing countries like India where we have huge societal disparities in terms of the financial positions of the population. Still 22 percent of the Indian population is below the poverty line and also there is disparity among the rural & urban population in terms of families living under BPL. 25.7 percent of the rural population & 13.7 percent of the urban population is under BPL which clearly shows the disparity of the poor people in the rural and urban areas. The need to develop social entrepreneurship in agriculture is dictated by a large number of social problems. Such problems include low living standards, unemployment, and social tension. The reasons that led to the emergence of the practice of social entrepreneurship are the above factors. The research problem lays upon disclosing the importance of role of social entrepreneurship in rural development of India. The paper the tendencies of social entrepreneurship in India, to present successful examples of such business for providing recommendations how to improve situation in rural areas in terms of social entrepreneurship development. Indian government has made some steps towards development of social enterprises, social entrepreneurship, and social in- novation, but a lot remains to be improved.
OPTIMAL RECONFIGURATION OF POWER DISTRIBUTION RADIAL NETWORK USING HYBRID MET...IAEME Publication
Distribution system is a critical link between the electric power distributor and the consumers. Most of the distribution networks commonly used by the electric utility is the radial distribution network. However in this type of network, it has technical issues such as enormous power losses which affect the quality of the supply. Nowadays, the introduction of Distributed Generation (DG) units in the system help improve and support the voltage profile of the network as well as the performance of the system components through power loss mitigation. In this study network reconfiguration was done using two meta-heuristic algorithms Particle Swarm Optimization and Gravitational Search Algorithm (PSO-GSA) to enhance power quality and voltage profile in the system when simultaneously applied with the DG units. Backward/Forward Sweep Method was used in the load flow analysis and simulated using the MATLAB program. Five cases were considered in the Reconfiguration based on the contribution of DG units. The proposed method was tested using IEEE 33 bus system. Based on the results, there was a voltage profile improvement in the system from 0.9038 p.u. to 0.9594 p.u.. The integration of DG in the network also reduced power losses from 210.98 kW to 69.3963 kW. Simulated results are drawn to show the performance of each case.
APPLICATION OF FRUGAL APPROACH FOR PRODUCTIVITY IMPROVEMENT - A CASE STUDY OF...IAEME Publication
Manufacturing industries have witnessed an outburst in productivity. For productivity improvement manufacturing industries are taking various initiatives by using lean tools and techniques. However, in different manufacturing industries, frugal approach is applied in product design and services as a tool for improvement. Frugal approach contributed to prove less is more and seems indirectly contributing to improve productivity. Hence, there is need to understand status of frugal approach application in manufacturing industries. All manufacturing industries are trying hard and putting continuous efforts for competitive existence. For productivity improvements, manufacturing industries are coming up with different effective and efficient solutions in manufacturing processes and operations. To overcome current challenges, manufacturing industries have started using frugal approach in product design and services. For this study, methodology adopted with both primary and secondary sources of data. For primary source interview and observation technique is used and for secondary source review has done based on available literatures in website, printed magazines, manual etc. An attempt has made for understanding application of frugal approach with the study of manufacturing industry project. Manufacturing industry selected for this project study is Mahindra and Mahindra Ltd. This paper will help researcher to find the connections between the two concepts productivity improvement and frugal approach. This paper will help to understand significance of frugal approach for productivity improvement in manufacturing industry. This will also help to understand current scenario of frugal approach in manufacturing industry. In manufacturing industries various process are involved to deliver the final product. In the process of converting input in to output through manufacturing process productivity plays very critical role. Hence this study will help to evolve status of frugal approach in productivity improvement programme. The notion of frugal can be viewed as an approach towards productivity improvement in manufacturing industries.
A MULTIPLE – CHANNEL QUEUING MODELS ON FUZZY ENVIRONMENTIAEME Publication
In this paper, we investigated a queuing model of fuzzy environment-based a multiple channel queuing model (M/M/C) ( /FCFS) and study its performance under realistic conditions. It applies a nonagonal fuzzy number to analyse the relevant performance of a multiple channel queuing model (M/M/C) ( /FCFS). Based on the sub interval average ranking method for nonagonal fuzzy number, we convert fuzzy number to crisp one. Numerical results reveal that the efficiency of this method. Intuitively, the fuzzy environment adapts well to a multiple channel queuing models (M/M/C) ( /FCFS) are very well.
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productivity, quality and service will follow. These organizational improvements lay the
groundwork for improvements in business performance.
INTRODUCTION
The model development is based on two streams of research that stretch back over the past 20
years. One stream of research focuses on performance excellence, which tracks employee
views of product and service quality and the other stream focuses on employee engagement,
which measures employee commitment and willingness to apply discretionary effort. These
constructs are measured, respectively, through the Performance Excellence Index (PEI) and
the Employee Engagement Index (EEI). In combination, these two indexes are potent leading
indicators of business success.
These constructs have been linked to a host of positive outcomes. They better predict
these outcomes when combined, rather than when used alone. In other words, organizations
must optimize both constructs in order to perform at optimal levels.
Clearly, in both definition and composition, there is a distinction between
performance excellence and employee engagement. An organization can be high on
performance excellence, but low on engagement. That’s not the desired outcome. Ideally, an
organization is high on both. When an organization has developed to that level, its goal is to
maintain that dual focus, by continually instructing and reinforcing leaders and managers
throughout the organization.
HIGH PERFORMANCE-ENGAGEMENT MODEL DEFINED
A high performance organization is committed to high-quality products and services
and, in fact, excels in creating loyal customers who serve as advocates. Employees observe a
strong emphasis on quickly correcting customer problems and on continuous improvement
leadership practices, such as using employee input and customer feedback to refine and
enhance work processes.
In addition, employees in high performance organizations have clear performance
standards, receive the training needed to keep up with new demands and are encouraged to
participate in decisions affecting their work and to be innovative. They also indicate that co-
worker cooperation in goal accomplishment is high.
An engaged workforce is one in which employees possess a strong sense of
organizational pride, proactively recommend their organization as a good place to work and
are committed to staying with their employer given their high level of overall satisfaction.
Their high level of employee engagement derives from having trustworthy leaders who
inspire confidence in the future, managers who recognize the contributions of employees and
treat them respectfully, opportunities for growth and development, and work that matches
well with their abilities and interests. An engaged workforce is more aligned with
organizational direction and more willing to apply discretionary effort in goal
accomplishment.
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LEADERSHIP REQUIREMENTS
Not surprisingly, an organization’s success is fundamentally dependent on the skills
and actions of its leaders. The High Performance-Engagement Model assumes it is the
responsibility of leaders to establish values and implement practices that both enable high
performance and foster a culture that supports employee engagement. High levels of
organizational performance are supported by concentrating on the leadership practices of
customer orientation, quality emphasis, employee training and involvement in decision
making. When these leadership practices prevail and are consistently implemented, team and
organizational performance improves.
Likewise, employee engagement is clearly a critical element in achieving sustained
organizational success. Research has unequivocally demonstrated that when leadership
inspires trust and confidence in the future, and managers recognize and respect employees,
ensure they are growing and developing, and match them to assignments for which they are
well suited, employee engagement is higher.
Employee engagement, when unleashed in the context of high performance work
values and practices, yields the highest returns. Success, in both customer experience and
financial performance, follows when leaders support all elements of the HPEM.
KEY INDICATORS
Will an organization be successful in the future? Proactive organizations institute and
monitor “indicators” that allow leaders to make mid-course adjustments to their plans,
structures and systems. An organization’s current state can be measured by tracking the
Performance Excellence Index and Employee Engagement Index.
The PEI measures the organization’s focus on customer service, quality, employee
training and involvement. These topics target values, practices and outcomes directly relevant
to the customer’s experience when interacting with the organization. They measure the most
salient threats to customer relationships and thus the PEI acts as a gauge for future
organizational performance.
The EEI measures employees’ pride in their organization, their willingness to
advocate employment at their organization, overall organization satisfaction and their
commitment to stay with the organization.
HPEM KEY ASSUMPTION
The key assumption of the High Performance-Engagement Model is that performance
excellence plus employee engagement actually creates a synergistic effect, unleashing
workforce energy to further drive overall performance. This assumption requires validation,
which is provided later in the article.
THE PERFORMANCE EXCELLENCE INDEX
The Performance Excellence Index is measured using the average level of favorability for
these seven questions:
• Senior management is committed to providing high quality products and services to
external customers.
• Where I work, we set clear performance standards for product/service quality.
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• Customer problems get corrected quickly.
• We regularly use customer feedback to improve our work processes.
• Where I work, employees are getting the training and development needed to keep up
with customer demands.
• In my company, employees are encouraged to participate in making decisions that
affect their work.
• The people I work with cooperate to get the job done.
The global PEI score is exactly 60%. However, we can see very clearly that
employees are responding more favorably to overall perceptions of quality
commitment and operating against clear quality standards than they are to being
involved in decisions affecting their work and having the necessary training.
PERFORMANCE EXCELLENCE INDEX (PEI) BY COUNTRY
Employees working in different countries across the globe experience support for
performance excellence to varying degrees (see Figure 1). The BRIC economies, Brazil,
Russia, India and China, are at the top of the list. These are fast-growth economies that are
going to play a very dominant role over years and generations to come. At the bottom of the
list, we find the countries of Saudi Arabia, Spain, Italy and Japan.
FIGURE 1: PERFORMANCE EXCELLENCE INDEX SCORE BY COUNTRY
PEI Score by Country in %
80 75
68 68 65
70 64 63 63 62
60 58 56 55
60 55
48 45
50
40
30
20
PEI Score by Country in %
10
0
PEI SCORES BY GLOBAL INDUSTRIES
At 66%, hi-tech manufacturing has the highest PEI score (see Figure 2). We also note
that fewer employees in healthcare services (55%) and government (51%) report a focus on
customer service, quality, and employee involvement and training.
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FIGURE 2: PERFORMANCE EXCELLENCE INDEX SCORE BY INDUSTRY
PEI Score by Industry in %
80 67
70 62 62 61 55 52
60
50
40
30
20
10
0
PEI Score by Industry in %
IMPROVING PERFORMANCE EXCELLENCE: RECOMMENDATIONS FOR
LEADERS
Examining the PEI item scores, we see that while leaders are building support for
clear quality standards, other practices rank lower. Teams might be pulling together to get
work done, but inattentiveness to customer service is degraded by a lack of employee training
geared toward equipping employees to serve their customers—a critical point given the role
front-line employees play in impacting customer relationships every day.
To improve performance, a pivotal area for intervention is the involvement of
employees. Only 48% of employees feel as though their leaders encourage participation in
making decisions that affect their own work. This means that less than half of all workers are
empowered to suggest actions to improve efficiencies in workflow, and to provide insights
into customer wants and needs. Actions like these could translate into the next big sale or into
process improvements that potentially could reduce an organization’s waste and scrap. If
leaders and managers can find ways to utilize employee suggestions for improvements, their
organizations stand to improve their efficiency, effectiveness, customer retention and sales.
THE EMPLOYEE ENGAGEMENT INDEX
The Employee Engagement Index is measured through four items:
• I am proud to tell people I work for my company.
• Overall, I am extremely satisfied with my company as a place to work.
• I would recommend this place to others as a good place to work.
• I rarely think about looking for a new job with another company.
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EMPLOYEE ENGAGEMENT INDEX (EEI) BY COUNTRY
In absolute terms, the average Employee Engagement Index score for the countries
studied is 56% (see Figure 2). The EEI score for India is twice that of the bottom ranked
country, Japan. North American countries rank higher in employee engagement than
European countries. The EEI scores of employees in India are higher than the EEI scores of
employees in other Asian countries or in the Middle Eastern Gulf Cooperative Council
(GCC) region. In general, the remaining developing “BRIC” economies compare favorably to
European countries; in fact, Brazil has the second highest EEI score. These differences
clearly suggest that organizations in different geographical locations vary in their focus on
employee engagement; cultural differences in employee perceptions or survey rating
conventions could explain score differences as well.
FIGURE 3: EMPLOYEE ENGAGEMENT INDEX BY COUNTRY
EEI Score by Country %
80 74
70 66 64
62
56 58
60 55 55 54 55 53 53 52
50 45
40 36
30
20
EEI Score by Country %
10
0
EEI BY JOB TYPE
Employee engagement also varies across different types of work. There is a contrast
between employees who work in the upper echelons of the organizational hierarchy and those
working in the lower job levels; the EEI score of service and production workers is only 51%,
while the score of senior/ middle managers is much higher at 64%.
WHY ARE EMPLOYEES ENGAGED? DRIVERS OF EMPLOYEE ENGAGEMENT
Measuring employee engagement is the starting point. In the context of developing
stronger organizations, the real question is, “How do leaders target their efforts to improve
employee engagement?” The Kenexa Research Institute led a comprehensive analysis,
comparison and distillation of the aspects of work that drive employee engagement. We
gathered information from not only the most recent administrations of Work Trends,
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Kenexa’s comprehensive normative database of employee opinions, but also from a
representative sample of the more than 10 million employees whose opinions are contained
within World Norms, Kenexa’s client-derived normative database. The significant overlap in
the two listings of drivers is remarkable.
The results indicate when trust and confidence in senior leaders grow, employee
engagement increases; the direct manager also plays a key role through offering recognition
and respect and providing employees with greater opportunities for involvement. Employee
engagement also is influenced by the opportunities employees have for personal growth and
development, further building their skills. Finally, employees liking what they do, being
excited about their work and sensing support for work/life balance contribute to their levels
of engagement. Demonstrations of organizational caring and employee investment, such as
ensuring that safety is a priority, emerged as a theme—as did quality and improvement, but
not consistently across the analyses of the two databases.
FOUR BLENDED MACRO DRIVERS OF EMPLOYEE ENGAGEMENT
The exercise of identifying drivers of employee engagement, based on analyses of
both the Work Trends and World Norms databases, yielded four blended macro drivers of
employee engagement: Confidence and Trust, Recognition and Respect, Growth and
Development, and Work and Balance. As summarized in the High Performance-Engagement
Model, these blended macro driver’s account for the majority of the contributing factors to
employee engagement.
Organizations interested in improving employee engagement can intervene through
several avenues. Senior leaders, through their vision and communication, can instill a sense
of confidence and trust in the future of the organization. Leadership also holds responsibility
for building trust through demonstrating to employees that they are valued and that the
organization cares about their well-being and their personal futures; in so doing, employees
reciprocate.
Through performance and talent management systems, managers can take advantage
of opportunities for recognition and manage employee rewards. They also can plan, foster
and accommodate employees’ efforts to develop. They can orient workflow and assignments,
giving employees tasks that fit with their skills and abilities, or that could stretch their
development by gaining new skills. Human Resources can play a role in designing work that
is interesting and fulfilling and, along with managers, guide employees into engaging tasks, a
balanced work/life and appealing careers within the organization.
VALIDATING THE HIGH PERFORMANCE-ENGAGEMENT MODEL
Building models is relatively easy. The challenge is in their validation. Our validation
study involved 158 multinational organizations operating in a variety of industry settings. For
these organizations, we linked their PEI and EEI scores to two financial metrics: diluted
earnings per share (DEPS) and three-year total shareholder return (3-year TSR). The first is
an immediate, short-term measure of financial performance while the second is a more
medium-term measure.
The validation requirements are met. What does this mean? Both the PEI and EEI
play a role when it comes to these two important measures of financial success. However, the
role they play is more influential through their additive and multiplicative effects. When both
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the PEI and the EEI are higher in an organization, there will be stronger financial
performance as compared to the circumstance in which only one is higher. In other words, the
findings of this multi-company, multi-sector, multi-country research validate the model: there
is a synergistic effect between performance excellence and employee engagement. When
both are fostered, the workforce unleashes additional energy toward meeting customer
service and top-and bottom-line financial goals.
CONCLUSION
This article documents that it is the combination of creating a high performance
organization and building an engaged workforce that positions an organization for its greatest
success. The constructs under consideration are performance excellence and employee
engagement. The indices that measure these constructs, the PEI and EEI, shine as potent
employee-based leading indicators of business success. The higher the scores on these
indices, the better-positioned employees are to deliver the organization’s value proposition to
the marketplace.
Focusing on these two indices provides a clear path forward. Continuous
improvement on these constructs and measures will impact critical fiscal performance
metrics—prizes coveted— for which leaders are running their race.
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