The document discusses a study that assessed the impact of entrepreneurial characteristics on organizational development of small businesses in Sri Lanka. Specifically, it examined how achievement competencies, planning competencies, and power competencies influence organizational development. A sample of 105 entrepreneurs in the Kandy district were surveyed. The results of the correlation analysis showed that all the competencies had a significant positive relationship with organizational development. The regression analysis further indicated that planning competencies had the highest contribution to organizational development, followed by achievement competencies, while power competencies had the lowest but still significant contribution. In conclusion, entrepreneurial characteristics significantly influence the organizational development of small businesses.
STRUCTURAL EQUATION MODELING : EMPLOYEE SATISFACTION ASSESSMENT IN THE INDONE...GSA Publishing
Job satisfaction is a persons feelings for the work given to him. The main problem in this research are employee job satisfaction with Indonesia National Shipping Industry. from the results of pre-research shows that there are still many unsatisfied workmen for their work. Factors that affect job satisfaction employees organizational culture, leadership, career development and work motivation.
The research aimed to measure and analyze the influence of organizational culture, leadership, career development and work motivation toward employee job satisfaction. The method used in this study is a sample of 250 respondents, and SEM (Structural Equation Modeling) is used as the data analysis method and the Linear Structural Relationship (LISREL 8.70) program.
The results of this study indicate that: 1). organizational culture, leadership and career development have a positive and significant impact on work motivation. 2) organizational culture, leadership, career development and work motivation have positive and significant effect on job satisfaction.
This research recommends that to improving employees works satisfaction with Indonesias National Shipping Industry, particularly the work itself, which is reflected on the dimensional initiating structure and strengthening of the organizational culture which is reflected by dimension of company regulations and the enhancement of career development which is dimension by management management dimension conducted by the company.
An environment is a place of needs that cannot be separated from human life. Sub-District
Organizations as government agencies that provide services to the community are required to improve
performance that leads to environmental preservation in the workplace. So that the behavior of employees who
care about the environment (green), their involvement in creating a green environment (green work
engagement), and performance as an impact of green behavior is very interesting to study more deeply in
quantitative research
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.
The practitioners and academicians in the business arena are highly concern about the enhancement of employee performance in this competitive age for achievement of business goals. Considering the issue, this study aimed to measure the influence of Human Resource Management (HRM) practices on the performance of employees. The data of this study have been collected from 392 on-the-job operational level employees using survey method who are working at different garment factories in Bangladesh. The collected data are analyzed through structural equation modeling to partial least square method. The study empirically proves that employee training and development, promotion opportunity, and job security has significant influence on the employees’ performance. Theoretically, this study proves that training and development, job security and promotion opportunity together influence on the performance of employees in the developing economy. The practitioners and policy makers of the organizations are expected to make necessary adjustments in their existing HRM practices based on the findings of this study in the context of Bangladesh for enhancing the employees’ performance level so that their whole-hearted efforts can be gained for the achievement of business goals.
STRUCTURAL EQUATION MODELING : EMPLOYEE SATISFACTION ASSESSMENT IN THE INDONE...GSA Publishing
Job satisfaction is a persons feelings for the work given to him. The main problem in this research are employee job satisfaction with Indonesia National Shipping Industry. from the results of pre-research shows that there are still many unsatisfied workmen for their work. Factors that affect job satisfaction employees organizational culture, leadership, career development and work motivation.
The research aimed to measure and analyze the influence of organizational culture, leadership, career development and work motivation toward employee job satisfaction. The method used in this study is a sample of 250 respondents, and SEM (Structural Equation Modeling) is used as the data analysis method and the Linear Structural Relationship (LISREL 8.70) program.
The results of this study indicate that: 1). organizational culture, leadership and career development have a positive and significant impact on work motivation. 2) organizational culture, leadership, career development and work motivation have positive and significant effect on job satisfaction.
This research recommends that to improving employees works satisfaction with Indonesias National Shipping Industry, particularly the work itself, which is reflected on the dimensional initiating structure and strengthening of the organizational culture which is reflected by dimension of company regulations and the enhancement of career development which is dimension by management management dimension conducted by the company.
An environment is a place of needs that cannot be separated from human life. Sub-District
Organizations as government agencies that provide services to the community are required to improve
performance that leads to environmental preservation in the workplace. So that the behavior of employees who
care about the environment (green), their involvement in creating a green environment (green work
engagement), and performance as an impact of green behavior is very interesting to study more deeply in
quantitative research
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.
The practitioners and academicians in the business arena are highly concern about the enhancement of employee performance in this competitive age for achievement of business goals. Considering the issue, this study aimed to measure the influence of Human Resource Management (HRM) practices on the performance of employees. The data of this study have been collected from 392 on-the-job operational level employees using survey method who are working at different garment factories in Bangladesh. The collected data are analyzed through structural equation modeling to partial least square method. The study empirically proves that employee training and development, promotion opportunity, and job security has significant influence on the employees’ performance. Theoretically, this study proves that training and development, job security and promotion opportunity together influence on the performance of employees in the developing economy. The practitioners and policy makers of the organizations are expected to make necessary adjustments in their existing HRM practices based on the findings of this study in the context of Bangladesh for enhancing the employees’ performance level so that their whole-hearted efforts can be gained for the achievement of business goals.
Impact of Organizational Culture and Conflict on Employees Performance at Pt ...inventionjournals
: The purpose of this study is to analyze the Impact of Organizational Culture And Conflict on Employee Performance while Satisfaction as intervening variable. The studytake place at PT Pembangunan Jaya Ancol using research methods. The sample is using purposive random sampling with 100 respondents. Analysis tool using SPSS with path analysis besides that using classic assumption test, normality, heterodekistas, autocorrelation and multicolleration. The results of the research shows that organizational culture variable affect on satisfaction variable, conflict variable affect on satisfaction, organizational culture variable does not affect performance, conflict variable affect on satisfaction andsatisfaction variable does not affect on performance. Test result of coefficient determination shows that satisfactionscore R2 = 39.3%. Coefficients for other variables outside the research affects 0.77, whereas the performance score R2 = 0.922 and the influence of other variables score to 0.279. The best way to solve problem is PT Pembangunan Jaya Ancol Tbk should develop openness to public
The Aim Of This Study Is To Investigate The Reciprocal Relationship Between Job Satisfaction,
Employee Commitment And Organizational Performance. Accordingly, A Linear Structural Equation Model
Was Developed To Delineate The Above Interaction And Explore The Mediating Effects Of Commitment On The
Relationship Between Job Satisfaction And Organizational Performance.
A Study on Impact of Internal Mobility on Organisational Performance: A Case ...IJLT EMAS
Over a time, manufacturing Industry in India is essentially an outstanding amongst the most well-known enterprises in Indian market. Manufacturing is the producing of goods and a service using labor and other machinery tools this helps to understand the organization performance directly or indirectly has an impact on internal mobility of an employee. Internal mobility mainly tells that relying upon worker's expertise skill and prerequisites with the toss of the employment with organizational commitment and the change in job structure, job design occurs with or without raise in the salary. Organization performance which has many factors which influence the performance but internal mobility is also a supporting factor which has an impact in achieving the vision of the company. This gives an understanding that apart from providing all the necessary facility and good working culture, healthy promotion and transfer employee exit rates are increasing. Thus, internal mobility is most preferable objective to success which implies observable career accomplishments such as promotion, transfer & hierarchical level held and salary. In future to achieve internal mobility, company should adapt the principle of succession management at all ranks, provide transparent discussion of skill and the potential, as well as organizational needs. The reason for this would the favoritism and lack of recognition which is making an employee dissatisfaction towards their organization by this I conclude that the unfair or unethical practices in organization with respect to the internal mobility in the future periods make employee unhappy this is one of the reason to leave an organization which creates a huge impact in the organization performance
Most public hospitals have been facing the shortage and migration of doctors in the health market in
the context of global integration and the development of the private economic sector in Vietnam. The public
hospital system focuses on developing high-quality and stable human resources. Human resources development
that must be linked to organizational performance is a challenge for policy makers and hospital managers. This
study uses 246 doctor survey data and applies a Linear Structural Model in the analysis
Factors Influencing Employee Engagement in Mysore Paints and Varnish Limitedijtsrd
The application of employee engagement had gained lot of attention in IT Industries. Employee engagement has also been spread to other Industries also. Keeping employee full engaged is very much essential. Engaged employee will be more productive, effective and efficient. In this paper factors influencing employee engagement in Mysore Paints And Varnish Limited is taken for the study. Hundred samples were taken for the study. Threety seven attribute were taken for analysis. Only nine factors have strong influence on employee engagement. Dr. Swathi. S "Factors Influencing Employee Engagement in Mysore Paints and Varnish Limited" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-6 , October 2021, URL: https://www.ijtsrd.com/papers/ijtsrd46403.pdf Paper URL : https://www.ijtsrd.com/management/hrm-and-retail-business/46403/factors-influencing-employee-engagement-in-mysore-paints-and-varnish-limited/dr-swathi-s
In technological developments and the demands of the times, it requires the Regional Secretariat of
East Java Province to have a strategy to provide excellent service to the citizens of East Java. Not achievement
yet of the predicate as a Regional Government with Excellent Service and the existence of various problems and
public complaints related to the public service bureaucracy triggers and spurs the East Java Provincial
Government to realize competitive organizational performance
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.
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
Impact of Organizational Culture and Conflict on Employees Performance at Pt ...inventionjournals
: The purpose of this study is to analyze the Impact of Organizational Culture And Conflict on Employee Performance while Satisfaction as intervening variable. The studytake place at PT Pembangunan Jaya Ancol using research methods. The sample is using purposive random sampling with 100 respondents. Analysis tool using SPSS with path analysis besides that using classic assumption test, normality, heterodekistas, autocorrelation and multicolleration. The results of the research shows that organizational culture variable affect on satisfaction variable, conflict variable affect on satisfaction, organizational culture variable does not affect performance, conflict variable affect on satisfaction andsatisfaction variable does not affect on performance. Test result of coefficient determination shows that satisfactionscore R2 = 39.3%. Coefficients for other variables outside the research affects 0.77, whereas the performance score R2 = 0.922 and the influence of other variables score to 0.279. The best way to solve problem is PT Pembangunan Jaya Ancol Tbk should develop openness to public
The Aim Of This Study Is To Investigate The Reciprocal Relationship Between Job Satisfaction,
Employee Commitment And Organizational Performance. Accordingly, A Linear Structural Equation Model
Was Developed To Delineate The Above Interaction And Explore The Mediating Effects Of Commitment On The
Relationship Between Job Satisfaction And Organizational Performance.
A Study on Impact of Internal Mobility on Organisational Performance: A Case ...IJLT EMAS
Over a time, manufacturing Industry in India is essentially an outstanding amongst the most well-known enterprises in Indian market. Manufacturing is the producing of goods and a service using labor and other machinery tools this helps to understand the organization performance directly or indirectly has an impact on internal mobility of an employee. Internal mobility mainly tells that relying upon worker's expertise skill and prerequisites with the toss of the employment with organizational commitment and the change in job structure, job design occurs with or without raise in the salary. Organization performance which has many factors which influence the performance but internal mobility is also a supporting factor which has an impact in achieving the vision of the company. This gives an understanding that apart from providing all the necessary facility and good working culture, healthy promotion and transfer employee exit rates are increasing. Thus, internal mobility is most preferable objective to success which implies observable career accomplishments such as promotion, transfer & hierarchical level held and salary. In future to achieve internal mobility, company should adapt the principle of succession management at all ranks, provide transparent discussion of skill and the potential, as well as organizational needs. The reason for this would the favoritism and lack of recognition which is making an employee dissatisfaction towards their organization by this I conclude that the unfair or unethical practices in organization with respect to the internal mobility in the future periods make employee unhappy this is one of the reason to leave an organization which creates a huge impact in the organization performance
Most public hospitals have been facing the shortage and migration of doctors in the health market in
the context of global integration and the development of the private economic sector in Vietnam. The public
hospital system focuses on developing high-quality and stable human resources. Human resources development
that must be linked to organizational performance is a challenge for policy makers and hospital managers. This
study uses 246 doctor survey data and applies a Linear Structural Model in the analysis
Factors Influencing Employee Engagement in Mysore Paints and Varnish Limitedijtsrd
The application of employee engagement had gained lot of attention in IT Industries. Employee engagement has also been spread to other Industries also. Keeping employee full engaged is very much essential. Engaged employee will be more productive, effective and efficient. In this paper factors influencing employee engagement in Mysore Paints And Varnish Limited is taken for the study. Hundred samples were taken for the study. Threety seven attribute were taken for analysis. Only nine factors have strong influence on employee engagement. Dr. Swathi. S "Factors Influencing Employee Engagement in Mysore Paints and Varnish Limited" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-6 , October 2021, URL: https://www.ijtsrd.com/papers/ijtsrd46403.pdf Paper URL : https://www.ijtsrd.com/management/hrm-and-retail-business/46403/factors-influencing-employee-engagement-in-mysore-paints-and-varnish-limited/dr-swathi-s
In technological developments and the demands of the times, it requires the Regional Secretariat of
East Java Province to have a strategy to provide excellent service to the citizens of East Java. Not achievement
yet of the predicate as a Regional Government with Excellent Service and the existence of various problems and
public complaints related to the public service bureaucracy triggers and spurs the East Java Provincial
Government to realize competitive organizational performance
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.
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
Tips To Start-Up Small Business EntrepreneurRichard Olga
Tips To Start-Up Small Business Entrepreneur - What do you need to successfully start a small business? Here’s what a startup entrepreneur needs to do to increase chances for success.
Organizational Types for Small Businesses with Evelyn RitchiePeopleFund
In this session, you will learn the pros and cons of different business structures. Participants will become familiar with the common types of business formations and what structure will work best for their business.
Small biz for creative types september 5, 2017Miriam Robeson
Presentation on the basics of developing a small business for creative business owners. Business formalities, taxes, contracts, and other legal and tax information to get you started.
Practical Business Help for Small Business OwnersAndee Sellman
There is lots of theoretical help avalaible to small business owners but in this presentation we show you how to access the fundamental pieces of small business and where to find them in our resource centre
http://www.onesherpa.com/memberships/silver
Most entrepreneurs and small business owners started out their careers working for someone else. You might have had a career for 5 years or 50 years before you decided to start your own business. Or you may even be working for someone else even as you struggle to develop your own business in your spare time.There is an employee mindset
and an entrepreneur mindset and
they are markedly different.
Biz Square Management Consultant provides the services of Business loan, SME Loan. Watch the presentation to know about the advantages and disadvantages of Small Business Loans.
Source: http://sgsmeloans.com.sg/the-pros-and-cons-of-small-business-loans/
The International Journal of Engineering and Science (The IJES)theijes
The International Journal of Engineering & Science is aimed at providing a platform for researchers, engineers, scientists, or educators to publish their original research results, to exchange new ideas, to disseminate information in innovative designs, engineering experiences and technological skills. It is also the Journal's objective to promote engineering and technology education. All papers submitted to the Journal will be blind peer-reviewed. Only original articles will be published.
The Moderating Effects of Entrepreneurial Learning on the Relationship betwee...theijes
The purpose of this study to know the Influence of Entrepreneurship Orientation on Business Performance with Entrepreneurial Learning as Moderating Variable in Small Medium Enterprises (SMEs) in Southeast Sulawesi (Studies in the Food Industry). Population totaled 109 IKM foods that have met the criteria spread over 4 (four) districts in Southeast Sulawesi province, that consists of: Konsel, Bombana, Kolaka and Kendari. The analysis technique used is Structural Equation Modeling (SEM) of AMOS7 and statistical software package SPSS (Statistic Packages for Social Sciences). In this study, researchers tested the validity of the simple correlation technique with SPSS version 12.0 The results of this study showed that the entrepreneurial orientation plays an important role in improving the performance of SMEs. The next entrepreneurial learning plays an important role in improving the performance of SMEs. There is a direct influence on the business performance of learning entrepreneurial SME food but not significant. The results of this study also prove that the entrepreneurial orientation moderated by entrepreneurial learning plays an important role in improving the performance of SMEs. This means that the entrepreneurial orientation will be stronger and not directly served to increase the performance of SMEs when supported with the right entrepreneurial learning in improving the performance of SMEs. This means that we need a learning that is applied so that the benefits of learning to give importance in the improvement of the performance of SMEs.
The Effect of Female Leadership Competency, Organizational Culture and Work M...IJAEMSJORNAL
The performance of government apparatuses was important in the implementation process of government organization activities and programs. Several aspects such as organizational culture, work motivation, and leadership were influential in the implementation. The objectives of this research were to analyze and to find whether or not female leadership competency, organizational culture and work motivation directly affected the performance of government apparatuses. This wasquantitative research using exploratory survey method. Data were collected using questionnaire and interview. Data were analyzed using PLS (Partial Least Square) approach with an assistance of SmartPLS 3.1 application. The findings showed that female leadership competency, organizational culture and working motivation did not haveany significant direct effect on the performance of government apparatuses. However, female leadership competency gave an indirect significant effect on the performance of government apparatuses, mediated by both working culture and work motivation.
A Study on Quality of Work Life in Kiran Global Chems Private Limited at Kara...Arul Edison
In modern era, it has been observed that stress management has become the generous concepts in the skilled surroundings. It is also seen that working proficiency has degraded to some extent as professionals are unable to maintain a balance between lifestyle and career. This difference has made organizations to formulate such policies that lead to better job security, which results in job involvement moreover employee satisfaction. This degree of satisfaction has been referred to as QUALITY OF WORK LIFE. Quality of work life is a process in an organization that enables the members at all levels to contribute aggressively and successfully in shaping organizational environment, methods and outcomes. This study focuses on the subjective matter of QWL i.e. the key elements like salary/wages, job security, job involvement, employee satisfaction etc.
Impact of Organisational Structure on Employee Engagement: Evidence from Nort...IJAEMSJORNAL
In the current workplace, organizational structure assumes priority in the level of employee engagement. Therefore, well planned structure results in workers efficiency and organizations effectiveness. This study assessed the impact of organizational structure on employee engagement in North Central of Nigeria. Adopting a survey design, the research made used of primary data, collected mainly through administering a set of questionnaire to 196 management staff, supervisors and non-management staff of the selected manufacturing firms from Plateau state. The findings revealed that: there is significant positive relationship between decentralisation system of control and employee productivity; standardisation system of control positively affects employees’ efficiency. The study concluded that decentralisation system of control is crucial to employees’ productivity and organisational development; also enhance rapid delivery of employee services, to both the organization and customers. Standardisation system of control ensures employee efficiency and generates quality products that give competitive edge over the competitors in the global market Incentives as key factor also contribute immensely to employee commitment in workplace. The work recommended that organisations should always employ decentralization system of control; management should adopt decentralization and see it as mechanism that fosters effective customer delivery services. In addition standardisation should be embrace, support and adopt by organizations.
Impact of Corporate Governance on Organizational PerformanceJenıstön Delımä
Citation: Delima, V. J., & Ragel, V. R. (2017). Impact of corporate governance on organizational performance. International Journal of Engineering Research and General Science, 5(5).
Abstract- This study examined whether corporate governance has impact on organizational performance in Financial Institutions as research problem. This research was carried out with objective to measure association between Corporate Governance and Financial Institution’s Performance in Batticaloa district. Conceptual framework has been developed to measure linkages between Corporate Governance and Financial Institution’s Performance. Board Size, Corporate Governance Mechanism, Communication Strategies, and Code of Conduct are considered as the measurement variables of Corporate Governance which was derived from Changezi & Saeed (2013) and Customer Satisfaction, Employee Commitment and Corporate Reputation are considered as the measurement variable of Organizational Performance which was derived from Bayoud (2012) and Carton (2004). Questionnaires were used to collect data for this study. 115 Management Respondents and 115 Customers from whole Financial Institutions in Batticaloa district have been selected for this study. Data were analyzed and evaluated by Univariate and Bivariate techniques. In Univariate analysis, Descriptive statistic has been used for the analysis. In Bivariate analysis, Correlation and multiple regressions have been used for the analysis. Findings have shown the Corporate Governance and Organizational Performance are at high level. Moreover, it also found that there is a strong positive relationship between Corporate Governance and Organizational Performance. Corporate Governance significantly impacts Organizational Performance of Financial Institutions. These findings would be useful to consider more on Corporate Governance practices to avoid the Corporate Collapses and to achieve successful Organizational Performance
International Journal of Business and Management Invention (IJBMI)inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
Employee Perception of Appraisal and Employee Commitment in Selected Deposit ...ijtsrd
There is an employee productivity problem in money deposits in Nigeria. Employees are less committed to work, constantly fail to meet deadlines and procrastinate. Existing employee problems point to the fact that there is a lingering commitment problem in the workplace. On one side, growing evidence points out that the perception employees have of bank performance appraisal is affecting employees work commitment. Banks are not achieving their desired goals of yearly enhancing productivity from their human and material resources. There are few accepted systems in place to investigate employee perception of performance appraisal systems and this has influenced turnover intentions. The most significant expression of declining productivity in the banks is poor attention to details, wasting time on meaningless activities, declining to identify with the bank mission goals, all pointing to employee commitment problem. Therefore, this paper examines the effect of effect employee perception of appraisal has on employee commitment in the selected money deposit banks in Lagos State. The study adopted a survey research design. The population was 4,655 employees of Access bank in Lagos and Guaranty Trust Bank GT Bank in Lagos. A sample size of 356 was determined using were determined using Cochran’s formula. The study adopted a cluster random sampling technique. A structured questionnaire was adapted and validated to collect data from the respondents. Data collected were analyzed using descriptive and inferential simple linear regression analysis statistics. Findings revealed that employee perception of appraisal had significant effect on employee commitment R2 = 0.649, F 1,333 = 615.082, p 0.05 in the selected money deposit banks in Lagos State. The study concludes that employee perception of appraisal affects employee commitment of money deposit banks in Lagos State. The study recommended that deposit money banks should employ an appraisal system that is transparent to eliminate perception errors and build a social context that strategically encourages organizational citizenship behavior and employee productivity. Osarumese Ekhoragbon | Amos-Fidelis, N. B. "Employee Perception of Appraisal and Employee Commitment in Selected Deposit Money Banks in Lagos State, Nigeria" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-4 , June 2021, URL: https://www.ijtsrd.compapers/ijtsrd43656.pdf Paper URL: https://www.ijtsrd.commanagement/hrm-and-retail-business/43656/employee-perception-of-appraisal-and-employee-commitment-in-selected-deposit-money-banks-in-lagos-state-nigeria/osarumese-ekhoragbon
The Role of Discipline in Improving Performanceijtsrd
This study aims to determine the effect of discipline on employee performance. This research used is explanatory research and by using a quantitative approach. The number of samples in this study was 35 people. The questionnaire is used as a method of data collection and uses structural equations which are resolved with the help of the Smart PLS program. The effect of discipline on employee performance states that discipline has a positive and significant effect on employee performance. The value of 12.781 and significant at a = 0.05, the t statistical value is above the critical value of 1.96, thus Ho is accepted. Discipline that gets good attention will have an impact on employee performance. Afiah Mukhtar | Asmawiyah Asmawiyah "The Role of Discipline in Improving Performance" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-1 , December 2020, URL: https://www.ijtsrd.com/papers/ijtsrd38182.pdf Paper URL : https://www.ijtsrd.com/management/general-management/38182/the-role-of-discipline-in-improving-performance/afiah-mukhtar
International Journal of Engineering Research and Development (IJERD)IJERD Editor
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Factors Affecting Management of Performance Appraisal among Public Secondary ...paperpublications3
Abstract: This study sought to establish factors affecting management of performance appraisal among public secondary schools in Trans Nzoia West Sub-County. The study sought to find out effects of training, professional ethics practices, monitoring and evaluation capacity in performance appraisal and the effect of ICT use on performance appraisal. The study used a cross sectional survey research design. Data was collected from a sample of 42 schools out of 94 schools. The respondents were 42 Principals, and 122 teachers who are committee members. Likert scale questionnaire contained closed ended questions whereas the open ended questions solicited more answers from the respondents. Data analysis was done using Statistical Package for Social Sciences (SPSS). Descriptive analysis was used as well as inferential statistics which included Pearson’s correlation coefficient and ANOVA. Data which was categorical was presented as frequencies with their corresponding percentage. This study has described a number of topical issues related to performance appraisal in public secondary schools in Trans Nzoia West Sub-County. In summary, the first objective revealed that the committees of public schools within Trans Nzoia West Sub-County have inadequate training on performance appraisal regulations and procedures. The committee members highlighted that vigorous training be conducted on performance appraisal. For the second objective, the findings showed that professional ethical practices ought to be entrenched among members of the committee. On the third objective, the researcher concludes that even though ICT use has never been fully adopted for performance appraisal in public schools, its implementation would lead to proper functioning of appraisal functions and speeds up performance appraisal activities and hence brings efficiency and integrity. On the fourth objective the findings was adopting Monitoring and Evaluation frameworks for performance appraisal in schools, the Ministry of education should ensure that the functions of performance appraisal are monitored and evaluated frequently and appropriately.
Keywords: Training on appraisal, professional ethics practices, monitoring and evaluation capacity and information communication technology.
Title: Factors Affecting Management of Performance Appraisal among Public Secondary Schools in Trans Nzoia West Sub County
Author: Ooko.A. Mary, Dr. Iravo, Mike, Mr. Nyaberi, Duncan, Mr. Okwaro, Fredrick
ISSN 2349-7807
International Journal of Recent Research in Commerce Economics and Management (IJRRCEM)
Paper Publications
Factors Influencing Non-Teaching Employees’ Performance in Kenya: A Case Stud...paperpublications3
Abstract: The study aimed at analyzing the factors influencing non-teaching employees’ performance in Kitale National Polytechnic. Non-teaching employees play a significant role in achieving the goals of an institution. The study was guided by the following research objectives: -to examine the effect of training on non-teaching employee’s performance at Kitale National Polytechnic, to analyze the effect of organization culture on non-teaching employee’s performance at Kitale National Polytechnic, to determine the effect of working environment on non-teaching employee’s performance at Kitale National Polytechnic and to evaluate the effect of motivation on non-teaching employee’s performance at Kitale National Polytechnic. The study was conducted through a descriptive research design. Sixty one non-teaching employees of Kitale National Polytechnic were the target population. The whole population formed the sample size. A questionnaire was the main tool for primary data collection. Descriptive and inferential statistics and regression analysis were used in interpreting the collected data. The study will be able to answer the hurdles that non-teaching employees face while performing their tasks. The findings established in this study will create a path to improved performance of non-teaching employees not only in Kitale National Polytechnic but all the national polytechnics in Kenya.
HUMAN CAPITAL MEASUREMENT & ITS IMPACT ON PERFORMANCE OF IT PROFESSIONAL IN P...IAEME Publication
Human Capital measurement is an important source in terms of suggesting and implementing polices regarding human resource. In this paper, researcher reviews human capital definition and previous researches which relates human capital measurement and employee performance in the organization. Some of the parameters for measuring human capital which influences their performance in an organization have been identified.
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Impact of entrepreneurial characteristics on the organizational development of the small business entrepreneurs
1. Industrial Engineering Letters www.iiste.org
ISSN 2224-6096 (Paper) ISSN 2225-0581 (online)
Vol.3, No.6, 2013
28
Impact of Entrepreneurial Characteristics on the Organizational
Development of the Small Business Entrepreneurs
Kamalakumati Karunanithy1
& Sathiyakala Jeyaraman2
1. Senior Lecturer, Dept. of Business & Management Studies, Trincomalee Campus, Eastern University, Sri
Lanka
2. Graduate, Dept. of Business & Management Studies, Trincomalee Campus, Eastern University, Sri Lanka.
*email: kamal1122000@yahoo.com
Abstract
The main objective for the study is to assess how the characteristics influence the organizational development.
To measure entrepreneurial characteristics, achievement competences, planning competences and power
competences were selected as independent variables and their impact on organizational development was
measured through a sample of 105 entrepreneurs from Kandy district by using random sampling technique. The
Regression and correlation analysis was done to find out the contribution of each variable. The correlation
analysis showed that the characteristics of the small business entrepreneurs in Kandy district had significant
relationship with organizational development. According to the regression model, achievement competencies
and power competencies are of low level contribution to organizational development whereas the planning
competencies contribute comparatively more. This study concluded that characteristics significantly influenced
organizational development.
Key words: competencies, entrepreneurship, organizational development
1.Introduction
Compared with large and medium industries, small enterprises are the back bone of all developing nations. Sri
Lankan economy is also a predominantly small and medium enterprise economy, where over 50% of GDP is
produced by this sector (Economy of Sri Lanka). The Government also gives significant emphasis for the
development of Small and Medium Enterprises (SMEs).
As the characteristics of the entrepreneurs pave way or related to the development of the organizations, this
research is attempts to understand how the characteristics of the small business entrepreneurs of the Kandy
District contribute to their organizational development. As the available information indicate that a considerable
number of small business ventures have been closed in Kandy district in the recent past, the researchers attempts
to do this study as a remedial measure.
Therefore, the aim of this study is to evaluate the characteristics of the entrepreneurs and the extent of the
success gained in the enterprise through the organizational development. The researchers try to find out the level
of entrepreneurial characteristics, their relationship with organizational development and how they influence the
organizational development.
Hashim, Wafa, and Suliman (1999) have proven empirically that entrepreneurial characteristic of the owner /
managers are closely related to the success of the firm. A study specific in this industry is very important
because the characteristics of the owner/manager have been shown to be influenced by industry practices (Kotey
and Meredith, 1997).
As Stainer and Solem (1988), and Wijewardena and Zoysa (1993) indicate that organizational development
depends on the characteristics of an entrepreneur, it is uncertain and possibly questionable the extent to which
the Sri Lankan entrepreneurs inherently possess such qualities to have their organizational development. Being a
high –achieving entrepreneur is not that easy. An entrepreneur should have several special characteristics that
help them to become a successful businessman. An entrepreneur should be a risk taker; he/she should be
innovative, self-confident, goal setter, hard worker, and accountable person (Siropolis, 1997).
Since this study specifically focuses on the entrepreneurs in the Kandy district and the secondary data also
indicate that a considerable number of small business ventures have been closed (28 in 2007, 39 in 2008, 27 in
2009, 35 in 2010 and 23 in 2011 (source: Business Registration and Cancellation Record Books), the specific
research problem of this study is:
Do the characteristics of the small business entrepreneurs in Kandy district have impact on
their organizational development?
The main objective of this study is to explore how the entrepreneurial characteristics are useful for
organizational development and to the existence of small ventures in business environment in Kandy, thus
assessing the relationship between the entrepreneurial characteristics and organizational development. Further,
this study attempts to assess the level of achievement, planning, and power competencies, of the entrepreneurs in
2. Industrial Engineering Letters www.iiste.org
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Kandy district and to measure the impact of each competency on organizational development. Through the
findings researchers expect that the this research will pave way to produce more entrepreneurs in the future, with
successful performance in order to develop their organizations. However, the researchers also accept that the
number of competencies can be more than the entrepreneurial competencies considered in the research, namely,
achievement competencies, planning competencies and power competencies.
2. Methodology
How the characteristics of the entrepreneur affect the organizational development can be explained by the
following conceptual model:
The above model is operationalized as follows:
Table 1: Operationalization of variable
Variables Indicators Statement No.
Achievement
competencies
Seeking opportunity A1 – A4
Persistence B5 – B8
Commitment to work contract C9 – C12
Demand for quality and efficiency D13 – D16
Risk taking E17 – E20
Planning
competencies
Goal – setting F21 – F24
Information seeking G25 – G28
Systematic planning and monitoring H29 – H32
Power competences Persuasion and networking I33 – I36
Self confidence J37 – J40
Organizational
Development
Quality K41 – K44
Expansion L45 – L48
Profit M49 – M52
(Source: - Fonacier and Mueller (2007) Journal of Asia Entrepreneurship and Sustainability)
To design the Sample, stratified random Sampling is used for the purpose of the study. Information for the
period of five years which starts from the year of 2007 to 2011 was considered and 105 entrepreneurs are
3. Industrial Engineering Letters www.iiste.org
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selected for the sample that fits the requirement of 10% of the total population.
Table 2: Population and Sample
Items Population Percentage Sample Percentage
1. Commodities 192 18% 19 18%
2. Food and Beverage 147 14% 15 14%
3. Textiles 151 14% 15 14%
4. Construction Material 164 16% 16 15%
5. Agro Product 136 13% 14 14%
6. Services 147 14% 15 14%
7. Miscellaneous 115 11% 11 11%
Total 1052 100% 105 100%
(Source: - Kandy Divisional Secretariat Office, Year 2007 – 2011)
For this research, the data was collected from Primary as well as secondary sources. Primary data are collected
using Questionnaires and by interviews. Secondary data are collected from business registration record book,
business registration cancellation record book available at Kandy divisional secretariat office.
Based on the variables and their dimensions, questionnaire was prepared. Selected entrepreneurs were asked
to put score to appropriate case in the questionnaire.
To measure data, 5 point Likert scale from strongly agree to strongly disagree was used. SPSS (Statistical
Package for Social Science) version 13.0 was used to analyze the responses obtained from questionnaires.
The correlation analysis was used to measure the magnitude and the direction of the relationship between the
role of entrepreneurial characteristics and the organizational development of the small business entrepreneurs.
The significance level of the correlation coefficient is considered to explore the meaningful linear relationship
between the variables. In addition, multivariate regression technique is used to quantify the relationship between
variable.
3. Results
This cross sectional, correlational field study was carried out with an intention of find out whether the special
characteristics of the entrepreneurs have a bearing on the organizational development directly. After testing the
reliability of the questionnaire (Cronbach’s alpha was 0.777) the correlation matrix was obtained which shows
that no correlation exceeds 0.6 and all competencies are positively and significantly correlated to organizational
development. The correlation of 0.441 (p< 0.000) between achievement competencies and organizational
development substantiates the positive relationship between them. The positive correlation of 0.557 (p< 0.000)
between planning competencies, and organizational development indicates that as planning competencies
improve there are chances for the organization to develop. The correlation of 0.314 (p< 0.001) between power
competencies and organizational development also substantiates the positive relationship between them. As per
the results of the correlation analysis, it could be summed up, that achievement competencies, planning
competencies, power competencies are positively and significantly correlated with organizational development.
As such, greater the competencies the higher the chances for the development of the organization.
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Table 3. Correlation coefficients between the study variables
Competencies
Organizational
development
Achievement Planning Power
Achievement
competencies
Pearson Correlation
1 .652(**) .343(**) .441(**)
Sig. (2-tailed) .000 .000 .000
Planning
competencies
Pearson Correlation
.652(**) 1 .378(**) .557(**)
Sig. (2-tailed) .000 .000 .000
Power
competencies
Pearson Correlation
.343(**) .378(**) 1 .314(**)
Sig. (2-tailed) .000 .000 .001
Organization
development
Pearson Correlation
.441(**) .557(**) .314(**) 1
Sig. (2-tailed) .000 .000 .001
(source: output from the data analysis)
Table 4: Coefficients of the study variables
Model B SEB Beta t Significance
R2
0.331 0.000
Constant 1.637 0.253 6.467 0.000
Competencies
Achievement 0.106 0.098 0.118 1.089 0.279
Planning 0.364 0.091 0.440 4.002 0.000
Power 0.061 0.051 0.107 1.205 0.231
Dependent Variable: organizational development.
To test whether that achievement competencies, planning competencies, power competencies are able to
significantly explain the variance in the dependent variable organizational development, the three entrepreneurial
characteristics were regressed against the dependent variable. The results, which are shown in the Table 4,
indicate that the R2
value of 0.331 at a significant level of p< 0.000 with degree of freedom (3), confirms that 33%
of the variance in the dependent variable organizational development is significantly explained by the three
competencies. Through the findings and discussions it is affirmed there is direct relationship between the
characteristics of the entrepreneur and the development of the enterprise.
According to the model, it is also important to note that the achievement competencies and power competencies
are low level contribution with organizational development. So other factors may be of more influence with
organizational development. Such as personal background, institutional support, government trade policies,
environmental factors, infrastructure facilities and etc. Contribution of these factors could be evaluated by
further researches by incorporating those variables.
4. Recommendations
Findings of this research revealed that the main determinant of organizational development of the small business
enterprises in Kandy District is planning competencies. However, it was expected that other two competencies,
namely achievement and power competencies, to have greater effect, but not. Taken together, these findings
indicate that developing those attitudes should be the target of entrepreneurship initiatives. These findings might
be a key point for educators either from state sector or private, and educational initiatives to be more aware of
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the attitude role in entrepreneur behaviour when providing training programmes. At school level current
educational programmes are considered to enhance students’ basic knowledge and techniques, but not student
attitude. In fact, an effective training /education programme might change attitude towards specific behaviour
related to each competencies.
Findings also revealed that male as well as female entrepreneurs of small business enterprises have problems in
developing their enterprises related to social factors such as Secondary socialization agents which might have
been resulted in the low level contribution of the achievement and power competencies. Secondary socialization
agents are referred to those agents outside of the home which mostly students are involved them after attending
in school, such as peer and media. To lessen the negative effect of these agents on entrepreneurial behavior, there
is the need to introduce entrepreneur literacy programmes at school level and expand practical subtitles. An
efficient programme must teach not only the basic knowledge and techniques but also ways to enhance self-
efficacy, stress management, problem solving and life skills as well, and methods for the wise and even
righteous use of resources.
To improve achievement and power competencies to the next best level, the small businesses could strengthen
their social networks by forming clubs for them to get connected with large scale businesses. Collective action
through clubs would bring beneficial effects, such as information and experience sharing, technical knowhow
and bargaining power to small entrepreneurs. Based on the interviews it was known that most small business
entrepreneurs start their businesses by using their own money or borrowing from the friends and relatives. Most
entrepreneurs also expressed that borrowed money is not sufficient when expanding the business. The formation
of clubs could also act as a guaranteeing agency when entrepreneurs approach banks for loans. As advice and
counseling services as essential for improving achievement and power competencies, mentoring cold be offered
through these clubs. Especially, it is an urgent need for the women entrepreneurs.
The entrepreneurs should develop a culture for quality and efficiency. Efficient administration is very important
for the success of any industrial venture whether it is big or small. Very often in some small enterprises the
owner himself is the investor, producer and also the seller and the promoter of his products. This state of
affairs makes the entrepreneurs to get fatigued. So it is advisable to go for job division. Entrepreneurs can also
fix different targets to their employees such as selling requirement per day.
Where ever mistakes occur, the reasons for them should be explored and entrepreneurs skills, such as risk
taking should be developed accordingly. To avoid mistakes or failures it would be better to evaluate one’s
own weaknesses and deficiencies and choose suitable partners and do the work in partnership rather than
sole proprietorship. Having up to date information about their clients, currency values, import and export
systems , government polices and etc. would help to face market challenges efficiently. The fear of expansion
could be eliminated through proper business counseling and by sensitizing the entrepreneurs the adverse effects
of stagnation. By facilitating them to identify their talents and goals, they woud be able to advance their
organizational development.
As conclusion, through the development of the three competencies and maintaining the quality of the service/
product would definitely pave way for expansion thereby the increase in net profit .
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