The term inter adaptive response adjustment to environment relationship have declared that risk taking capability of the adjustment to environment relationship is the major factor for making distinguish between adjustment to environment relationship and workers. Since then, risk taking was taken as one of inter adaptive response adjustment to environment relationship’s component into consideration. For these reasons, after determination of adjustment to environment relationship places for manufacturing organizations, the find of alternatives for perform of it is very important. The organization’s immediate external environment posses a second set of challenging factors. In order to performance increase of industrial companies because of competition conditions in nowadays world with more various threats, perform of necessary actions are required. Meanwhile, in accordance with mentioned opinions, this research is found that if the total average values of each person were very high, create adjustment to environment relationship will be suitable for him, and if such values be very low, the execution place will be proposed. In other wise, if the total average values of person be medium, he or she will put in balancer or supporting adjustment to environment relationship place. All of the organizations, before choosing of alternatives for improve of company performance, proposed for test and evaluation of the by administrative communication of this research, and if they couldn’t receive of suitable results from perform of it, in that case will be free for choosing and selecting another alternative.
High involvement work practices (HIWPs) are a set of interconnected human resource practices aimed at improving employee performance through increasing skills and motivation. They generally involve high skills requirements for jobs, team-based work designs, and incentive structures. HIWPs allow employees more input and organizations to optimize abilities efficiently. They are connected to workplace changes and are a constructive model for high performance work systems. HIWPs can improve competence and commitment while making organizations more dynamic and adaptable to change.
This document discusses the environment and culture of organizations. It defines the internal and external environments that organizations operate within, including the general environment, task environment, and internal environment. The general environment consists of economic, technological, sociocultural, political-legal and international forces. The task environment includes competitors, customers, suppliers, regulators and strategic partners. The internal environment includes owners, employees and organizational culture. The document also describes how organizations adapt to changes in their environments through strategies like information management, strategic responses, mergers and acquisitions, and organizational design flexibility.
Investigating the influence of service training reward system and empowerment...csandit
This document investigates the relationship between service training, reward systems, empowerment, job satisfaction, and organizational commitment among employees of a telecommunications company in Ilam, Iran. It aims to determine if training, rewards, and empowerment positively impact job satisfaction, and if job satisfaction positively impacts organizational commitment. A survey was administered to 190 employees. Results found meaningful relationships between all variables, supporting the hypotheses that training, rewards, and empowerment positively influence job satisfaction, and job satisfaction positively influences organizational commitment. Reward systems and job satisfaction together explained 59% of the variance in organizational commitment.
This document summarizes a research study that examined the influence of organizational culture, work environment, and work motivation on employee discipline at PT Jasa Marga (Persero) TBK in Medan, North Sumatra, Indonesia. The study found that organizational culture, work environment, and motivation all had a positive and significant influence on employee discipline. A survey of 67 employees found that these three factors together explained 61.8% of the variability in employee discipline, while other unmeasured factors explained the remaining 38.2%. The study concludes that maintaining a positive organizational culture, work environment, and motivation levels can help improve employee discipline at the company.
6.[46 51]employee empowerment a strategy towards workplace commitmentAlexander Decker
This document discusses employee empowerment and its relationship to workplace commitment. It defines employee empowerment as giving employees power over their work and responsibility for outcomes. Empowerment can increase workplace commitment by giving employees autonomy, sharing responsibility, building self-esteem, and energizing employees. Workplace commitment includes organizational commitment, individual commitment, and commitment to work teams. Antecedents that increase commitment are empowerment, clear purpose, challenging jobs, fairness, autonomy and feedback. Empowerment and commitment lead to benefits like lower turnover, absenteeism, stress, and higher innovation, performance and satisfaction.
Exploratory study on rewards and job performance of teachers of public school...Alexander Decker
This document summarizes a study that examined the relationship between rewards and job performance of teachers in public schools in Ghana. It used a case study approach and descriptive statistics to analyze data collected from 50 respondents via questionnaire. The results found:
1) Teachers' job performance was highly assessed across various indicators like student performance, teaching methods, punctuality, and relationship with students.
2) There was a significant relationship between the rewards teachers receive and their job performance.
3) Other motivational factors beyond rewards, such as job design and talent management, also contributed to the high performance of teachers.
The study recommends that school management initiate additional reward programs, such as free lunch and access to beneficial loans, to
11.employee empowerment a strategy towards workplace commitmentAlexander Decker
This document discusses employee empowerment and its relationship to workplace commitment. It defines employee empowerment as giving employees power over their work and responsibility for outcomes. Empowerment can increase workplace commitment by giving employees autonomy, sharing responsibility, building self-esteem, and energizing employees. Workplace commitment includes organizational commitment, individual commitment, and leads to benefits like lower turnover, absenteeism, and improved performance. The document examines the factors that affect empowerment and strategies organizations use to empower employees, such as delegating authority, forming committees, and interacting with top executives. It concludes that empowered employees with strong workplace commitment are more competitive, accountable, innovative, and desire to improve performance.
The aim of this study is to investigate reward system and employee performance in three selected
companies such as Nestle Plc, Mumudia Integrated services and Bucebal ventures limited in Port Harcourt,
Rivers State. The study also shows how employees improve its performances in a reward system. Questionnaire
was used as instrument and 60 questionnaires were issued and while 50 questionnaires were retrieved to check
the respondent’s opinion.
High involvement work practices (HIWPs) are a set of interconnected human resource practices aimed at improving employee performance through increasing skills and motivation. They generally involve high skills requirements for jobs, team-based work designs, and incentive structures. HIWPs allow employees more input and organizations to optimize abilities efficiently. They are connected to workplace changes and are a constructive model for high performance work systems. HIWPs can improve competence and commitment while making organizations more dynamic and adaptable to change.
This document discusses the environment and culture of organizations. It defines the internal and external environments that organizations operate within, including the general environment, task environment, and internal environment. The general environment consists of economic, technological, sociocultural, political-legal and international forces. The task environment includes competitors, customers, suppliers, regulators and strategic partners. The internal environment includes owners, employees and organizational culture. The document also describes how organizations adapt to changes in their environments through strategies like information management, strategic responses, mergers and acquisitions, and organizational design flexibility.
Investigating the influence of service training reward system and empowerment...csandit
This document investigates the relationship between service training, reward systems, empowerment, job satisfaction, and organizational commitment among employees of a telecommunications company in Ilam, Iran. It aims to determine if training, rewards, and empowerment positively impact job satisfaction, and if job satisfaction positively impacts organizational commitment. A survey was administered to 190 employees. Results found meaningful relationships between all variables, supporting the hypotheses that training, rewards, and empowerment positively influence job satisfaction, and job satisfaction positively influences organizational commitment. Reward systems and job satisfaction together explained 59% of the variance in organizational commitment.
This document summarizes a research study that examined the influence of organizational culture, work environment, and work motivation on employee discipline at PT Jasa Marga (Persero) TBK in Medan, North Sumatra, Indonesia. The study found that organizational culture, work environment, and motivation all had a positive and significant influence on employee discipline. A survey of 67 employees found that these three factors together explained 61.8% of the variability in employee discipline, while other unmeasured factors explained the remaining 38.2%. The study concludes that maintaining a positive organizational culture, work environment, and motivation levels can help improve employee discipline at the company.
6.[46 51]employee empowerment a strategy towards workplace commitmentAlexander Decker
This document discusses employee empowerment and its relationship to workplace commitment. It defines employee empowerment as giving employees power over their work and responsibility for outcomes. Empowerment can increase workplace commitment by giving employees autonomy, sharing responsibility, building self-esteem, and energizing employees. Workplace commitment includes organizational commitment, individual commitment, and commitment to work teams. Antecedents that increase commitment are empowerment, clear purpose, challenging jobs, fairness, autonomy and feedback. Empowerment and commitment lead to benefits like lower turnover, absenteeism, stress, and higher innovation, performance and satisfaction.
Exploratory study on rewards and job performance of teachers of public school...Alexander Decker
This document summarizes a study that examined the relationship between rewards and job performance of teachers in public schools in Ghana. It used a case study approach and descriptive statistics to analyze data collected from 50 respondents via questionnaire. The results found:
1) Teachers' job performance was highly assessed across various indicators like student performance, teaching methods, punctuality, and relationship with students.
2) There was a significant relationship between the rewards teachers receive and their job performance.
3) Other motivational factors beyond rewards, such as job design and talent management, also contributed to the high performance of teachers.
The study recommends that school management initiate additional reward programs, such as free lunch and access to beneficial loans, to
11.employee empowerment a strategy towards workplace commitmentAlexander Decker
This document discusses employee empowerment and its relationship to workplace commitment. It defines employee empowerment as giving employees power over their work and responsibility for outcomes. Empowerment can increase workplace commitment by giving employees autonomy, sharing responsibility, building self-esteem, and energizing employees. Workplace commitment includes organizational commitment, individual commitment, and leads to benefits like lower turnover, absenteeism, and improved performance. The document examines the factors that affect empowerment and strategies organizations use to empower employees, such as delegating authority, forming committees, and interacting with top executives. It concludes that empowered employees with strong workplace commitment are more competitive, accountable, innovative, and desire to improve performance.
The aim of this study is to investigate reward system and employee performance in three selected
companies such as Nestle Plc, Mumudia Integrated services and Bucebal ventures limited in Port Harcourt,
Rivers State. The study also shows how employees improve its performances in a reward system. Questionnaire
was used as instrument and 60 questionnaires were issued and while 50 questionnaires were retrieved to check
the respondent’s opinion.
EMD Serono Analysis - MBA Organizational Behavior ClassSam Bishop
This document provides an outline for a paper analyzing organizational behavior related to worker effectiveness at EMD Serono, a mid-size biopharmaceutical company. It will focus on performance management, decision making, and work design. The outline includes an overview of EMD Serono, a literature review on the organizational behavior topics, an analysis of EMD Serono's current practices, recommendations for improvements, and an implementation plan. Performance management will aim to better define roles and link rewards to performance. Decision making processes will provide clear objectives and iterative feedback. Work design recommendations are to enhance skills utilization and autonomy. The analysis seeks to boost worker effectiveness through upgraded organizational behavior practices.
The meaning and measurement of employee engagement A review of the literature...Omar Ababneh
This document provides a review of the literature on defining and measuring employee engagement. It discusses several debates in the literature, including whether burnout is the antithesis of engagement, if engagement is a state or trait, and how engagement differs from similar constructs like job satisfaction and organizational commitment. The review examines how engagement has been defined by various researchers and identifies inconsistencies in these definitions. It also analyzes the different approaches that have been used to measure engagement and the limitations of these approaches. The goal of the document is to bring clarity to the conceptualization and measurement of employee engagement.
An empirical review of Motivation as a Constituent to Employees' Retentioninventy
This study investigated the link between motivation and retention and the effect of motivation on retention at different organisational levels. The research linked motivation and high job satisfaction to explore strategies that help in employees' retention and why public sector employees leave with particular reference to Federal Medical Centre (FMC) Owerri. This was achieved by collecting primary data from Federal Medical Centre (FMC) on non-clinical staff/employees (managers and non-managers and secondary data from published materials and the hospital's human resources (HR) data. The findings were tested using employee motivational attributes to prove that motivation plays a crucial role in enhancing employee retention. Motivation was found to be a core factor that determines the level of employee retention among managers and non-managers within the case study organisation. Specifically, it was found out that employees tend to be motivated if they are subjected to performance-based compensation, recognition for good work, and encouraged to pursue individually fulfilling tasks.
The document provides an overview of organizational behavior and key concepts in the field. It discusses how organizational behavior studies what people think, feel, and do in organizations. Organizations are defined as groups of people working interdependently toward common objectives. The document outlines reasons for studying organizational behavior, such as making sense of the workplace, influencing others to get work done, and improving financial performance. It also summarizes perspectives on organizational effectiveness including open systems perspective, high performance work practices, organizational learning, and stakeholder perspectives. Contemporary challenges for organizations discussed include effects of globalization, increasing workforce diversity, and changing employment relationships with virtual work and work-life balance issues.
This document discusses different theoretical approaches to organizational effectiveness:
- The goal approach assesses effectiveness based on how well an organization achieves its intended goals.
- The system resource approach views organizations as open systems that acquire inputs, transform them, and produce outputs. It considers an organization's relations with its environment.
- The internal process approach assesses an organization's internal efficiency, coordination, motivation, and employee satisfaction rather than just outputs.
- The strategic constituent approach defines effectiveness based on satisfying the demands of constituencies the organization depends on for resources and support.
This document summarizes key aspects of an article on alignment and compensation. It discusses reasons for high commitment management practices, including increased productivity and reduced costs. It outlines seven practices of successful organizations: extensive training, contingent compensation, self-managed teams, selective hiring, employment security, reduced status distinction, and information sharing. It discusses using compensation to achieve alignment with organizational goals and strategies. Various pay strategies are mentioned, including individual incentives, group bonuses, and creating an "ownership culture". The document advocates aligning compensation with behaviors that further the organization's success and strategic goals.
Head nurses ' job demands and resources and its relationship withAlexander Decker
The document discusses a study that examined the relationship between head nurses' job demands and resources, and their level of work engagement. A descriptive correlation design was used to study 179 head nurses across four hospitals. Three tools were used to measure job demands, job resources, and work engagement. The results found a statistically significant correlation between head nurses' job demands-resources and their work engagement. Specifically, job resources like performance feedback, growth opportunities, organizational support, and job control were predictors of higher work engagement. The study concluded that providing head nurses with adequate job resources is important for promoting their work engagement.
A STUDY ON ORGANIZATION COMMITMENT AND JOB SATISFACTION IN SELECTED BUSINESS ...IAEME Publication
The purpose of this study is to analyze the relationship between job satisfaction and organizational commitment. Employees’ productivity is largely related to their level of job satisfaction and in fact, the turnover rate can be reduced with a higher level of organizational commitment. Therefore, it is important for an organization to study the relationships between these two variables. The database was collected from the organization through a well-structured questionnaire. The questionnaire consists of personal data, Questions related to the dimension organization commitment and job satisfaction in Selected BPOs in Tiruchirappalli. Hence the sample size for the study is 110 respondents by adopting Purposive sampling technique.
relationship between transactional and transformational leadership, job secur...Panca Titis
This document summarizes a research study that examined the relationships between transformational leadership, transactional leadership, job security, affective commitment, and employee performance. Specifically, it hypothesized that transformational leadership, transactional leadership, and job security influence employee performance through the mediator of affective commitment. The study was conducted with 257 employees at an Indonesian ready-to-drink company experiencing decreased performance. Data analysis found the hypothesized relationships between the variables to be a good fit for the data.
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
This study examined factors that influence employee retention and turnover at an organization. Through surveys and interviews with 78 employees, the researchers found:
1) Location, compensation, job responsibilities, and company reputation were the most common reasons employees chose to work at the company, while compensation, lack of challenge/opportunity, and limited career advancement were the most common potential reasons for leaving.
2) Employees were generally satisfied with their jobs and unlikely to seek other employment in the next 1-2 years, though 15% indicated they were likely or highly likely to leave.
3) Feedback was identified as the area with the lowest satisfaction level according to the Job Characteristics Model, suggesting it is an area the company could improve
This document discusses a proposed conceptual framework for understanding the drivers of proactive environmental strategy in family firms. It argues that family involvement influences the attitudes, norms, and perceived behavioral control of a firm's dominant coalition. These factors determine the coalition's intentions to pursue proactive environmental strategy. Additionally, lower relationship conflict within the controlling family allows better translation of intentions into allocating resources for proactive environmental strategy. The framework is intended to provide new insights into environmental strategy by considering the impact of family control.
This document provides an introduction and literature review for a comparative study of employer provided training and organizational performance in the UK and Bangladesh. It discusses relevant theories like human capital theory and Hofstede's cultural dimensions model. For the UK context, it summarizes studies finding mixed results on the relationship between human resource management practices like training and organizational performance. Cultural dimensions show some differences between the UK and Bangladesh that could impact work attitudes and performance.
Research Methods Assignment - The Relationship among board of director charac...Amany Hamza
This report attempts to critically analyse the research paper:
Dunn, P., & Sainty, B. (2009) The relationship among board of director characteristics, corporate social performance and corporate financial performance, International Journal of Managerial, Finance, Vol. 5 No. 4, 2009 pp. 407-423
Employee engagement refers to an employee's level of involvement and enthusiasm for their work. Highly engaged employees feel a strong emotional attachment to their organization and are motivated to help it succeed. Research has found that higher employee engagement leads to improved individual and organizational outcomes such as higher productivity, customer satisfaction, retention rates, and financial performance. Engagement is influenced by factors such as empowerment, meaningful work, good relationships, and rewards for high performance.
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.
This document discusses a study on the relationship between employee motivation and organizational performance in multinational companies in Nigeria, using Cadbury Nigeria PLC as a case study. The study found that Cadbury Nigeria provided adequate motivation to employees and saw improvements in employee productivity and organizational performance. There was a positive correlation found between employee productivity and motivation programs. The document provides background context on theories of human resource management, performance management, high performance work systems, and the requirements of an effective motivational system. Senior managers are advised to continuously improve motivational programs as a core part of enhancing employee productivity.
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.
Behavioral Approach to Leadership Boundary Spanning Transaction Relationship ...IJASRD Journal
All of the organizations, before choosing of alternatives for improve of company performance, proposed for test and evaluation of the pattern of this research, and if they could not receive of suitable results from perform of it, in that case will be free for choosing and selecting another alternative. The term behavioral approach to leadership boundary spanning transaction relationship have declared that risk taking capability of the boundary spanning transaction relationship is the major factor for making distinguish between boundary spanning transaction relationship and workers. Since then, risk taking taken as one of behavioral approach to leadership boundary spanning transaction relationship's component into consideration. For these reasons, after determination of boundary spanning transaction relationship places for manufacturing organizations, the find of alternatives for perform of it is very important.
A Study on Quality of Life and Social Support Breast Cancer Women in Greater ...IJASRD Journal
This document summarizes a research paper about gainful human empowerment reform in managerial engineering. It discusses gainful policy and human empowerment reform, focusing on creating trust and confidence. It also reviews strategic control, metrics, and communication channels used in gainful human empowerment reform. The paper examines how reducing information asymmetry and improving board development can increase strategic involvement. It concludes that investing in director development affects gainful human empowerment reform strategy.
EMD Serono Analysis - MBA Organizational Behavior ClassSam Bishop
This document provides an outline for a paper analyzing organizational behavior related to worker effectiveness at EMD Serono, a mid-size biopharmaceutical company. It will focus on performance management, decision making, and work design. The outline includes an overview of EMD Serono, a literature review on the organizational behavior topics, an analysis of EMD Serono's current practices, recommendations for improvements, and an implementation plan. Performance management will aim to better define roles and link rewards to performance. Decision making processes will provide clear objectives and iterative feedback. Work design recommendations are to enhance skills utilization and autonomy. The analysis seeks to boost worker effectiveness through upgraded organizational behavior practices.
The meaning and measurement of employee engagement A review of the literature...Omar Ababneh
This document provides a review of the literature on defining and measuring employee engagement. It discusses several debates in the literature, including whether burnout is the antithesis of engagement, if engagement is a state or trait, and how engagement differs from similar constructs like job satisfaction and organizational commitment. The review examines how engagement has been defined by various researchers and identifies inconsistencies in these definitions. It also analyzes the different approaches that have been used to measure engagement and the limitations of these approaches. The goal of the document is to bring clarity to the conceptualization and measurement of employee engagement.
An empirical review of Motivation as a Constituent to Employees' Retentioninventy
This study investigated the link between motivation and retention and the effect of motivation on retention at different organisational levels. The research linked motivation and high job satisfaction to explore strategies that help in employees' retention and why public sector employees leave with particular reference to Federal Medical Centre (FMC) Owerri. This was achieved by collecting primary data from Federal Medical Centre (FMC) on non-clinical staff/employees (managers and non-managers and secondary data from published materials and the hospital's human resources (HR) data. The findings were tested using employee motivational attributes to prove that motivation plays a crucial role in enhancing employee retention. Motivation was found to be a core factor that determines the level of employee retention among managers and non-managers within the case study organisation. Specifically, it was found out that employees tend to be motivated if they are subjected to performance-based compensation, recognition for good work, and encouraged to pursue individually fulfilling tasks.
The document provides an overview of organizational behavior and key concepts in the field. It discusses how organizational behavior studies what people think, feel, and do in organizations. Organizations are defined as groups of people working interdependently toward common objectives. The document outlines reasons for studying organizational behavior, such as making sense of the workplace, influencing others to get work done, and improving financial performance. It also summarizes perspectives on organizational effectiveness including open systems perspective, high performance work practices, organizational learning, and stakeholder perspectives. Contemporary challenges for organizations discussed include effects of globalization, increasing workforce diversity, and changing employment relationships with virtual work and work-life balance issues.
This document discusses different theoretical approaches to organizational effectiveness:
- The goal approach assesses effectiveness based on how well an organization achieves its intended goals.
- The system resource approach views organizations as open systems that acquire inputs, transform them, and produce outputs. It considers an organization's relations with its environment.
- The internal process approach assesses an organization's internal efficiency, coordination, motivation, and employee satisfaction rather than just outputs.
- The strategic constituent approach defines effectiveness based on satisfying the demands of constituencies the organization depends on for resources and support.
This document summarizes key aspects of an article on alignment and compensation. It discusses reasons for high commitment management practices, including increased productivity and reduced costs. It outlines seven practices of successful organizations: extensive training, contingent compensation, self-managed teams, selective hiring, employment security, reduced status distinction, and information sharing. It discusses using compensation to achieve alignment with organizational goals and strategies. Various pay strategies are mentioned, including individual incentives, group bonuses, and creating an "ownership culture". The document advocates aligning compensation with behaviors that further the organization's success and strategic goals.
Head nurses ' job demands and resources and its relationship withAlexander Decker
The document discusses a study that examined the relationship between head nurses' job demands and resources, and their level of work engagement. A descriptive correlation design was used to study 179 head nurses across four hospitals. Three tools were used to measure job demands, job resources, and work engagement. The results found a statistically significant correlation between head nurses' job demands-resources and their work engagement. Specifically, job resources like performance feedback, growth opportunities, organizational support, and job control were predictors of higher work engagement. The study concluded that providing head nurses with adequate job resources is important for promoting their work engagement.
A STUDY ON ORGANIZATION COMMITMENT AND JOB SATISFACTION IN SELECTED BUSINESS ...IAEME Publication
The purpose of this study is to analyze the relationship between job satisfaction and organizational commitment. Employees’ productivity is largely related to their level of job satisfaction and in fact, the turnover rate can be reduced with a higher level of organizational commitment. Therefore, it is important for an organization to study the relationships between these two variables. The database was collected from the organization through a well-structured questionnaire. The questionnaire consists of personal data, Questions related to the dimension organization commitment and job satisfaction in Selected BPOs in Tiruchirappalli. Hence the sample size for the study is 110 respondents by adopting Purposive sampling technique.
relationship between transactional and transformational leadership, job secur...Panca Titis
This document summarizes a research study that examined the relationships between transformational leadership, transactional leadership, job security, affective commitment, and employee performance. Specifically, it hypothesized that transformational leadership, transactional leadership, and job security influence employee performance through the mediator of affective commitment. The study was conducted with 257 employees at an Indonesian ready-to-drink company experiencing decreased performance. Data analysis found the hypothesized relationships between the variables to be a good fit for the data.
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
This study examined factors that influence employee retention and turnover at an organization. Through surveys and interviews with 78 employees, the researchers found:
1) Location, compensation, job responsibilities, and company reputation were the most common reasons employees chose to work at the company, while compensation, lack of challenge/opportunity, and limited career advancement were the most common potential reasons for leaving.
2) Employees were generally satisfied with their jobs and unlikely to seek other employment in the next 1-2 years, though 15% indicated they were likely or highly likely to leave.
3) Feedback was identified as the area with the lowest satisfaction level according to the Job Characteristics Model, suggesting it is an area the company could improve
This document discusses a proposed conceptual framework for understanding the drivers of proactive environmental strategy in family firms. It argues that family involvement influences the attitudes, norms, and perceived behavioral control of a firm's dominant coalition. These factors determine the coalition's intentions to pursue proactive environmental strategy. Additionally, lower relationship conflict within the controlling family allows better translation of intentions into allocating resources for proactive environmental strategy. The framework is intended to provide new insights into environmental strategy by considering the impact of family control.
This document provides an introduction and literature review for a comparative study of employer provided training and organizational performance in the UK and Bangladesh. It discusses relevant theories like human capital theory and Hofstede's cultural dimensions model. For the UK context, it summarizes studies finding mixed results on the relationship between human resource management practices like training and organizational performance. Cultural dimensions show some differences between the UK and Bangladesh that could impact work attitudes and performance.
Research Methods Assignment - The Relationship among board of director charac...Amany Hamza
This report attempts to critically analyse the research paper:
Dunn, P., & Sainty, B. (2009) The relationship among board of director characteristics, corporate social performance and corporate financial performance, International Journal of Managerial, Finance, Vol. 5 No. 4, 2009 pp. 407-423
Employee engagement refers to an employee's level of involvement and enthusiasm for their work. Highly engaged employees feel a strong emotional attachment to their organization and are motivated to help it succeed. Research has found that higher employee engagement leads to improved individual and organizational outcomes such as higher productivity, customer satisfaction, retention rates, and financial performance. Engagement is influenced by factors such as empowerment, meaningful work, good relationships, and rewards for high performance.
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.
This document discusses a study on the relationship between employee motivation and organizational performance in multinational companies in Nigeria, using Cadbury Nigeria PLC as a case study. The study found that Cadbury Nigeria provided adequate motivation to employees and saw improvements in employee productivity and organizational performance. There was a positive correlation found between employee productivity and motivation programs. The document provides background context on theories of human resource management, performance management, high performance work systems, and the requirements of an effective motivational system. Senior managers are advised to continuously improve motivational programs as a core part of enhancing employee productivity.
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.
Behavioral Approach to Leadership Boundary Spanning Transaction Relationship ...IJASRD Journal
All of the organizations, before choosing of alternatives for improve of company performance, proposed for test and evaluation of the pattern of this research, and if they could not receive of suitable results from perform of it, in that case will be free for choosing and selecting another alternative. The term behavioral approach to leadership boundary spanning transaction relationship have declared that risk taking capability of the boundary spanning transaction relationship is the major factor for making distinguish between boundary spanning transaction relationship and workers. Since then, risk taking taken as one of behavioral approach to leadership boundary spanning transaction relationship's component into consideration. For these reasons, after determination of boundary spanning transaction relationship places for manufacturing organizations, the find of alternatives for perform of it is very important.
A Study on Quality of Life and Social Support Breast Cancer Women in Greater ...IJASRD Journal
This document summarizes a research paper about gainful human empowerment reform in managerial engineering. It discusses gainful policy and human empowerment reform, focusing on creating trust and confidence. It also reviews strategic control, metrics, and communication channels used in gainful human empowerment reform. The paper examines how reducing information asymmetry and improving board development can increase strategic involvement. It concludes that investing in director development affects gainful human empowerment reform strategy.
The document discusses organizational change and strategic renewal. It defines key concepts like strategic renewal, the three faces of change, sources of resistance to change, and trigger events. It emphasizes that effective strategic renewal requires aspects of turnaround, tools/techniques changes, and transformational behavioral changes. Participation is key to building support for change efforts and reducing resistance, while trigger events can initiate the need for organizational change, such as companies going global.
This document summarizes a research study on employee morale and job satisfaction among employees in heavy industries in Coimbatore, India. The study analyzes how various factors like leadership, work environment, compensation, and career growth opportunities impact employee morale. It reviews past literature on how both short-term and long-term rewards, expressions of gratitude, and incentive schemes can influence employee morale and behavior. Primary data was collected through questionnaires from industry employees and analyzed to understand key factors affecting morale. Suggestions were provided to improve low morale based on the research findings.
This report summarizes a study on the relationship between employees and owners at Masud Textile. The researcher distributed questionnaires to 15 employees to understand their satisfaction levels and identify any issues. The results found multiple factors affecting employee motivation and performance. While management uses various strategies to motivate workers, some problems remain regarding wages, benefits, promotions and communication between labor and management. Overall, the study aimed to analyze the current relationship and provide recommendations to improve it for the benefit of the organization.
International Journal of Enterprise Computing and Business Sys.docxbagotjesusa
International Journal of Enterprise Computing and Business Systems International Journal of Enterprise Computing and Business Systems International Journal of Enterprise Computing and Business Systems International Journal of Enterprise Computing and Business Systems
(Online)(Online)(Online)(Online)
http://www.ijecbs.com
Vol. 1 Issue 1 January 2011
WORKPLACE ENVIRONMENT AND ITS IMPACT ON
ORGANISATIONAL PERFORMANCE IN PUBLIC SECTOR
ORGANISATIONS
Dr. K. CHANDRASEKAR
Assistant Professor,
Alagappa Institute of Management,
Alagappa University, Karaikudi, India
Email: [email protected]
ABSTRACT
The workplace environment impacts employee morale, productivity and engagement - both positively and
negatively. The work place environment in a majority of industry is unsafe and unhealthy. These includes
poorly designed workstations, unsuitable furniture, lack of ventilation, inappropriate lighting, excessive
noise, insufficient safety measures in fire emergencies and lack of personal protective equipment. People
working in such environment are prone to occupational disease and it impacts on employee’s
performance. Thus productivity is decreased due to the workplace environment. It is the quality of the
employee’s workplace environment that most impacts on their level of motivation and subsequent
performance. How well they engage with the organization, especially with their immediate environment,
influences to a great extent their error rate, level of innovation and collaboration with other employees,
absenteeism and ultimately, how long they stay in the job. Creating a work environment in which
employees are productive is essential to increased profits for your organization, corporation or small
business. The relationship between work, the workplace and the tools of work, workplace becomes an
integral part of work itself. The management that dictate how, exactly, to maximize employee productivity
center around two major areas of focus: personal motivation and the infrastructure of the work
environment.
International Journal of Enterprise Computing and Business Systems International Journal of Enterprise Computing and Business Systems International Journal of Enterprise Computing and Business Systems International Journal of Enterprise Computing and Business Systems
(Online)(Online)(Online)(Online)
http://www.ijecbs.com
Vol. 1 Issue 1 January 2011
The paper presents the analysis of the working environment at different public sector
organizations and the research done to understand the performance level of the employees due to the
work environment, and also aims at suggesting few interactions to provide better work environment at
Public Sector Organisations.
Keywords: Work environment, employee performance, workplace design, environmental factors,
motivation
INTRODUCTION
.In today’s competitive business environment, organizations can no longer afford.
A Literature Review on the Effects of Employee Relation on Improving Employee...Christine Williams
This document provides a literature review on the effects of employee relations on improving employee performance. It examines key components of employee relationship management such as communication, participative leadership, shared goals and values, mutual trust, and motivation. The review finds that effective employee relations that incorporate these components can positively impact employee performance. Specifically, strong communication, participative leadership, shared goals between employees and management, high levels of mutual trust, and proper employee motivation are associated with improved employee performance. However, the document notes that past research on this topic has not thoroughly addressed the effects of employee relations on performance, and more empirical research is still needed.
Workforce Diversity Management towards Organizational Performance: The Case o...Dr. Amarjeet Singh
This document summarizes a study that assessed the influence of workforce diversity management on organizational performance at AlAujan Group in Bahrain. The study utilized a survey of 120 employees.
The results found that AlAujan Group generally implemented good workforce diversity management, as seen in top management support for diversity, supervisors' inclusive behaviors, and diversity-promoting activities. However, coworker behaviors toward diversity showed more variation. Overall diversity climate had a significant impact on organizational performance, but only top management support and personal diversity experiences significantly influenced performance individually. The document concludes that AlAujan Group supports diversity through its policies and activities but could improve consistency in coworker behaviors.
A STUDY ON EMPLOYEE PERCEPTION TOWARDS ORGANISATIONAL COMMITMENT AND ITS IMPA...IAEME Publication
The organizations in both public and private sectors have been putting their efforts toward creating performance culture, which is characterized by a search for strategies to improve the contribution of both individuals and organizations to enhance the performance. The Organizational Commitment is found to be one of the factors associated with enhancing Job Performance. Higher affective Commitment towards an organisation is considered an important determinant of dedication and loyalty. Affectively committed employees considered to be having a sense of belonging and identification exhibit their increased involvement in organisation’s activities and their desire to perform well in the organisation. The perception that organisation values their wellbeing evidently led employees’ to identify the organization’s wellbeing with their own. This study portrait the behavioral aspects of the employees of the firm, exhibiting their commitment to the organization.
Please make editsrevisions to correct the paper. Effect o.docxmattjtoni51554
Please make edits/revisions to correct the paper.
Effect of Motivation, Performance, and Empowerment on Business Effectiveness
Windsong Village Nursing and Rehabilitation can make progress through cutting edge viability and adequacy by inspiring workers. Authoritative viability as the thought of how adequate an association is in accomplishing the association's central goal. The development of representative fulfillment and inspiration think about the efficiency development and business aftereffects of the organization. Social insurance associations' prosperity relies on upon the workers, representative treatment, their abilities and skills, and their endeavors in the interest of the human services association.
Representative inspiration, which is an administrator's greatest test, is basic to the adequacy of an association. Work inspiration is a basic determinant of individual and authoritative achievements. Inspiration can assume a basic part in a large portion of the convincing difficulties confronting the workforce in the wellbeing area since inspiration connections to work, authoritative productivity, and representative inspiration as preconditions for achievement in business. To expand the worker inspiration toward the vision and mission, every association needs to place accentuation on their staff's welfare.
An motivated worker is responsive to positive objectives and goals he or she should accomplish. Inside spurred representatives have a tendency to relate their own headway to their work and association's progressions, and proactive individuals recognize openings and follow up on them, demonstrate activity, make a move, and continue on until important change happens. The prompt result of dampened representatives is no engagement at work, and the business may crumple without workforce engagement spurred on enthusiastic and otherworldly terms.
The effective utilization of individual capacities can improve execution and hierarchical picture. The social insurance workforce strongly affects wellbeing framework execution. The proprietors of an association can't accomplish their hierarchical goal all alone on the grounds that workers' individual execution significantly affects the authoritative execution. Passionate insight assumes a basic part with respect to hierarchical results, for example, work execution and occupation fulfillment, particularly when the emphasis is on human connection representatives. a representative could give an uplifting state of mind something to do by buckling down, being timely and standard to work, and contributing definitively to the satisfaction of the association's main goal through inspiration. Working groups, constantly coordinate for enhancing the execution and access to a larger amount of benefitting. Singular execution relies on upon inspiration, though execution of an association is the entirety of the individual execution of the representatives. The individual execution, which influences the.
The Effect of Workplace Relationship toward Job Satisfaction of Divine Word C...IJMREMJournal
The study was conducted to determine workplace relationship between employer and employees and among employees of Divine Word Colleges in Ilocos Sur, Philippines and its effect on the job satisfaction. Literatures and studies were reviewed, and questionnaires were used to gather the data related to workplace relationship and job satisfaction. The respondents of the study are employees of the colleges of Ilocos region which include Ilocos Sur and Ilocos Norte. The study is a descriptive study involving survey and fact-finding inquiry. Weighted mean and Pearson r were used to determine the workplace relationship and its correlation with job satisfaction. The study found that there is a significant correlation between workplace relationship and job satisfaction. Therefore, the study recommends that management need to monitor and improve workplace relationship between employer and employees and among employees and also improve and monitor factors that affect job satisfaction.
This document discusses organizational effectiveness and how it can be measured. It describes three approaches managers can use to evaluate effectiveness: the external resource approach which focuses on control, the internal systems approach which focuses on innovation, and the technical approach which focuses on efficiency. The document also discusses how factors like employee engagement, leadership, organizational culture, and performance monitoring can impact an organization's effectiveness. It concludes that organizational effectiveness is difficult to measure, especially with characteristics that are not quantitatively measured.
This document discusses organizational effectiveness and how it can be measured. It explains that organizational effectiveness is a tool managers use to evaluate how well an organization achieves its goals and creates value. There are three main approaches to measuring effectiveness: external resource approach, internal systems approach, and technical approach. The internal systems approach allows managers to evaluate how smoothly an organization functions and operates. Effective leadership, employee engagement, and organizational culture can impact an organization's performance. It is difficult to measure effectiveness using only quantitative metrics, so some companies also consider customer satisfaction and employee satisfaction as indicators.
Relationship of Human Resource Management Practices and Perception of Perform...Dr. Amarjeet Singh
The aim of this research was to find the relationship of human resource management practices and Perception of performance among employees of selected small and medium enterprises in the Kingdom of Bahrain by studying the status of human resource management practices in terms of career planning, compensation and benefits, performance appraisal, training and development, and employee relations and then study the level of Perception of performance in small and medium entrepreneurship in the Kingdom of Bahrain in terms of productivity, flexibility and quality. Employee performance plays a major part in any organization, it is important to increase the productivity of employees; the population of the research are employees of small and medium enterprises in the Kingdom of Bahrain. A simple random sampling was used. The questionnaire was distributed to employees and then the data converted to excel sheet and then analysed using statistical package for social scientists (SPSS). The result shows there is a relationship between independent variables (statues of human resource management practices on employees’ performance) and dependent variable (level of Perception of performance).
The Consequence of work environment on Employees ProductivityIOSRJBM
This research aims to analyze working environment of a foreign private banks operating in Kurdistan Region of Iraq and examines the relationship between the workplace physical conditions and employee’s productivity. The research uses qualitative approach, the data was collected from a questionnaire distributed to 50 employees working in four foreign banks in the Kurdistan Region of Iraq.The result will show that There is a relationship between office environment and productivity of employees. Behavioral components of office environment have a greater effect on productivity, than the physical components alone. And Satisfaction of Employees towards overall Workplace Environment leads to productivity.
This paper focuses on organizational joint consultative machinery by job instruction and communication strategic approach implemented in high-performance organizations. It is argued that organizational empowerment has resulted in rapid diffusion of high performance practices Strategic approach especially those organizations functioning in the international area. The form and joint consultative machinery of an organization's Job instruction and communication strategic approach can affect employee motivation levels in several ways. Organizations can adopt various strategic approach practices to enhance employee satisfaction. Recognizing the importance of strategic approach in achieving flexibility in an international context expands the types of research questions related to the role of strategic approach functions in organizational performance, such as selection of job instruction and communication strategic approach, training, and compensation and performance appraisal
1) The document discusses the importance of effective employee relations for improving organizational performance and solving corporate challenges. It argues that workers are the primary determinants of an organization's success or failure.
2) It reflects on learned concepts of employee relations policies and their implications for overall organizational performance. Effective leadership, teamwork, and respect between workers and management are crucial.
3) Implementing strong employee relations policies can help prevent internal conflicts, improve satisfaction, and strengthen performance by allowing workers to voice concerns and participate in decision making. When employee relations are poor, it can lead to distrust, disputes, and high turnover which negatively impact the organization.
This dissertation explores factors that impact employee performance and well-being within organizations. It aims to add empirical insights through four main objectives: 1) determine primary factors influencing performance; 2) investigate the relationship between job satisfaction and well-being; 3) examine the influence of organizational culture; and 4) evaluate employee reactions to organizational change. The study seeks to provide quantitative data and practical implications to inform management practices and enhance employee outcomes. A literature review covers key theories in organizational behavior, including classical management, human relations, and contemporary frameworks. Organizational culture and its effect on behavior will also be investigated.
Similar to Inter Adaptive Response Adjustment to Environment Relationship by Administrative Communication (20)
Gainful Human Empowerment Reform in Managerial EngineeringIJASRD Journal
This paper describes the corporate-wide approach to gainful human empowerment reform at engineering. Gainful policy is a part of gainful human empowerment reform. The gainful human empowerment reform is a culture-specific human empowerment reform style that is prevalent in managerial engineering. Gainful human empowerment reform, referring to the internal systematic approach of the organization’s human empowerment reform to strive for daintiness performance excellence, and gainful policy referring to all those measures through which one creates and strengthens confidence and trust in outsiders, especially customers, towards the organization’s abilities and products. The daintiness managers are those who inspire followers to transcend their own self-interests, and who are capable of having a profound and extraordinary effect on their followers. The paper reviews the daintiness strategy implementation, strategic control, daintiness metrics, and daintiness channels.
Road Accident Analysis and Prevention in Nigeria: Experimental and Numerical ...IJASRD Journal
This paper empirically analysed road accident and its prevention in Nigeria. Data for road traffic crashes trend was sourced from Federal Road Safety Corps in Nigeria from 1960 - 2017. The data was tested for stationarity using Augmented Dickey Fuller (ADF) test, while the co-integration was conducted using Johansen’s methodology. Least Square estimate was employed for the empirical analysis. The results show that there is long run equilibrium relationship between total number of casualties, total number of fatal cases and total number of minor cases of accidents in Nigeria. The results show that there is positive and significant relationship between fatal cases, severe cases and total number of casualties, while minor cases have negative and significant relationship with total number of casualties. The study therefore recommends that government should invest massively in road transportation infrastructure in order to repair dilapidated roads, expand narrow roads and construct new ones. Government should legislate and enforce installation of speed limit devices for all vehicles operating on Nigerian roads to reduce reckless speeding on the highways which will definitely reduce total number of accidents and casualties on Nigerian roads.
Leadership by Humanistic Approach in Workplace ManagementIJASRD Journal
The form and structure of an organization's human resources system can affect employee motivation levels in several ways. Organizations can adopt various systems type leadership humanistic approach empowerment practices to enhance employee satisfaction. The systems type leadership revolution moves recording and analysis activities that were traditionally professional performance lines of activities focused to high operational content. The scientific and systems type leadership progress, growth and internationalization of markets, processors are processes in which the accounting profession plays a leading role of humanistic approach in workplace management. This paper considers the humanistic approach in workplace management. The strategic importance of workers is discussed and their interaction, as an asset, with other important organization assets. The basic methodologies for workers are then explained and their limitations are considered.
Time Evolution of Density Parameters for Matter and Dark Energy and their Int...IJASRD Journal
In the framework of Brans-Dicke (BD) theory, the first part of the present study determines the time dependence of BD parameter, energy density and Equation of State (EoS) parameter of the cosmic fluid in a universe expanding with acceleration, preceded by a phase of deceleration. For this purpose, a scale factor has been so chosen that the deceleration parameter, obtained from it, shows a signature flip with time. Considering the dark energy to be responsible for the entire pressure, the time evolution of energy parameters for matter and dark energy and the EoS parameter for dark energy have been determined. A model for an effective interaction term, between matter and dark energy, has been proposed and calculated. Its negative value at the present time indicates conversion of matter into dark energy. Using this term, the time dependence of the rates of change of matter and dark energy has been determined. It is found that the nature of dependence of the scalar field upon the scale factor plays a very important role in governing the time evolution of the cosmological quantities studied here. The present study provides us with a simple way to determine the time evolution of dark energy for a homogeneous and isotropic universe of zero spatial curvature, without involving any self-interaction potential or cosmological constant in the formulation.
An Experimental Investigation on Normal Concrete using Rice Husk Ash, Dolomit...IJASRD Journal
Generally concrete is good in compression and weak in tension. The fibre in concrete generally increases both the compression and tension in concrete cement is the most important constituent material, since it binds the aggregate and resists the atmosphere action. Since the production of Portland cement clinker is an energy intensive process a partial substitution of clinker by mineral like dolomite and abundantly available agriculture wastes like Rice husk ash obviously represents considerable energy servings and reduction of Co2 emission. In this project work banana fibre are added with 2% by volume of cement, dolomite powder and Rice husk ash is partially replaced by 5.0%, 7.5% and 10% by the volume of cement. The concrete was determined for mechanical properties like compressive strength, split tensile strength and flexural strength they are also tested and studied.
A Novel Implementation for Radio Resource Allocation on Mobile Access Based o...IJASRD Journal
The proposed technology can reduce network costs by allowing optimized use of radio resources in mobile wireless networks. The system provides reliable and high-capacity channels, while the wireless part allows user mobility. Solving the problem involves an attempt to determine an optimal distribution of radio resources to the RAUs (radio allocation unit) and network cells can be split or merged dynamically to optimize this distribution as a function of the fluctuation of demands.
The Internet of Things (IoT) can be able to incorporate a large number of different end systems and it have the ability to transfer data over internet without human interaction. One of the main concerns with our environment has been solid waste management which in addition to disturbing the balance of the environment. it also has adverse effects on the health of the people in the society. The detection, monitoring and management of wastes is one of the primary problems. The traditional way of manually monitoring the wastes in garbage bins is the complex process and also it utilizes more human effort and time. This is an advanced method in waste management since it is automated. This IoT garbage monitoring system is a very innovative system which will help to prevent overflowing of wastes from the bin and keep cities clean. This system monitors the garbage bins and informs about the level of garbage collected in garbage bins. The data is transfer through internet to the control room.
IoT Based Accident Avoidance and Detection System for Two WheelersIJASRD Journal
This document describes an IoT-based accident avoidance and detection system for two-wheelers. The system uses an accelerometer to sense vehicle tilt and activate supporting wheels to prevent falls. A vibration sensor senses accident severity. An IoT modem then sends this data to an Android app, which notifies the nearest medical center and friends via text with the accident location. This allows for timely medical aid. The system can also monitor speed and trigger an alarm if speed exceeds a threshold, helping avoid accidents. The goal is to reduce accident fatalities by facilitating immediate emergency response.
Internet of things (IoT) has started growing due to the developments in RFID, sensors, communication technologies and Internet protocols. The basic aim is to connect sensors in a straight line devoid of human association in the vicinity of help in creation of new types applications. The revolution in mobile, Internet in addition to machine-to-machine (M2M) technologies preserve is seen when the primary step towards IoT. Internet of Things (IoT) is forwarding the association among the objects (the “things”) and the backend systems passing through the Internet. Every object can become connected and smart. As a result, the background is monitored via sensing the background furthermore the data are transferred toward cloud with internet connectivity of the things. The monitoring environment comes closer in spite of distance. There are several platforms that provide services such as data analytics, business analytics, notification, etc. Each platform provides a specific service In this expose, we examine a delegate section of these platforms, together open- source and proprietary, on the source of their capability to convene the potential of dissimilar IoT users. The evaluation focuses on how prepared and functional these platforms are for IoT ecology players, other than on the peculiarities of the essential scientific layers. This paper mainly aims to provide a summary of different platforms and stages for IOT. This paper would help the IoT users to decide their best platform to suit their application.
Realization of Direct Digital Synthesis in Cordic AlgorithmIJASRD Journal
Nowadays the modern communication system and software defined radio-based applications needs Trans receiver consisting of fully programmable circuit which performs modulation and demodulation process. The method which does not need memory for realizing modulators and demodulators is CORDIC algorithm. The CORDIC algorithm is a versatile algorithm which calculates only adder and shifter operations instead of using multiplier. So, this algorithm is mostly used for VLSI and digital signal processing. The main concept used in this project is Direct Digital Synthesis (DDS) which generates the analog waveform in digital format based on CORDIC algorithm approach .This paper focuses on analysis and simulation of Binary phase shift keying (BPSK), Binary amplitude shift keying (BASK), Binary frequency shift keying (BFSK), Quadrature phase shift keying (QPSK) modulation scheme using DDS based on CORDIC algorithm instead of ROM look up table which greatly reduce the number of slices and no of look up tables. The whole simulation is done on Modelsim and Xilinx-ISE using Verilog descriptive language and these modulation schemes are implemented on Spartan-3 FPGA kit.
Virtual Reality Based Requirement Distributions for Disaster Affected PeoplesIJASRD Journal
The general aim of the development of virtual reality technology for automation applications at the IRF is to provide the framework for Projective Virtual Reality which allows users to “project” their actions in the virtual world into the real world. Based on this virtual reality requirement distribution for disaster affected people system is proposed. In this system, it displays the basic need of affected people. Through this the concerned authority will know their requirement and distribute their need. The proposed system gets user’s height and change buttons’ vertical position. In addition, users can change a button label and type.
Implementation of Low Complex Universal Filtered MulticarrierIJASRD Journal
In 5G technology for enhancing the high speed data process the Filter Bank Multicarrier (FBMC), Universal Filtered multicarrier (UFMC), and Generalized Frequency Division Multiplexing (GFDM) techniques are used in effective manner. The FIR filter plays an important role in 5G mobile communication technology. In this paper, the hardware complexity reduced by using the FIR filter. In previous technique, 73 multipliers are required to the filtering process. Here to reduce the number of multipliers by using the multiplexers. The 73 multipliers to be replaced with the 5 number of 16:1 multiplexers, 5 multipliers and 4 registers. The Multiple Constant Multiplication (MCM) scheme is also presented for the block implementation FIR filters. Reducing the memory usage for using the less number of multipliers. Use the less number multipliers the difficulties are to be reduced. The overall implementation has a result of 42% reduction in hardware complexity.
Uncompressed Video Streaming in Wireless Channel without Interpolation using ...IJASRD Journal
This document summarizes an article that proposes methods for uncompressed video streaming over wireless channels using search algorithms without interpolation. It introduces full search and logarithmic search algorithms to estimate pixel motion for video transmission. The full search algorithm provides optimal estimation but is computationally expensive, while the logarithmic search algorithm reduces complexity. Experimental results show the full search algorithm achieves higher peak signal-to-noise ratio than existing methods. The proposed methods improve video quality for wireless transmission without increasing computational complexity.
Massive MIMO-Based 5G Networks: Energy Harvesting Base Stations with Minimum ...IJASRD Journal
The degree of CSI available to Transmitter and Receiver is influenced by the capacity of MIMO (Multiple Input and Multiple Output). The maximizing Energy Efficiency (EE) is to optimum transmission strategy for multiple user Massive MIMO system are to be optimized in radio frequency energy harvesting network. The grid energy permits requite for the changeability and intermittent the harvest energy. Hence, the quality of service constraint has to been solved under the problem of power grid expenditure reduction. In hybrid Massive MIMO system focuses on Energy efficient maximization where Massive MIMO employs where there are two other promising 5G technologies: assorted networks and millimeter wave. For achieving larger Energy Efficiency gains multiple opportunities open up than with conservative Massive MIMO systems. A sarcastic psychoanalysis of the Energy Efficient development approach considering combination Massive MIMO scheme permits as to verify various open research tribulation it will immensely help users in using energy-efficient 5G deployments.
Voice Based Search Engine for Visually Impairment PeoplesIJASRD Journal
World Wide Web (WWW) is unexpectedly emerging because the accepted records supply for our society. The WWW is normally reachable the usage of an internet-browsing package from a networked pc. The layout of facts on the net is visually orientated. The reliance on visible presentation locations excessive cognitive demands on a person to function this sort of system. The interaction might also sometimes require the whole attention of a consumer. The design of information presentation at the web is predominately visible-oriented. This presentation technique requires most, if no longer all, of the person’s attention and imposes significant cognitive load on a user. This technique isn't always sensible, in particular for the visually impaired persons. The awareness of this challenge is to develop a prototype which supports net browsing the use of a speech-based interface, e.g. A telephone, and to degree its effectiveness. The command input and the delivery of web contents are totally in voice. Audio icons are constructed into the prototype so that users will have higher knowledge of the original shape/purpose of a web page. Navigation and manage commands are available to decorate the net browsing enjoy. The effectiveness of this prototype is evaluated in a consumer take a look at involving both generally sighted and visually impaired humans. Voice browsers allow human beings to get right of entry to the Web the usage of speech synthesis, pre-recorded audio, and speech reputation. This may be supplemented via keypads and small presentations. Voice may also be supplied as an accessory to standard computing device browsers with high resolution graphical presentations, presenting an on hand alternative to the use of the keyboard or screen, as an instance in cars in which palms/eyes unfastened operation is crucial. Voice interplay can get away the bodily obstacles on keypads and shows as cell devices turn out to be ever smaller. The browser will have an integrated textual content extraction engine that inspects the content of the page to construct a structured illustration. The inner nodes of the structure constitute diverse tiers of abstraction of the content. This enables in easy and bendy navigation of the page so that it will hastily home into gadgets of interest.
Developing countries like India needs a significant improvement in infrastructure such as Roads or Highways. An express high way, for physical improvement, is one of them. Regardless, we experience a long queue at each toll plazas on expressway which wastes a lot of experience time, fuel and surges of co2. In order to check the issue basic in light of the present manual toll gathering system, Automated Toll Collection structure is exceedingly required. In this venture, we will look at the separate data from the client and it will be prepared for toll gathering framework, to make progressively productive and perfect. Beginning at now, at each toll both the vehicle needs to stop for paying the toll. We have proposed a structure that would pay the toll subsequently and diminish the line at the toll corner. For this purpose we have used the RFID tags to identify the user and so that the amount is automatically deducted from the users wallet. SMS is send to the user after deducting the amount form the user wallet. In addition to this, we have used the GPS to find the user location.
Secure Medical Data Computation using Virtual_ID Authentication and File Swap...IJASRD Journal
PHR provides users with a great deal in leakage of sensitive information. However, securing the sensitive medical data also brings very serious security problems, especially for the data security which is stored in the medical cloud data. Once the data is leaked to a third party, then the data privacy has become a major problem, mainly such as authentication, availability of data, confidentiality etc., and which is to be taken into consideration very effectively. An authentication scheme based on virtual smartcard using hashing function for medical data is proposed to solve the problem of in which the illegal users access the resources of servers. Here, we also maintain PHR sensitive data in the cloud by using file swapping concept. Once the user access the data. The user data will be swapped into different places by file swapping concept, so the file will be more secured and no one can hack or theft our data.
Secure Video Processing using ROI Extraction and ECC EncryptionIJASRD Journal
Video encryption is the process of encrypting videos to hide the object in video for secure video sharing. To hide privacy from sensitive areas in video frame, ROI extraction techniques are proposed. Lightweight encryption algorithm is performed on every ROI to make the privacy sensitive information. To implement ECC encryption for encryption of extracted ROI. Provide secure video communication between sender and receiver.
An Approach to Detect and Avoid Social Engineering and Phasing Attack in Soci...IJASRD Journal
Digital physical frameworks are the key advancement driver for some spaces, for example, car, flight, mechanical procedure control, and industrial facility mechanization. Be that as it may, their interconnection possibly gives enemies simple access to delicate information, code, and setups. In the event that aggressors gain control, material harm or even damage to individuals must be normal. To neutralize information burglary, framework control and digital assaults, security instruments must be implanted in the digital physical framework. The social building assault layouts are changed over to social designing assault situations by populating the format with the two subjects and articles from genuine precedents while as yet keeping up the point by point stream of the assault as gave in the format. Social Engineering by E-Mail is by a wide margin the most intensely utilized vector of assault, trailed by assaults beginning from sites. The aggressor in this way misuses the set up trust by requesting that consent utilize the organization's remote system office to send an email. A social designer can likewise join mechanical intends to accomplish the assault goals. The heuristic-based discovery method examines and separates phishing site includes and recognizes phishing locales utilizing that data .Based on the robotized examination of the record in the informal organization, you can construct suppositions about the power of correspondence between clients. In view of this data, it is conceivable to compute the likelihood of achievement of a multistep social building assault from the client to the client in digital physical/digital social framework. Furthermore, the proposed social designing assault layouts can likewise be utilized to create social building mindfulness material.
Effect of HHO Gas as Fuel Additive on the Exhaust Emissions of Internal Combu...IJASRD Journal
The use of carbon-base fuels by diesel engines release gases such as CO, NOx, SO2, and THCs which constitute a major source of environmental pollution. These gases when released into the atmosphere result in the formation of acid rain and cause greenhouse effect. In the present study, an experiment was carried out with and without the use of HHO gas. The concentrations of the emitted gases were measured using an E8500 Plus gas analyzer. The results showed that the average concentrations of carbon monoxide (CO), total unburnt hydrocarbons (THCs), oxides of nitrogen (NOx) and sulphur dioxide (SO2) emitted from the combustion chamber of the test engine was decreased by 68.8%, 35.2%, 16.4% and 97.9% respectively when a mixture of HHO gas/petrol/air was used instead of petrol/air mixture in an internal combustion engine. However, the average concentration of oxygen (O2) gas increased by 1.7%.
This document provides an overview of wound healing, its functions, stages, mechanisms, factors affecting it, and complications.
A wound is a break in the integrity of the skin or tissues, which may be associated with disruption of the structure and function.
Healing is the body’s response to injury in an attempt to restore normal structure and functions.
Healing can occur in two ways: Regeneration and Repair
There are 4 phases of wound healing: hemostasis, inflammation, proliferation, and remodeling. This document also describes the mechanism of wound healing. Factors that affect healing include infection, uncontrolled diabetes, poor nutrition, age, anemia, the presence of foreign bodies, etc.
Complications of wound healing like infection, hyperpigmentation of scar, contractures, and keloid formation.
LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UPRAHUL
This Dissertation explores the particular circumstances of Mirzapur, a region located in the
core of India. Mirzapur, with its varied terrains and abundant biodiversity, offers an optimal
environment for investigating the changes in vegetation cover dynamics. Our study utilizes
advanced technologies such as GIS (Geographic Information Systems) and Remote sensing to
analyze the transformations that have taken place over the course of a decade.
The complex relationship between human activities and the environment has been the focus
of extensive research and worry. As the global community grapples with swift urbanization,
population expansion, and economic progress, the effects on natural ecosystems are becoming
more evident. A crucial element of this impact is the alteration of vegetation cover, which plays a
significant role in maintaining the ecological equilibrium of our planet.Land serves as the foundation for all human activities and provides the necessary materials for
these activities. As the most crucial natural resource, its utilization by humans results in different
'Land uses,' which are determined by both human activities and the physical characteristics of the
land.
The utilization of land is impacted by human needs and environmental factors. In countries
like India, rapid population growth and the emphasis on extensive resource exploitation can lead
to significant land degradation, adversely affecting the region's land cover.
Therefore, human intervention has significantly influenced land use patterns over many
centuries, evolving its structure over time and space. In the present era, these changes have
accelerated due to factors such as agriculture and urbanization. Information regarding land use and
cover is essential for various planning and management tasks related to the Earth's surface,
providing crucial environmental data for scientific, resource management, policy purposes, and
diverse human activities.
Accurate understanding of land use and cover is imperative for the development planning
of any area. Consequently, a wide range of professionals, including earth system scientists, land
and water managers, and urban planners, are interested in obtaining data on land use and cover
changes, conversion trends, and other related patterns. The spatial dimensions of land use and
cover support policymakers and scientists in making well-informed decisions, as alterations in
these patterns indicate shifts in economic and social conditions. Monitoring such changes with the
help of Advanced technologies like Remote Sensing and Geographic Information Systems is
crucial for coordinated efforts across different administrative levels. Advanced technologies like
Remote Sensing and Geographic Information Systems
9
Changes in vegetation cover refer to variations in the distribution, composition, and overall
structure of plant communities across different temporal and spatial scales. These changes can
occur natural.
Chapter wise All Notes of First year Basic Civil Engineering.pptxDenish Jangid
Chapter wise All Notes of First year Basic Civil Engineering
Syllabus
Chapter-1
Introduction to objective, scope and outcome the subject
Chapter 2
Introduction: Scope and Specialization of Civil Engineering, Role of civil Engineer in Society, Impact of infrastructural development on economy of country.
Chapter 3
Surveying: Object Principles & Types of Surveying; Site Plans, Plans & Maps; Scales & Unit of different Measurements.
Linear Measurements: Instruments used. Linear Measurement by Tape, Ranging out Survey Lines and overcoming Obstructions; Measurements on sloping ground; Tape corrections, conventional symbols. Angular Measurements: Instruments used; Introduction to Compass Surveying, Bearings and Longitude & Latitude of a Line, Introduction to total station.
Levelling: Instrument used Object of levelling, Methods of levelling in brief, and Contour maps.
Chapter 4
Buildings: Selection of site for Buildings, Layout of Building Plan, Types of buildings, Plinth area, carpet area, floor space index, Introduction to building byelaws, concept of sun light & ventilation. Components of Buildings & their functions, Basic concept of R.C.C., Introduction to types of foundation
Chapter 5
Transportation: Introduction to Transportation Engineering; Traffic and Road Safety: Types and Characteristics of Various Modes of Transportation; Various Road Traffic Signs, Causes of Accidents and Road Safety Measures.
Chapter 6
Environmental Engineering: Environmental Pollution, Environmental Acts and Regulations, Functional Concepts of Ecology, Basics of Species, Biodiversity, Ecosystem, Hydrological Cycle; Chemical Cycles: Carbon, Nitrogen & Phosphorus; Energy Flow in Ecosystems.
Water Pollution: Water Quality standards, Introduction to Treatment & Disposal of Waste Water. Reuse and Saving of Water, Rain Water Harvesting. Solid Waste Management: Classification of Solid Waste, Collection, Transportation and Disposal of Solid. Recycling of Solid Waste: Energy Recovery, Sanitary Landfill, On-Site Sanitation. Air & Noise Pollution: Primary and Secondary air pollutants, Harmful effects of Air Pollution, Control of Air Pollution. . Noise Pollution Harmful Effects of noise pollution, control of noise pollution, Global warming & Climate Change, Ozone depletion, Greenhouse effect
Text Books:
1. Palancharmy, Basic Civil Engineering, McGraw Hill publishers.
2. Satheesh Gopi, Basic Civil Engineering, Pearson Publishers.
3. Ketki Rangwala Dalal, Essentials of Civil Engineering, Charotar Publishing House.
4. BCP, Surveying volume 1
it describes the bony anatomy including the femoral head , acetabulum, labrum . also discusses the capsule , ligaments . muscle that act on the hip joint and the range of motion are outlined. factors affecting hip joint stability and weight transmission through the joint are summarized.
A review of the growth of the Israel Genealogy Research Association Database Collection for the last 12 months. Our collection is now passed the 3 million mark and still growing. See which archives have contributed the most. See the different types of records we have, and which years have had records added. You can also see what we have for the future.
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2. Inter Adaptive Response Adjustment to Environment Relationship by Administrative
Communication
Volume 06, Issue 01, Version I, Jan’ 2019 14
INTRODUCTION
The performance of each organization is function of total performance of relative
departments and performance of each department is function of total performance of
relative individuals and personnel of this organization. For this reason, the performance
improvement of organization depends on personnel performance and one of the most
alternative in this thesis for increase of inter adaptive response performance is determine of
suitable and relative adjustment to environment relationship place for personnel in
organization on base of individual characteristics that were defined and determined after
collection of top management and specialists opinions through questionnaire and
conversations are as creativity, group or individual oriented, self-confidence, crisis
acceptance or crisis running, risk acceptance or risk running, to excite of self and coworkers,
membership in-group, to give freedom to group, interpersonal skills and planning ability.
Inter adaptive response performance is a topic to which the necessary importance should be
attached in terms of its relation with discontinuation, personnel turnover and inter
adaptive response success. The qualified inter adaptive response performance effect has a
considerable amount of importance on attainment of the long-term-targets. Hence today’s
businesses consider the human resources as one of the invaluable fortunes of the
organization.
The complexity and sophistication of decision making requires active and dynamic
management. Managing various and multifaceted internal activities is only part of the
modern executive’s responsibilities. The prediction that adjustment to environment
relationship dispersion increases with job tenure, controlling for experience and education,
is consistent with adjustment to environment relationship by administrative
communications. But it is also consistent with the hypothesis that there are differences in
the amount of training between workers in similar job positions within a organization or
among organizations.
1.1 Inter Adaptive Response Performance
Explaining its nature some researcher tends to agree that job satisfaction is
essentially controlled by factors described perspectives as external to the organization.
From this viewpoint performance on organization might be motivated by the nature of the
adjustment to environment relationship, its pervasive social climate and extent to which
adjustment to environment relationship peculiar needs are met. In accordance with
performance value increase at other companies that can perform of by administrative
communication high percent and receive results that after this range, the positive change
about performance value will be possible. Inter adaptive response performance is an
important issue; its absence often leads to lethargy and reduced inter adaptive response
commitment. Lack of inter adaptive response performance is a predictor of quitting a
organization. Sometimes organizations may quit from public to the private sector and vice
versa. In the other times the movement is from one profession to another that is considered
a greener pasture.
Adjustment to environment relationship conditions that is similar to local and
international standard and extent to which they resemble work conditions of other
professions in the locality. Other inclusions are the availability of power and status,
3. Fegh-hi Farahmand et al., (2019)
15 Volume 06, Issue 01, Version I, Jan’ 2019
adjustment to environment relationship, promotion opportunities, and task clarity inter
adaptive response performance. The organizations have three alternatives for fulfillment of
above subject in industrial organization that is as follows:
1) Inter adaptive response basic changes: Applying of fundamental and basic
changes at industrial organizations for example in field of human, machines,
equipments and other available facilities in order to prepare of them for
performance improvement. Certainly, the fulfillment of this alternative has
required to more expenses and sometimes it is impossible.
2) Inter adaptive response continuous: To continuous of available conditions
with related performance, that if each organization has very satisfaction from
their performance, it has not doing anything/s. But, the number of such
organization is very few. Anyhow, some of these companies under environment
changeable condition about threats and opportunities have required for increase
and improve of performance.
3) Inter adaptive response relationship changes: Finding and choosing of
comfortable of method that through perform of it, to be able and capable for
increase and rise of inter adaptive response performance.
The fulfillment and cost of this method must be very suitable for companies that
often are capable for execution of it in their organizations with perform of below stages:
Stage 1) Define of strategic adjustment to environment relationship for organization
and giving affects it to company very easily with replacement of departments of
organization at related adjustment to environment relationship.
Stage 2) To place of personnel at above mentioned adjustment to environment
relationships under the pretense of adjustment to environment relationship place in
compliance with related personnel characteristics that will be suggested then review and
evaluation of quantity inter adaptive response performance in accordance with determined
standards for evaluation for results comparison.
Corporate studies undertaken explain inter adaptive response empowerment taking
as an indispensable part of inter adaptive response adjustment to environment relationship
which drives organizations toward success. In order to performance improvement, it is
better that before start or during of inter adaptive response activities, personnel with high
value individuals characteristics put at create adjustment to environment relationship
place, and personnel with low values put in execution adjustment to environment
relationship place and rest put in balancer keeper or supporting adjustment to environment
relationship places. The Organization's principles and the philosophy of organization
activities are as follows and build technical expertise, realize change and strive for
consistent growth (Cameron, 1998, 61).
− To contribute to creating a better society and environment, with a organization
awareness of social responsibility
− To maintain high corporate and cooperation ethics and strive to become a
organization worthy of society's trust for nurture a lively corporate culture that
enables employee, self-improvement.
Moreover, the environment surrounding the demand for business or communication
with customer/service receiver related to long distance communication the strategic area of
the organization is likely to continue to be severe.
4. Inter Adaptive Response Adjustment to Environment Relationship by Administrative
Communication
Volume 06, Issue 01, Version I, Jan’ 2019 16
Amidst these conditions, the organization has further accelerated the relationship
reform of its businesses or communications, placing emphasis on both offense and defense
across the organization under the initiatives of the relationship reform committee establish
will be very necessary for organization. The choice of adjustment to environment
relationship must be determined by the firm's strategy. The adjustment to environment
relationship must segment key activities and or strategy operating units to improve
efficiency through specialization, response to adjustment to environment and freedom to act
at the same time, the adjustment to environment relationship must effectively integrated
and coordinate these activates and units to accommodate interdependence of activities and
overall control (Kats and Kahn ,1966,11-15).
One limitation of inter adaptive response data cannot monitor the careers of
managers within their organizations' hierarchy because managers cannot be individually
identified. Neither does organization know whether a manager is externally hired or
internally promoted. For this reason inter adaptive response analysis cannot deal with the
hypothesis postulated about differences in information about the innate abilities of
managers that are internally promoted versus managers that are externally recruited, and
the implications for turnover and promotion rates. When no control is made of this
difference, organization cannot be sure of the true explanation behind the empirical
evidence. Predictions of adjustment to environment relationship dispersion within job
positions refer to the period before entering the current job and therefore are not affected by
differences in training between workers of similar positions in the hierarchy.
1.2 Inter Adaptive Response Relationship
Inter adaptive response empowerment encompasses financial inter adaptive
response empowerment including commitment to a massive amount of capital or loan and
personal inter adaptive response empowerment. Inter adaptive response empowerment
taking is the arrangements of firm for supporting innovative projects, even when these
actions are taken in an uncertain environment. Generally speaking, inter adaptive response
empowerment taking capability refers to those activities that increase the capability of an
organization in identifying or exploiting market opportunities in order to surpass their
competitors (Ergün et al., 2004: 260).
While inter adaptive response adjustment to environment relationship provides the
overall framework for strategy implementation, it is not in itself sufficient to ensure
successful execution. Within inter adaptive response adjustment to environment
relationship, individuals, groups, and units are the mechanisms of inter adaptive response
action, and the effectiveness of their actions is a major determinant of successful
implementation. Therefore after formulating a company's strategy, management must
make designing the adjustment to environment relationship its next priority, for strategy
can only be implemented through inter adaptive response adjustment to environment
relationship (Shertzer, 2002, 25). Recently, inter adaptive response commitment has been
studied in the public, private, and non-profit sectors. Early researches focused on defining
the concept and current research inter adaptive response performance to examine inter
adaptive response adjustment to environment relationship through two popular approaches,
commitment-related attitudes and commitment-related behaviors. Researchers have found
5. Fegh-hi Farahmand et al., (2019)
17 Volume 06, Issue 01, Version I, Jan’ 2019
that inter adaptive response performance was positively correlated with affective and
adjustment to environment relationship.
The activates of inter adaptive response personnel are meaningless unless some
type of adjustment to environment relationship is used to assign people to tasks and
connect the activities of different people or functions as follows (Denison,2000,2-12):
− Management chooses how to distribute decision - making authority in the
organization.
− It chooses how to divide labor in the organization and group inter adaptive
response tasks.
Inter adaptive response adjustment to environment relationship is the way of
demonstrating responsibility and power are allocated; then the work procedures are carried
out among inter adaptive response members. On the contrary, a formalized and centralized
adjustment to environment relationship should develop a high level of inter adaptive
response politics among employees. That was due to perception of politics which are
important in order to influence the decision-makers i.e. the managerial level staff.
Inter adaptive response formalization and culture may bring about extra-role
behavior in terms of ingratiation or inter adaptive response citizenship behavior among
employees. Also inter adaptive response behavior is depending on motive, perception of
others, or both. Ingratiation is a negative behavior, such that employees exhibit inter
adaptive response citizenship behavior with some ulterior motives. This is also known as
political tactics to influence their superior, with the intention of fulfilling their own personal
motives. Inter adaptive response citizenship behavior on the other hand, is a genuine extra-
role or discretionary behavior that employees engaged in.
If manager's sense that their subordinates are engaging in ingratiation, instead of
inter adaptive response citizenship behavior, they will then develop a negative perception
towards the employees. There is no perfect inter adaptive response adjustment to
environment relationship that fits all large organizations. Organizations cannot be fully
centralized or decentralized, but it must be in the form of a hybrid i.e. combination of
centralized and decentralized.
One of the important issues that were raised among the inter adaptive response
performance factors was adjustment to environment relationship, organization, adjustment
to environment relationship position, creates adjustment to environment relationship,
balancer, execution, supporter, personnel characteristics and evaluation and one of the
theories proposed in this area discussed. This study is intended that the relationship
between dimensions of inter adaptive response performance and the dimensions of inter
adaptive response adjustment to environment relationship.
For this reason, adjustment to environment relationship in any large organization
needs to be revised from time to time depending on changes may occur in the external and
internal environment. Therefore, it is a challenge for managers to identify which
adjustment to environment relationship provides the most benefits to employees as well as
the organization. Working conditions that are similar to local and international standard
and extent to which they resemble work conditions of other professions in the locality.
Other inclusions are the availability of power and status, pay satisfaction, promotion
opportunities, and task clarity.
6. Inter Adaptive Response Adjustment to Environment Relationship by Administrative
Communication
Volume 06, Issue 01, Version I, Jan’ 2019 18
The best inter adaptive response adjustment to environment relationship as Figure 1
is a topic to which the necessary importance should be attached in terms of its relation with
discontinuation, personnel turnover and job success.
Figure – 1: Inter Adaptive Response Adjustment to Environment Relationship
Sources
Transfer
Diffusion
Users
Embodied in goods, technique, organization or unembodied
Institutional Economic Socio-Cultural Political
Impacts
Technological System
Internal
Technological
Scientific
External Determinants
The effect of different levels of each factor on adjustment to environment
relationship and inter adaptive response performance in province rural employees were
determined. According to adjustment to environment relationship by administrative
communication, the dependent variables are inter adaptive response performance,
adjustment to environment relationship, organization, adjustment to environment
relationship position, creates adjustment to environment relationship, balancer, execution,
supporter, personnel characteristics and evaluation. These parameters are known as
independent variables in inter adaptive response relationship and job characteristics. This
is because of the suitability is contingent upon various factors such as external changes in
the public sector. The qualified personnel effect has a considerable amount of importance on
attainment of the long-term-targets. Hence today’s businesses consider inter adaptive
response adjustment to environment relationship as one of the invaluable fortunes of the
organization. Inter adaptive response performance is an important issue; its absence often
leads to lethargy and reduced inter adaptive response commitment. Sometimes workers
may quit from public to the private sector and vice versa. In the other times the movement
is from one profession to another that is considered a greener pasture. This later is common
in countries grappling with dwindling economy and its concomitant such as poor conditions
of service and late payment of salaries. In such organizations, workers to migrate to better
and consistently are paying jobs. Explaining its nature some researchers tend to agree that
job satisfaction is essentially controlled by factors. From this viewpoint inter adaptive
response performance might be motivated by the nature of the job, its pervasive social
climate and extent to which workers peculiar needs are met.
Adjustment to environment relationship is the leadership in the environment by
holding market opportunities initiatively. Consider adjustment to environment relationship
as adopting adjustment to environment privileges in the available markets. Adjustment to
environment relationship shows that the firm is looking for market opportunities by means
of innovations, products, services, technology, and techniques management in industry with
the purpose of affecting the environment (Ergün et al., 2004:260).
7. Fegh-hi Farahmand et al., (2019)
19 Volume 06, Issue 01, Version I, Jan’ 2019
Increasing the organization's perception of the market signals and having knowledge
about customer needs (either overt or covert) are two main privileges that adjustment to
environment relationship puts emphasis. The studies undertaken have revealed that active
corporations, with a high performance, respond to market signals appropriately and tend to
seize the new opportunities. From Covin and Slevin's (1990) point of view, an active and
proactive organization is a leader than a follower, and shows more willingness to market
changes and trends through specific learning and experience. Active organizations possess a
better position in respect of using market share by active prediction of and preparation for
market changes (Walter et al, 2006: 549). Inter adaptive response adjustment to
environment can significantly predict adjustment to environment relationship and inter
adaptive response personnel characteristics among blue collar workers, reported that
promotion, satisfaction, job characteristics, extrinsic and intrinsic exchange, as well as
extrinsic and intrinsic rewards, were related to the commitment.
1.3 Inter Adaptive Response Adjustment to Environment Relationship
Recently, inter adaptive response commitment has been studied in the public,
private, and non-profit sectors. Early research focused on defining the concept and current
research continues to examine inters adaptive response commitment through two popular
approaches, commitment-related attitudes and commitment-related behaviors. Figure 2
shows inter adaptive response aspects.
Figure – 2: Inter Adaptive Response Adjustment to Environment Relationship Aspects
A variety of antecedents and outcomes have been identified in the past thirty years.
Researchers have found that age was positively correlated with affective inter adaptive
response performance and normative inter adaptive response adjustment to environment
relationship; but not to continuance commitment. Inter adaptive response adjustment to
environment relationship can analysis of factors that can significantly predict job
satisfaction and inter adaptive response commitment among blue collar workers, reported
that promotion, satisfaction, job characteristics, extrinsic and intrinsic exchange, as well as
8. Inter Adaptive Response Adjustment to Environment Relationship by Administrative
Communication
Volume 06, Issue 01, Version I, Jan’ 2019 20
extrinsic and intrinsic rewards, were related to the commitment. One of the important
issues that were raised among inters adaptive response factors was job design. This study is
intended that the relationship between inter adaptive response performance and the
dimensions of inter adaptive response adjustment to environment relationship of different
levels of each factor on job satisfaction and inter adaptive response commitment in province
rural employees were determined. The dependent variables in this study are interring
adaptive response performance and inter adaptive response adjustment to environment
relationship. These parameters are known as independent variables in inter adaptive
response adjustment to environment relationship and job characteristics.
Strategic managers must design the organization correctly if it is to be effective for a
particular In order to determine of role and functions of various departments at industrial
organizations, the whole adjustment to environment relationship of such organizations
divides as follows:
1) Inter adaptive response adjustment to environment management. Including top
management, members of board and managing director that role of it is
coordination between another roles that the specification of them will explain at
below items
2) Inter adaptive response adjustment to environment create adjustment to
environment relationship.
Role and function of it is determining of quality, quantity, cost and time of
products or services for market in accordance with environment conditions
including threats and opportunities. This adjustment to environment
relationship must do determined above items in such a manner that they can
take advantage of opportunities and compare or collate with threats of
Environment.
In compliance with famous departments at nowadays-industrial organization,
affairs and departments such as engineering research, application engineering,
marketing, financial, technological, research and development will put in this
adjustment to environment relationship place.
3) Inter adaptive response adjustment to environment execution adjustment to
environment relationship. For turn of above mentioned items form potential to
actually, the main role of this adjustment to environment relationship is change
and turn of execution inputs to outputs. Inputs items are including related
materials, machines, equipments, men, money, method and etc. The outputs are
the same Products or Services that must be like and equal with quality, quantity,
cost, time that were determined by create adjustment to environment
relationship. In according with famous departments in nowadays originations,
related affaires such as production, production planning will put in this
adjustment to environment relationship place.
4) Inter adaptive response adjustment to environment keeper and balancer
adjustment to environment relationship. In order to organize and restore
equilibrium of between results of execution and create adjustment to
environment relationship, a few departments must be responsible for this action.
The main role of this type of adjustment to environment relationship is the
9. Fegh-hi Farahmand et al., (2019)
21 Volume 06, Issue 01, Version I, Jan’ 2019
comparison between products or services that they will produce or will presented
through execution adjustment to environment relationship to market with
specifications that were determined through create adjustment to environment
relationship. In other words, all of outputs from execution adjustment to
environment relationship must be equal with specifications and characteristics
that determined by create adjustment to environment relationship. In the case of
un equilibrium for any items for example about quality, quantity, cost or time of
products or services, the role of this adjustment to environment relationship is
finding of problems and causes of unbalancing for present of it to related
adjustment to environment relationship or else to top management.
5) Inter adaptive response adjustment to environment supporting adjustment to
environment relationship. The necessary actions about supporting of above
mentioned adjustment to environment relationships are responsible of this
adjustment to environment relationship. For example, administration, training,
personnel, general services and other like affairs must be done by this
adjustment to environment relationship. Such as personnel, administration,
training, maintenance and prevention, services, security departments will put in
supporting adjustment to environment relationship place.
6) Inter adaptive response performance should have been dependent in their
adjustment to environment relationship. In particular, managers can expand the
adjustment to environment relationship through vertical responsibility and
control previously responsibilities for management assigned to the staff. To
illustrate the facts, inter adaptive response formalization and culture may bring
about extra-role behavior in terms of ingratiation or inter adaptive response
citizenship behavior among employees.
Finally, Figure 3 shows strategic adjustment to environment relationship for
industrial organizations.
Figure – 3: Inter Adaptive Response Adjustment to Environment Relationship
The risk taking capability develops creativity in organizations. A risk taking
corporate is likely willing to have promotion and behave in a way that results in
reinforcement and ultimately in development of novel products and services by the use of
10. Inter Adaptive Response Adjustment to Environment Relationship by Administrative
Communication
Volume 06, Issue 01, Version I, Jan’ 2019 22
the innovative techniques. Inter adaptive response performance should be with a variety of
skills and the adjustment to environment relationship should be attractive for employees.
In particular, managers should attempt to do their part in a creative manor and
create a collection of work list with the extended tasks. Adjustment to environment
relationship lead to a in a variety of skills and prevent any simple and repetitive work. Also,
through development and extension can increase employment adjustment to environment
relationship variety. In this regard, one has to increase area of adjustment to environment
relationship, the number of adjustment to environment relationship; variety of adjustment
to environment relationship and the frequency of adjustment to environment relationship.
Because of adjustment to environment relationship development cause by variety of skills
and provides talents flourish among staff. The adjustment to environment relationship can
be manage and controlled through risk engineering and risk management. Therefore,
managers can improve adjustment to environment relationship instead of admitting a
significant level of it.
Delegate authority and increasing responsibilities of adjustment to environment
relationship caused to rise of inter adaptive response performance. This action would assist
employee to come up new ideas. Also Administrators should give more freedom to lower
categories of employees. In order to make suitable decisions related to their work activities;
employees should adapt to adjustment to environment relationship. Inter adaptive response
managers can establish a flexible adjustment to environment relationship schedule and
create trust space in adjustment to environment relationship and respect to employees’
opinion and enhance degree of independence and freedom of action in their job activities.
CONCLUSION
A formalized and centralized relationship should develop a high level of inter
adaptive response politics among employees. That was due to perception of politics which
are important in order to influence the decision-makers i.e. the managerial level staff.
While innovative acts pronounce executive phase, adjustment to environment relationship
dimension emphasizes the grasp of market opportunities for invoking innovation. Assuming
that, there is insufficient knowledge for entering the market, he indicates that there are
always opportunities to earn unknown profit; therefore, the entrepreneur's task is to seize
these commercial opportunities before others.
Adjustment to environment relationship implicates outrivaling through predicting
and taking advantage of new opportunities and markets. It is associated with the modern
view that firms are actively after predicting opportunities for development and introduction
of new products in order to get adjustment to environment relationship advantages and
establish environment leadership. The increase of performance quantity depends on
determine of adjustment to environment relationship place for personnel of organization in
accordance with individuals characteristics that were suggested.
By active and dynamic managing, managers mean their large-scale, future-oriented
plans for interacting with the adjustment to environment to optimize achievement of
organization objectives. Thus, active and dynamic managing represents an organization’s
game plan. Although it does not precisely detail all future deployments, it does provide a
framework for managerial decisions. Therefore active and dynamic management reflects an
11. Fegh-hi Farahmand et al., (2019)
23 Volume 06, Issue 01, Version I, Jan’ 2019
organization’s awareness of how to complete, against whom, when, where, and for what.
Based on the evidence reported in the literature it can be concluded that there is no perfect
inter adaptive response adjustment to environment relationship by administrative
communication that fits all large organizations.
For improvement of organization performance, it is better that adjustment to
environment relationship place of organization were been specified for personnel in
compliance with mentioned individuals characteristics as follows:
1) Create adjustment to environment relationship place is suitable for personnel
with high average values of individuals characteristics.
2) Keeper and Balancer or supporting adjustment to environment relationship place
is suitable for personnel that they have medium average values of individual’s
characteristics.
3) Execution adjustment to environment relationship place is appropriate for
personnel’s that their average values about individuals' characteristics are low.
4) The completely perform of by administrative communication because of existence
of various limits in organization were been impossible, and probability, perform
of it less than about %70 have not been improvement for performance quantity.
Due to changes of present contemporary and entering to the knowledge-based
economy, attention to human resources is considered as the most critical strategic element
and most basic way to increase effectiveness and efficiency of the organization. Inter
adaptive response relationship is the way of demonstrating responsibility and power are
allocated; then the work procedures are carried out among inter adaptive response
members. Also inter adaptive response behavior is depending on motive, perception of
others, or both. Ingratiation is a negative behavior, such that employees exhibit with some
ulterior motives. This is also known as political tactics to influence their superior, with the
intention of fulfilling their own personal motives. Adjustment to environment relationship,
on the other hand, is a genuine extra-role or discretionary behavior that employees engaged
in. If managers sense that their subordinates are engaging in ingratiation, instead of
adjustment to environment relationship, they will then develop a negative perception
towards the employees. All of the organizations, before choosing of alternatives for improve
of company performance, it is proposed for test and evaluation of the by administrative
communication of this research, and if they couldn’t receive of suitable results from perform
of it, in that case will be free for choosing and selecting another alternative.
In order to performance improvement, it is better that before start or during of inter
adaptive response activities, personnel with high value individuals characteristics put at
create adjustment to environment relationship place, and personnel with low values put in
Execution Adjustment to environment relationship Place and rest put in balancer keeper or
Supporting Adjustment to environment relationship Places.
The organization’s immediate external environment posses a second set of
challenging factors.
To deal effectively with all that affects the ability of an organization to grow
profitably, executives design. Active and dynamic management processes they feel will
facilitate the optimal positioning of the organization in its adjustment to environment
environment.
12. Inter Adaptive Response Adjustment to Environment Relationship by Administrative
Communication
Volume 06, Issue 01, Version I, Jan’ 2019 24
Such positioning is possible, because these active and dynamic processes allow more
accurate anticipation of environmental changes and improved preparedness for reacting to
unexpected internal or adjustment to environment demands.
Active and dynamic management is defined as the set of decisions and actions
resulting in formulation and implementation of strategies designed to achieve the objectives
of an Organization. Moreover, it involves the super ordinate goal/s, strategy, adjustment to
environment relationship, system, style, skill and staff.
Organizations cannot be fully centralized or decentralized, but it must be in the form
of a hybrid i.e. combination of centralized and decentralized. For this reason, inter adaptive
response adjustment to environment relationship by administrative communication in any
large organization needs to be revised from time to time depending on changes may occur in
the external and internal environment. Therefore, inter adaptive response adjustment to
environment relationship by administrative communication is a challenge for managers to
identify which relationship provides the most benefits to employees as well as the
organization. The complexity and sophistication of decision making requires active and
dynamic management. Managing various and multifaceted internal activities is only part of
the Modern Executive’s responsibilities.
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edition, Frouzesh Publication, Tabriz, Iran
[9] Fegh-hi Farahmand, Dr. Nasser (2011), Technology Management of Organization, Second
edition, Frouzesh Publication, Tabriz, Iran
[10] Fegh-hi Farahmand, Dr. Nasser (2014), Strategic Management of Organization, Second
edition, Frouzesh Publication, Tabriz, Iran
[11] Fegh-hi farahmand, Dr. Nasser (2015), Active and Dynamic Management of Organization,
Third edition, Frouzesh Publication, Tabriz, Iran
[12] Fegh-hi Farahmand, Dr.Nasser (2011), Managers Specialized Dictionary, First edition,
Frouzesh Publication, Tabriz, Iran
13. Fegh-hi Farahmand et al., (2019)
25 Volume 06, Issue 01, Version I, Jan’ 2019
[13] Fegh-hi Farahmand, Dr.Nasser (2015), Management of Organization Techniques, First
edition, will come at the future
[14] Fegh-hi Farahmand, Dr.Nasser (2016), Advanced Strategic Management , First edition,
Islamic Azad University, Tabriz branch, Iran.
[15] Fegh-hi Farahmand, Dr.Nasser and Dabaghi Sadr, Dr. Mohammad (2015), Management of
infrastructural development for leather industry, Sokhanvaran Publication, Tehran,
Iran.
[16] Fegh-hi Farahmand, Nasser (2009), Strategic Business& Industrial Planning by Scientific
Owner Managers, The 2009 fall Conference, International Academy of Management and
Business (IAMB. USA), 12-14 Oct 2009, Istanbul TURKEY.
[17] Fegh-hi Farahmand, Nasser (2009), Strategic Business& Industrial Planning by Scientific
Owner Managers, 3rd Asia Pasific Marketing Conference, Universiti Malaysia Sarawak
(UNIMAS), 9-11 Dec 2009, Sarawak MALAYSIA
[18] Fegh-hi Farahmand, Nasser (2010), Human Resources Management and Development of
Organizations as Tangible Asset, The 8th IAMB Conference Universidad Complutense
de, Int. Conf. Academy of Mgt and Business. (IAMB. USA), 28-30 June 2010, Madrid
SPAIN
[19] Fegh-hi Farahmand, Nasser (2010), Organizational Support Activities as facilitator in the
QFD performance, International Sciety Management Conference (ISM-2010), 23-26 Jul
2010, Indore INDIA
[20] Fegh-hi Farahmand, Nasser (2010), Service Receiver Relationship Management of Official
Organizations, International Conference on Applied Business Research - ICABR 2010
Mendel University in Brno, The Czech Republic, 29 Nov – 03 Dec 2010, Ras Al
Khaimah UAE
[21] Fegh-hi Farahmand, Nasser (2010), Total Business Management, Fourth International
Borneo Business Conference (IBBC) 2010 Faculty of Economics and Business, Universiti
Malaysia Sarawak (UNIMAS), 13-15 Dec, Sarawak MALAYSIA
[22] Fegh-hi Farahmand, Nasser (2011), Organizational Empowerment by Technology
Balancing, The 10th IAMB Summer Conference, 20-22 Jan, Istanbul TURKEY
[23] Fegh-hi Farahmand, Nasser (2011), Total Strengthening of Organization by Human
Empowerment, The 9th IAMB Winter Conference, 17-19 Jan, Orlando Florida USA
[24] Fegh-hi Farahmand,. Nasser (2010), Strategic System Planning by Experienced Managers,
3rd International Interdisciplinary Chaos Symposium on Chaos and Complex Systems,
CCS2010, 21-24 May, Istanbul TURKEY
[25] Ireland R. Duane, Covin Jeffrey G. and Kuratko Donald F.(2009), Conceptualizing
Corporate Entrepreneurship Strategy, Baylor University, Entrepreneurship Theory and
Practice, pp. 1042-2587.
[26] Kats R, and Kahn D. (1966), The social psychology of organization, John Wiley and Sons
Inc. New York.
[27] Rahmani, Dr. Kmalaldin and Fegh-hi Farahmand, Dr. Nasser (2006), Work study in
Education Organization, Management and Planning Organization of East Azerbaijan,
Tabriz, Iran.
[28] Shertzer Bruce (2002), Career planning, Freedom to choose, Boston Massachusetts and
Bacon.