The study investigates the impact of team building on organisational productivity. The objective of this study is to evaluate the impact of team building among the members of the selected case study and to assess the effect of training and retraining of team members on organisational productivity. The study also x-rayed the absence of team building in a workplace which led to low levels of turnover and productivity. the total population of the study was 750 while researcher employed Yaro Yamane sampling technique to select sample size of 261 because of the large population and hypothesis were tested using Pearson correlation. The finding revealed that if members of the team can work in synergy without considering the differences in the likes of level of educational background and others, the expected productivity will be very high. It was also observed that capabilities of team leader in carrying out the assigned task determined its output especially if the team leader understands the technical knowhow of job and he is friendly with co-team members with a lot of motivation, that this would definitely enhance employees’ efficiencies and productivities. The study recommends that team members should trust, support and respect one another individual differences in order to accomplish group common goals and tasks.
Employee Enagagement : An Inevitable Factor To Organizational Success in The ...JIANGUANGLUNG DANGMEI
Abstract
In the changing business environment due to competition and managing changes, organizations face difficulties
to maintain organizational success. However, the employee engagement is a concept which if
implemented properly can make a lot of difference in the organization. Employee engagement is defined as the positive
attitude of an employee towards the organization and its value which exert to greater discretionary effort to ensure
organizational success and sustainability. It is a simple fact that the engagement of employees towards their work and
organization can make a huge difference for the growth and survival of the organization. Almost all of the companies
now explore the possibilities for adopting employee engagement as a strategy for organizational growth and success
as employee engagement is highly associated with organizational performances. It is essential to understand employee
engagement as engaged employees who are fully involved and committed to their works are willing to go the extra
mile for their organization to ensure its success. This paper attempts to throw light on the nature of employee engagement
to ensure organizational success in the contemporary business.
This unit 12 leadership style assignment solution is delving with the organizational behavior to evaluate the acknowledgement of personal and group behavior in CAPCO as well as to examine current theoretical aspects as well as their use for managing workplace behavioral circumstances.
Employee Enagagement : An Inevitable Factor To Organizational Success in The ...JIANGUANGLUNG DANGMEI
Abstract
In the changing business environment due to competition and managing changes, organizations face difficulties
to maintain organizational success. However, the employee engagement is a concept which if
implemented properly can make a lot of difference in the organization. Employee engagement is defined as the positive
attitude of an employee towards the organization and its value which exert to greater discretionary effort to ensure
organizational success and sustainability. It is a simple fact that the engagement of employees towards their work and
organization can make a huge difference for the growth and survival of the organization. Almost all of the companies
now explore the possibilities for adopting employee engagement as a strategy for organizational growth and success
as employee engagement is highly associated with organizational performances. It is essential to understand employee
engagement as engaged employees who are fully involved and committed to their works are willing to go the extra
mile for their organization to ensure its success. This paper attempts to throw light on the nature of employee engagement
to ensure organizational success in the contemporary business.
This unit 12 leadership style assignment solution is delving with the organizational behavior to evaluate the acknowledgement of personal and group behavior in CAPCO as well as to examine current theoretical aspects as well as their use for managing workplace behavioral circumstances.
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
Effect of Management by Objectives MBO on Organizational Productivity of Comm...ijtsrd
This study examined the effect of management by objectives MBO on organizational productivity of commercial banks in Nigeria. This study specifically, determines the effect of employee’s participation in contributing to the settings of the organizational productivity and ascertains the effect of employee compensation on attainment of organizational productivity. This study adopted survey research design. The population of the study consists of seven 7 selected commercial banks in Onitsha, Anambra State, Nigeria. The two research hypotheses were tested with ordinary least square with aid of e view 9.0. The study found that employee’s participation has contributed positively in settings organizational productivity but not statistically significant of commercial banks in Nigeria at 5 level of significance. Also, employee’s compensation has positive effect on organizational productivity but not statistically significant of commercial banks in Nigeria at 5 level of significance. Based on this, banks management should keep compensating successes achieved by their employees. This will encourage them to perform better hence lack of motivation may lead to employees less productivity. Okolocha, Chizoba Bonaventure "Effect of Management by Objectives (MBO) on Organizational Productivity of Commercial Banks in Nigeria" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-5 , August 2020, URL: https://www.ijtsrd.com/papers/ijtsrd33192.pdf Paper Url :https://www.ijtsrd.com/management/organizational-behaviour/33192/effect-of-management-by-objectives-mbo-on-organizational-productivity-of-commercial-banks-in-nigeria/okolocha-chizoba-bonaventure
Impact of leadership on the performance of the employees : a case study of KF...WritingHubUK
For improving the technical skills and efficiency of the employees, leadership strategies of organizations play a vital role. Effective leaders in organizations encourage employees and it positively influences their job performance. Hence, the study evaluated the impact of leadership on employee performance by analyzing the case of KFC, UK.
Introduction to Organizational Development Organizational Change and Develop...manumelwin
The term organizational development was coined by Richard Beckhard in the mid-1950s.
Organizational development is an acronym of two words i.e., organization and development.
Role of Organizational Commitment & Transformational Leadership in Enhancing ...inventionjournals
Past and present studies discuss the importance of transformational leadership and organizational commitment in an organization. This study further aimed at adding into the existing body of literature and explores the relationship between organizational commitment, transformational leadership and its role in enhancing employee in role performance and organizational citizenship behavior in banking sector of Pakistan. Study explores a significant positive relationship between variables. A sample of 240 employees working in public sector was drawn using multistage cluster sampling. 180 respondents took final part and response rate was 75%. Data was collected primarily with help of questionnaire and further analyzed with help of several techniques e.g. descriptive statistics to describe & summarize the data. Correlation and regression analysis was run to prove the hypothesis of the study.
Model Relationship between Organizational Structure, Strategy Evaluation, Ji...inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 . Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission
“To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer’s aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
Our Achievements
NATIONAL AWARD FOR BEST RESEARCH PROJECT (By Hon. President APJ Abdul Kalam)
GOLD MEDAL FOR RESEARCH ON DISABILITY (By Disabled’s Club of India)
NOMINATED FOR BEST MSME AWARDS 2017
5 STAR RATING ON GOOGLE
We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
From past years our core advisory members, research team assisted research scholars from various universities from all corners of world.
Impact of Organisational Structure on Employee Engagement: Evidence from Nort...IJAEMSJORNAL
In the current workplace, organizational structure assumes priority in the level of employee engagement. Therefore, well planned structure results in workers efficiency and organizations effectiveness. This study assessed the impact of organizational structure on employee engagement in North Central of Nigeria. Adopting a survey design, the research made used of primary data, collected mainly through administering a set of questionnaire to 196 management staff, supervisors and non-management staff of the selected manufacturing firms from Plateau state. The findings revealed that: there is significant positive relationship between decentralisation system of control and employee productivity; standardisation system of control positively affects employees’ efficiency. The study concluded that decentralisation system of control is crucial to employees’ productivity and organisational development; also enhance rapid delivery of employee services, to both the organization and customers. Standardisation system of control ensures employee efficiency and generates quality products that give competitive edge over the competitors in the global market Incentives as key factor also contribute immensely to employee commitment in workplace. The work recommended that organisations should always employ decentralization system of control; management should adopt decentralization and see it as mechanism that fosters effective customer delivery services. In addition standardisation should be embrace, support and adopt by organizations.
Dynamics of Motivation strategies for KnowledgeworkerIJERA Editor
The article is a study and analysis paper attempting to evaluate a strategy to motivate knowledge worker as a
part of improving the performance of an organisation as well as Knowledge Management (KM) activities). To
establish a good knowledge management system in a firm, human resources are vital tool. The productivity of
the firm and to remain competitive in the field, human resources are fore most important. The challenge lies
with the conversion of tacit knowledge residing in the human resources has to be brought out in code able form
by means of training, documents, lecture etc.
As a human resource development activities, the knowledge worker has to be picked up based on the
performance as desired by the firm. Subsequently to retain the knowledge level and further growth of the firm,
proper training, sharing of the knowledge, motivating the knowledge workers by different techniques to
felicitate knowledge management activities are essential. Different motivational methods applicable for different
knowledge level workers are brought out. The dynamics of the motivational strategies for knowledge workers
depending upon the organisational culture and human behavioral aspects are brought out.
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
Effect of Management by Objectives MBO on Organizational Productivity of Comm...ijtsrd
This study examined the effect of management by objectives MBO on organizational productivity of commercial banks in Nigeria. This study specifically, determines the effect of employee’s participation in contributing to the settings of the organizational productivity and ascertains the effect of employee compensation on attainment of organizational productivity. This study adopted survey research design. The population of the study consists of seven 7 selected commercial banks in Onitsha, Anambra State, Nigeria. The two research hypotheses were tested with ordinary least square with aid of e view 9.0. The study found that employee’s participation has contributed positively in settings organizational productivity but not statistically significant of commercial banks in Nigeria at 5 level of significance. Also, employee’s compensation has positive effect on organizational productivity but not statistically significant of commercial banks in Nigeria at 5 level of significance. Based on this, banks management should keep compensating successes achieved by their employees. This will encourage them to perform better hence lack of motivation may lead to employees less productivity. Okolocha, Chizoba Bonaventure "Effect of Management by Objectives (MBO) on Organizational Productivity of Commercial Banks in Nigeria" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-5 , August 2020, URL: https://www.ijtsrd.com/papers/ijtsrd33192.pdf Paper Url :https://www.ijtsrd.com/management/organizational-behaviour/33192/effect-of-management-by-objectives-mbo-on-organizational-productivity-of-commercial-banks-in-nigeria/okolocha-chizoba-bonaventure
Impact of leadership on the performance of the employees : a case study of KF...WritingHubUK
For improving the technical skills and efficiency of the employees, leadership strategies of organizations play a vital role. Effective leaders in organizations encourage employees and it positively influences their job performance. Hence, the study evaluated the impact of leadership on employee performance by analyzing the case of KFC, UK.
Introduction to Organizational Development Organizational Change and Develop...manumelwin
The term organizational development was coined by Richard Beckhard in the mid-1950s.
Organizational development is an acronym of two words i.e., organization and development.
Role of Organizational Commitment & Transformational Leadership in Enhancing ...inventionjournals
Past and present studies discuss the importance of transformational leadership and organizational commitment in an organization. This study further aimed at adding into the existing body of literature and explores the relationship between organizational commitment, transformational leadership and its role in enhancing employee in role performance and organizational citizenship behavior in banking sector of Pakistan. Study explores a significant positive relationship between variables. A sample of 240 employees working in public sector was drawn using multistage cluster sampling. 180 respondents took final part and response rate was 75%. Data was collected primarily with help of questionnaire and further analyzed with help of several techniques e.g. descriptive statistics to describe & summarize the data. Correlation and regression analysis was run to prove the hypothesis of the study.
Model Relationship between Organizational Structure, Strategy Evaluation, Ji...inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 . Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission
“To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer’s aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
Our Achievements
NATIONAL AWARD FOR BEST RESEARCH PROJECT (By Hon. President APJ Abdul Kalam)
GOLD MEDAL FOR RESEARCH ON DISABILITY (By Disabled’s Club of India)
NOMINATED FOR BEST MSME AWARDS 2017
5 STAR RATING ON GOOGLE
We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
From past years our core advisory members, research team assisted research scholars from various universities from all corners of world.
Impact of Organisational Structure on Employee Engagement: Evidence from Nort...IJAEMSJORNAL
In the current workplace, organizational structure assumes priority in the level of employee engagement. Therefore, well planned structure results in workers efficiency and organizations effectiveness. This study assessed the impact of organizational structure on employee engagement in North Central of Nigeria. Adopting a survey design, the research made used of primary data, collected mainly through administering a set of questionnaire to 196 management staff, supervisors and non-management staff of the selected manufacturing firms from Plateau state. The findings revealed that: there is significant positive relationship between decentralisation system of control and employee productivity; standardisation system of control positively affects employees’ efficiency. The study concluded that decentralisation system of control is crucial to employees’ productivity and organisational development; also enhance rapid delivery of employee services, to both the organization and customers. Standardisation system of control ensures employee efficiency and generates quality products that give competitive edge over the competitors in the global market Incentives as key factor also contribute immensely to employee commitment in workplace. The work recommended that organisations should always employ decentralization system of control; management should adopt decentralization and see it as mechanism that fosters effective customer delivery services. In addition standardisation should be embrace, support and adopt by organizations.
Dynamics of Motivation strategies for KnowledgeworkerIJERA Editor
The article is a study and analysis paper attempting to evaluate a strategy to motivate knowledge worker as a
part of improving the performance of an organisation as well as Knowledge Management (KM) activities). To
establish a good knowledge management system in a firm, human resources are vital tool. The productivity of
the firm and to remain competitive in the field, human resources are fore most important. The challenge lies
with the conversion of tacit knowledge residing in the human resources has to be brought out in code able form
by means of training, documents, lecture etc.
As a human resource development activities, the knowledge worker has to be picked up based on the
performance as desired by the firm. Subsequently to retain the knowledge level and further growth of the firm,
proper training, sharing of the knowledge, motivating the knowledge workers by different techniques to
felicitate knowledge management activities are essential. Different motivational methods applicable for different
knowledge level workers are brought out. The dynamics of the motivational strategies for knowledge workers
depending upon the organisational culture and human behavioral aspects are brought out.
Dynamics of Motivation strategies for Knowledgeworker
Similar to Investigating Impacts of Team-Building and Organisational Leadership on Corporate Productivity: Case Study of Selected Employees in Osun State Nigeria
Employee Mentoring and Organizational Effectivenessijtsrd
This study examines the relationship between mentoring and organizational effectiveness. Mentoring in the workplace is a comprehensive business strategy that utilizes the skills and expertise of more experienced employees as resources to those who are new to the company or those who are less experienced in certain areas within the company. The paper after a critical review of the available literature revealed a significant relationship between mentoring and organizational effectiveness. Based on the above conclusion, the paper recommend that There should be more organized formal corporate mentoring programs supported by relevant policies and management will power Management should develop a program advisory team on mentoring with defined objectives, regularly evaluating their performance against set standards and correcting unhealthy deviations from standards where such exist. Victor Barinua | Ibe, Uchenna Mabel "Employee Mentoring and Organizational Effectiveness" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-6 | Issue-4 , June 2022, URL: https://www.ijtsrd.com/papers/ijtsrd49978.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/49978/employee-mentoring-and-organizational-effectiveness/victor-barinua
Contemporary Motivation Tools Adopted by Strategic HR Managersijtsrd
The success of any organization depends on its employees and HR Managers. If employees are taken good care by HR manager, the performance & efficiency & productivity level increase. The main objective of this paper is to analyze the motivational tools and its level of the executives in the organization & elicit information regarding the various methods used by the personal managers to motivate the employees; used secondary data provided for the basis of the study. The major finding for the paper was that the employees were highly motivated due to good working environment & highly supported by supervisors to perform the task. This paper in Toto has six sections, including this introductory section. The review of literature is presented in the second section and the Research gap followed is given in the third section. A brief note on motivation & tools and the motivational factors are presented in the fourth section. Finally conclusion is presented in the last section. Rajendra Prasad G R | Dr. Manjunath K R"Contemporary Motivation Tools Adopted by Strategic HR Managers" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-2 | Issue-4 , June 2018, URL: http://www.ijtsrd.com/papers/ijtsrd14594.pdf http://www.ijtsrd.com/management/hrm-and-retail-business/14594/contemporary-motivation-tools-adopted-by-strategic-hr-managers/rajendra-prasad-g-r
A Study on Employee Motivation at Megha Engineering and Infrastructure Pvt Lt...ijtsrd
Employee motivation is important in any organization. If the employee not motivated in the organization works in effectively than organization would not function properly ultimately result in looses it plays a crucial role in the long term growth of an organization. Proper motivation turns an employee into a loyal asset and helps in maintaining the retention rate. The subject of motivation, perhaps, received the highest attention from management thinkers’ worldwide at the context, present study aimed to know the influencing factors for motivation, level of satisfaction on motivational practices in the organisation. The result of level of that highly respondence is the self actualization, Leave and job security then Self affirmation, Salary increments and lowest respondence is curiosity, Therefore, present study has been conducted at megha engineering infrastructure limited company. M. Bhavani | Dr. P. Viswanath "A Study on Employee Motivation at Megha Engineering and Infrastructure Pvt Ltd Company, Hyderabad, Balanagar" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-6 | Issue-6 , October 2022, URL: https://www.ijtsrd.com/papers/ijtsrd51953.pdf Paper URL: https://www.ijtsrd.com/engineering/other/51953/a-study-on-employee-motivation-at-megha-engineering-and-infrastructure-pvt-ltd-company-hyderabad-balanagar/m-bhavani
Workforce Diversity Management towards Organizational Performance: The Case o...Dr. Amarjeet Singh
This study aims to assess the influence of workforce
diversity management to organizational performance with
particular emphasis on AlAujan Group Company. The Group
is one of the largest private sector companies in Bahrain, with
companies in the food, personal care, fashion and real estate
sectors. The study utilized a descriptive research design
involving 120 conveniently sampled respondents. An adopted
questionnaire was used as data gathering tool. The study
found that over-all organizational climate has a significant
impact on organizational performance. However, looking at
the individual indicators, only Top Management Support and
Personal Diversity Experience are significant at 0.05 while Coworkers Behaviour is significant only at 0.10.
Role of Motivation and Job Satisfaction for Institutional Performanceijtsrd
In this paper, the theoretical link between job satisfaction and organizational success was examined. It claims that happier employees contribute to higher organizational performance. The article claims that a person who has high levels of job satisfaction has positive attitudes towards his employment. On the other side, a worker who is dissatisfied at work has negative opinions about the job. It was also emphasized that motivated employees who are happy with their workplaces contribute to better organizational success. he purpose of this article is to examine the motivational elements that may affect institutional performance, the role that work satisfaction may play in that performance, and the link between motivation and institutional performance. According to the study, managers or authorities should be worried about the attitudes of their employees since these attitudes might be a harbinger of potential problems and could have an effect on conduct. Anil Bera "Role of Motivation and Job Satisfaction for Institutional Performance" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-7 | Issue-3 , June 2023, URL: https://www.ijtsrd.com.com/papers/ijtsrd56368.pdf Paper URL: https://www.ijtsrd.com.com/humanities-and-the-arts/education/56368/role-of-motivation-and-job-satisfaction-for-institutional-performance/anil-bera
. Executive summary Organizations have increasingly made it k.docxmercysuttle
.
Web Development Assignment 3: Create a User Submit Form
Develop the footer that will be used on the rest of your submissions in this course. The footer should have the appropriate linked validation images at the bottom of the page that verify compliance as well as include the proper PHP functions to show the last time the page was modified at the file level.
Identify the differences between the PHP GET and POST methods. Create an XHTML form for a web poll that uses the GET method, the POST method, and ranks both methods. Each poll should have a field that is able to store the name of the ranker, at least 5 features that a user can rank using radio buttons (e.g., from strong to weak, or secure to unsecure), and a comments section. Upon submission of the poll, the user should be taken to a page that gives a nicely formatted results report. The web poll that ranks the GET method should use the GET method and the poll that ranks the POST method should use the POST method.
Page 1 of 1
Please answer each question fully. Remember that you have access to your textbook (and anything else you may want to use) to answer these questions, so I expect well-developed responses. That means use BOTH the text and your ideas/opinions to write your answers. In other words, just giving me your opinion is not sufficient AND just giving me a textbook answer is not sufficient.
Please answer each question fully. Remember that you have access to your textbook (and anything else you may want to use) to answer these questions, so I expect well-developed responses.
Please number your responses the same as I have numbered this assignment. (1, 2a,2b, etc….)
The American president was not always such a public figure. Early presidents actively avoided public campaigning. If the Internet had suddenly become available in the eighteenth century, for example, it is highly likely that George Washington would not have used it. The authors of the Constitution generally shared a common concern, which was that too many direct appeals to the mass public could run the risk of pandering to the public through populist rhetoric. But democratic notions of the presidency have changed, as have conceptions about how the president should communicate with the people. Today, candidates actively pursue any and all methods for communicating their vision and message.
Presidents today have gone beyond the famous “Fireside Chats” of Franklin Delano Roosevelt. Today, an interested voter can visit the White House website (http://www.whitehouse.gov ) and look up information on the President, the Vice President, and the First Lady. An interactive “Ask the White House” web feature allows citizens to pose questions to Cabinet secretaries and to senior White House officials. The White House website solicits questions about presidential trivia.
Even more importantly, the White House now regularly posts extensive documentation of press conferences, public addresses, and other records of pre ...
Similar to Investigating Impacts of Team-Building and Organisational Leadership on Corporate Productivity: Case Study of Selected Employees in Osun State Nigeria (20)
Although performance appraisal is concerned with the evaluation of workers job performance, it at the same time serves to highlight the specific objectives of an organization. As the employee is being evaluated the organization is also evaluating itself by comparing objectives and standards of performance, reviews the whole appraisal framework and design as well as organizational values and culture. Performance appraisal is a veritable tool for organizations to evaluate and increase the quality of education and training of their workforce with a view to developing lifelong learning patterns and strategies to sustain productivity throughout longer working periods. Motivation as it relates to employee productivity is often behind the drive for performance and self-actualization and provides opportunities for higher productivity. Productivity is an important measure of goal achievement because getting more done with less resources increases organizational profitability. Using the exploratory research design and 109 participants the result of the study indicates a strong positive correlation between performance appraisal and employee productivity. It suggests that the issue of performance appraisal in charitable organizations should be addressed. In view of the result of the study, the paper recommends that performance appraisal should carefully review employee’s strengths and weaknesses against requirements for possible future higher responsibilities.
The integration between innovation and business is a key factor in competitiveness between organizations. That is, innovation applied to a business makes no sense if not considered as an integral tool for the processes of the organization. Companies should therefore adopt a policy where innovation plays a strategic role in the design of business models to become lean, effective and competitive entities (Moraleda, 2004). The objective of this paper is to show the importance of innovation within companies, identifying the concept, the various models that different entities might adopt in order to develop better processes of innovation, as well as indicators that represent innovation at global and national levels in order to develop strategies that lead to an increase in competitiveness. For this work the method used was a bibliographical review of relevant articles from a range of authors was conducted.
The practitioners and academicians in the business arena are highly concern about the enhancement of employee performance in this competitive age for achievement of business goals. Considering the issue, this study aimed to measure the influence of Human Resource Management (HRM) practices on the performance of employees. The data of this study have been collected from 392 on-the-job operational level employees using survey method who are working at different garment factories in Bangladesh. The collected data are analyzed through structural equation modeling to partial least square method. The study empirically proves that employee training and development, promotion opportunity, and job security has significant influence on the employees’ performance. Theoretically, this study proves that training and development, job security and promotion opportunity together influence on the performance of employees in the developing economy. The practitioners and policy makers of the organizations are expected to make necessary adjustments in their existing HRM practices based on the findings of this study in the context of Bangladesh for enhancing the employees’ performance level so that their whole-hearted efforts can be gained for the achievement of business goals.
Child labor is one of the issues receiving much attention from researchers and scholars around the world. Child labor still occurs in most countries around the world. Viet Nam is also one of the countries with relatively high child labor and increasing trend. This article is based on critical discourse analysis and data from the General Statistics Office of Vietnam to analyze some fundamental issues of child labor in Vietnam, thereby giving policy suggestions to the Vietnam government in minimizing the current child labor situation.
The rapid trend of changes and social issues in managing the global workforce has forced organizations to look for innovative ways of enhancing the job satisfaction of employees. Among these innovative approaches is the provision of Flexible Working Arrangements (FWAs). The purpose of this exploratory research was to identify the effects of FWAs, i.e., flextime schedule, compressed workweek, and telecommuting on job satisfaction from the perspective of the Ethiopian national employees of the United Nations Economic Commission for Africa (ECA) in Addis Ababa. To achieve this objective both descriptive and inferential statistics were conducted. The total population of the study was 250; out of which, 71% of responses were collected. A primary data collection method was implemented using a structured questionnaire. The analysis showed that there is significant positive effect of flextime schedule (R = .39, R2 = .264, p = .001) and compressed workweek (R = .39, R2 = .159, p = .039). This means that increase in the use of flextime schedules and compressed workweek enhances job satisfaction for employees of the ECA in Addis Ababa. The independent variables reported R = .39 and R2 = .15 which means that 15% of corresponding variations in employee job satisfaction can be explained by flexible working arrangements. Nevertheless, this study found out that there are no significant relationship of telecommuting (R = .39, R2 = .065, p = .398) on job satisfaction. Therefore, since the provision of FWAs is at the nascent stage, further studies on the effect of telecommuting on job satisfaction from Ethiopian employees context are highly recommended.
This study evaluates the impacts of urban road investment and operation in China, especially the spillover effect attributable to the investment of urban road projects. Using the synthetic control method and difference-in-differences technique and taking the opening of Jiaozhou Bay Bridge and its Subsea Tunnel in China on 30 June 2011 as a natural experiment, this paper investigates the causal effect between urban road investment and its economic impacts. Results show that the project has a positive externality in terms of its contribution to the output and employment: taken the industrial relative output as outcome variable, no matter whether the covariates are controlled or not, the parameters of the interactive terms are positive; taken the industrial relative employment rate as outcome variable, the gap between the treated unit and its counterpart indicates a direct program effect for the treated city as well as a spillover effect across the cities within the sample province. Furthermore, the permutation test ascertains that the probability of achieving a spillover effect as large as the treated city is around 5.88 per cent. Overall, the investment and operation of urban road transportation infrastructure has a noticeable spillover effect. Our results are robust across a series of placebo tests.
Poor public management defined by corruption and lack of prudence in public life continues to hold Nigeria hostage and makes good governance difficult. Since the 1980s government has been using many methods including the processes of privatization and commercialization as means of re-engineering the public sector for total quality management, and to increase the share of the public sector’s contribution to the gross domestic product. The experiment never achieved the desired level of success partly due to lack of political will on the part of government to wedge a total war against corruption, and also partly because the public sector is a large scale administration that has many entry and revolving doors which government finds difficult to close. These limitations provide the incentives for widespread public corruption that is recognized as one of the greatest challenges of government in carrying out its mandate. 110 respondents participated in this study conducted through the exploratory research design. The participants provided useful data that were triangulated with data from secondary sources for the purpose of the study. To achieve the objective of the investigation, data were analyzed through statistical techniques and the result showed significant positive correlation between good governance and good management. It was recommended that appointments in the public sector should feature a combination of people from private and public sectors of the economy to enhance competence with the aim of reducing public sector corruption. Further study should examine the reasons behind rising budget deficits as a way of reducing cost of governance in Nigeria.
In this article, we analyze in the Malian context the link between the structure of the shareholding and the sustainability of companies based on data from the census of industrial enterprises of the Ministry of Trade and Industry, 2015. The results show that Mali’s economic opening option in the 1980s, strengthened in the 1990s following the implementation of the Structural Adjustment Programs, resulting in the state’s withdrawal from the management of enterprises, have enabled the emergence of private enterprises in almost all sectors of economic activity. However, shareholding in industrial enterprises has suffered from poor governance. It also shows that the number of women entrepreneurs is close to that of men. Between 2010 and 2014, the majority of shareholders are in the agri-food sector. The majority of the investment is in the metal and metallurgical sector.
This paper’s objective is to present the importance of the strategic planning in business management. Speaking of strategic planning is always speaking in general terms and how to fix paths of behavior will necessarily affect deeply and significantly in the future evolution of the company or organization that adopts it. Today we think of the organization as part of an environment and in terms of options or choices based on what you have, of its surroundings and the opportunities or pathways that can lead to achieving the objective, (Garrido, 2009). For this work the method used was a bibliographical review of relevant articles from a range of authors was conducted. The conclusions were that the be properly analyzed and adapted to the precise conditions and characteristics of the small business or, more generally, to any type of business for which the planning is intended. Strategic planning brings multiple benefits (which exceed its disadvantages) if applied in the right way, however, there are inherent risks, which can be overcome with proper monitoring and control.
The study examined the relationship between non-financial incentives and workers’ motivation in Akwa Ibom State Civil Service exploring five key variables of continuing professional development, performance feedback, employee employment, employee participation in decision-making and task autonomy. Survey research design was adopted involving the use of questionnaire to gather data from 392 respondents drawn from a population of 20465 civil servants in state using Taro Yamene Sample Size Determination Table. The sample was drawn across all ministries and departments through stratified and convenience sampling techniques. Data collected were analysed using descriptive and inferential statistics. Hypotheses were tested at 0.05 level of significance. The five dimensions of non-financial incentives were positively correlated with workers’ motivation from the results of the analysis. Continuing Professional Development (CPD) had the highest correlation value (r = 0.33, P<0.01). Also, the five null hypotheses were rejected implying that the variables of study influence workers’ motivation in Akwa Ibom State Civil Service, Nigeria with beta coefficients and t-values of CPD (0.29;4.313); PF (0.117; 3.500); EE (0.2.141); PDM (0.182; 2.935), and TA (0.231;2.817). It was concluded that since workers’ motivation is a vital tool to organizational effectiveness and growth, employers should explore more of non-financial incentives in formulating and implementing employee benefits related policies.
This literature review is organized in five sections. Firstly, we begin with general ideas and continue with the origin of the fraudulent. Secondly, we discuss the struggle of the phenomena, insisting on the available mechanisms. Finally, we’ll discuss the link between audit and fraud.
Accounting function aims at providing accurate and sufficient accounting information to facilitate proper financial reporting and management performance. Accounting information is usually in the form of periodic or annual financial statements which are products of costing, financial and management accounting prepared for the benefit of a number of external interest groups. Accounting has its roots in the stewardship approach and as a management performance tool to guide the agent and the principal over the exact status of the going concern. Accounting function also involves financial statement analysis, interpreting the accounts by computing and evaluating ratios which relate pairs of financial information or items with one another. This analysis of ratios can be cross-sectional comparing the results of one company with another or trend. In doing so close attention is usually paid to profitability ratio to help keep pace with effective management performance. The exploratory research design was adopted for the study and result showed positive correlation between accounting function and management performance. The study was not exhaustive, therefore, further study should examine the relationship between audit failure and business failure as a matter of finding a solution to the problem. It was recommended that management should always carefully study audit reports to enhance decision making and management performance.
This study examines the effect of the trademark on consumer behavior of consumers of air conditioners in Sudan, in order to know the dimensions of the trademark that affect consumer behavior in Sudan, and provide information to companies on the dimensions of the trademark that affect the purchasing decision of the customer and contribute to customer satisfaction. The study adopted descriptive analytical method using a sample of 230 individuals who consume air conditioners in Sudan. The results showed that there is a positive significant relationship between the trademark of air conditioning and consumer behavior as well as a positive significant relationship between the trademark name of air conditioning and consumer behavior and finally there is a positive significant relationship between the trademark logo and consumer behavior.
In recent years, retired workers eligible for social security receive their emoluments from the appropriate regulatory agency and this provides more realistic evidence on the better living standard of the aged (retirees) under the scheme. Empirically, this paper examines the impact of social security on economic growth in Ghana using time series secondary (monthly) data ranging from 2000 – 2018. The author answers in two questions: 1) how significant are pensioners benefit payments dependent on economic growth and also, 2) how business environmental policy is contributing to economic performance as far as pensioners well-being are concerned. Using STATA analytical software, the findings show a positive significant relationship between social security and economic growth. The study concludes by outlining appropriate policy measures to help strengthen the current social security scheme in Ghana.
This research begins by showing the different meanings attributed to the term cluster by different currents and authors, which suggests definitions that are found around its spatial framework. Next, the factors that intervene in the competitiveness of a region and its growth are shown, for the development of these, Porter’s model of competitiveness which was taken as reference, and the contexts: geographical and economic. Therefore, the methodology was used based on a qualitative design, with descriptive and correlational scope since it will analyze differences of each cluster, with respect to the factors of dimensions, establishments, growth, economic impact and policies. To do this, the information-gathering tool was two semi-structured interviews with cluster leaders in both countries, because the approach is based on data collection methods that are not completely standardized or predetermined. And finally, the results of the comparison of the Mexican Bajío automotive cluster with the German cluster located in Baden-Württemberg are presented.
This research aims at identifying the impact of excellence in drawing up the following four marketing mix strategies (Product, Pricing, Promotion and Distribution) of the small and medium enterprises in Jordan, in terms of their marketing performance in its dimensions (Sales Growth, Profit Growth, Customer Attraction and Customer Retention).In order to reach the results of this study, A total of (187) valid questionnaire surveys were collected from companies belong to the SME Association in Jordan. The Statistical Package for the Social Sciences (SPSS) approach was used to analyze the collected data. The empirical results indicated there is a significant relationship between the building of marketing strategies of the marketing mix elements in the Jordanian SME and their marketing performance, by (sales growth, profit growth, customer attraction, and customer retention) dimensions. Consequently, decision makers in small and medium organizations need to choose strategies based on their target market to the positive impact on the mind of the consumer, which in turn could improve modern scientific methods in SME to divide their markets into sub-market sectors.
Compared with general commercial reverse logistics operators, the recovery and treatment of expired drugs and medical waste is a complex and highly technically difficult project. The qualifications required by the relevant service providers are also more stringent. For medical institutions, the selection of reverse logistics operators is always a critical issue. On the perspective of sustainability, this paper aims to investigate and explore the critical factors of selecting a medical reverse logistics service provider. Through the process of the Delphi method, the experts’ assessments were collected, and 24 factors affecting the selection of medical reverse logistics service provider were screened and summarized. Then, Decision-Making Trial and Evaluation Laboratory (DEMATEL) was employed to calculate the total influence values and net influence values between factors that could be used to draw the visual causal map. Referring the causal map, “Green process operation level” and “Recycling process greening degree” are significantly higher than other factors in terms of total influence value and net influence value. Therefore, they can be regarded as crucial factors. This finding implies that medical reverse logistics providers must have the ability to improve the greening of facilities, as well as equipment, integrating existing processes to make it greener and environmentally friendly.
The major objective of any firm is to maximize the shareholders wealth. This is evidence through dividend yield and payout ratio and this encapsulate into the dividend policy of a company. The research purpose aimed at examining the influence that dividend policy has on the volatility of share prices among the listed insurance corporations in Kenya. Research design, approach and method: Data was collected from listed insurance corporations over a 10-year period with a total of 49 data points. The Pearson correlation and ordinary regression analysis were employed. The results reveal the existence of a positive link among the study variables. The correlations were found to be substantial at ninety-five percent confidence level. It is worth noting that the model summary shows forty-three-point one percent of changes in the volatility of stock price are explicated by dividend yield and payout ratio. ANOVA statistics which examines whether the analytical model as set out in the study explains variations in the dependent variable concluded that the model is analytically substantial. The outcome revealed a statistically significant positive link between stock price variations and the ratio of dividend payout. Research also established a statistically substantial negative interrelation between volatility of stock prices and dividend return. Results therefore recommend that companies should have dividend policies which are mapped to shareholders wealth maximization objective. The study suggests further studies be undertaken to determine whether there exists an analytically substantial difference between the dividend policies of various sectors in the economy.
This study is about the impact of selected macroeconomic variables on economic growth of Bangladesh. Economic growth of Bangladesh is measured in terms of annual nominal GDP growth rate. Least squared regression model has been employed considering exchange rate, export, import and inflation rate as independent variables and gross domestic product as the dependent variable in this study. The results reveal that export and import have significant positive impact on GDP growth rate. The other variables (exchange rate and inflation) are not significant, indicating that there exists no significant relationship among the variables. The findings will help the policy makers to make policies concerning the country’s economic growth to remain robust in the near future.
The Research aims on Human Resource Management and innovation has to date relied on a theoretical assumption that there exists an identifiable set of HR practices which organizations seeking to be innovative should adopt. However, analysis of the various prescriptions of HR practices for innovation reveals a high level of internal inconsistency, leading to conflicting advice for practitioners. Furthermore, a review of empirical research on the topic indicates that HR practices within innovative organizations are remarkably similar to those found in the best practice literature This raises questions about the link between strategy and HRM, and about the theoretical foundations of research on HRM and innovation. Drawing on recent research on HRM and firm performance, I suggest that research on HRM and innovation can benefit from incorporating elements from both contingency theory and best practice approaches into the existing configuration theory approach. A change in direction for both theoretical and empirical research on HRM and innovation is proposed. This paper is laid out as follows. In part one, I ask what a strategy of innovation is, and consider what employee behaviors are believed to be consistent with such a strategy. The second section compares and contrasts different authors’ prescriptions of HR practices for innovation, and also compares the findings of research on HRM and innovation with the findings of the best practice approach. In the final part I consider the implications of MY review for future research on this topic. I propose a broadening of the theoretical base on which research on HRM and innovation is founded, and discuss the particular challenges involved in conducting empirical research on HR systems for innovation.
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Investigating Impacts of Team-Building and Organisational Leadership on Corporate Productivity: Case Study of Selected Employees in Osun State Nigeria
1. Business, Management and Economics Research
ISSN(e): 2412-1770, ISSN(p): 2413-855X
Vol. 6, Issue. 2, pp: 21-29, 2020
URL: https://arpgweb.com/journal/journal/8
DOI: https://doi.org/10.32861/bmer.62.21.29
Academic Research Publishing
Group
*Corresponding Author
21
Original Research Open Access
Investigating Impacts of Team-Building and Organisational Leadership on
Corporate Productivity: Case Study of Selected Employees in Osun State Nigeria
Ulabor E. A.
Department of Business Administration and Management, Federal Polytechnic Ede, Osun State, Nigeria
Akande S. O.
Dept. of Business Admin and Mgt; Federal Polytechnic Ede, Osun State, Nigeria
Abiodun O. B.*
Dept. of Business Admin and Mgt; Federal Polytechnic, Ede, Osun State, Nigeria
Abstract
The study investigates the impact of team building on organisational productivity. The objective of this study is to
evaluate the impact of team building among the members of the selected case study and to assess the effect of
training and retraining of team members on organisational productivity. The study also x-rayed the absence of team
building in a workplace which led to low levels of turnover and productivity. the total population of the study was
750 while researcher employed Yaro Yamane sampling technique to select sample size of 261 because of the large
population and hypothesis were tested using Pearson correlation. The finding revealed that if members of the team
can work in synergy without considering the differences in the likes of level of educational background and others,
the expected productivity will be very high. It was also observed that capabilities of team leader in carrying out the
assigned task determined its output especially if the team leader understands the technical knowhow of job and he is
friendly with co-team members with a lot of motivation, that this would definitely enhance employees’ efficiencies
and productivities. The study recommends that team members should trust, support and respect one another
individual differences in order to accomplish group common goals and tasks.
Keywords: Effective; Organisation; Organisational productivity; Productivity and team; Building.
CC BY: Creative Commons Attribution License 4.0
1. Introduction
Organizational productivity depends on having the right people in right jobs at the right time to meet rapidly
changing organization requirements. The main goal of every organisation is profit maximization which leads to
effective utilization of all the available resources toward the achievement of organisational productivity.
Organisation has been collective in order to attain individual or group objectives.
Every organization is composed of three elements i.e. people, goals and system which enhance the achievement
of organisational predetermined goals. Each organization has a systematic structure that defines members and some
members are managers and some are operatives (Sonal and Theophilus, 2016). The team approach to managing
organization is having a diverse and substantial impact on organizations and individuals. Teams promise to be a
cornerstone of progressive management for the foreseeable future (Raval et al., 2017). As organisation collaboration
becomes increasingly common, the needs to develop effective team building strategies continue to grow. Team
building is an essential factor in this current business climate as organizations are looking to team-based structures to
stimulate further improvements to their productivity, profitability and service quality. Managers and organization
members universally explore ways to improve business results and profitability (Fapohunda, 2013).
Team building is an important factor in any environment; its focus is to specialize in bringing out the best in a
team to ensure self-development, positive communication, leadership skills and the ability to work closely together
as a team to solve problems. While work environments often target individuals and personal goals, with reward and
recognition single out the achievements of individual employees, with good team-building skills, employees can be
united around a common goal to generate greaterproductivity. In the absence of teams, employees are limited to
individual efforts alone but with team building, workgroups evolve into cohesive units and share expectations for
accomplishing group tasks, added to trust and support for one another and respect for individual differences
(Fapohunda, 2013). This makes team building crucial since it enhances synergy between staff and the entire
workforce in the organization.Therefore, team members interact with one another on a daily basis to fulfill their job-
roles and to contribute effectively to their organizations.
An organization is not set up in a vacuum but made up of people who have aspiration, and ambitions which they
would also want to achieve while in the organization. In trying to accomplish its objective an organization should
also put the people into consideration by providing good service condition, salary and conducive work environment
etc. Agba et al. (2013) posit that when things are put in proper place, the people will have no reason not to put in
their best for the achievement of the set goals and objectives of the organization since the behavior of every human
being is function of his certain needs, and motives.
2. Business, Management and Economics Research
22
People selected to become members of a team must be prepared to contribute to the environment and overall
success of the organization. They must put their personal feelings aside and work towards a significant level of
personal proficiency that translates into increased levels of professional mastery. When assigned to specific tasks,
they must understand and be in tune with their situation and be unified with the heartbeat across other departments of
the organization.
1.1. Statement of the Problem
Every organization either large or small, public sector or private enterprise, struggle to acquire productivity so
as to achieve success and maintain a valuable image in this present days of inflexible organizational competitions.
Though the population of workers in an organization may be large and organizational productivity may also low
with no improvement in their products, yet this could be as a result of absence of teamwork in the organization.
Absence of teamwork in the organization is the failure of an organization to coordinate works into work groups so as
to tap from the respective human resources the organization possesses (Adeyeye et al., 2015). Organisation
continues to strive strongly so as to achieve organisational productivity in order to remain at the peak of the market
among other competitors in their different industries. One of the major aims of every organization is to achieve
organizational goals and maintain the goodwill among its customers. It is the desire of all organization to make use
of its resources such as: Men, Machine, Material, Money, Time and Technology (M4T2) to achieve the
predetermined output. Yet, all their effort yielded little or no favourable outcome. This could be as a result of
absence of team building in a workplace which has led to low levels of turnover and productivity, inadequate
managerial skills of team leader, continuous changes of organizational regulation, lack of trainings and differences in
the level of competence of team members prone to reduce efficiency and productivity of the workers.
1.2. Objective of the Study
The general aim of this study is to examine the impact of effective team building on organisational productivity.
In specifically, this study seeks to:
evaluate the impact of team building among staff members on productivity of Osun state water corporation
assess the effect of training and development of team members on organisational productivity
examine team leader competencies towards organisational productivity
1.3. Research Questions
The following research questions were stated to guide this study:
To what extent does team building influence the productivity of Osun state water corporation
What are the effect of training and development of team members on organisational productivity?
To what extent does a team leader competency affect organisational productivity?
1.4. Research Hypotheses
The following Null hypotheses were formulated to guide the study:
H01: Team Building has no significant effect on Organizational productivity.
H02: Training and development of team members has no significant effect on organisational productivity.
H03: Team leader competency has no significant influence on organisational productivity.
1.5. Significance of the Study
The study findings would be very significant to the government, employer, managers, employees, and students,
community at large and future researchers. The policy makers in business organizations will find it useful also in
making decisions. Results collected from this study will serve as an input for the Management of various
organizations in improving the effectiveness of team building in their doings and put more effort in training and
retraining of staff in order to motivate them as well as increases productivity.
3. Business, Management and Economics Research
23
2. Conceptual Framework
2.1. Conceptual Model of Study
2.1.1. Team Building
A team is a group of people working towards a common goal. Team Building involves the process of enabling
the group of people to reach their goals. It consists of steps like clarification of team goals; identification of
hindrances to goal achievements; facing the identified challenges and enabling the achievement of the goals
(Fapohunda, 2013). Team building aimed at increasing employees skills to have a direct impact on their attitude i.e.
motivation, commitment and satisfaction (Wright, 2006). According to Robbins and Judge (2007) A work group is a
group of employees that interact with each other primarily to share information and make decisions that assist
individual members in carrying out their duties while a work team is a group of employees whose individual efforts
result in a performance that is greater than the sum of their individual inputs.
Team can be described as a group of people who work together to achieve the same goals and objectives for the
good of the service users and organizations in order to deliver a good quality of service. Team building, planning
events and activities have the potential to bring the people you employed to a strong sense of direction, workable
plans and solutions, a powerful feeling of belonging with and on the team and clear strategic customer-focused
values. Poor team building and planning sessions bring disillusionment, low morale and negative motivation of the
entire organization (Emmanuel, 2015).
2.1.2. Organisational Effectiveness
Efficiency is related to the optimal use of minimum resources to achieve maximum output. It is a ratio of input
to output and it is a concept that pertains to the internal workings of an organization. Effectiveness on the other hand
is concerned with more with the human side of the organization values and activities. It is the ability of an individual
to meet his or predetermined goal within the timeframe set for the job. An organizational effectiveness also
transients to its external environment (Idris and Alegbele, 2015).
The concept of efficiency as applicable to the context of employment relationship which is a function of proper
management of employees at work, including the adherence to workplace ethical standards. Admittedly, work
dominates the lives of most men and women, and the management of employees, remains a central feature of
organizational life. The totality of the essence of work in society is that it is the primary determinism around which
human lives are ordered, organizations improved and nations are developed. Also the primacy of work in society and
the critical role of the production function have naturally contributed to the growth, development and advancement
of nations throughout human history (Adeyeye et al., 2015).
2.1.3. Organisational Productivity
Organization is often defined by the researchers as a place where two or more than two persons work together to
accomplish a common goal (Sheeba and Layal, 2017). Organization is a social unit of people that is structured and
managed to meet a need or to pursue collective goals or organization is a systematic arrangement of people to
accomplish the same specific purpose. Productivity is about how well people combine resources such as raw
materials, labour, skills, capital, equipment, land, intellectual property, managerial capability and financial capital to
produce goods and services. Organisational productivity is a basic goal of management in today’s business
environment (Jamal and Wayne, 2007).
This is so because if the productivity of an organisation is higher than that of its competitors, that organisation
survives better because higher productivity will result in higher profits, and more job opportunities.
Amos et al. (2008), defined organisational productivity as the ratio of outputs to inputs, where performance
effectiveness and efficiency are measures of organisational productivity. Effectiveness refers to achieving
organisational goals, which is directly linked to levels of customer satisfaction, while efficiency refers to the cost of
resources in relation to goal achievement (Amos et al., 2008). One of the most important issues facing the applied
behavioral sciences is that of human productivity, the quality and quantity of work.
According to Judd-Leonard (2019), our people are yet to embrace the importance of team building in business,
cooperation and collaboration. We like to work for ourselves and many don’t care about uplifting others, even when
those people actually look up to them.
So the successes of teamwork can be measured by the output or productivity of the group, with that thought in
mind. Success has to do with how the individual or the group behaves. On the other hand effectiveness describes the
internal state of an individual and thus, it is attitudinal in nature individuals who are interested only in success tend
to emphasize their position power and use close supervision. Effective individuals, however, will also depend on
personal power and use more general supervision position power tends to be delegated down through the
organization, while personal power is generated upward from below through group acceptance.
2.1.4. Challenges to Team Building
According to Fapohunda (2013), teams are easily influenced to all challenges that can occur during any
organizational change process. Therefore, the challenge of team building includes;
Lack of committed team members: The essence of team building is to improve group performance through
the available results and ensure conflict reduction at workplace. Where teamwork demands job enlargement
it is pertinent to either change the system of compensation and rewards or reduce some of the employees
responsibilities.
4. Business, Management and Economics Research
24
Reducing employees’ morale: Team building activities must be complemented with meaningful
organisational practices. Where teams member do not see an improvement with an Organisation associated
with team building events, they may demoralize and such consequently result in loss of trust in the
Organisation, harm motivation, decrease employee morale and production.
Lack of trust among the team members: This posed another challenges when the team members are not
trusted enough to make vital decisions regarding the assigned task in a workplace.
Lack of teamwork skills: One of the challenges facing leaders is to find team-oriented employees. Most
organizations rely on educational institutions to have inculcated these skills into students.
2.2. Theoretical Framework
This study is hinged on theory of motivation with specific attention to Tuckman’s theory of motivation which
was first developed by Bruce Tuckman in (1965) andJohn Adair - Action-Centered Leadership theory of
motivationproposed in (1934). The relationship of the theories on the impact of effective team building and
organisational productivity were discussed below.
2.3. Tuckman's Forming - Storming - Norming – Performing
Tuckman's theory focuses on the way in which a team tackles a task from the initial formation of the team
through to the completion of the project. Tuckman's theory is particularly relevant to team building challenges as the
phases pertain to the completion of any task undertaken by a team. One of the very useful aspects of team building
activities contained within a short period of time is that teams have an opportunity to observe their behaviour within
a measurable time frame. Often teams are involved in projects at work lasting for months or years and it can be
difficult to understand experiences in the context of a completed task. Tuckman’s model is significant because it
recognizes the fact that groups do not start off fully-formed and functioning. He suggests that teams grow through
clearly defined stages, from their creation as groups of individuals, to cohesive, task-focused teams.However, this
theory is only concern about how to get the job done by the team members and overcome those challenges being
faced on the job without considering the implications of such activities in the life of the workers. Organisation
cannot be productive unless each employeesees themselves as parts of the Organisation thereby make them to be
committed to the Organisational goals and work in synergy as a team.
2.4. John Adair - Action-Centered Leadership
Adair concept brought an approached leadership from a more practical and simple angle; by describing what
leaders have to do and the actions they need to take. His model was figuratively based on three overlapping circles
representing: - (i) achieve the task. (ii) Build and maintain the team. (iii) Develop the individual.
This creates a clear distinction between leadership and management. Creating charismatic 'Great Man' leaders is
difficult and cannot be relied on. You cannot guarantee that such a person can be developed and, once developed,
that they will be reliable. Adair's theory is more practical and shows that leadership can be taught and that it is a
transferable skill.
The three circles in Adair's model overlap because:-
1. The task needs a team because one person alone cannot accomplish it.
2. If the team needs are not met the task will suffer and the individuals will not be satisfied.
3. If the individual needs are not met the team will suffer and performance of the task will be impaired.
John Adair's work is in line with motivational theorists such as Maslow, McGregor and Herzberg. He
emphasizes the need for development of the team and team building. This theory is relevant to the study because it is
useful tool for thinking about what constitute an effective and competent team leader in relation to assigned task.
2.5. Review of Related Empirical Studies
Shouvik and Mohammed (2018), carried out a research on the Impact of Teamwork on Work Performance of
Employees: A Study of Faculty Members in Dhofar University. The objective of the research was to highlight the
effects of teamwork on faculty members in Dhofar University and their performances and also to examine the factors
associated with the concept of teamwork in job environment. A sample size of 100 respondents was drawn from the
population of faculty members in Dhofar University. The questionnaires were distributed to the faculty members in
all the colleges of Dhofar University and use of two hypotheses. The study adopted descriptive survey design.
Correlation and ANOVA were used to find the relationship between the independent and dependent variables and
the impact of the independent variables on the dependent variable i.e., employee performance. The research study
revealed that teamwork, leadership and structure, team trust and performance appraisal and rewards have a
significant and positive impact on the performance of faculty members in Dhofar University. The regression analysis
and ANOVA also show that there is a significantly strong relationship between the set of four independent variables
and the dependent variable employee performance. Teamwork was found to the most significant independent
variable having the most significant impact on performance, followed by trust among team members, effective
leadership in the team and proper system of performance appraisal and rewards. The study recommends that there is
Strong leadership and an environment of trust among team members come across as significant factors which can
help increase the level of employee performance.
Sonal and Theophilus (2016), did a study to assessed the impact of teamwork on organizational productivity on
the staff members of Kwashieman Anglican Basic School of the Accra Metropolitan Assembly, Omanjor M/A Basic
5. Business, Management and Economics Research
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School under the Ga-West Assembly and Ablekuma Anglican Basic School in the Ga-Central Assembly of the
Greater-Accra Region. The study utilized quantitative techniques to analyze the relationship between the variables
that is Teamwork, Esprit de corps (Team Spirit), team trust, recognition and rewards and organizational productivity.
The study shows that there is a significant positive impact of the predictors on the response variable with an adjusted
R2 of 70.5%. The study recommends that teamwork activities have to be adopted in order to enhance Organizational
Productivity.
Peter (2005), carried out a study on team effectiveness and Organisational Learning: A Conceptual Framework.
Its purpose is to argue that team learning is the principal means for achieving team effectiveness and Underpinning
the relationships between effectiveness and learning are learning domains. The result recommended that high-
involvement routines related to cognitive conflict can be used to help the group concentrate on substantive issues so
that team members can visualise team problems in a different light. A more enlightened domain was also achieved
by an increase in the quality of interaction routines and managements resolve to create proactive inquiry through
different forums such as meetings, socialization activities, and conferences. Also, the study found that quality of
free-flowing talk for instance will be encumbered when team activities are subject to groupthink, affective conflict,
and a lack of integration or shared understanding.
Sheeba and Layal (2017), carried out a research to examine the impact of teamwork on the performance of
employees working in banking sector. Correlational research design was used to examine the relationship between
teamwork and employees’ performance. Data was collected from 120 employees working in a Bank. Different
statistical tests were applied which demonstrate that there is a positive and direct relationship of teamwork on
employees’ performance. The results obtained from correlation and regression analyses displayed a significant
impact of teamwork on employee performance. The researcher agreed to the fact that working in a team reduces
incivility and bullying as the team members are more focused upon the accomplishment of the tasks, which the team
members need to accomplish. The research study found that teamwork has a significant positive influence on
employee performance. It was concluded that the increase in collaboration tends to increase the number of ideas and
this increases the effectiveness in tasks assigned to them. Thus, it can be said that teamwork is significantly related
with the employee’s performance.
2.6. Research Gap
There are numerous recent researchers who suggest on the relationship between team works with respect to
organization performance with the history that Organisation may have larger population of workers and have low
productivity with no much improvement in their products. This study is considering the derailed in workplace
productivity, which could be absence of effective team building and inadequate managerial skills of team
leaders.Also this study intends to study the relationship between effective team building and organisational
productivity and how these two variables affect each other, specifically in public Organisation where Osun state
Water Corporation chosen to be case study.
3. Methodology
The research design used for this study was descriptive design which seeks to describe the impact of effective
team building on organisational productivity. The population of the study as at May, 2019 was 750 staff which
comprise of osogbo zone with 83 staff, Ife Zone with 65 Staff, Ilesa Zone with 81 staff, Ede zone with 71 staff, Ikire
zone with 54 staff, Iwo zone with 67 staff, IlaOrangun zone with 68 staff, ikirun zone with 69 staff, Ijebu- Jesa zone
with 59 staff and Osogbo Headquarter office with 133 staff respectively. Since the staff of the Organisation stationed
in different zones,the researchers was take stratification sampling method to give every department/unit enough
representatives of every zone.In selecting sample size because of the large population, (Yamane, 1967) was
employed for the sample size which indicated below with this formula;
n = N
1 +N(e)2
where n= Sample size
N= Total Population
e= level of Significance @5%
n = N
1 +N(e)2
n= 750 = 750 = 750 = 750
1+ 750(0.05)2
1+ 750(0.0025) 1+ 1.875 2.875
n=260.8695. Therefore, the sample size is 261 staff.
6. Business, Management and Economics Research
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Table-1. Stratified sampling
Respondent category (Staff) Target population Sample size
osogbo zone 83 38
Ife Zone 65 18
IlaOrangun zone 68 19
Ilesa Zone 81 26
Ede zone 71 20
Ikire zone 54 15
Iwo zone 67 26
ikirun zone 69 25
Ijebu- Jesa 59 22
Osogbo Headquarter office 133 52
Total 750 261
Source: Authors fieldwork, 2019
The researchers designed questionnaire with which responses were collected from the respondents. The
researcher makes use of ResisLikert Scale system (Strongly Agree, Agree, Neutral, Disagree and Strongly Disagree).
Data were sourced from both secondary and primary sources.Questionnaires were personally administered by the
researcher to the various staff in their zonal offices for effective feedback and the responses to the questions on the
questionnaire were analyzed using descriptive analysis. The research hypotheses stated earlier in the study were also
tested using Regression and Analysis of Variance (ANOVA) and the package used for the estimation was the aid of
SPSS (Statistical Package for Social Sciences 20.0). The hypotheses were tested with F-statistic at 5% level of
significance. The F-Statistic is compared with the F-critical value at 0.05 level of significance. If the F-critical is less
than the F-statistic the null hypothesis is rejected. Otherwise, it is accepted when the F-critical is greater than F-
statistic.
3.1. Model Specification
Y= a + bx
Y=Dependent Variable
a= autonomous variable
b= coefficient
x= Independent Variable
Y= Organisational productivity
x1=Effective Team building
x2= Team leader competency
x3= Training and Retraining
ORGP = β0
+ β1x1 + β2x2 + β3x3 +∑ or Ư
4. Presentation of Results and Discussion of Findings
The data collected to answer the research question were analysed using SPSS and hypotheses were tested using
Analysis of Variance (ANOVA) and Regression Analysis. The results are shown in table 1 to 6.
4.1. Research Question Analysis
Table-2. Team building performances influence the productivity of Osun state water corporation
Frequency Percent Valid Percent Cumulative Percent
Valid SA 188 72.0 72.0 72.0
A 43 16.5 16.5 88.5
UN 15 5.7 5.7 94.3
D 8 3.1 3.1 97.3
SD 7 2.7 2.7 100.0
Total 261 100.0 100.0
Table 1 above indicates that 72% represent 188 of the respondents were strongly agreed that team building
performances influence the productivity of Osun State Water Corporation, 16.5% represent 43 of the respondents
were agreed to the statement, 5.7% represent 15 of the respondents were undecided, 3.1% represent 8 of the
respondents were disagreed to the statement, while 2.7% represent 7 of the respondents were strongly disagreed that
team building performances influence the productivity of Osun State Water Corporation.
7. Business, Management and Economics Research
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Table-3. Effective training and development of team members has impact on organisational productivity
Frequency Percent Valid Percent Cumulative Percent
Valid SA 199 76.2 76.2 76.2
A 54 20.7 20.7 96.9
UN 2 .8 .8 97.7
D 5 1.9 1.9 99.6
SD 1 .4 .4 100.0
Total 261 100.0 100.0
Table 2 above indicates that 76.2% represent 199 of the respondents were strongly agreed that effective training
and development of team members has impact on organizational productivity,20.7% represent 54 of the respondents
were agreed to the statement, 0.8% represent 2 of the respondents were undecided, 1.9% represent 5 of the
respondents were disagreed to the statement, while 0.4% represent 1 of the respondents were strongly disagreed that
effective training and development of team members has impact on organizational productivity.
Table-4. Team Leader competencies affect organisational productivity
Frequency Percent Valid Percent Cumulative Percent
Valid SA 176 67.4 67.4 67.4
A 61 23.4 23.4 90.8
UN 18 6.9 6.9 97.7
D 4 1.5 1.5 99.2
SD 2 .8 .8 100.0
Total 261 100.0 100.0
Table 3 above indicates that 67.4% represent 176 of the respondents were strongly agreed that team leaden
competencies affect organizational productivity, 23.4% represent 61 of the respondents were agreed to the statement,
6.9% represent 18 of the respondents were undecided, 1.5% represent 4 of the respondents were disagreed to the
statement, while 0.8% represent 2 of the respondents were strongly disagreed that team leaden competencies affect
organizational productivity.
4.2. Test of Hypotheses
Hypothesis One: Team Building has no positive significant in Organizational productivity.
Table-5. ANOVA table for team building has no significant effect on organizational productivity
Sum of Squares Df Mean Square F Sig. Remarks
Between Groups 128.275 4 32.069 532.733 .000 Accepted
Within Groups 15.410 256 .060
Total 143.686 260
Source: Author compilation (2019), using SPSS 20.0
This indicate that team building has significant impact on organizational productivity (F= 532.73, P< 0.05). The
value obtained from F- statistic computed is 532.73 and the corresponding P-value obtained is 0.000 which is less
than the 0.05 level of significance. Therefore, Null Hypothesis is rejected and Alternative Hypothesis is accepted as
team building has significant impact on organizational productivity.
Hypothesis Two: Training and development of team members has no significant effect on organisational
productivity.
Table-6. ANOVA table for training and re-training of team members has no significant effect on organisational productivity
Sum of Squares Df Mean Square F Sig. Remarks
Between Groups 80.020 4 20.005 278.308 .000 Accepted
Within Groups 18.401 256 .072
Total 98.421 260
Source: Author compilation (2019), using SPSS 20.0
This indicate training and re-training of team members has significant effect on organizational productivity,
(F=278.31, P< 0.05). The value obtained from F- statistic computed is 278.31 and the corresponding P-value
obtained is 0.000 which is less than the 0.05 level of significance. Therefore, Null Hypothesis is rejected and
Alternative Hypothesis is accepted as training and re-training of team members has significant effect on
organizational productivity.
Hypothesis Three: Team leader competency has no significant influence on organisational productivity.
8. Business, Management and Economics Research
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Table-7. ANOVA table for team leader competency has no significant influence on organisational productivity
Sum of Squares Df Mean Square F Sig. Remarks
Between Groups 107.684 4 26.921 361.296 .000 Accepted
Within Groups 19.075 256 .075
Total 126.759 260
Source: Author compilation (2019), using SPSS 20.0
This indicate team leader competency has significant influence on organisational productivity, (F=361.30, P<
0.05). The value obtained from F- statistic computed is 361.30 and the corresponding P-value obtained is 0.000
which is less than the 0.05 level of significance. Therefore, Null Hypothesis is rejected and Alternative Hypothesis is
accepted as Team leader competency has significant influence on organisational productivity.
The result shows that Team Building, Training and re-training, and Team Leader were jointly predictors of
organizational productivity (F (3, 257) = 861.13; R2
= 0.91; P < 0.05). The predictor variable jointly explained 91%
of the variance of organizational productivity, while the remaining 9% could be due to the effect of the extraneous
variable. Team Building (β = 0.604; t = 14.771; P < 0.05) were significantly independent predictors of organizational
productivity. This implies that both have positive significant effect on the organizational productivity. Also Training
and re-training of team members (β = 0.109; t = 1.068; P > 0.05) has positive effect but insignificant on the
organizational productivity.
4.3. Discussion of Findings
The results obtained in this study are discussed based on the research questions and hypotheses formulated and
tested in the study. The study found that employees’ performance and team leaders’ capability posed major effect on
organisational productivity at all levels in Osogbo Water Corporation.
The first hypothesis tested which stated that Team Building has no positive significant in Organizational
productivity. It was deduced that team building has significant impact on organizational productivity (F= 532.73, P<
0.05). The value obtained from F- statistic computed is 532.73 and the corresponding P-value obtained is 0.000
which is less than the 0.05 level of significance. The test revealed that if members of the team can work in synergy
without considering the differences in the likes of level of educational background and others, the expected
productivity will be very high.The second hypothesis stated that Training and re-training of team members has no
significant effect on organisational productivity. The result indicated thattraining and development of team members
has significant effect on organizational productivity, (F=278.31, P< 0.05). The value obtained from F- statistic
computed is 278.31 and the corresponding P-value obtained is 0.000 which is less than the 0.05 level of
significance.The significant number of respondents agreed that continuous training of employees will not only
increase productivity but improve the morale of workers as well as reduced wastages.The last hypothesis stated that
team leader competency has no significant influence on organisational productivity. The test showed that team leader
competency has significant influence on organisational productivity, (F=361.30, P< 0.05). The value obtained from
F- statistic computed is 361.30 and the corresponding P-value obtained is 0.000 which is less than the 0.05 level of
significance. It was observed that capabilities of team leader in carrying out the assigned task determined its output,
if the team leader understands the technical knowhow of job and he is friendly with co-team members with a lot of
motivation, it will enhance employee’s efficiency and productivity.
5. Conclusion
The findings from the study showed that there were significant impacts of team building on organisational
productivity. Based on the finding of the study it was concluded thatteam building is an efficient way of achieving
success in work place or in the organization. It helps in boosting the productivity, effectiveness and efficiency of
work as well as the performance of organizations as a whole. Regular training is necessary in organization to
enhance the team building exercise in accordance with organisational regulations. It is more effective to accomplish
its task and in satisfy the needs of the group members. Supporting and implementing team work in an Organisation
require a considerable Organisational change and consideration of many dynamic issues. The depth and scope of the
changes showcase that team building and implementation is a lengthy process presenting many challenges. However
the benefits are enormous and those implementing teams have no plans to revert to their previous structures. Despite
the challenges, effective team building provides many benefits to organizations.
Recommendations
In line with the findings of the study the following recommendations were made:
Managers of every institutions or workplace should put intensive efforts in training and retraining of their
staff for creating greater impact on employees’ performance. For instance, sponsoring of academic staff of
higher institution of learning in seminars and international conferences will not only boost the morale of
such employees but also increases the organisational productivity.
Organisation should assigned leaders of the team base on the individual competency and commitment to
organisational goals rather than chosen team leaders who have personal relationshipwith the people in the
helm of affairs because it will have adverse effect on the achievement of such team.
9. Business, Management and Economics Research
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Proper measures should be taken to ensure that all employees obey the workplace rules and policies. This
can help in maintaining a balanced workplace and promote workplace wellness. It would also provide
enough enthusiasm for workers to continue adding value to the organization.
Team members should trust, support and respect one another’s individual differences to accomplish group
goals or tasks.
It is pertinent that each employee should be committed to the organisation's objectives, loyal and stay with
the organisation even during turbulent times and works as an effective team member.
Suggestion for Further Research
The researchers recommend specifically that, further researcher should carry outan in-depth analysis on the
impact of team buildingonsmall and mediumestablishment with a larger sample size, using longitudinal method to
validate these findings andcomprehend some other factors contributing towards organisational productivity such as
the effect of advancement in technology on team building.
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