This study investigated the relationship between job design and employee performance of Deposit Money Banks in Port Harcourt. The study adopted the cross sectional survey in its investigation of the variables. Primary source of data was generated through self administered questionnaire. The target population of this study consists of 79 managerial staff of Deposit Money Banks in Port Harcourt. There was no need for sampling since the population was small. The reliability of the instrument was achieved by the use of the Cronbach Alpha coefficient with all the items scoring above 0.70. The hypotheses were tested using the Spearman’s Rank Order Correlation Statistics. The tests were carried out at a 95 confidence interval and a 0.05 level of significance. The findings revealed that there is a significant relationship between job design and employee performance of Deposit Money Banks in Port Harcourt. The result of the findings further revealed that Skill variety and task significance gave rise to timeliness of work of work and efficiency of work of Deposit Money Banks in Port Harcourt. The study recommends that Deposit Money Banks should use job design to increase the variety of skills that every employee possesses which is a form of motivation. Job design will create some level of inclusivity where employees’ jobs are linked to the overall goal of the Organization. Some level of freedom in making decisions may be adopted for performance to increase. Vito, Baridula | Barinem Paul Kobani "Job Design and Employee Performance of Deposit Money Banks in Port Harcourt, Nigeria" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-4 , June 2021, URL: https://www.ijtsrd.compapers/ijtsrd41169.pdf Paper URL: https://www.ijtsrd.commanagement/organizational-behaviour/41169/job-design-and-employee-performance-of-deposit-money-banks-in-port-harcourt-nigeria/vito-baridula
The document discusses the Job Characteristics Model developed by Hackman and Oldham which describes jobs using five core dimensions: skill variety, task identity, task significance, autonomy, and feedback. These dimensions are used to calculate a motivating potential score that indicates a job's motivating potential. The document also discusses methods for job redesign like job rotation, job enrichment, and alternative work arrangements including flexitime, job sharing, and telecommuting. Finally, it discusses employee involvement and participation through involvement, participative management, and representative participation.
This document discusses various approaches to job design including job engineering, job enrichment, quality of work life, social information processing, and the job characteristics approach. It provides background on each approach and how they aim to impact employee motivation, satisfaction, and performance. The job characteristics approach focuses on skill variety, task identity, task significance, autonomy, and feedback. It can be used to calculate a motivating potential score for jobs and guide redesign interventions. Overall the document analyzes different theories and factors of job design related to motivating employee performance.
The document discusses job redesign techniques like job rotation, job enlargement, and job enrichment. It describes the five core job dimensions that make work more motivational: skill variety, task identity, task significance, autonomy, and feedback. Job enrichment principles can help create the core job dimensions. The motivating potential score measures the presence of these dimensions. Current challenges in job design include new workplace designs, teleworkers, contract workers, and retaining employees.
What is a job?
A job is a piece of work, especially a specific task done as part of the routine of one’s occupation or for an agreed price.
JOB DESIGN-Job design is the process of determining the specific tasks to be performed, the methods used in performing these tasks, and how the job relates to other work in the organization.
Job design integrates work content, rewards and the qualifications required for each job in a way that meets the needs of employees and the organization.
Job design involves systematic attempt to organize tasks, duties and responsibilities into a unit of work to achieve certain objectives. It is a process by which managers decide individual job tasks and authority
Job design is the process of defining the tasks, duties, and relationships within a job. It determines what tasks are required, how they are performed, the sequence of tasks, and relationships with managers, subordinates, and colleagues. A well-designed job encourages achievement and self-esteem among employees. Key aspects of job design include ensuring tasks are not repetitive or isolating, defining hours and processes clearly, providing employee input and training, and establishing good work-rest schedules with adjustments for physically demanding jobs. Approaches to job design include the human approach focusing on employees, the engineering approach planning tasks in advance, and the job characteristics approach linking job satisfaction to skills variety, task identity, significance, autonomy, and feedback. Job design
Job design and analysis are important human resource functions. Job design involves defining how work will be performed through approaches like job enlargement and enrichment. Job analysis is the process of systematically gathering information about job tasks, responsibilities, skills, and requirements. This information is then used to develop job descriptions and specifications, which outline the purpose, duties, and qualifications of a role. The results of job analysis provide essential data for strategic human resource activities including planning, recruitment, compensation, performance management, and training.
Here are a few thoughts on the relationship between worker happiness and productivity:
- Happy workers tend to be more engaged, motivated and satisfied in their work. This positive mindset can translate to higher quality work, better problem-solving skills, and increased effort and dedication to achieving goals. Unhappy workers may be less focused, efficient and committed.
- Feeling valued, respected and having some control over one's work are important factors that influence both happiness and productivity. Job designs and work environments that provide autonomy, feedback and opportunities for growth can boost both well-being and performance.
- Positive relationships with managers and coworkers also impact happiness at work. Supportive cultures where people feel they belong and can collaborate tend to see workers
The document discusses job design and analysis. It defines job design as determining duties, responsibilities, methods and relationships for a job. Job analysis provides information on what workers do, required skills, relationships and attributes. Analysis informs recruitment, selection, training and performance reviews. Job design considers organizational needs, the environment and employee behaviors and goals. Approaches include engineering, focusing on efficiency, and human relations, emphasizing meaningful work. The job characteristics model links characteristics like autonomy and feedback to outcomes like satisfaction. Techniques involve simplification, enlargement, rotation and enrichment.
The document discusses the Job Characteristics Model developed by Hackman and Oldham which describes jobs using five core dimensions: skill variety, task identity, task significance, autonomy, and feedback. These dimensions are used to calculate a motivating potential score that indicates a job's motivating potential. The document also discusses methods for job redesign like job rotation, job enrichment, and alternative work arrangements including flexitime, job sharing, and telecommuting. Finally, it discusses employee involvement and participation through involvement, participative management, and representative participation.
This document discusses various approaches to job design including job engineering, job enrichment, quality of work life, social information processing, and the job characteristics approach. It provides background on each approach and how they aim to impact employee motivation, satisfaction, and performance. The job characteristics approach focuses on skill variety, task identity, task significance, autonomy, and feedback. It can be used to calculate a motivating potential score for jobs and guide redesign interventions. Overall the document analyzes different theories and factors of job design related to motivating employee performance.
The document discusses job redesign techniques like job rotation, job enlargement, and job enrichment. It describes the five core job dimensions that make work more motivational: skill variety, task identity, task significance, autonomy, and feedback. Job enrichment principles can help create the core job dimensions. The motivating potential score measures the presence of these dimensions. Current challenges in job design include new workplace designs, teleworkers, contract workers, and retaining employees.
What is a job?
A job is a piece of work, especially a specific task done as part of the routine of one’s occupation or for an agreed price.
JOB DESIGN-Job design is the process of determining the specific tasks to be performed, the methods used in performing these tasks, and how the job relates to other work in the organization.
Job design integrates work content, rewards and the qualifications required for each job in a way that meets the needs of employees and the organization.
Job design involves systematic attempt to organize tasks, duties and responsibilities into a unit of work to achieve certain objectives. It is a process by which managers decide individual job tasks and authority
Job design is the process of defining the tasks, duties, and relationships within a job. It determines what tasks are required, how they are performed, the sequence of tasks, and relationships with managers, subordinates, and colleagues. A well-designed job encourages achievement and self-esteem among employees. Key aspects of job design include ensuring tasks are not repetitive or isolating, defining hours and processes clearly, providing employee input and training, and establishing good work-rest schedules with adjustments for physically demanding jobs. Approaches to job design include the human approach focusing on employees, the engineering approach planning tasks in advance, and the job characteristics approach linking job satisfaction to skills variety, task identity, significance, autonomy, and feedback. Job design
Job design and analysis are important human resource functions. Job design involves defining how work will be performed through approaches like job enlargement and enrichment. Job analysis is the process of systematically gathering information about job tasks, responsibilities, skills, and requirements. This information is then used to develop job descriptions and specifications, which outline the purpose, duties, and qualifications of a role. The results of job analysis provide essential data for strategic human resource activities including planning, recruitment, compensation, performance management, and training.
Here are a few thoughts on the relationship between worker happiness and productivity:
- Happy workers tend to be more engaged, motivated and satisfied in their work. This positive mindset can translate to higher quality work, better problem-solving skills, and increased effort and dedication to achieving goals. Unhappy workers may be less focused, efficient and committed.
- Feeling valued, respected and having some control over one's work are important factors that influence both happiness and productivity. Job designs and work environments that provide autonomy, feedback and opportunities for growth can boost both well-being and performance.
- Positive relationships with managers and coworkers also impact happiness at work. Supportive cultures where people feel they belong and can collaborate tend to see workers
The document discusses job design and analysis. It defines job design as determining duties, responsibilities, methods and relationships for a job. Job analysis provides information on what workers do, required skills, relationships and attributes. Analysis informs recruitment, selection, training and performance reviews. Job design considers organizational needs, the environment and employee behaviors and goals. Approaches include engineering, focusing on efficiency, and human relations, emphasizing meaningful work. The job characteristics model links characteristics like autonomy and feedback to outcomes like satisfaction. Techniques involve simplification, enlargement, rotation and enrichment.
Job design involves determining the tasks, methods, and relationships of a job. It aims to increase motivation, productivity, and quality of work life. Key considerations in job design include critical job characteristics and matching individuals to jobs. Approaches to job design are scientific, contemporary individual, team, and ergonomic. Contemporary approaches include job rotation, enlargement, and enrichment to provide variety, challenge and responsibility. Job design impacts outcomes like absenteeism and turnover.
Job redesign involves reshaping jobs to make them more motivating for employees by incorporating elements like job rotation, enlargement, enrichment, flexible hours, job sharing, and telecommuting. When implemented effectively through strategies such as rotating employees through different departments, expanding employees' responsibilities, and allowing flexible or remote work arrangements, job redesign can benefit both organizations and workers by increasing employee motivation, satisfaction, and productivity while reducing costs associated with absenteeism and turnover. However, a company's structure and management style as well as individual employee needs must be considered to determine if job redesign is suitable.
Job design involves organizing tasks, duties, and responsibilities into work units to achieve organizational objectives like greater job satisfaction, performance, and profitability. Techniques for job design include specialization, job enlargement, job enrichment, job rotation, and work teams. Factors that influence job design are organizational structure, environmental considerations, and employee behavior and abilities. For example, Amit's job was redesigned through job enrichment by giving him autonomy over sales scheduling and targets, and through job enlargement by expanding his role to include guiding unsatisfied customers. When done effectively, job design can increase employee satisfaction, which benefits the organization.
Job design involves organizing job tasks, duties, and responsibilities to achieve objectives like productivity and job satisfaction. It addresses what motivates people, significant job characteristics, identifying alternatives, and implementing changes. The goals of job design are high job satisfaction and performance. Elements include task, worker, and environmental analysis. Techniques include job simplification, specialization, enlargement, enrichment, and rotation. Outcomes include performance, safety, learning, and work-life balance.
This document discusses five approaches to job design: job rotation, job engineering, job enlargement, job enrichment, and socio-technical systems. Job rotation involves moving employees between different jobs to reduce boredom and allow them to gain new skills. However, it increases training costs and can disrupt work and demotivate employees seeking specialized responsibilities.
The document discusses job design and goal setting techniques to motivate employee performance. It describes various job design approaches like job engineering, enrichment, enlargement and rotation. It also explains goal setting theory and guidelines from research, including making goals specific, difficult and owned by employees. Feedback is important for tracking progress towards goals. The application of goal setting to overall systems performance is outlined.
Job design involves describing job contents, tasks, and relationships to meet organizational, technical, and individual needs. An effective job design provides duties, incentives, resources, and compensation. Job design theories aim to optimize tasks, like scientific management which standardized and trained workers for accountable tasks. Proper job design motivates efficient managers, improving organizational efficiency and profits, while poor design causes problems like absenteeism. Job design approaches include enlargement, enrichment, simplification, rotation, and quality of life analysis.
The document discusses job design, which involves organizing job tasks and responsibilities to achieve objectives. It identifies factors like organizational structure, environment, and employee behavior that influence job design. The document also outlines several approaches to job design, including job engineering, job enrichment, job reengineering, and Hackman and Oldham's job characteristics model, which aims to improve employee motivation and performance.
Job design involves structuring jobs to improve performance and motivation by considering the tasks, responsibilities, relationships, and methods required. Effective job design expands roles to enhance flexibility and satisfaction by providing variety, autonomy, feedback, and opportunities to fully utilize employee abilities. While scientific management minimized skills and autonomy, modern approaches emphasize teamwork, multi-skilling, quality management, and redesigning roles to challenge workers and address both organizational and individual needs.
This document discusses job design. It defines job design as organizing activities to create optimal performance. The key elements of job design are task analysis, worker analysis, and environmental analysis. The five core job characteristics are skill variety, task identity, task significance, autonomy, and job feedback. Approaches to job design include scientific management, behavioral approaches like job enlargement and enrichment, and social technical systems. Tools for job design include process flowcharts, motion study, and work measurement techniques. Current trends incorporate flexitime, compressed workweeks, job sharing, and telecommuting. Effective job design can improve efficiency, employee satisfaction, and business profitability.
The document discusses job design and ergonomics. It defines job design as deciding the content, methods, and relationships within an organization. It also outlines factors that affect job design and proposals like cross-training, job enlargement, job enrichment, and team production. The document then defines ergonomics as the scientific study of human capabilities and aims of ergonomics to improve effectiveness, efficiency, and fit the job to the person. It lists benefits of ergonomics as improved safety, comfort, job satisfaction, and quality of life while reducing stress and fatigue.
The document discusses job analysis and design. It explains that when designing jobs, similar functions are grouped together based on factors like knowledge and skills. The size and type of organization also affects job description development. A job description formally defines an employee's authority, responsibilities, and the purpose or contribution of the role. It also lists the typical format for a job description, which includes the job title, code, location, grade, supervisor, pay range, and functions. Functional heads play a role in job analysis and design.
This document discusses motivation and job design and their relationship to employee performance. It defines motivation as what drives people to work towards goals and job design as how tasks are organized. It then states that properly designing jobs using approaches like job simplification, enlargement, rotation, and enrichment can increase employee motivation and thus improve performance. Each of these job design approaches are then briefly defined.
Human resources and job design @ bec domsBabasab Patil
The document discusses human resource strategies and job design approaches used by Southwest Airlines to achieve competitive advantage. It outlines constraints on human resource strategies and describes various aspects of job design including job specialization, job expansion, psychological components, self-directed teams, motivation and incentive systems, ergonomics, and the visual workplace. Labor planning, standards, and methods analysis are also summarized.
Current document consist of an solved assignment on Job Analysis & Job Design by virtue of VP Marketing for a 2 wheeler company...It also guide about the terms & concept of Job analysis & Job Design & their importance to HR people & organizations...
Job design involves organizing work activities to maximize performance by integrating work content, rewards, and qualifications for each job to meet employee and organizational needs. Job simplification breaks jobs into small, repetitive tasks to increase productivity but can lead to boredom and lower quality. Job rotation periodically moves employees between different jobs to develop a variety of skills but can be stressful and wasteful. Job enrichment provides more responsibility, decision-making, and challenges to employees to reduce turnover and motivate performance, though it increases workload and needs additional skills. Job enlargement expands tasks to utilize abilities better but increases work burden and requires training.
Job design involves determining the contents, duties, responsibilities, and relationships within a job. The goals are to improve satisfaction, quality, and reduce problems like absenteeism. Techniques include job rotation to enhance motivation through multi-skilled workers, job enlargement which allows workers more autonomy over pace and quality control, and job enrichment which grants autonomy over planning and execution. Job descriptions cover the work itself while job specifications outline the required qualities.
1) The document discusses the relationship between capacity building, employee productivity, and organizational performance in cooperative banks in Nagpur, India.
2) Statistical analysis showed a strong positive correlation between high capacity building/employee productivity and high organizational performance. High levels of skills training, motivation, and satisfaction were linked to increased quality, profits, and efficiency.
3) Conversely, low capacity building/productivity correlated with low performance. Banks needed to boost training and motivation to remain competitive.
HUMAN CAPITAL MEASUREMENT & ITS IMPACT ON PERFORMANCE OF IT PROFESSIONAL IN P...IAEME Publication
Human Capital measurement is an important source in terms of suggesting and implementing polices regarding human resource. In this paper, researcher reviews human capital definition and previous researches which relates human capital measurement and employee performance in the organization. Some of the parameters for measuring human capital which influences their performance in an organization have been identified.
Job design involves determining the tasks, methods, and relationships of a job. It aims to increase motivation, productivity, and quality of work life. Key considerations in job design include critical job characteristics and matching individuals to jobs. Approaches to job design are scientific, contemporary individual, team, and ergonomic. Contemporary approaches include job rotation, enlargement, and enrichment to provide variety, challenge and responsibility. Job design impacts outcomes like absenteeism and turnover.
Job redesign involves reshaping jobs to make them more motivating for employees by incorporating elements like job rotation, enlargement, enrichment, flexible hours, job sharing, and telecommuting. When implemented effectively through strategies such as rotating employees through different departments, expanding employees' responsibilities, and allowing flexible or remote work arrangements, job redesign can benefit both organizations and workers by increasing employee motivation, satisfaction, and productivity while reducing costs associated with absenteeism and turnover. However, a company's structure and management style as well as individual employee needs must be considered to determine if job redesign is suitable.
Job design involves organizing tasks, duties, and responsibilities into work units to achieve organizational objectives like greater job satisfaction, performance, and profitability. Techniques for job design include specialization, job enlargement, job enrichment, job rotation, and work teams. Factors that influence job design are organizational structure, environmental considerations, and employee behavior and abilities. For example, Amit's job was redesigned through job enrichment by giving him autonomy over sales scheduling and targets, and through job enlargement by expanding his role to include guiding unsatisfied customers. When done effectively, job design can increase employee satisfaction, which benefits the organization.
Job design involves organizing job tasks, duties, and responsibilities to achieve objectives like productivity and job satisfaction. It addresses what motivates people, significant job characteristics, identifying alternatives, and implementing changes. The goals of job design are high job satisfaction and performance. Elements include task, worker, and environmental analysis. Techniques include job simplification, specialization, enlargement, enrichment, and rotation. Outcomes include performance, safety, learning, and work-life balance.
This document discusses five approaches to job design: job rotation, job engineering, job enlargement, job enrichment, and socio-technical systems. Job rotation involves moving employees between different jobs to reduce boredom and allow them to gain new skills. However, it increases training costs and can disrupt work and demotivate employees seeking specialized responsibilities.
The document discusses job design and goal setting techniques to motivate employee performance. It describes various job design approaches like job engineering, enrichment, enlargement and rotation. It also explains goal setting theory and guidelines from research, including making goals specific, difficult and owned by employees. Feedback is important for tracking progress towards goals. The application of goal setting to overall systems performance is outlined.
Job design involves describing job contents, tasks, and relationships to meet organizational, technical, and individual needs. An effective job design provides duties, incentives, resources, and compensation. Job design theories aim to optimize tasks, like scientific management which standardized and trained workers for accountable tasks. Proper job design motivates efficient managers, improving organizational efficiency and profits, while poor design causes problems like absenteeism. Job design approaches include enlargement, enrichment, simplification, rotation, and quality of life analysis.
The document discusses job design, which involves organizing job tasks and responsibilities to achieve objectives. It identifies factors like organizational structure, environment, and employee behavior that influence job design. The document also outlines several approaches to job design, including job engineering, job enrichment, job reengineering, and Hackman and Oldham's job characteristics model, which aims to improve employee motivation and performance.
Job design involves structuring jobs to improve performance and motivation by considering the tasks, responsibilities, relationships, and methods required. Effective job design expands roles to enhance flexibility and satisfaction by providing variety, autonomy, feedback, and opportunities to fully utilize employee abilities. While scientific management minimized skills and autonomy, modern approaches emphasize teamwork, multi-skilling, quality management, and redesigning roles to challenge workers and address both organizational and individual needs.
This document discusses job design. It defines job design as organizing activities to create optimal performance. The key elements of job design are task analysis, worker analysis, and environmental analysis. The five core job characteristics are skill variety, task identity, task significance, autonomy, and job feedback. Approaches to job design include scientific management, behavioral approaches like job enlargement and enrichment, and social technical systems. Tools for job design include process flowcharts, motion study, and work measurement techniques. Current trends incorporate flexitime, compressed workweeks, job sharing, and telecommuting. Effective job design can improve efficiency, employee satisfaction, and business profitability.
The document discusses job design and ergonomics. It defines job design as deciding the content, methods, and relationships within an organization. It also outlines factors that affect job design and proposals like cross-training, job enlargement, job enrichment, and team production. The document then defines ergonomics as the scientific study of human capabilities and aims of ergonomics to improve effectiveness, efficiency, and fit the job to the person. It lists benefits of ergonomics as improved safety, comfort, job satisfaction, and quality of life while reducing stress and fatigue.
The document discusses job analysis and design. It explains that when designing jobs, similar functions are grouped together based on factors like knowledge and skills. The size and type of organization also affects job description development. A job description formally defines an employee's authority, responsibilities, and the purpose or contribution of the role. It also lists the typical format for a job description, which includes the job title, code, location, grade, supervisor, pay range, and functions. Functional heads play a role in job analysis and design.
This document discusses motivation and job design and their relationship to employee performance. It defines motivation as what drives people to work towards goals and job design as how tasks are organized. It then states that properly designing jobs using approaches like job simplification, enlargement, rotation, and enrichment can increase employee motivation and thus improve performance. Each of these job design approaches are then briefly defined.
Human resources and job design @ bec domsBabasab Patil
The document discusses human resource strategies and job design approaches used by Southwest Airlines to achieve competitive advantage. It outlines constraints on human resource strategies and describes various aspects of job design including job specialization, job expansion, psychological components, self-directed teams, motivation and incentive systems, ergonomics, and the visual workplace. Labor planning, standards, and methods analysis are also summarized.
Current document consist of an solved assignment on Job Analysis & Job Design by virtue of VP Marketing for a 2 wheeler company...It also guide about the terms & concept of Job analysis & Job Design & their importance to HR people & organizations...
Job design involves organizing work activities to maximize performance by integrating work content, rewards, and qualifications for each job to meet employee and organizational needs. Job simplification breaks jobs into small, repetitive tasks to increase productivity but can lead to boredom and lower quality. Job rotation periodically moves employees between different jobs to develop a variety of skills but can be stressful and wasteful. Job enrichment provides more responsibility, decision-making, and challenges to employees to reduce turnover and motivate performance, though it increases workload and needs additional skills. Job enlargement expands tasks to utilize abilities better but increases work burden and requires training.
Job design involves determining the contents, duties, responsibilities, and relationships within a job. The goals are to improve satisfaction, quality, and reduce problems like absenteeism. Techniques include job rotation to enhance motivation through multi-skilled workers, job enlargement which allows workers more autonomy over pace and quality control, and job enrichment which grants autonomy over planning and execution. Job descriptions cover the work itself while job specifications outline the required qualities.
1) The document discusses the relationship between capacity building, employee productivity, and organizational performance in cooperative banks in Nagpur, India.
2) Statistical analysis showed a strong positive correlation between high capacity building/employee productivity and high organizational performance. High levels of skills training, motivation, and satisfaction were linked to increased quality, profits, and efficiency.
3) Conversely, low capacity building/productivity correlated with low performance. Banks needed to boost training and motivation to remain competitive.
HUMAN CAPITAL MEASUREMENT & ITS IMPACT ON PERFORMANCE OF IT PROFESSIONAL IN P...IAEME Publication
Human Capital measurement is an important source in terms of suggesting and implementing polices regarding human resource. In this paper, researcher reviews human capital definition and previous researches which relates human capital measurement and employee performance in the organization. Some of the parameters for measuring human capital which influences their performance in an organization have been identified.
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
Determinants of employees performance in ready made garments rm gs sector in...rakib41
This study aimed to determine the factors that influence employees' performance in the ready-made garments sector in Chittagong, Bangladesh. The researchers conducted surveys of 100 employees from 20 garment companies. They found that individual-related factors, job-related factors, and organizational-related factors all had a strong positive correlation with employees' performance. Path analysis showed that organizational-related factors had the strongest direct effect on performance, followed by individual-related factors. The study suggests focusing on organizational factors like culture, communication, and supervisor support to enhance employees' performance.
The effects of human development, motivation and excellence in emerging compa...imperial Inc
Human resource development is very important to every business; hence enhancing organisation performance and employees' productivity in an organisation.
Effect of Reward on Employee Performance in Insurance Companies in PakistanM. Muddassir Azad
Extrinsic and intrinsic rewards have a significant positive impact on employee performance in insurance companies in Pakistan. A study of 255 employees in Rawalpindi and Islamabad found that both extrinsic rewards (such as pay and benefits) and intrinsic rewards (such as appreciation and achievement) were correlated with higher employee performance. The findings support the importance of reward strategies for motivating employees and improving performance in the insurance industry. Effective use of both financial and non-financial rewards can help companies enhance productivity and retain talented workers.
Determinants of employee retention in pakistan international airlinesAlexander Decker
This document discusses determinants of employee retention at Pakistan International Airlines (PIA). It identifies six variables that influence employee turnover intentions: career progression chances, incentive plans, work setting, supervisory support, work-life balance, and organizational prestige. The study found the greatest association between career progression chances and lower turnover intention. Associations were also found between the other five variables and lower turnover intentions. The document provides context on the importance of employee retention and an overview of its determinants like career development opportunities and support from supervisors.
Workforce Diversity Management towards Organizational Performance: The Case o...Dr. Amarjeet Singh
This document summarizes a study that assessed the influence of workforce diversity management on organizational performance at AlAujan Group in Bahrain. The study utilized a survey of 120 employees.
The results found that AlAujan Group generally implemented good workforce diversity management, as seen in top management support for diversity, supervisors' inclusive behaviors, and diversity-promoting activities. However, coworker behaviors toward diversity showed more variation. Overall diversity climate had a significant impact on organizational performance, but only top management support and personal diversity experiences significantly influenced performance individually. The document concludes that AlAujan Group supports diversity through its policies and activities but could improve consistency in coworker behaviors.
11.the impact of leadership on project performanceAlexander Decker
The document discusses a study on the impact of leadership on project performance. It analyzes leadership factors of human resource (HR) planning and their effects on project performance. Data was collected through questionnaires from employees working on a joint project in Pakistan. Statistical analysis found leadership to have a positive correlation with project performance. Specifically, results showed employee motivation was correlated with both leader motivation and leadership style. The study concludes that HR planning factors like leadership can significantly improve project performance when integrated with project goals.
Employee Productivity and Organizational Performance Evidence from Pharmaceut...ijtsrd
This study examined the relationship between employee productivity and organizational performance of pharmaceutical firms in Ebonyi State, Nigeria. Survey research design was adopted, and data were gathered through the questionnaires administered to respondents. Pearson coefficient correlation was employed to test the hypotheses via SPSS version 20.0. From the analysis, the study concluded that employee motivation and organizational climate have positive significant relationship with organizational performance of pharmaceutical firms in Ebonyi State, Nigeria. Based on the results, this study recommended among others that Businesses should guarantee that feedback is provided on a regular basis so that appraisers can determine whether they are fulfilling management expectations or the organizations goals. To empower employees, there should be rewards for excellent accomplishments as well as training for unfavorable results. Nosike, Chukwunonso Joseph | Okerekeoti, Chinedu U. "Employee Productivity and Organizational Performance: Evidence from Pharmaceutical Firms in Nigeria" 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/ijtsrd49955.pdf Paper URL: https://www.ijtsrd.com/management/business-administration/49955/employee-productivity-and-organizational-performance-evidence-from-pharmaceutical-firms-in-nigeria/nosike-chukwunonso-joseph
Work Relations and Job Satisfaction of Customer Service Representativesijtsrd
This research emphasizes the association between work relations of customer service representatives in terms of their personal profiles, of workplace relationships, of job satisfaction, of organizational commitment and employee loyalty. Jeric H. Pediglorio "Work Relations and Job Satisfaction of Customer Service Representatives" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-7 | Issue-2 , April 2023, URL: https://www.ijtsrd.com.com/papers/ijtsrd56241.pdf Paper URL: https://www.ijtsrd.com.com/other-scientific-research-area/other/56241/work-relations-and-job-satisfaction-of-customer-service-representatives/jeric-h-pediglorio
This document summarizes a study on the determinants of employee retention at Pakistan International Airlines (PIA). The study identified six variables that influence employee turnover intentions: career progression chances, incentive plans, work setting, supervisory support, work-life balance, and organizational prestige. A survey was conducted of PIA employees to analyze the relationship between these variables and turnover intentions. The analysis found the strongest association between career progression chances and lower turnover intentions. Associations were also found between positive experiences of incentive plans, work setting, supervisory support, work-life balance, and organizational prestige, and lower turnover intentions.
Perceived Organizational Prestige and Employee Retention in Microfinance Bank...ijtsrd
Retention of employees is one of the success determining factors of organizations, however, this seems to be difficult for microfinance banks to achieve in Anambra State, thereby necessitating this study to examine the role perceived organizational prestige POP plays in their retention dynamics. The work is anchored on the Herzberg Two Factor Theory. The study adopted a survey research design and the population consisted of 398 employees of the selected microfinance banks and the census method was used. The method of data collection was primary, using Likert structured question, A combination of descriptive and inferential statistics were used for data analysis, and the hypotheses were tested at a 5 level of significance. Findings revealed that training and development has a statistically significant influence on employee retention r = 941 p value 0.05 and that compensation has a statistically significant influence on employee retention r = .948 p value 0.05 in microfinance banks in Anambra State. Sequel to this, it was concluded that perception of people plays a crucial role in the choice of employees to either stay or quit an organization. Hence, it was recommended among others that to retain employees, training and development need to be given a pride of place in the organizations. Onyekwelu Njideka Phina | Nwosu Kanayo Chike | Okeke Patrick Anene "Perceived Organizational Prestige and Employee Retention in Microfinance Banks in Anambra State" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-6 | Issue-5 , August 2022, URL: https://www.ijtsrd.com/papers/ijtsrd50531.pdf Paper URL: https://www.ijtsrd.com/management/business-economics/50531/perceived-organizational-prestige-and-employee-retention-in-microfinance-banks-in-anambra-state/onyekwelu-njideka-phina
This document discusses the role of leadership in increasing employees' motivation and productivity. It explores how leadership impacts employee motivation through factors like ethical leadership, empowerment, and psychological empowerment. Studies show leadership behaviors can stimulate innovative behaviors in employees. The relationship between leadership, employee motivation, and productivity is also examined. Effective leadership is found to enhance employee productivity through supporting, motivating and communicating with employees.
Factors Affecting Work Motivation of Official Credit Staff in Ham Thuan Bac D...ijtsrd
This study inherits and develops the Kovach model 1987 , also references researches related to employee motivation to find out factors affecting the work motivation of staff working at official credit institutions in Ham Thuan Bac district, Binh Thuan province. Research data are collected from 176 employees working at official credit institutions by convenient sampling. Applying exploratory factor analysis and multivariate linear regression, the study has demonstrated impacting factors to employee motivation. They include learning and promotion opportunities, income and benefit, care and recognition, working environment, leadership style, nature of work, workplace relationship, empowerment, and job stability. Especially, the factor of learning and promotion opportunities has the most influence on the working motivation of official credit employees in Ham Thuan Bac district, Binh Thuan province. Nguyen Truong Thuan | Nguyen Quoc Nghi | Dinh Hoang Anh Tuan "Factors Affecting Work Motivation of Official Credit Staff in Ham Thuan Bac District, Binh Thuan Province" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-6 , October 2021, URL: https://www.ijtsrd.com/papers/ijtsrd47529.pdf Paper URL : https://www.ijtsrd.com/management/organizational-behaviour/47529/factors-affecting-work-motivation-of-official-credit-staff-in-ham-thuan-bac-district-binh-thuan-province/nguyen-truong-thuan
Effect of Staff Performance Appraisal Outcomes on Employee Job Performance a ...iosrjce
This document summarizes a research study that examined the effect of staff performance appraisal outcomes on employee job performance at Invesco Assurance Company Kenya Limited. The study found that increases in salaries, allowances, and benefits after performance appraisals motivated employees to perform better. It also concluded that retention, promotion, and transfers led to improved job performance. Training was found to have a greater effect on performance than human resource planning. The greatest influence on performance was found to be employee job mobility, followed by training, pay/remuneration, and then human resource planning. The study recommends developing a better tailored performance appraisal system and ensuring a fair process for choosing managers.
Extrinsic Reward and Employee Engagement in Selected Commercial Banks in Anam...ijtsrd
The study examined extrinsic reward and employee engagement in selected commercial bank in Anambra state Nigeria. Specifically, the study assesses the relationship between bonus and employee’s engagement in selected commercial bank in Anambra state Nigeria and determine relationship between promotion and employee’s engagement in selected commercial bank in Anambra state Nigeria, Two research questions and hypotheses were formulated for the study in line with the objectives. The study made use of correlational design and the area of study was Anambra state. The population for the study was based on 60 middle and lower level manager in new generational commercial banks such as access bank, Polaris bank and fidelity bank. Research instruments were validated and reliable. Correlation analysis was used to taste the research questions and hypotheses. The study revealed that there is significant relationship between extrinsic reward and employee engagement in selected commercial bank in Anambra state Nigeria. It was recommended that banks should pay more attention to reward system at the work place as it is found to have an impact on employee engagement with respect to service quality of operation and where possible strict penalties should be taken into consideration in order to boost performance. The management should encourage the concept of reward system as this will give employee the determination to feel needed at the job and as a result will boost their performance in selected commercial banks Anambra State Nigeria. Ugochukwu Paul Orajaka | Obiasor, Chikaosolu Blessing "Extrinsic Reward and Employee Engagement in Selected Commercial Banks in Anambra State Nigeria" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-6 | Issue-3 , April 2022, URL: https://www.ijtsrd.com/papers/ijtsrd49684.pdf Paper URL: https://www.ijtsrd.com/management/consumer-behaviour/49684/extrinsic-reward-and-employee-engagement-in-selected-commercial-banks-in-anambra-state-nigeria/ugochukwu-paul-orajaka
Factors Affecting Satisfaction and Turnover of Information Technology Workers...IJBBR
The current study examined the key factors that influenced the management of knowledge workers in Indian Information Technology sector. This article also ascertained the various practices employed by the employer’s and explored the practices which were highly appreciated by the employees and their impact on the knowledge workers management. The collection of data done through a self-administered questionnaire with the help of convenience sampling. The sample size was 500 knowledge workers from 10 IT
organizations in Delhi/NCR region. The reliability of the questionnaire was determined by the Cronbach’s alpha method and the value for all the variable was greater than 0.7 that acceptable. The analysis of collected data was done through descriptive tests in SPSS and structure equation modelling conducted in AMOS. The results of the study stated that awareness of employer, reward, recognition & growth, work
policies & arrangement and employer’s concern & care were highly correlated with the knowledge workers management in Indian IT sector.
Effect of Job Rotation Techniques on Performance of Bank Employees - A Study ...scmsnoida5
In today’s era businesses are growing at a very fast
pace and to be in existence every organization has
realized the fact that in order to succeed in the
current cut throat competitive market, treating
and constantly upgrading their employees has
become very essential. For this purpose job rotation
is a technique adopted by many organizations
to train their employees. The importance of
job rotation, as a mean of enhancing skills,
knowledge and abilities of an individual to
improve the overall organizational mechanics has
become evident to any organization. Job rotation
has become the need of the hour for most of the
organization and is a fast emerging domain of
research in the field of human resource.
This study reveals the perception & views of
banking sector employees in relation to job
rotation techniques. Positional variables of the
employees were analyzed with respect to the
employees’ perception regarding Job Rotation
technique. Data were collected using a self administered questionnaire from 125 Bank
employees working in the various banks situated
in Faridabad. Collected data was further
analyzed using “Mean Score” as a statistical tool.
The finding of the research revealed that most of
the employees perceive job rotation as a technique
which stimulates their individual growth, reduces
boredom and also act as a tool for fast learning.
The study suggest that organizations should
consider the perception and needs of individual
employees for successful implementation of job
rotation in an organization for overall benefit
of the individuals and organizations. The
researchers also believes that the current research
would help organizations in redesigning the job
rotation tool in order to enhance the quality of
the employees’ workforce and overall quality of
the organization’s output which is in fact the
need of the hour.
The Effect of Job Rotation Practices on Employee Job Performance; Mediating R...Dr. Amarjeet Singh
Job rotation is a broadly used approach followed by
many organizations to make more committed employees
towards work at various levels of the hierarchy of the
organization. This strategy identified as a motivating factor
for the employee development. Thus the study focus on two
objectives as To identify the impact of employee job rotation
practices on job performances of Operational levels
employees in banking industry of Sri Lanka and To identify
the impact of employee job rotation practices on job
performances through intrinsic motivation of Operational
levels employees in banking industry of Sri Lanka.
Questionnaires were administered to collect primary data
from the 100 operational level employees in private
commercial banks in Colombo district. Descriptive statistics,
Regression analysis as well as Baron and Kenny Mediation
Analysis method were directed to analyze the data by using
SPSS statistical package. The study revealed that job rotation
is an important programme for allowing employees to
acquire new skills, enhance staff productivity, develop new
relationships across the company and gain skills needed for
future career advancement and it impact on the employee job
performances. Moreover mediating analysis implies that
Intrinsic Motivation partially mediate the relationship
between Job Rotation Practices and employee Job
Performances. The findings of the study will beneficial for the
employers to structure their job rotation practices to develop
employee performances in the future.
Similar to Job Design and Employee Performance of Deposit Money Banks in Port Harcourt, Nigeria (20)
This document provides an overview of cosmetic science, summarizing different types of cosmetics including skin, hair, face, eye, and nail cosmetics. It describes key ingredients and formulations for different cosmetic products like moisturizers, cleansers, hair conditioners, mascara, lipstick, and nail polish. The document also discusses trends in cosmetic use throughout history and how cosmetics help beautify and care for skin, hair, nails, and facial features.
Standardization and Formulations of Calotropis ProceraYogeshIJTSRD
Plants growing in arid regions have elicited increased attention, because the hostile environment, in which these plants survive, forces them to develop chemical protective systems through adaptation which is rarely found in vegetation of other ecosystems. Furthermore, many of the plants grow in areas, where the dependence on traditional, plant based medicines over industrially produced pharmaceuticals persists to this day. The two plants, Calotopris Procera giant milkweed, also named C. Persica and Calotropis gigantea crown ower , have been used widely in traditional medicine in North Africa, the Middle East, and South and South East Asia. This has led to extensive research on the chemical constituents of the plants. Both plants are known to be sources of cardenolides, and newer research has yielded a number of interesting cancer active constituents. In addition, extracts of both plants have remarkable nematocidal, molluscidal and insecticidal activities. In many regions, the wood of Calotropis plants has been used as a building material and as a source of fuel. In addition, certain parts of the plants have been used as feed for livestock. In other regions, Calotropis plants are seen as invasive species that threaten local plant life and that due to their toxicity also pose a threat to grazing eld animals. Jaffar Khan | Pankaj Chasta | Dr. Gaurav Kumar Sharma | Dr. Kaushal Kishore Chandrul "Standardization and Formulations of Calotropis Procera" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-5 , August 2021, URL: https://www.ijtsrd.com/papers/ijtsrd45145.pdf Paper URL: https://www.ijtsrd.com/pharmacy/other/45145/standardization-and-formulations-of-calotropis-procera/jaffar-khan
Review of the Diagnosis and Treatment of ParalysisYogeshIJTSRD
Paralysis is a complete loss of motor power in any muscle group. When paralysis affects all four extremities, it is called quadriplegia when it affects only the lower extremities, paraplegia and when it affects the extremities on one side of the body, hemiplegic. For this reason, the term paralysis is generally reserved for more focal, less stereotyped weakness, for instance, affecting all the muscles innervated by a peripheral nerve. Many different anatomical lesions and etiologies can cause paralysis and determine its treatment. Bikash Debsingha | Dr. Gourav Kr. Sharma | Dr. Kausal Kishore Chandrul "Review of the Diagnosis and Treatment of Paralysis" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-5 , August 2021, URL: https://www.ijtsrd.com/papers/ijtsrd45108.pdf Paper URL: https://www.ijtsrd.com/pharmacy/pharmacology-/45108/review-of-the-diagnosis-and-treatment-of-paralysis/bikash-debsingha
Comparative Analysis of Forced Draft Cooling Tower Using Two Design Methods A...YogeshIJTSRD
Cooling towers make use of evaporation whereby some of the water is evaporated into a moving air stream and subsequently discharged into the atmosphere which results in cooling of the remainder water. The current research reviews various studies conducted on cooling tower using experimental and numerical techniques. Different design configuration and operating conditions on cooling towers are evaluated by various researchers. Significant findings from researches have shown new and improved design of cooling tower with much better performance as compared to conventional design. Neetish Kumar Sao | Dr. Surendra K. Dwivedi "Comparative Analysis of Forced Draft Cooling Tower Using Two Design Methods: A Review" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-5 , August 2021, URL: https://www.ijtsrd.com/papers/ijtsrd45100.pdf Paper URL: https://www.ijtsrd.com/engineering/mechanical-engineering/45100/comparative-analysis-of-forced-draft-cooling-tower-using-two-design-methods-a-review/neetish-kumar-sao
Criminology Educators Triumphs and StrugglesYogeshIJTSRD
This document summarizes a research study about the triumphs and struggles of criminology educators in the Philippines. It finds that most respondents enjoy seeing their students succeed but find grading and dealing with difficult students stressful. Financially, only one respondent felt stable while others said their salaries were just enough to get by. Respondents did not initially intend to become teachers but stayed for reasons like family and valuing the teaching profession. While teaching had rewards, low salaries and qualifications impacted job satisfaction for some. Overall, the study provides insights into criminology educators' experiences in the Philippines.
A Review Herbal Drugs Used in Skin DisorderYogeshIJTSRD
The human bodys skin is an organ that allows it to interact with the environment while also shielding it from harmful external influences. People of all ages suffer from skin diseases all over the world. Its vital to keep your skin in good form for a healthy physique. Plants have been employed in some form or another since the beginning of time. This research has highlighted some prevalent skin disease issues, as well as the herbals utilized in disease therapy and the various formulations accessible in the pharmaceutical industry. Some medicinal plants have been shown to be quite effective in removing or reducing skin infection disorders. Chandramita Borah | Dr. Gaurav Kumar Sharma | Dr. Kaushal Kishore Chandrul "A Review: Herbal Drugs Used in Skin Disorder" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-5 , August 2021, URL: https://www.ijtsrd.com/papers/ijtsrd45118.pdf Paper URL: https://www.ijtsrd.com/pharmacy/other/45118/a-review-herbal-drugs-used-in-skin-disorder/chandramita-borah
Automatic Query Expansion Using Word Embedding Based on Fuzzy Graph Connectiv...YogeshIJTSRD
The aim of information retrieval systems is to retrieve relevant information according to the query provided. The queries are often vague and uncertain. Thus, to improve the system, we propose an Automatic Query Expansion technique, to expand the query by adding new terms to the user s initial query so as to minimize query mismatch and thereby improving retrieval performance. Most of the existing techniques for expanding queries do not take into account the degree of semantic relationship among words. In this paper, the query is expanded by exploring terms which are semantically similar to the initial query terms as well as considering the degree of relationship, that is, “fuzzy membership- between them. The terms which seemed most relevant are used in expanded query and improve the information retrieval process. The experiments conducted on the queries set show that the proposed Automatic query expansion approach gave a higher precision, recall, and F measure then non fuzzy edge weights. Tarun Goyal | Ms. Shalini Bhadola | Ms. Kirti Bhatia "Automatic Query Expansion Using Word Embedding Based on Fuzzy Graph Connectivity Measures" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-5 , August 2021, URL: https://www.ijtsrd.com/papers/ijtsrd45074.pdf Paper URL: https://www.ijtsrd.com/computer-science/artificial-intelligence/45074/automatic-query-expansion-using-word-embedding-based-on-fuzzy-graph-connectivity-measures/tarun-goyal
A New Proposal for Smartphone Based Drowsiness Detection and Warning System f...YogeshIJTSRD
This paper proposes a Smartphone based system for the detection of drowsiness in automotive drivers. The proposed system uses three stage drowsiness detection technique. The first stage uses the percentage of eyelid closure PERCLOS which is obtained by capturing images with the front camera of the Smartphone with a modified eye state classification method. The system uses near infrared lighting for illuminating the face of the driver during night driving. The second step uses the voiced to the unvoiced ratio VUR obtained from the speech data from the microphone, in the event PERCLOS crosses the threshold. The VUR is also compared with a threshold and if it is a value greater than that of the threshold, it moves on to the next verification stage. In the final verification stage, touch response is required within the stipulated time to declare whether the driver is drowsy or not and subsequently sound an alarm. To awake the driver, a vibrating mechanism is done and also the live GPS location is also sent to an emergency contact. We have studied eight other reference papers for the literature review. The system has three advantages over existing drowsiness detection systems. First, the three stage verification process makes the system more reliable. The second advantage is its implementation on an Android smart phone, which is readily available to most drivers or cab owners as compared to other general purpose embedded platforms. The third advantage is the use of SMS service to inform the control room as well as the passenger regarding the loss of attention of the driver. Abishek K Biju | Godwin Jolly | Asif Mohammed C A | Dr. Paul P Mathai | Derek Joseph "A New Proposal for Smartphone-Based Drowsiness Detection and Warning System for Automotive Drivers" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-5 , August 2021, URL: https://www.ijtsrd.com/papers/ijtsrd45083.pdf Paper URL: https://www.ijtsrd.com/engineering/computer-engineering/45083/a-new-proposal-for-smartphonebased-drowsiness-detection-and-warning-system-for-automotive-drivers/abishek-k-biju
Data Security by AES Advanced Encryption StandardYogeshIJTSRD
Now a days with the rapid development of multimedia technologies, research on safety and security are becoming more important. Multimedia data are generated and transmitted through the communication channels and the wireless media. The efficiencies of encryption based on different existing algorithms are not up to the satisfactory limit. Hence researchers are trying to modify the existing algorithm or even develop new algorithms that help to increase security with a little encryption time. Here in this paper, we have furnished a new technology to modify the AES algorithm which gives more security with a little encryption time and which can be used to encrypt using 128 bit key. Theoretical analysis on the proposed algorithm with the existing reveals the novelty of our work. Here we have proposed a technique to randomize the key and hidden the key data into an encrypted digital image using the basics concept of cryptography and also using the concept of digital watermarking, the concept of key hide has also been encrypted. We have also proposed a new technique to reposition the pixels to break the correlation between them. So, the proposed scheme offers a more secure and cost effective mechanism for encryption. Next on the AES criteria list good performance. Widespread market adoption will require reasonably good performance on a variety of platforms, ranging from easy tocrack smart cards to the largest servers. Good algorithm performance includes speed for the encryption and decryption process as well as the key schedule. Prateek Goyal | Ms. Shalini Bhadola | Ms. Kirti Bhatia "Data Security by AES (Advanced Encryption Standard)" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-5 , August 2021, URL: https://www.ijtsrd.com/papers/ijtsrd45073.pdf Paper URL: https://www.ijtsrd.com/computer-science/computer-security/45073/data-security-by-aes-advanced-encryption-standard/prateek-goyal
Antimicrobial and Phytochemical Screening of Phyllantus NiruriYogeshIJTSRD
Theorigin of Phyllanthus niruri is tropical America from there it spread as a weed to other tropic and sub tropics. It is a tropical annual herb shrub which grows as weed in moist humid waste land. Phyllanthus niruri is among more than 500 Phyllanthus species that are widely spread in temperate and tropical climates region Lizuka et al., 2007. It grows 30 40 cm in height, has small leaves and yellow flowers the stem has green capsule, and blooms with flowers with 5 white sepals and apical acute anther.38g of Mueller Hinton Agar was dissolved in 1000ml distilled water in a conical flask, the mouth of the conical flask was plugged with cotton woo wrapped in aluminium foil. This was sterilized in an autoclave at 121oC for 15mns. The media was removed and allowed to cool to 45oC, later poured into a sterilized plastic petri plates which were appropriately labeled. The present study revealed the antimicrobial activity and phytochemical screening of phyllanthus niruri. The antimicrobial activity of phyllanthus niruri shows great significant against pathogens which are responsible for common infections of skin, respiratory, urinary and gastrointestinal tracts. The phytochemical screening of oxalate, terpenoids, tannins, phenols, quinones, flavonoids, alkaloids, saponins and steroids were all found to be active within the plant. This bioactive phytochemicals present in P. niruri can be useful for further researches on the plant P. nururi since the phytochemicals have shown preclinical efficacies for treating human diseases’ which include hepatitis and HIV AIDS. This work has compiled the chemical constituents present and can be useful for further researches Dr. Mohammed Musa Lawan | Yusuf Sale Baba "Antimicrobial and Phytochemical Screening of Phyllantus Niruri" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-5 , August 2021, URL: https://www.ijtsrd.com/papers/ijtsrd44948.pdf Paper URL: https://www.ijtsrd.com/chemistry/other/44948/antimicrobial-and-phytochemical-screening-of-phyllantus-niruri/dr-mohammed-musa-lawan
There is a need for temperature drop in a buried pipeline based on the media and process. Need of some methodology and design requirement for a set of conditions by reducing pipeline surface temperature and the temperature drops to atmospheric temperature at a particular distance of pipeline. Based on the conduction principle, desire reduction up to atmospheric temperature can be possible. Let us understand by below methods and design of Heat sink for buried pipe line. Natvarbhai Prabhudas Gajjar "Heat Sink for Underground Pipe Line" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-5 , August 2021, URL: https://www.ijtsrd.com/papers/ijtsrd45117.pdf Paper URL: https://www.ijtsrd.com/engineering/other/45117/heat-sink-for-underground-pipe-line/natvarbhai-prabhudas-gajjar
Newly Proposed Multi Channel Fiber Optic Cable CoreYogeshIJTSRD
Fiber optic cables have single core and multiple core options, but single and multiple core fiber cable -˜s core design need to be updated. Newly proposed design gives facilities to multiple usage than traditional design of cable core. Cable core design needs improvement by using present technology for decreasing material and cost and by improving efficiency of cable. Research need to be carried out in this direction. What do you think Natvarbhai Prabhudas Gajjar "Newly Proposed Multi Channel Fiber-Optic Cable Core" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-5 , August 2021, URL: https://www.ijtsrd.com/papers/ijtsrd45116.pdf Paper URL: https://www.ijtsrd.com/engineering/other/45116/newly-proposed-multi-channel-fiberoptic-cable-core/natvarbhai-prabhudas-gajjar
Security Sector Reform toward Professionalism of Military and PoliceYogeshIJTSRD
The need to understand and at the same time give prescriptions for the direction of security reform in Third world countries after the end of World War II has prompted the emergence of a big project called the study of security reform SSR . Within this framework emerge various theories and strategies for security reform, with various variations, including ideological variations that underlie these theories. The reform of the structural aspect is a reform of the institutional and structure of an institution, the instrumental reform includes the reform of the system, laws and regulations, while the reform of the cultural aspect is a reform of the habits or organizational culture in institutions in general and in particular the Timor Leste’s security institutions, both military and police. Arquimino Ramos "Security Sector Reform toward Professionalism of Military and Police" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-5 , August 2021, URL: https://www.ijtsrd.com/papers/ijtsrd45061.pdf Paper URL: https://www.ijtsrd.com/humanities-and-the-arts/political-science/45061/security-sector-reform-toward-professionalism-of-military-and-police/arquimino-ramos
Stress An Undetachable Condition of LifeYogeshIJTSRD
Stressful life events affects human body, which may lead to cardiovascular diseases and effect metabolism and immune system. Recent studies showed increase in stress levels in developing countries. This study aimed to determine the stress levels in MBBS students. The objectives of the study are a To determine the current stress level, b To assess relation between stress level and lifestyle of college students. The present study was carried out in Ahmedabad City of Gujarat State. A total of 400 medical students were included in the study, which were selected using multi stage sampling aged between 18 years to 25 years. Students were questioned regarding their socioeconomic and life style parameters. The results showed that physical activity such as walking, exercise, yoga, meditation etc. were associated to stress levels. College students showed high stress levels with more satisfaction were mostly smokers. Their major reason for eating junk food and smoking was, increase in stress. Conclusion Majority of students suffered from moderate stress levels. Despite of having stress they were happy and satisfied with life with less no internet addiction. Spirituality and stress scales had a positive correlation as most of the students were averagely highly spiritual. Discriminant function can be used to determine the stress level of a person using age, BMI, internet addiction, spirituality, happiness scale and life satisfaction scale of that person. Jayshree N. Tolani | Dr. Nitinkumar D. Shah "Stress: An Undetachable Condition of Life" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-5 , August 2021, URL: https://www.ijtsrd.com/papers/ijtsrd45054.pdf Paper URL: https://www.ijtsrd.com/other-scientific-research-area/other/45054/stress-an-undetachable-condition-of-life/jayshree-n-tolani
Comparative Studies of Diabetes in Adult Nigerians Lipid Profile and Antioxid...YogeshIJTSRD
The study sought to determine the extent to which the usage of social media in the marketing of agricultural products in South West Nigeria can enhance farmers turnover. It employed the survey research design to collect data with the help of a structured questionnaire to elicit information from respondents selected from six 6 south western states. Research data were analysed using structural equation modelling. The results showed that the use of social media WhatsApp and Facebook in marketing of agricultural products significantly enhances farmers turnover. The managerial implication is that use of Whatsapp and Facebook in the marketing of agricultural products for the enhancement of farmers’ turnover was found to have significant influence on the enhancement in farmers’ turnover from agricultural products. Policy makers in government should provide the enabling environment for the telecommunication companies to enhance their reach by installing their facilities across the length and breadth of the country so that the network coverage will be strong at all times so that the benefits of social media usage will not be constrained. Egejuru, Leonard O | Akubugwo, Emmanuel I | Ugorji, Beatrice N "Comparative Studies of Diabetes in Adult Nigerians: Lipid Profile and Antioxidants Vitamins (A and C)" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-5 , August 2021, URL: https://www.ijtsrd.com/papers/ijtsrd45021.pdf Paper URL: https://www.ijtsrd.com/biological-science/biochemistry/45021/comparative-studies-of-diabetes-in-adult-nigerians-lipid-profile-and-antioxidants-vitamins-a-and-c/egejuru-leonard-o
To Assess the Severity and Mortality among Covid 19 Patients after Having Vac...YogeshIJTSRD
The severity and mortality of COVID 19 cases has been associated with the Three category such as vaccination status, severity of disease and outcome. Objective presently study was aimed to assess the severity and mortality among covid 19 patients. Methods Using simple lottery random method 100 samples were selected. From these 100 patients, 50 patients were randomly assigned to case group and 50 patients in control group after informed consents of relative obtained. Patients in the case group who being died after got COVID 19 whereas 50 patients in the control group participated who were survive after got infected from COVID 19 patients. Result It has three categories such as a Vaccination status For the vaccination status we have seen 59 patients were not vaccinated and 41 patients was vaccinated out of 100. b Incidence There were 41 patients were vaccinated whereas 59 patients were not vaccinated. c Severity In the case of mortality we selected 50 patients who were died from the Corona and I got to know that out of 50 patients there were 12 24 patients were vaccinated whereas 38 76 patients were non vaccinated. Although for the 50 control survival group total 29 58 patients were vaccinated and 21 42 patients was not vaccinated all graph start. Conclusion we have find out that those people who got vaccinated were less infected and mortality rate very low. Prof. (Dr) Binod Kumar Singh | Dr. Saroj Kumar | Ms. Anuradha Sharma "To Assess the Severity and Mortality among Covid-19 Patients after Having Vaccinated: A Retrospective Study" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-5 , August 2021, URL: https://www.ijtsrd.com/papers/ijtsrd45065.pdf Paper URL: https://www.ijtsrd.com/other-scientific-research-area/other/45065/to-assess-the-severity-and-mortality-among-covid19-patients-after-having-vaccinated-a-retrospective-study/prof-dr-binod-kumar-singh
Novel Drug Delivery System An OverviewYogeshIJTSRD
In present scenario evolution of an existing drug molecule from a old form to a novel delivery system can significantly improve its performance in terms of patient compliance, safety and efficacy. In the form of a control drug delivery system an existing drug molecule can get a new life. An appropriately designed Novel Drug Delivery System can be a major advance for solving the problems related towards the release of the drug at specific site with specific rate. The porpuse for delivering drugs to patients efficiently and with fewer side effects has prompted pharmaceutical companies to engage in the development of new drug delivery system. This article covers the basic information regarding Novel Drug Delivery Systems and also advantages, factor etc. Chiranjit Barman | Dr. Gaurav Kumar Sharma | Dr. Kausal Kishore Chandrul "Novel Drug Delivery System: An Overview" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-5 , August 2021, URL: https://www.ijtsrd.com/papers/ijtsrd45068.pdf Paper URL: https://www.ijtsrd.com/pharmacy/novel-drug-delivery-sys/45068/novel-drug-delivery-system-an-overview/chiranjit-barman
With the growth of technology their grows threat to our data which is just secured by passwords so to make it more secure biometrics came into existence. As biometric systems are adopted and accepted for security purpose for various information and security systems. Hence it is immune to attacks. This paper deals with the security of biometric details of individuals. In this paper we will be discussing about biometrics and its types and the threats and security issues which is not talked about usually. The different technologies evolved and had contributed to biometrics in long run and their effects. Sushmita Raulo | Saurabh Gawade "Security Issues Related to Biometrics" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-5 , August 2021, URL: https://www.ijtsrd.com/papers/ijtsrd44951.pdf Paper URL: https://www.ijtsrd.com/computer-science/computer-security/44951/security-issues-related-to-biometrics/sushmita-raulo
Comparative Analysis of Different Numerical Methods for the Solution of Initi...YogeshIJTSRD
A mathematical equation which involves a function and its derivatives is called a differential equation. We consider a real life situation, from this form a mathematical model, solve that model using some mathematical concepts and take interpretation of solution. It is a well known and popular concept in mathematics because of its massive application in real world problems. Differential equations are one of the most important mathematical tools used in modeling problems in Physics, Biology, Economics, Chemistry, Engineering and medical Sciences. Differential equation can describe many situations viz exponential growth and de cay, the population growth of species, the change in investment return over time. We can solve differential equations using classical as well as numerical methods, In this paper we compare numerical methods of solving initial valued first order ordinary differential equations namely Euler method, Improved Euler method, Runge Kutta method and their accuracy level. We use here Scilab Software to obtain direct solution for these methods. Vibahvari Tukaram Dhokrat "Comparative Analysis of Different Numerical Methods for the Solution of Initial Value Problems in First Order Ordinary Differential Equations" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-5 , August 2021, URL: https://www.ijtsrd.com/papers/ijtsrd45066.pdf Paper URL: https://www.ijtsrd.com/mathemetics/applied-mathematics/45066/comparative-analysis-of-different-numerical-methods-for-the-solution-of-initial-value-problems-in-first-order-ordinary-differential-equations/vibahvari-tukaram-dhokrat
Evaluation of Different Paving Mixes Using Optimum Stabilizing ContentYogeshIJTSRD
Bituminous mixes are most commonly used all over the world in flexible pavement construction. It consists of asphalt or bitumen used as a binder and mineral aggregate which are mixed together, laid down in layers and then compacted. Under normal circumstances, conventional bituminous pavements if designed and executed properly perform quite satisfactorily but the performance of bituminous mixes is very poor under various situations. Today’s asphaltic concrete pavements are expected to perform better as they are experiencing increased volume of traffic, increased loads and increased variations in daily or seasonal temperature over what has been experienced in the past. In addition, the performance of bituminous pavements is found to be very poor in moisture induced situations. Considering this a lot of work has been done on use of additives in bituminous mixtures and as well as on modification of bitumen. Research has indicated that the addition of polymers to asphalt binders helps to increase the interfacial cohesiveness of the bond between the aggregate and the binder which can enhance many properties of the asphalt pavements to help meet these increased demands. However, the additive that is to be used for modification of mix or binder should satisfy both the strength requirements as well as economical aspects. Naveen Kumar | Ms. Shivani "Evaluation of Different Paving Mixes Using Optimum Stabilizing Content" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-5 , August 2021, URL: https://www.ijtsrd.com/papers/ijtsrd45089.pdf Paper URL: https://www.ijtsrd.com/engineering/civil-engineering/45089/evaluation-of-different-paving-mixes-using-optimum-stabilizing-content/naveen-kumar
Executive Directors Chat Leveraging AI for Diversity, Equity, and InclusionTechSoup
Let’s explore the intersection of technology and equity in the final session of our DEI series. Discover how AI tools, like ChatGPT, can be used to support and enhance your nonprofit's DEI initiatives. Participants will gain insights into practical AI applications and get tips for leveraging technology to advance their DEI goals.
The simplified electron and muon model, Oscillating Spacetime: The Foundation...RitikBhardwaj56
Discover the Simplified Electron and Muon Model: A New Wave-Based Approach to Understanding Particles delves into a groundbreaking theory that presents electrons and muons as rotating soliton waves within oscillating spacetime. Geared towards students, researchers, and science buffs, this book breaks down complex ideas into simple explanations. It covers topics such as electron waves, temporal dynamics, and the implications of this model on particle physics. With clear illustrations and easy-to-follow explanations, readers will gain a new outlook on the universe's fundamental nature.
it describes the bony anatomy including the femoral head , acetabulum, labrum . also discusses the capsule , ligaments . muscle that act on the hip joint and the range of motion are outlined. factors affecting hip joint stability and weight transmission through the joint are summarized.
Thinking of getting a dog? Be aware that breeds like Pit Bulls, Rottweilers, and German Shepherds can be loyal and dangerous. Proper training and socialization are crucial to preventing aggressive behaviors. Ensure safety by understanding their needs and always supervising interactions. Stay safe, and enjoy your furry friends!
A review of the growth of the Israel Genealogy Research Association Database Collection for the last 12 months. Our collection is now passed the 3 million mark and still growing. See which archives have contributed the most. See the different types of records we have, and which years have had records added. You can also see what we have for the future.
This slide is special for master students (MIBS & MIFB) in UUM. Also useful for readers who are interested in the topic of contemporary Islamic banking.
How to Manage Your Lost Opportunities in Odoo 17 CRMCeline George
Odoo 17 CRM allows us to track why we lose sales opportunities with "Lost Reasons." This helps analyze our sales process and identify areas for improvement. Here's how to configure lost reasons in Odoo 17 CRM
Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.
Assessment and Planning in Educational technology.pptxKavitha Krishnan
In an education system, it is understood that assessment is only for the students, but on the other hand, the Assessment of teachers is also an important aspect of the education system that ensures teachers are providing high-quality instruction to students. The assessment process can be used to provide feedback and support for professional development, to inform decisions about teacher retention or promotion, or to evaluate teacher effectiveness for accountability purposes.
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above and beyond the normal job) (Ugboro, 2006). Job
design has been one of the most effective tools used for
optimizing an employee's performance. It can be defined as
changing the content and processes of a job to increase an
employee’s satisfaction, motivationandproductivity(Knapp
& Mujtaba, 2010).Work design refers to a spectrum of job
factors, ranging from internal and external organizational
factors to the way tasks are organized, that affect what
people do at work and how effectively they can do it. The
concept has roots in psychological research and theories of
work motivation to improve employee satisfaction and
performance and therefore increase organizational
productivity and efficiency(Campion,Mumford,Morgeson&
Nahrgang, 2005).
Excellent operations come from Human Resource
Management (HRM) systems which also are a source of
financial gain for companies with the aid of job
characteristics and their goals and objectives (Huselid &
Becker, 2009). According to Armstrong (2006), job
characteristics model is one way of designing jobs based on
their characteristics. The defined states of the mind are
improved by the five importantcharacteristicsofa job which
are skill variety (which involvesdifferentactivitiesrequiring
different skills), task identity (which encompasses the
completion of an entire and visible piece of work), task
significance (which involves the impact a particulartask has
on other peoples’ lives), autonomy (which is the freedom
and pleasure in performing tasks and feedback (which
encompasses the direct information from the job on the
employee's efficiency and effectiveness ) (Hackman &
Oldham, 1980 cited in Al-Ahmadi (2009)). In addition to it,
job design includes perceived work demands, job control
and social support that lead to higher output (Love &
Edwards, 2005). As many human resources professionals
have discovered that there is strong impact of job design on
the productivity and the motivation and job satisfaction of
employees in an organization. In order to avoid theseissues,
it is pertinent to look for alternative strategies and
approaches to job design which includes jobenrichment,job
engineering, quality of work life, socio technical designs, the
social information processing approach (SIPA) and the job
characteristics approach (Garg & Renu, 2005). This is why
we are investigating the relationship betweenjobdesignand
employee performance of Deposit Money Banks in Port
Harcourt.
Furthermore, this study will also be guided by the following
research questions:
1. What is the relationship between skill variety and
efficiency of work of Deposit Money Banks in Port
Harcourt?
2. What is the relationship between skill variety and
timeliness of work of Deposit Money Banks in Port
Harcourt?
3. What is the relationship between task significance and
efficiency of work of money banks in Port Harcourt?
4. What is the relationship between task significance and
timeliness of work of Deposit Money Banks in Port
Harcourt?
Fig.1 Conceptual Framework for the relationship between Job Design and Employee Performance
Source: Desk Research (2021)
LITERATURE REVIEW
Theoretical Foundation
Theory of Herzberg's Two-Factor
The theory of two-factor (as well recognized as dual-factor
theory and Herzberg's motivation-hygiene theory) was
created by psychologist Frederick Herzberg in 1959,who
hypothesized that satisfaction of job and dissatisfaction of
job work separately of each other. The theory indicates that
there are some factors in the place of work which result to
satisfaction of job, whilst a different factors set result to
dissatisfaction of job. The momentum for enrichment of job
mainly came from Frederick Herzberg's (1966,1968) which
was a reply to the 'white collar woes' and the 'blue-collar
blues' (Gooding,1970) which happened for the period of the
1960's plus 1970's. The period was characterized by
workers responding to their job in different 'unproductive
ways' for instance through sabotage, absenteeism, strikes
and turnover; a reply which was seen to be partially an
outcome of a universal increaseinaspirationsandabilitiesof
people via improved access to education. The basic theory’s’
tenet is that change of factors of hygiene could conquer
discontent but can’t enhance satisfaction as well as
motivation. Job satisfaction can just be motivated byshifting
jobs intrinsic aspects. It has been reported that functioning
in a state of motivation-seeking is extra industrious as
compared to functioning ina stateofhygiene-seeking,and so
anticipated making work extra enriching via doing an
increment of the motivators present at works (Herzberg,
1959).
Concept of Job Design
Job design has been one of the most effective tools used for
optimizing an employee's performance. It can be defined as
changing the content and processes of a job to increase an
employee’s satisfaction, motivationandproductivity(Knapp
&Mujtaba, 2010). Effective Job design is measure of the
degree to which the employee is involved in his tasks and
assignments. In the view of Opatha (2002), ‘Job design is the
functions of arranging task, duties and responsibilities in to
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an organizational unit of work’. The working definition for
the study purpose is that, ‘the job design is the way to
organize the contents, methods and relationship of jobs in
order to achieve organizational goals and objectives as well
as satisfaction of job holders.
Job design refers to the specification of the jobs methods,
relationships and contents so as to satisfy organizational as
well as technological requirements and the job holders’
personal and social requirements (Armstrong, 2003).
According to Ali and Aroosiya (2012) design of job is the
functions of task arrangement, responsibilities and dutiesin
to an institutional work unit. Armstrong (2003) states that
design of job starts with task requirements analysis, that is
what must be done, and after that it must take into
consideration the following characteristics of motivation:
responsibility, autonomy, self-control and finally discretion.
Tasks is the jobs’ essential and fundamental bases which
ignore the actuality that jobs are planned with extremely
structured relational system which influences not only
interpersonal relations of employees but their associations
too (Grant, 2007). Tanner, (1998) reported that leaders of
businesses at all times motivate individuals that they must
follow a work design which is collaborative in which they
ensure that workers must be accountable for their
performance of work. According to Garg and Renu, (2005)
occasionally the impending bond of goals and job setting
could assist to improve the performance level as well as the
job design can enhance not simply the satisfaction but as
well the performance worth too.
Dimensions of Job Design
Skill Variety
Skill variety is the degree to which a job requires a variety of
different activities and involves the use of a number of
various skills and talents of the workers. Jobsthatarehighin
skill variety are seen by workers as more challenging
because of the range of skills involved; relieve monotony
that results from repetitive activity, and gives employees a
greater sense of competence. According to Bratton (2007),
when a variety of skills are essential to complete a task and
those skills are perceived to be of value to the organization,
employees find their jobs to be more meaningful. The idea
behind providing skill variety in job design is that it will
reduce boredom, thereby increasing job satisfaction and
motivation. It has been proven that one-skill jobsthatleadto
repetition and monotonycouldbringaboutboredom,fatigue
and stress that may negatively affect performance and
productivity. According to Laura and Derek (2000),
movement of employees from one job-task to another job
within the organization and allowing themtoadopta variety
of tasks in their work helps in mitigating the effect of
repetitiveness and boredom.
Skill Variety, according to Hackman and Oldham (1975) is
the instance where a job requires various tasks in order to
carry out a complete piece of work and involves using
various skills and abilities by the employee. Just as the job
characteristics model indicates, the different skills that are
required to complete a task often lead to desired
performance by the intervening psychological state of
experienced importance of a job. Garg and Rastogi (2005)
indicated that skill variety involves the degree of utilization
of different skills and abilities. A variety of Skills variety is
one factor in the JCM which affects the meaningfulness of a
job. A job that is high in the level of skill variety always
requires a wide array of skills and abilities (Hackman &
Oldham, 1975).
Task Significance
Job significance according toBaridam(2006)isthedegreeto
which a job has substantial impact on the lives of other
people, whether those people are in the immediate
organization or in the world at large. According to him, a job
is more meaningful if it is importanttootherpeopleforsome
reason. For instance a soldier might experience more
fulfilments when defending his or her country from a real
threat than when merely training to stayreadyincasesucha
threat arises.
Job significance is a very important element of the job
characteristics model (JCM) according to study of Hackman
and Oldham’s (1980) job significance isdefinedastheextent
to which job has an effect on the life of the people. Another
study describe that the worth of the task depend on internal
and external significance. Hackman and Oldham explained
task significance as “The degree to which the job has a
substantial impact on the lives or work of other people -
whether in the immediate organization or in the external
environment” It maintains that both internal significance,
that is how a task is valuable for the organization and
external significance is equally important. The image of job
in the minds of people and employees, bears significant
substance to see that how much he feels proud while
describing his job in the public (Garg & Rastogi, 2005).
Concept of Employee Performance
Job performance of employees plays a crucial factor in
determining an organisational performance (June &
Mahmood, 2011) Job performance is defined as it focuses
directly on employee productivity by assessing the number
of units of acceptable quality produced by an employee in a
manufacturing environment, within a specific time period
(Ambrose, et. al., 2013).
Performance is what the organizationhiresonetodo,anddo
well (Campbell, 1990, as in June and Mahmood, 2011).
Performance is a multi-dimensional concept (Sonnentag &
Frese,2002). On the most basiclevel,BormanandMotowidlo
(1993) distinguish between task and contextual
performance (Sonnentag & Frese, 2002). Use of several
criteria becomes needed in order to evaluate job
performance of an employee accurately (Opatha, 2009). He
further noted employee performance can be focused based
on traits, behaviours and results.
Job performance directly focuses on productivity of worker
via assessment of the units’ number of suitable quality
created by a worker in a processing environment, in a
specific period of time (Putterill & Rohrer, 1995). The
business successisdependentonperformanceofemployees.
Increasing the employees’ performance from the lowest
organization levels to senior management is one of the most
efficient techniques of increasing business profit as well as
performance.
Measures of Employee Performance
Efficiency of Work
Ogboso and Amah (2016) opines that efficiency refers tothe
accomplishment of goals with minimum resources orwaste.
It includes measures such as time minimization, cost
minimization, and waste minimization. Speed and time are
important resources for any organization and must be seen
to seek to maximize speed and minimize time. The way an
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organization does thisindicateshow efficientandproductive
they are. Speed and time were the essence of time and
motion studies since the day of scientific management
introduced by Taylor that led to management efficiency.
They are sources of competitive advantage. Doing the right
thing in corporate governance terms isanimportant,butnot
a sufficient, condition for performance. Anddoingthewrong
thing (e.g. an ineffective audit committee, or lack of
independence among the executives) will make it more
difficult for an organization to perform but is not a measure
of success or lack of it either. The questions relating to
organization efficiency are: How effectiveistheorganization
in dispatching businesses (including through organization
committees in and between meetings) and following up on
decisions, does the organization identify and focus on key
(not just a long list of) issues and risks facing the
organizations; is the organization able to take initiatives,
dealing with crises and identifying emerging issues? The
conception of time here is thedurationtakentoaccomplisha
task. These honest questions are both a matter of choice.
Since it is usually only after an extended period is it possible
to know whether the organization has dealt with the right
issues, how well it has done so, and which issues have not
been addressed. Accordingly, failing to ensure succession or
invest in new technology is just as much about performance
as successful talent management or systems investment.
Organizations can be really helpful in identifying risks that
executive director alone, sometimes preoccupied with
current challenges, and may not have spotted.Therearetwo
questions rather than one here because a history of dealing
with key issues as they arise is not enough. The ability to
take initiatives, deal with crises and identify issues that are
not part of ‘normal business’ is a crucial differentiator
between an efficient and a tolerable organization. For the
same reason ‘meeting organization objectives’isn’tincluded
as a performance measure, since it runs the risk of being too
inward-looking and passively taking thingstoomuchasthey
are.
Timeliness of work of Work
When the employees are productive, they accomplish more
in a given amount of time. In turn, efficiency saves their
company money in time and labour. When employees are
unproductive, they take longer time to complete projects,
which cost employee’s more money due to the time lost
(Olajide, 2000). The importance of higherproductivityof the
employees in public enterprise cannot be overemphasized,
which include the following; Higher incomes and profit;
Higher earnings; Increased supplies of both consumer and
capital goods at lower costs and lower prices; Ultimate
shorter hours of work and improvements in working and
living conditions; Strengthening the general economic
foundation of workers (Banjoko, 1996). Armstrong (2006)
stated that productivity is the time spent by an employee
actively participating in his/her job that he or she was hired
for, in order to produce the required outcomes according to
the employers’ job descriptions. As suggested by Bloisi
(2003) the core cause of the productivity problems in the
South African society are people’s motivation levels and
their work ethics.
Relationship between Job Design and Employee
Performance
Job design can also be defined as changing the content and
processes of a job to increase employee’s satisfaction,
motivation and productivity (Knapp & Mujtaba,
2010).Sokoya (2000)exploredtheaspectofsatisfaction with
jobs and career, and the predictors of job satisfactionamong
the emerging adults in Alberta. Obtaining data from the
Alberta High School Graduate Survey among a sample of
1,030 emerging adults from Alberta,it wasfoundinhisstudy
that job design and personal characteristicstendtoaffectjob
satisfaction and that level ofjobsatisfactionisdetermined by
a combination of jobs, work and personal characteristics.
Rotating managers to different jobs addedthebenefitoftask
variety, resulting in increasedperformanceofemployees. He
thus concluded that the performance of an employee
undoubtedly depends on the level of satisfaction and
dissatisfaction of the workforce. However, this attitude is
determined by a diversity of factors or predictors where
contextual forces play the dominant role and the same has
been reported over and over again.
Bassey (2002) aimed to aims to identify the key issues of job
design research and practice to motivate employees'
performance. His study therefore sought to look at job
design with respect to employee motivation and job
performance that skills, task identity, task significance,
autonomy, feedback, job security and compensation are
important factors for motivating employees. Theconceptual
model of Hackman and Oldham's job characteristics was
adopted to motivate employees' performance. The findings
depicted that a dynamic managerial learning framework is
required in order to enhance employees' performance to
meet global challenges. He therefore recommended that
attention be given specifically to the psychological needs of
workers and how they may be met. The technical aspects of
design in which the normal techniques of industrial
engineering, organization and methods were however not
employed in his study.
Al-Ahmadi (2009) in his study about the impact job design
on job performance, investigated the impact of jobdesign on
employees’ performance in the school of Kalmunai Zone in
Sri Lanka. He also tried to find out the factors of job design
that highly influenced employees’ performance in the
organizations.Al-Ahmadi(2009)thereforeindicatedthat the
nature of job itself was found positively correlated with
performance, which indicated that satisfaction with amount
of variety and challenge in one’s job actually influence
performance. The sense ofjobsignificance,feelingimportant
in eyes of others, realizing ones’competence,andfreedom to
make decisions are positively related to performance. An
implication here was that more attention had to be given to
improving task identity, feedback and autonomy so as to
improve quality level of job design that can improve
employees’ performance in achieving quality results.
The study postulates the following hypotheses to be tested:
Ho1: There is no significant relationship betweenskill variety
and efficiency of work of employee of Deposit Money Banks
in Port Harcourt.
Ho2: There is no significant relationship betweenskill variety
and timeliness of work of employees of Deposit Money
Banks in Port Harcourt.
Ho3: There is no significant relationship between task
significance and efficiency of work of employees of Deposit
Money Banks in Port Harcourt
Ho4: There is no significant relationship between task
significance and timeliness of work of employees of Deposit
Money Banks in Port Harcourt.
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METHODOLOGY
The study adopted the cross-sectional survey in its
investigation of the variables. Primary data was sourced
through structured questionnaire. The population for this
study is 79 managerial staff of the 7 selected tier-1 banks in
Port Harcourt. The entire accessible population (census) of
79 in the 7 selected banks in Port Harcourt formed the
sample for this study.Theresearchinstrumentwasvalidated
through by experts as provided by supervisors vetting and
approval while the reliability oftheinstrument wasachieved
by the use of the Cronbach Alpha coefficient with all the
items scoring coefficients above 0.70. The hypotheses were
tested using the Spearman’s Rank Order Correlation
Statistics. The tests were carried out at a 95% confidence
interval and a 0.05 level of significance.
DATA ANALYSIS AND RESULTS
Bivariate Analysis
The Spearman Rank Order Correlation coefficient is calculated using the SPSS 21.0 versiontoestablishtherelationshipamong
the empirical referents of the predictor variable and the measures of the criterion variable.
Table 1 Correlation for Skill Variety and Measures of Employee Performance
Skill Variety Efficiency Timeliness of work
Spearman's rho
Skill Variety
Correlation Coefficient 1.000 .675** .564**
Sig. (2-tailed) . .000 .000
N 59 59 59
Efficiency
Correlation Coefficient .675** 1.000 .835**
Sig. (2-tailed) .000 . .000
N 59 59 59
Timeliness of work
Correlation Coefficient .564** .835** 1.000
Sig. (2-tailed) .000 .000 .
N 59 59 59
**. Correlation is significant at the 0.01 level (2-tailed).
Source: Research Data 2021, (SPSS output version 21.0)
Ho1: There is no significant relationship between skill variety and efficiency of work of employee of Deposit Money
Banks in Port Harcourt.
From the result in the table above, the correlation coefficient shows that thereisa significantrelationship between skill variety
and efficiency. The correlation coefficient 0.675 confirms the magnitude and strength of this relationship and it is statistically
significant at p 0.000<0.05. The correlation coefficientrepresentsa highcorrelation betweenthevariables.Therefore, basedon
empirical findings the null hypothesis earlier stated is hereby rejected and the alternate accepted. Thus, there is a significant
relationship between skill variety and efficiency of work of Deposit Money Banks in Port Harcourt.
Ho2 There is no significant relationship between skill varietyand timeliness of work of Deposit Money Banks in Port
Harcourt.
From the result in the table above, the correlation coefficient shows that thereisa significantrelationship between skill variety
and timeliness of work. The correlation coefficient 0.564 confirms the magnitude and strength of this relationship and it is
statistically significant at p 0.000<0.05. The correlation coefficient represents a moderate correlation between the variables.
Therefore, based on empirical findings the null hypothesis earlier stated is hereby rejected and the alternate accepted. Thus,
there is a significant relationship between skill variety and timeliness of work of Deposit Money Banks in Port Harcourt.
Table 2 Correlation for Task Significance and Measures of Employee Performance
Task Significance Efficiency Timeliness of work
Spearman's
rho
Task Significance
Correlation Coefficient 1.000 .662** .568**
Sig. (2-tailed) . .000 .000
N 59 59 59
Efficiency
Correlation Coefficient .662** 1.000 .835**
Sig. (2-tailed) .000 . .000
N 59 59 59
Timeliness of work
Correlation Coefficient .568** .835** 1.000
Sig. (2-tailed) .000 .000 .
N 59 59 59
**. Correlation is significant at the 0.01 level (2-tailed).
Source: Research Data 2021, (SPSS output version 21.0)
Ho3: There is no significant relationship between task
significance and efficiency of work of employee of
Deposit Money Banks in Port Harcourt.
From the result in the table above, the correlationcoefficient
shows that there is a significant relationship between task
significance and efficiency of work. The correlation
coefficient 0.662 confirmsthemagnitudeandstrengthofthis
relationship and it is statistically significant at p 0.000<0.05.
The correlation coefficient represents a high correlation
between the variables. Therefore, based on empirical
findings the null hypothesis earlier stated is hereby rejected
and the alternate accepted. Thus, there is a significant
relationship betweentask significanceandefficiencyofwork
of Deposit Money Banks in Port Harcourt.
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Ho4 There is no significant relationship between task
significance and timeliness of work of Deposit Money
Banks in Port Harcourt.
From the result in the table above, the correlationcoefficient
shows that there is a significant relationship between task
significance and timeliness of work. The correlation
coefficient 0.568 confirmsthemagnitudeandstrengthofthis
relationship and it is statistically significant at p 0.000<0.05.
The correlation coefficient represents a low correlation
between the variables. Therefore, based on empirical
findings the null hypothesis earlier stated is hereby rejected
and the alternate accepted. Thus, there is a significant
relationship between task significance and timeliness of
work of Deposit Money Banks in Port Harcourt.
DISCUSSION OF FINDINGS
The results from the test of hypotheses revealedthatthereis
a significant positive relationship between job design and
employee performance of deposit money banks in Port
Harcourt. This finding corroborates the position of the
earlier work of Bremner andCarrière(2011)whostudied on
the effects of skill variety, autonomy, task significance and
task identity on job-related work stress at the medical
facility and the mediating effect of the importanceofwork.A
survey was conducted on a sample of approximately 1100
workers from a Canadian hospital and was administered in
the French language. The study established that skill variety
was the most significant of all other job characteristics. The
direct relationship between skill variety and cynicism
suggests that havingtheopportunitytoconductcomplex and
challenging work is engaging for those that work in the
healthcare field. The four job characteristicsexaminedinthe
study only helped to explain about twenty-four percent of
the variance in meaningful work.Thissuggeststhatthereare
other important variables that can explain incremental
variance in meaningful work. It also implies that there are
additional ways in which practitioners and managers can
help to facilitate the emergence of meaning at work.
Similarly, El Asmar (2013) studied the roles of task
significance and social perceptions in job stress and
Employee Engagement. The study combined literature in
task significance and social perceptions (Grant, 2008) in
order to help out explain employee involvement in its two
dimensions: job and organization engagement (Saks, 2006).
The study implemented a cross-sectional quantitative
research design over a period of three weeks from February
16th to March 6th, 2013. Data was collected from 337
participants. As a result, the relations between task
significance and the thought social effect and worth showed
the variance in hindrance stressors as confirmed by the
moderated mediation analyses. The findings close thegap in
literature in the direct and indirect effects of task
significance that elaborate employee involvement in a job.
The current finding corroborates the finding of the study
was also carried out by Grant (2008) on significance of task
significance on job performance effects, relational
mechanisms, and boundary conditions found that
correlational designs and confounded manipulations have
barred researchers from assessing the contributory impact
of task significance on job performance. Theconfinementsof
the review were that, in light of the fact that the task
significance signs were partaken in a controlled, observed,
directed condition, it was vague how enabling supervisors
and workers to share their own particular data wouldunfurl
and whether this would open entryways for administrators
to distort stories to control representatives. Additionally,
studies will be instrumental in revealing insight into the
moral difficulties of the unregulated sharing of task
significance prompts.
CONCLUSION AND RECOMMENDATIONS
Based on the study findings, the study concludes that job
design significantly influences employee performance of
Deposit Money Banks in Port Harcourt. More specifically,
skill variety and Task significance significantly influences
employee performance of Deposit Money Banks in Port
Harcourt.
Based on the foregoing conclusions, the following
recommendations are suggested.
Deposit Money Banks should use job design to increase the
variety of skills that every employee possesses which is a
form of motivation. Job design will create some level of
inclusivity where employees’ jobs are linked to the overall
goal of the Organization. Some level of freedom in making
decisions may be adopted for performance to increase.
The significance of each task in the Deposit Money Banks
needs to be improved through defining role of job to clients,
role of job to the unit, and role of job to the organization in
clear, simple, measurable, observable and achievable
determinants. The trend where all jobs look alike andwhere
all jobs are vaguely defined should be discouraged.
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