This document summarizes a research article that examines the relationship between organizational commitment profiles and job satisfaction among employees in the Greek private and public sectors. The study uses surveys of over 1,100 private sector employees and 470 public sector employees in Greece. It finds that affective organizational commitment, which refers to an emotional attachment to the organization, has the strongest influence on levels of intrinsic and extrinsic job satisfaction. This confirms other research finding affective commitment to be most influential for behavioral outcomes of commitment. The study also contrasts commitment profiles and job satisfaction between the Greek private and public sectors.
Qno1. Why there is need to study organization behaviour in management degree? Highlight the importance of organization behaviour in organizational performance.
Qno2. To understand employee’s complex behaviour why we need to understand the role of psychology, social psychology, sociology and anthropology in organizational behaviour?
Qno3. High light important feature of employee’s intellectual ability, physical ability and ability-job fit.
Qno4. Describe the main components of attitude? How consistent are the attitude moreover commentary that does behaviour always follow from attitude.
Qno5. what is personality and how we can measure personality through different means?
Qno6. Describe following theories:
A. Hierarchy of need theory
B. Theory x and Y
C. Two factor theory
Qno7. How we can use changing the nature of work environment to motivate employees?
Qno8. What is perception and describe factors that influence perception?
Qno9. What are emotions and moods? Explain emotional labour and emotional intelligence?
Qno10. Define and classify groups. Explain five stage model of group.
Impact of corporate social responsibility on employees' motivation of siddhar...Rajkumar Adhikari
Due to the recent unethical scandals caused by the world’s leading companies, there are now growing attentions to Corporate Social Responsibility (CSR) issues. CSR and its motivations have been investigated both academically and practically for a long time, however it seems these studies are not sufficient for consistent and convincing results. Also little is known about Scandinavian based companies. In order to fill in the gap and make an academic contribution to this field of study, which aims to investigate impact of CSR on employees’ motivation, through a case study of Siddhartha Group, which is a Nepali business organization and one of the Nepal major players in the manufacturing industry. The authors chose the company in consideration of their high commitment in CSR activities and access to firsthand data. Also, this study delimited its research area for deep understandings, and conducted from the company perspective. Today each and every organization of the worlds wants to be market competitive, successful and wish to get regular progress. The present era is totally aggressive and organizations despite of size, technology and market focus are facing employee maintenance challenges. To overcome these fetters a strong and positive relationship and bonding should be created and maintained between employees and their organizations. Human resource or employees of any organization are the most vital part so they need to be inclined and influenced towards tasks fulfillment. Organizations must plan different strategies to compete with the competitors and for increasing the performance of the organizations in order to achieve success.
Qno1. Why there is need to study organization behaviour in management degree? Highlight the importance of organization behaviour in organizational performance.
Qno2. To understand employee’s complex behaviour why we need to understand the role of psychology, social psychology, sociology and anthropology in organizational behaviour?
Qno3. High light important feature of employee’s intellectual ability, physical ability and ability-job fit.
Qno4. Describe the main components of attitude? How consistent are the attitude moreover commentary that does behaviour always follow from attitude.
Qno5. what is personality and how we can measure personality through different means?
Qno6. Describe following theories:
A. Hierarchy of need theory
B. Theory x and Y
C. Two factor theory
Qno7. How we can use changing the nature of work environment to motivate employees?
Qno8. What is perception and describe factors that influence perception?
Qno9. What are emotions and moods? Explain emotional labour and emotional intelligence?
Qno10. Define and classify groups. Explain five stage model of group.
Impact of corporate social responsibility on employees' motivation of siddhar...Rajkumar Adhikari
Due to the recent unethical scandals caused by the world’s leading companies, there are now growing attentions to Corporate Social Responsibility (CSR) issues. CSR and its motivations have been investigated both academically and practically for a long time, however it seems these studies are not sufficient for consistent and convincing results. Also little is known about Scandinavian based companies. In order to fill in the gap and make an academic contribution to this field of study, which aims to investigate impact of CSR on employees’ motivation, through a case study of Siddhartha Group, which is a Nepali business organization and one of the Nepal major players in the manufacturing industry. The authors chose the company in consideration of their high commitment in CSR activities and access to firsthand data. Also, this study delimited its research area for deep understandings, and conducted from the company perspective. Today each and every organization of the worlds wants to be market competitive, successful and wish to get regular progress. The present era is totally aggressive and organizations despite of size, technology and market focus are facing employee maintenance challenges. To overcome these fetters a strong and positive relationship and bonding should be created and maintained between employees and their organizations. Human resource or employees of any organization are the most vital part so they need to be inclined and influenced towards tasks fulfillment. Organizations must plan different strategies to compete with the competitors and for increasing the performance of the organizations in order to achieve success.
Effects of Organizational Climate on Employee Motivation and Organizational C...Sameen Salman
Study on the effects of organizational climate on motivation and commitment of employees. this thesis study uses both primary research and secondary data to conclude the relationship between the variables.
High-performance Organizational Culture around the WorldDenison Consulting
Key research questions
• Do organizational cultures differ systematically across
geographic regions of the world?
• Do the cultures of multinational corporations differ
from those of local organizations in different regions?
Transformative Education: Towards a Relational, Justice-Oriented Approach to ...Zack Walsh
This paper aims to increase related knowledge across personal, social and ecological dimensions of sustainability and how it can be applied to support transformative learning. The paper provides a reflexive case study of the design, content and impact of a course on eco-justice that integrates relational learning with an equity and justice lens. The reflexive case study provides a critical, exploratory self-assessment, including interviews, group discussions and surveys with key stakeholders and course participants. The results show how relational approaches can support transformative learning for sustainability and provide concrete practices, pathways and recommendations for curricula development that other universities/training institutions could follow or learn from. Sustainability research, practice and education generally focuses on structural or systemic factors of transformation (e.g. technology, governance and policy) without due consideration as to how institutions and systems are shaping and shaped by the transformation of personal agency and subjectivity. This presents a vast untapped and under-studied potential for addressing deep leverage points for change by using a relational approach to link personal, societal and ecological transformations for sustainability.
Exploring culture theory GLOBE, Hofstede, and TrompenaarsLisa Parrott
Looking at the pros and cons of three major culture theories today - GLOBE, Hofstede and Trompenaars. This paper also looks at the impact culture has on military transition.
Journal of Organizational BehaviorJ. Organiz. Behav. 25, 5.docxpriestmanmable
Journal of Organizational Behavior
J. Organiz. Behav. 25, 547–587 (2004)
Published online in Wiley InterScience (www.interscience.wiley.com). DOI: 10.1002/job.259
The contexts of knowing: natural history
of a globally distributed team
MARIETTA L. BABA
1
*, JULIA GLUESING
2
, HILARY RATNER
3
AND
KIMBERLY H. WAGNER
4
1
College of Social Science, Michigan State University, East Lansing, Michigan, U.S.A.
2
Institute for Information Technology and Culture, Wayne State University, Detroit, Michigan, U.S.A.
3
The Graduate School, Wayne State University, Detroit, Michigan, U.S.A.
4
Human Resources and Organizational Behavior Area, Anderson Graduate School of Management,
UCLA, Los Angeles, California, U.S.A.
Summary The focus of this paper is cognitive convergence in a globally distributed team (GDT), defined
as the process by which cognitive structures of distributed team members gradually become
more similar over time. To explore the convergence process, we employed a longitudinal, eth-
nographic research strategy that allowed us to follow a naturally occurring GDT over a
14-month period, producing a rich case study portraying factors and processes that influence
convergence. Confirming previous studies, we find that increases in shared cognition alone are
not sufficient to account for performance gains on a GDT. Rather, it may be necessary not only
to increase the sharing of cognition, but also to reverse a pattern of increasing divergence that
can result from rejection of key knowledge domains. We also found that several factors influ-
ence the process of cognitive convergence beyond direct knowledge sharing. These include:
separate but parallel or similar learning experiences in a common context; the surfacing of hid-
den knowledge at remote sites by third-party mediators or knowledge brokers; and shifts in
agent self-interest that motivate collaboration and trigger the negotiation of task interdepen-
dence. Also relevant to cognitive convergence on a GDT is the geographical distribution pattern
of people and resources on the ground, and the different ways in which leaders exploit the his-
torical, cultural and linguistic dimensions of such distribution to further their own political
agendas. Several propositions related to these observations are suggested. We conclude that
GDTs can be effective in bringing together divergent points of view to yield new organizational
capabilities, but such benefits require that leaders and members recognize early and explicitly
the existence and validity of their differences. Copyright # 2004 John Wiley & Sons, Ltd.
Introduction
Two general questions have prompted the inquiry reported in this paper. First, we are interested in
the efficacy of globally distributed teams (GDTs) as vehicles for knowledge sharing in global
Received 15 February 2002
Copyright # 2004 John Wiley & Sons, Ltd. Revised 11 November 2003
Accepted 27 January 2004
* Correspondence to: Marietta L. Baba, College of Social Scie ...
Effects of Organizational Climate on Employee Motivation and Organizational C...Sameen Salman
Study on the effects of organizational climate on motivation and commitment of employees. this thesis study uses both primary research and secondary data to conclude the relationship between the variables.
High-performance Organizational Culture around the WorldDenison Consulting
Key research questions
• Do organizational cultures differ systematically across
geographic regions of the world?
• Do the cultures of multinational corporations differ
from those of local organizations in different regions?
Transformative Education: Towards a Relational, Justice-Oriented Approach to ...Zack Walsh
This paper aims to increase related knowledge across personal, social and ecological dimensions of sustainability and how it can be applied to support transformative learning. The paper provides a reflexive case study of the design, content and impact of a course on eco-justice that integrates relational learning with an equity and justice lens. The reflexive case study provides a critical, exploratory self-assessment, including interviews, group discussions and surveys with key stakeholders and course participants. The results show how relational approaches can support transformative learning for sustainability and provide concrete practices, pathways and recommendations for curricula development that other universities/training institutions could follow or learn from. Sustainability research, practice and education generally focuses on structural or systemic factors of transformation (e.g. technology, governance and policy) without due consideration as to how institutions and systems are shaping and shaped by the transformation of personal agency and subjectivity. This presents a vast untapped and under-studied potential for addressing deep leverage points for change by using a relational approach to link personal, societal and ecological transformations for sustainability.
Exploring culture theory GLOBE, Hofstede, and TrompenaarsLisa Parrott
Looking at the pros and cons of three major culture theories today - GLOBE, Hofstede and Trompenaars. This paper also looks at the impact culture has on military transition.
Journal of Organizational BehaviorJ. Organiz. Behav. 25, 5.docxpriestmanmable
Journal of Organizational Behavior
J. Organiz. Behav. 25, 547–587 (2004)
Published online in Wiley InterScience (www.interscience.wiley.com). DOI: 10.1002/job.259
The contexts of knowing: natural history
of a globally distributed team
MARIETTA L. BABA
1
*, JULIA GLUESING
2
, HILARY RATNER
3
AND
KIMBERLY H. WAGNER
4
1
College of Social Science, Michigan State University, East Lansing, Michigan, U.S.A.
2
Institute for Information Technology and Culture, Wayne State University, Detroit, Michigan, U.S.A.
3
The Graduate School, Wayne State University, Detroit, Michigan, U.S.A.
4
Human Resources and Organizational Behavior Area, Anderson Graduate School of Management,
UCLA, Los Angeles, California, U.S.A.
Summary The focus of this paper is cognitive convergence in a globally distributed team (GDT), defined
as the process by which cognitive structures of distributed team members gradually become
more similar over time. To explore the convergence process, we employed a longitudinal, eth-
nographic research strategy that allowed us to follow a naturally occurring GDT over a
14-month period, producing a rich case study portraying factors and processes that influence
convergence. Confirming previous studies, we find that increases in shared cognition alone are
not sufficient to account for performance gains on a GDT. Rather, it may be necessary not only
to increase the sharing of cognition, but also to reverse a pattern of increasing divergence that
can result from rejection of key knowledge domains. We also found that several factors influ-
ence the process of cognitive convergence beyond direct knowledge sharing. These include:
separate but parallel or similar learning experiences in a common context; the surfacing of hid-
den knowledge at remote sites by third-party mediators or knowledge brokers; and shifts in
agent self-interest that motivate collaboration and trigger the negotiation of task interdepen-
dence. Also relevant to cognitive convergence on a GDT is the geographical distribution pattern
of people and resources on the ground, and the different ways in which leaders exploit the his-
torical, cultural and linguistic dimensions of such distribution to further their own political
agendas. Several propositions related to these observations are suggested. We conclude that
GDTs can be effective in bringing together divergent points of view to yield new organizational
capabilities, but such benefits require that leaders and members recognize early and explicitly
the existence and validity of their differences. Copyright # 2004 John Wiley & Sons, Ltd.
Introduction
Two general questions have prompted the inquiry reported in this paper. First, we are interested in
the efficacy of globally distributed teams (GDTs) as vehicles for knowledge sharing in global
Received 15 February 2002
Copyright # 2004 John Wiley & Sons, Ltd. Revised 11 November 2003
Accepted 27 January 2004
* Correspondence to: Marietta L. Baba, College of Social Scie ...
This paper sets out to portray the complexity of stakeholders, the views associated with them, and the tensions between livelihoods and conservation interests in the Africa Great lakes region. Through an exploratory study and field visits carried out between 2006 and 2012, this study analyses the various socio-economic and politico-institutional arenas impacting on the Kivu Lake watershed with the objective of identifying a win-win scenario for conservation and livelihoods. Drawing on the institutional theory, emphasis was laid on analyzing the structure and forms of institutions, the existing arrangements, and the ways in which these shape access to, use and management of resources. It depicts institutions as social networks (endowment, capability and entitlement) using the case of HELPAGE and the HIMO approach. Overall, this study has demonstrated how many happenings (resource characteristic, political and social processes and various institutional arrangements) contribute to the tensions between conservation and livelihoods. It has also shown that although field efforts try to set a balance between the two processes, for instance through the agroforestry project, many other agendas undermine these efforts such as the scattered and uncoordinated actions of field actors and the multiplicity of resource users’ group. This paper has proposed some guiding rules emanating from the implementation of the HIMO program that if applied, will reduce conflicts between communities and projects.
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...Dr. Vinod Kumar Kanvaria
Exploiting Artificial Intelligence for Empowering Researchers and Faculty,
International FDP on Fundamentals of Research in Social Sciences
at Integral University, Lucknow, 06.06.2024
By Dr. Vinod Kumar Kanvaria
This presentation includes basic of PCOS their pathology and treatment and also Ayurveda correlation of PCOS and Ayurvedic line of treatment mentioned in classics.
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.
Biological screening of herbal drugs: Introduction and Need for
Phyto-Pharmacological Screening, New Strategies for evaluating
Natural Products, In vitro evaluation techniques for Antioxidants, Antimicrobial and Anticancer drugs. In vivo evaluation techniques
for Anti-inflammatory, Antiulcer, Anticancer, Wound healing, Antidiabetic, Hepatoprotective, Cardio protective, Diuretics and
Antifertility, Toxicity studies as per OECD guidelines
How to Add Chatter in the odoo 17 ERP ModuleCeline George
In Odoo, the chatter is like a chat tool that helps you work together on records. You can leave notes and track things, making it easier to talk with your team and partners. Inside chatter, all communication history, activity, and changes will be displayed.
Normal Labour/ Stages of Labour/ Mechanism of LabourWasim Ak
Normal labor is also termed spontaneous labor, defined as the natural physiological process through which the fetus, placenta, and membranes are expelled from the uterus through the birth canal at term (37 to 42 weeks
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...Levi Shapiro
Letter from the Congress of the United States regarding Anti-Semitism sent June 3rd to MIT President Sally Kornbluth, MIT Corp Chair, Mark Gorenberg
Dear Dr. Kornbluth and Mr. Gorenberg,
The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
This Congress will not stand idly by and allow an environment hostile to Jewish students to persist. The House believes that your institution is in violation of Title VI of the Civil Rights Act, and the inability or
unwillingness to rectify this violation through action requires accountability.
Postsecondary education is a unique opportunity for students to learn and have their ideas and beliefs challenged. However, universities receiving hundreds of millions of federal funds annually have denied
students that opportunity and have been hijacked to become venues for the promotion of terrorism, antisemitic harassment and intimidation, unlawful encampments, and in some cases, assaults and riots.
The House of Representatives will not countenance the use of federal funds to indoctrinate students into hateful, antisemitic, anti-American supporters of terrorism. Investigations into campus antisemitism by the Committee on Education and the Workforce and the Committee on Ways and Means have been expanded into a Congress-wide probe across all relevant jurisdictions to address this national crisis. The undersigned Committees will conduct oversight into the use of federal funds at MIT and its learning environment under authorities granted to each Committee.
• The Committee on Education and the Workforce has been investigating your institution since December 7, 2023. The Committee has broad jurisdiction over postsecondary education, including its compliance with Title VI of the Civil Rights Act, campus safety concerns over disruptions to the learning environment, and the awarding of federal student aid under the Higher Education Act.
• The Committee on Oversight and Accountability is investigating the sources of funding and other support flowing to groups espousing pro-Hamas propaganda and engaged in antisemitic harassment and intimidation of students. The Committee on Oversight and Accountability is the principal oversight committee of the US House of Representatives and has broad authority to investigate “any matter” at “any time” under House Rule X.
• The Committee on Ways and Means has been investigating several universities since November 15, 2023, when the Committee held a hearing entitled From Ivory Towers to Dark Corners: Investigating the Nexus Between Antisemitism, Tax-Exempt Universities, and Terror Financing. The Committee followed the hearing with letters to those institutions on January 10, 202