The study reveals that the basic personality profile of the call centre employees include being polished, diplomatic, having low abstract thinking but high concrete thinking. Since the call centre job entails interacting with clients, a good behaviour with them is must in order to have a good customer base. They have to be believing in the philosophy customer is always right. The obvious expectation from the call agent would be diplomatic, polished and wordly shrewd attitude. The call centre job does not need in general any particular area of specialization. The employees can come from any subject background and they just need to be +2 qualified. In a profession where the eligibility criteria is so low it is obvious that the abstract thinking requirement in this job will not be that high. The job is repetitive, monotonous and thus requires high concrete ability. It is the endeavour of the Human Resource Development to look into the human aspects of any work in any organization. Human beings are not to be considered as machines at work and they should be considered as human resources and not just a source of labour for getting the work done. Considering the humans as a resource, giving proper attention and value to them will only guarantee an organization better economic rewards and prosperity in the future.
The document is a survey report from the Society for Human Resource Management (SHRM) on employee job satisfaction in 2009. The report summarizes the results of a survey of employees and HR professionals on factors that contribute to job satisfaction. It finds that job security was the most important factor for both employees and HR professionals. Employees' top five factors also included benefits, compensation/pay, opportunities to use skills/abilities, and feeling safe at work. The report provides analysis of satisfaction levels by employee demographics and comparisons between employee and HR perspectives. It concludes with recommendations for employers on measuring satisfaction and retaining employees.
This study analyzed competency mapping at Adecco Service Organizations in Chennai, India. The objectives were to identify differences in employee performance and competency gaps. Data was collected through questionnaires given to 50 employees, with 48 responses deemed valid. Statistical analysis found a significant difference between actual and expected employee performance. A competency gap was identified in 11 dimensions, ranging from 211 to 257, using a competency mapping framework. The study provides insights into competency development needs at Adecco to improve employee performance.
The document discusses a study on the effects of psychological contract violation on the employee-employer relationship at KETEPA Limited in Kericho, Kenya. The study aims to examine how psychological contract violation impacts trust and commitment between employees and management. It uses an organizational support theory framework to understand how employees form perceptions of whether the organization values their contributions and well-being. Key findings include that psychological contract violation negatively affects the relationship between employees and employers by reducing trust and commitment. The study concludes that organizations should aim to fulfill promises and meet employee expectations to have stronger employee-employer relationships.
A Study Factors Influence on Organisation Citizenship Behaviour in Corporate ...iosrjce
IOSR Journal of Business and Management (IOSR-JBM) is a double blind peer reviewed International Journal that provides rapid publication (within a month) of articles in all areas of business and managemant and its applications. The journal welcomes publications of high quality papers on theoretical developments and practical applications inbusiness and management. Original research papers, state-of-the-art reviews, and high quality technical notes are invited for publications.
Effect of occupational stress on executives leadership stylesAlexander Decker
This study examined the relationship between occupational stress and leadership styles among 388 executives at a public sector organization in Tamil Nadu, India. Two assessment tools were used to measure occupational stress levels and leadership styles. Correlation analysis found that higher levels of occupational stress were positively correlated with coercive and authoritative leadership styles, but negatively correlated with affiliative, democratic, pace-setting, and coaching styles. Chi-square tests also confirmed an association between stress levels and leadership styles. The results suggest that occupational stress influences leadership style, making executives more likely to adopt coercive or authoritative styles and less likely to adopt collaborative styles when under higher stress.
11.effect of occupational stress on executives leadership stylesAlexander Decker
This study examined the relationship between occupational stress and leadership styles among 388 executives at a public sector organization in Tamil Nadu, India. Two assessment tools were used to measure occupational stress levels and leadership styles. Correlation analysis found that higher levels of occupational stress were positively correlated with coercive and authoritative leadership styles, but negatively correlated with affiliative, democratic, pace-setting, and coaching styles. Chi-square tests also confirmed an association between stress levels and leadership styles. The results suggest that occupational stress influences leadership style, making executives more likely to adopt coercive or authoritative styles and less likely to adopt collaborative styles when under higher stress.
The document discusses two main factors that influence personality patterns: hereditary potentials and environmental influences. Hereditary potentials refer to genetic factors determined at conception that affect traits like intelligence and temperament. Environmental influences from significant people in one's environment like family, teachers, and peers shape the development of hereditary potentials by providing opportunities for learning and patterns to follow. The environment one is born into, including factors like family background and social context, strongly moulds personality development by affecting outlook, self-image, goals, and attitudes. Different sources of influence include home, school, media, religion, and occupation, which use techniques like child training methods and identification to shape personality.
The Wadia Group was founded in 1736 by Lovji Nusserwanjee Wadia who secured contracts with the British East India Company to build ships and docks in Bombay. Over the subsequent years, the Wadia Group diversified into various industries including textiles, plantations, building materials, aviation, and real estate. Some of the major companies under the Wadia Group include Bombay Burmah Trading Corporation (1863), Bombay Dyeing (1879), Britannia Industries (1918), National Peroxide Limited (1954), GoAir (2005), and Bombay Realty (2011). The Wadia Group remains privately held and focuses on sustainable growth and community development.
The document is a survey report from the Society for Human Resource Management (SHRM) on employee job satisfaction in 2009. The report summarizes the results of a survey of employees and HR professionals on factors that contribute to job satisfaction. It finds that job security was the most important factor for both employees and HR professionals. Employees' top five factors also included benefits, compensation/pay, opportunities to use skills/abilities, and feeling safe at work. The report provides analysis of satisfaction levels by employee demographics and comparisons between employee and HR perspectives. It concludes with recommendations for employers on measuring satisfaction and retaining employees.
This study analyzed competency mapping at Adecco Service Organizations in Chennai, India. The objectives were to identify differences in employee performance and competency gaps. Data was collected through questionnaires given to 50 employees, with 48 responses deemed valid. Statistical analysis found a significant difference between actual and expected employee performance. A competency gap was identified in 11 dimensions, ranging from 211 to 257, using a competency mapping framework. The study provides insights into competency development needs at Adecco to improve employee performance.
The document discusses a study on the effects of psychological contract violation on the employee-employer relationship at KETEPA Limited in Kericho, Kenya. The study aims to examine how psychological contract violation impacts trust and commitment between employees and management. It uses an organizational support theory framework to understand how employees form perceptions of whether the organization values their contributions and well-being. Key findings include that psychological contract violation negatively affects the relationship between employees and employers by reducing trust and commitment. The study concludes that organizations should aim to fulfill promises and meet employee expectations to have stronger employee-employer relationships.
A Study Factors Influence on Organisation Citizenship Behaviour in Corporate ...iosrjce
IOSR Journal of Business and Management (IOSR-JBM) is a double blind peer reviewed International Journal that provides rapid publication (within a month) of articles in all areas of business and managemant and its applications. The journal welcomes publications of high quality papers on theoretical developments and practical applications inbusiness and management. Original research papers, state-of-the-art reviews, and high quality technical notes are invited for publications.
Effect of occupational stress on executives leadership stylesAlexander Decker
This study examined the relationship between occupational stress and leadership styles among 388 executives at a public sector organization in Tamil Nadu, India. Two assessment tools were used to measure occupational stress levels and leadership styles. Correlation analysis found that higher levels of occupational stress were positively correlated with coercive and authoritative leadership styles, but negatively correlated with affiliative, democratic, pace-setting, and coaching styles. Chi-square tests also confirmed an association between stress levels and leadership styles. The results suggest that occupational stress influences leadership style, making executives more likely to adopt coercive or authoritative styles and less likely to adopt collaborative styles when under higher stress.
11.effect of occupational stress on executives leadership stylesAlexander Decker
This study examined the relationship between occupational stress and leadership styles among 388 executives at a public sector organization in Tamil Nadu, India. Two assessment tools were used to measure occupational stress levels and leadership styles. Correlation analysis found that higher levels of occupational stress were positively correlated with coercive and authoritative leadership styles, but negatively correlated with affiliative, democratic, pace-setting, and coaching styles. Chi-square tests also confirmed an association between stress levels and leadership styles. The results suggest that occupational stress influences leadership style, making executives more likely to adopt coercive or authoritative styles and less likely to adopt collaborative styles when under higher stress.
The document discusses two main factors that influence personality patterns: hereditary potentials and environmental influences. Hereditary potentials refer to genetic factors determined at conception that affect traits like intelligence and temperament. Environmental influences from significant people in one's environment like family, teachers, and peers shape the development of hereditary potentials by providing opportunities for learning and patterns to follow. The environment one is born into, including factors like family background and social context, strongly moulds personality development by affecting outlook, self-image, goals, and attitudes. Different sources of influence include home, school, media, religion, and occupation, which use techniques like child training methods and identification to shape personality.
The Wadia Group was founded in 1736 by Lovji Nusserwanjee Wadia who secured contracts with the British East India Company to build ships and docks in Bombay. Over the subsequent years, the Wadia Group diversified into various industries including textiles, plantations, building materials, aviation, and real estate. Some of the major companies under the Wadia Group include Bombay Burmah Trading Corporation (1863), Bombay Dyeing (1879), Britannia Industries (1918), National Peroxide Limited (1954), GoAir (2005), and Bombay Realty (2011). The Wadia Group remains privately held and focuses on sustainable growth and community development.
The document discusses a study that examined the relationships between emotional intelligence, humor styles, and psychological well-being among junior and senior high school students in the Philippines. Some key findings from the study include:
- Emotional intelligence was positively correlated with adaptive humor styles (affiliative and self-enhancing) and negatively correlated with maladaptive humor styles (aggressive and self-defeating).
- Adaptive humor styles were positively correlated with dimensions of psychological well-being, while maladaptive styles were negatively correlated.
- Emotional intelligence significantly predicted dimensions of psychological well-being and was also found to predict students' humor styles, particularly their use of adaptive versus maladaptive styles.
The study provides support for
Antecedents and consequences of authentic leadership Garazi_Az
This study examined predictors of followers' perceptions of authentic leadership and its effects. The researchers surveyed 40 team leaders and 190 team members across multiple companies. They found that (1) leaders' self-perceptions of authentic leadership did not always align with followers' perceptions, (2) women leaders and those with frequent follower contact were seen as more authentic, and (3) authentic leadership positively impacted followers' psychological capital and engagement, which in turn boosted psychological capital. The study provided insight into antecedents and outcomes of authentic leadership, though future longitudinal research is needed.
The importance of employee satisfaction and work
motivation is growing all the time in the companies. Many
researchers have been made to find out the effect the job
satisfaction and motivation have in the productivity of the
company. This paper is about the employee satisfaction in a
Pharmaceutical company in India. This paper wanted to find out
in practice what the level of employee satisfaction in a company is.
After the target organization had been found, the research
question will composed: what is the level of employee satisfaction
in. The main subjects will be leadership and motivation, and the
affect they have on employee satisfaction. To find out the results
for the research, questionnaires will be delivering to the
employees, in the company. The purpose of this kind of research
is to find out which factors could be improved in the target
company and how to make employees enjoy their work every day.
The importance of employee satisfaction and work motivation is growing all the time in the companies. Many researchers have been made to find out the effect the job satisfaction and motivation have in the productivity of the company. This paper is about the employee satisfaction in a Pharmaceutical company in India. This paper wanted to find out in practice what the level of employee satisfaction in a company is. After the target organization had been found, the research question will composed: what is the level of employee satisfaction in. The main subjects will be leadership and motivation, and the affect they have on employee satisfaction. To find out the results for the research, questionnaires will be delivering to the employees, in the company. The purpose of this kind of research is to find out which factors could be improved in the target company and how to make employees enjoy their work every day.
Keywords- employee satisfaction, work motivation, leadership, Expectation, Wages.
The document presents findings from a study on motivational factors. A questionnaire was distributed to 50 people ranging from ages 18 to 37. The questionnaire asked respondents to rate the importance of various factors in motivating them on a scale of 1 to 5. The factors included money, family, friends, social status, working conditions, and others. The observations found that over half of respondents rated money as very motivating, while two-thirds said family was most motivating. Relationships were rated as less important compared to other factors. The document analyzed response data through charts and concluded certain demographic trends among respondents.
Achievement Motivation and Work Performancecristorm
Descriptive-Correlational Study on Achievement Motivation and Work Performance among Municipal Employees of the Municipality of Bingawan, Republic of the Philippines
Mahmood Qasim slides on Personality for Organizational Behavior studentsMahmood Qasim
This document discusses key concepts related to personality including:
- Personality is influenced by both nature (heredity) and nurture (environment/socialization).
- There are five major personality traits known as the "Big Five" - Conscientiousness, Emotional Stability, Agreeableness, Extraversion, and Openness to Experience.
- Attitudes are tendencies to respond positively or negatively to people, objects or ideas and consist of beliefs, values, and behaviors. Job satisfaction and organizational commitment are important attitudes.
- Factors like fairness, values, beliefs and disposition determine job satisfaction while commitment involves emotional, continuance, and normative components. Enhancing satisfaction and commitment can benefit employee
Running head EMOTIONAL INTELLEGENCE 1 Re.docxsusanschei
Running head: EMOTIONAL INTELLEGENCE 1
Relationship between Emotional Intelligence and Job Satisfaction
Faraji C. Edwards
Walden University
EMOTIONAL INTELLIGENCE 2
Relationship between Emotional Intelligence and Job Satisfaction
Part 1
Problem Statement
The task of ensuring that employees are satisfied with their jobs and the environment that
they are operating is often challenging for most managers. Employees are satisfied with their
jobs when they find personal meaning in their careers, take pride in whatever they undertake and
where they work, and have the feeling that their firms value them. In a competitive environment,
organizations desire to retain its highly-skilled and talented workforce by creating program such
as training, promotion, coaching, rewards, incentives and bonuses. While these strategies are
effective, they sometimes fail to meet the desired objective of attaining full job satisfaction. This
raises the question over whether factors such as emotional intelligence also have a role to play in
increasing employee job satisfaction.
The impact of emotional intelligence on job satisfaction has attracted numerous academic
attentions. Emotional intelligence is the capacity to recognize personal feelings and those of
others in order to motivate the self and to maintain emotions in both the self and the relationships
(Raj & Ms Deepti, 2016). Employees who express high job satisfaction also have high emotional
intelligence. In addition, Dabke (2014) asserts that emotional intelligence results in employee’s
satisfaction with life, a phenomenon that manifests itself in form of high job satisfaction. Further,
Wolfe and Hyub (2013) found that the influence of emotional intelligence on job satisfaction
manifests itself in form of the length of job tenure of an employee. To them, high emotional
intelligence increases employee’s longevity in an organization. While these studies point to the
existence of a positive correlation between emotional intelligence and job satisfaction, not much
has been done on ways of improving emotional intelligence among employees. In light of the
Lisa Barrow
Lisa Barrow: Include sources to support these assertions.
Lisa Barrow
Lisa Barrow: Good use of sources.
EMOTIONAL INTELLIGENCE 3
above, there is need to conduct a qualitative study on ways of improving emotional intelligence
of employees with a view to increase job satisfaction and retention.
Part 2
Purpose Statement
The purpose of this qualitative study is to investigate the relationship between emotional
intelligence and job satisfaction. In particular, the research seeks to explore various practices that
organizations have put in place to improve workers’ emotional intelligence in order to promote
job satisfaction. This is because while the impact of emotional intelligence on job satisfaction ...
The relationship between organizational space of offices and corporate identi...ijsptm
Institutional space as the value system determines what methods work and what behaviors are approved.
This study aimed to identify the relationship between organizational space (organizational structure,
corporate responsibility, corporate support and productivity management) with senior administration
identity of corporate managers of West Azerbaijan. 150 standardized questionnaires were distributed
among population and 100 questionnaires were returned to test hypotheses. According to normal data, the
Pearson correlation coefficient used to determine the type and extent of the relationship between the
variables. The results show there is a direct relationship between corporate responsibility, productivity
management, organizational support and corporate identity. However, a significant relationship between
the dimensions of organizational structure and corporate identity does not exist. So we suggest that serious
efforts should be made in General Offices in West Azerbaijan by exercising efficiently management and
developing appropriate organizational space (with respect to the liability of agents, productivity
management and organizational support) in order to improve organizational identity administration.
Analyzing The Organizational Behavior Chart ElementsAllison Koehn
This document provides an analysis of organizational behavior concepts. It begins with definitions of key terms like organization, organizational behavior, human resources, and stress. It then explores topics like perception, personality, emotions, values, attitudes, diversity, and stress. It examines how these concepts impact individual and group behavior within organizations. The document aims to explain organizational behavior concepts for the purpose of improving organizational effectiveness.
This chapter analyzes data on employee satisfaction levels at banks. It is divided into four sections. The first section describes the demographic characteristics of employee respondents such as gender, age, income, etc. across public and private sector banks. The second section identifies nine key dimensions of work culture through factor analysis, including disciplined/enterprising culture, affinity with the organization, performance norms, and relationship with seniors. The third section compares work culture and satisfaction dimensions between employee groups. The fourth section examines correlations between employee satisfaction, work culture dimensions, and demographic characteristics.
Introduction to organizational behaviourMahesh Magdum
This document provides an introduction and overview of organizational behavior. It defines organizational behavior as the study of individual and group behavior within an organizational setting. It discusses the need to study organizational behavior to improve organizational efficiency and manage diverse workforces. It also outlines several approaches to organizational behavior including scientific, behavioral, contingency, and cognitive approaches. Finally, it discusses factors that influence individual behavior such as age, gender, education, as well as external factors like economic conditions and cultural environment.
The document discusses a study on the retirement process of 10 participants. It included their organizational commitment, locus of control, and interviews about thoughts on retirement, work changes, motivation to retire, involvement in the workplace after deciding to retire, and post-retirement plans. The results found that participants had varying levels of investment in transitioning from work to retirement. Past work changes affected careers differently. Motivation to retire was influenced by both workplace and personal factors, and most participants planned to remain active in some form of work or activities after retiring.
- The document discusses a study on employees' perceptions of absenteeism management practices in multinational companies in India. It aims to study awareness levels, opinions on discipline factors, and motivational/satisfaction factors related to absenteeism policies.
- A questionnaire was distributed to 155 employees across various companies. Statistical analysis found differences in opinion across awareness, discipline, and motivational factors related to absenteeism management. Employees ranked explaining absenteeism policies and pay cuts for intentional absence as the top factors.
- The study provides insights into how absenteeism is managed and perceived across Indian and multinational organizations operating in India. It aims to understand employee awareness and opinions to help companies improve their absent
Methods of increasing industrial moraledeepaknajwani
This document discusses employee morale and its importance in organizations. It defines morale as the overall attitude and willingness of employees to work. High morale is characterized by adaptability, belongingness, and common goals, while low morale shows in absenteeism, tardiness, and lack of work pride. The document then lists 12 methods to improve morale, such as two-way communication, proper incentives, job security, and grievance resolution. It emphasizes that morale is influenced by many social and workplace factors and must be actively managed by organizations to maximize productivity and success.
An Investigation on the Impact of the Factors of Quality of Worklife on Socio...RSIS International
This research was designed to explore the impact of favourable Quality of worklife (QWL) on Socio-psychological aspects of workers and make suggestions to the policy makers to improve the QWL and the factors of socio-psychological aspects of weaving mill workers. This present study concentrated on QWL of the workers of weaving mills (shuttle-less power looms) in specific and found the relationship between the prevailing factors of Quality of Worklife (QWL) and its impact on socio-psychological factors of workers’ attitude and then how the weaving mill workers are behave in groups with present work environment. There are five principal socio-psychological factors are identified here, such as Job involvement, workers’ behaviour pattern, sense of competence, response to family and physical activity in work. The researcher has used both primary and secondary data and they were analysed with appropriate statistical tools. It is found that the existing QWL factors influence 75% on the attributes of socio-psychological of the workers. This survey clearly indicates that the existing quality of worklife in weaving mills is positively influencing the socio-psychological aspects of the workers. The present study has a few limitations. Based on the study, analysis of data and the findings, some suggestions have been given. It is solemnly believed if the various measures suggested are fully implemented; the weaving mills in Tamilnadu will get an exemplary position on achieving better QWL of the workers and improve the socio-psychological aspects of workmen.
Storytelling is an incredibly valuable tool to share data and information. To get the most impact from stories there are a number of key ingredients. These are based on science and human nature. Using these elements in a story you can deliver information impactfully, ensure action and drive change.
Taurus Zodiac Sign: Unveiling the Traits, Dates, and Horoscope Insights of th...my Pandit
Dive into the steadfast world of the Taurus Zodiac Sign. Discover the grounded, stable, and logical nature of Taurus individuals, and explore their key personality traits, important dates, and horoscope insights. Learn how the determination and patience of the Taurus sign make them the rock-steady achievers and anchors of the zodiac.
The document discusses a study that examined the relationships between emotional intelligence, humor styles, and psychological well-being among junior and senior high school students in the Philippines. Some key findings from the study include:
- Emotional intelligence was positively correlated with adaptive humor styles (affiliative and self-enhancing) and negatively correlated with maladaptive humor styles (aggressive and self-defeating).
- Adaptive humor styles were positively correlated with dimensions of psychological well-being, while maladaptive styles were negatively correlated.
- Emotional intelligence significantly predicted dimensions of psychological well-being and was also found to predict students' humor styles, particularly their use of adaptive versus maladaptive styles.
The study provides support for
Antecedents and consequences of authentic leadership Garazi_Az
This study examined predictors of followers' perceptions of authentic leadership and its effects. The researchers surveyed 40 team leaders and 190 team members across multiple companies. They found that (1) leaders' self-perceptions of authentic leadership did not always align with followers' perceptions, (2) women leaders and those with frequent follower contact were seen as more authentic, and (3) authentic leadership positively impacted followers' psychological capital and engagement, which in turn boosted psychological capital. The study provided insight into antecedents and outcomes of authentic leadership, though future longitudinal research is needed.
The importance of employee satisfaction and work
motivation is growing all the time in the companies. Many
researchers have been made to find out the effect the job
satisfaction and motivation have in the productivity of the
company. This paper is about the employee satisfaction in a
Pharmaceutical company in India. This paper wanted to find out
in practice what the level of employee satisfaction in a company is.
After the target organization had been found, the research
question will composed: what is the level of employee satisfaction
in. The main subjects will be leadership and motivation, and the
affect they have on employee satisfaction. To find out the results
for the research, questionnaires will be delivering to the
employees, in the company. The purpose of this kind of research
is to find out which factors could be improved in the target
company and how to make employees enjoy their work every day.
The importance of employee satisfaction and work motivation is growing all the time in the companies. Many researchers have been made to find out the effect the job satisfaction and motivation have in the productivity of the company. This paper is about the employee satisfaction in a Pharmaceutical company in India. This paper wanted to find out in practice what the level of employee satisfaction in a company is. After the target organization had been found, the research question will composed: what is the level of employee satisfaction in. The main subjects will be leadership and motivation, and the affect they have on employee satisfaction. To find out the results for the research, questionnaires will be delivering to the employees, in the company. The purpose of this kind of research is to find out which factors could be improved in the target company and how to make employees enjoy their work every day.
Keywords- employee satisfaction, work motivation, leadership, Expectation, Wages.
The document presents findings from a study on motivational factors. A questionnaire was distributed to 50 people ranging from ages 18 to 37. The questionnaire asked respondents to rate the importance of various factors in motivating them on a scale of 1 to 5. The factors included money, family, friends, social status, working conditions, and others. The observations found that over half of respondents rated money as very motivating, while two-thirds said family was most motivating. Relationships were rated as less important compared to other factors. The document analyzed response data through charts and concluded certain demographic trends among respondents.
Achievement Motivation and Work Performancecristorm
Descriptive-Correlational Study on Achievement Motivation and Work Performance among Municipal Employees of the Municipality of Bingawan, Republic of the Philippines
Mahmood Qasim slides on Personality for Organizational Behavior studentsMahmood Qasim
This document discusses key concepts related to personality including:
- Personality is influenced by both nature (heredity) and nurture (environment/socialization).
- There are five major personality traits known as the "Big Five" - Conscientiousness, Emotional Stability, Agreeableness, Extraversion, and Openness to Experience.
- Attitudes are tendencies to respond positively or negatively to people, objects or ideas and consist of beliefs, values, and behaviors. Job satisfaction and organizational commitment are important attitudes.
- Factors like fairness, values, beliefs and disposition determine job satisfaction while commitment involves emotional, continuance, and normative components. Enhancing satisfaction and commitment can benefit employee
Running head EMOTIONAL INTELLEGENCE 1 Re.docxsusanschei
Running head: EMOTIONAL INTELLEGENCE 1
Relationship between Emotional Intelligence and Job Satisfaction
Faraji C. Edwards
Walden University
EMOTIONAL INTELLIGENCE 2
Relationship between Emotional Intelligence and Job Satisfaction
Part 1
Problem Statement
The task of ensuring that employees are satisfied with their jobs and the environment that
they are operating is often challenging for most managers. Employees are satisfied with their
jobs when they find personal meaning in their careers, take pride in whatever they undertake and
where they work, and have the feeling that their firms value them. In a competitive environment,
organizations desire to retain its highly-skilled and talented workforce by creating program such
as training, promotion, coaching, rewards, incentives and bonuses. While these strategies are
effective, they sometimes fail to meet the desired objective of attaining full job satisfaction. This
raises the question over whether factors such as emotional intelligence also have a role to play in
increasing employee job satisfaction.
The impact of emotional intelligence on job satisfaction has attracted numerous academic
attentions. Emotional intelligence is the capacity to recognize personal feelings and those of
others in order to motivate the self and to maintain emotions in both the self and the relationships
(Raj & Ms Deepti, 2016). Employees who express high job satisfaction also have high emotional
intelligence. In addition, Dabke (2014) asserts that emotional intelligence results in employee’s
satisfaction with life, a phenomenon that manifests itself in form of high job satisfaction. Further,
Wolfe and Hyub (2013) found that the influence of emotional intelligence on job satisfaction
manifests itself in form of the length of job tenure of an employee. To them, high emotional
intelligence increases employee’s longevity in an organization. While these studies point to the
existence of a positive correlation between emotional intelligence and job satisfaction, not much
has been done on ways of improving emotional intelligence among employees. In light of the
Lisa Barrow
Lisa Barrow: Include sources to support these assertions.
Lisa Barrow
Lisa Barrow: Good use of sources.
EMOTIONAL INTELLIGENCE 3
above, there is need to conduct a qualitative study on ways of improving emotional intelligence
of employees with a view to increase job satisfaction and retention.
Part 2
Purpose Statement
The purpose of this qualitative study is to investigate the relationship between emotional
intelligence and job satisfaction. In particular, the research seeks to explore various practices that
organizations have put in place to improve workers’ emotional intelligence in order to promote
job satisfaction. This is because while the impact of emotional intelligence on job satisfaction ...
The relationship between organizational space of offices and corporate identi...ijsptm
Institutional space as the value system determines what methods work and what behaviors are approved.
This study aimed to identify the relationship between organizational space (organizational structure,
corporate responsibility, corporate support and productivity management) with senior administration
identity of corporate managers of West Azerbaijan. 150 standardized questionnaires were distributed
among population and 100 questionnaires were returned to test hypotheses. According to normal data, the
Pearson correlation coefficient used to determine the type and extent of the relationship between the
variables. The results show there is a direct relationship between corporate responsibility, productivity
management, organizational support and corporate identity. However, a significant relationship between
the dimensions of organizational structure and corporate identity does not exist. So we suggest that serious
efforts should be made in General Offices in West Azerbaijan by exercising efficiently management and
developing appropriate organizational space (with respect to the liability of agents, productivity
management and organizational support) in order to improve organizational identity administration.
Analyzing The Organizational Behavior Chart ElementsAllison Koehn
This document provides an analysis of organizational behavior concepts. It begins with definitions of key terms like organization, organizational behavior, human resources, and stress. It then explores topics like perception, personality, emotions, values, attitudes, diversity, and stress. It examines how these concepts impact individual and group behavior within organizations. The document aims to explain organizational behavior concepts for the purpose of improving organizational effectiveness.
This chapter analyzes data on employee satisfaction levels at banks. It is divided into four sections. The first section describes the demographic characteristics of employee respondents such as gender, age, income, etc. across public and private sector banks. The second section identifies nine key dimensions of work culture through factor analysis, including disciplined/enterprising culture, affinity with the organization, performance norms, and relationship with seniors. The third section compares work culture and satisfaction dimensions between employee groups. The fourth section examines correlations between employee satisfaction, work culture dimensions, and demographic characteristics.
Introduction to organizational behaviourMahesh Magdum
This document provides an introduction and overview of organizational behavior. It defines organizational behavior as the study of individual and group behavior within an organizational setting. It discusses the need to study organizational behavior to improve organizational efficiency and manage diverse workforces. It also outlines several approaches to organizational behavior including scientific, behavioral, contingency, and cognitive approaches. Finally, it discusses factors that influence individual behavior such as age, gender, education, as well as external factors like economic conditions and cultural environment.
The document discusses a study on the retirement process of 10 participants. It included their organizational commitment, locus of control, and interviews about thoughts on retirement, work changes, motivation to retire, involvement in the workplace after deciding to retire, and post-retirement plans. The results found that participants had varying levels of investment in transitioning from work to retirement. Past work changes affected careers differently. Motivation to retire was influenced by both workplace and personal factors, and most participants planned to remain active in some form of work or activities after retiring.
- The document discusses a study on employees' perceptions of absenteeism management practices in multinational companies in India. It aims to study awareness levels, opinions on discipline factors, and motivational/satisfaction factors related to absenteeism policies.
- A questionnaire was distributed to 155 employees across various companies. Statistical analysis found differences in opinion across awareness, discipline, and motivational factors related to absenteeism management. Employees ranked explaining absenteeism policies and pay cuts for intentional absence as the top factors.
- The study provides insights into how absenteeism is managed and perceived across Indian and multinational organizations operating in India. It aims to understand employee awareness and opinions to help companies improve their absent
Methods of increasing industrial moraledeepaknajwani
This document discusses employee morale and its importance in organizations. It defines morale as the overall attitude and willingness of employees to work. High morale is characterized by adaptability, belongingness, and common goals, while low morale shows in absenteeism, tardiness, and lack of work pride. The document then lists 12 methods to improve morale, such as two-way communication, proper incentives, job security, and grievance resolution. It emphasizes that morale is influenced by many social and workplace factors and must be actively managed by organizations to maximize productivity and success.
An Investigation on the Impact of the Factors of Quality of Worklife on Socio...RSIS International
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Personality Patterns
1. Author: Prof Loveleen Chawla
Personality Patterns of Employees of Call Centres
Call centres are specialist technology intensive offices that are established by organization
in order to deliver services to customers over telephone, replacing or complementing face
to face interaction with public. The aim of the present investigation was to study the
personality pattern of a group of employees of Call Centres of Indore City. A group of 75
employees, 35 male and 35 female were selected as sample in this investigation. A General
Information Schedule and 16 PF Questionnaire were administered to them. It has been
revealed from the findings that the male call centre employees of Indore possess the trait of
being discreet, non-disclosing, shrewd, polished and diplomatic. Beside these traits female
employees are found to be sensitive, aesthetic, sentimental, tender-minded and refined.
Both the group has high concrete thinking and low abstract thinking. Not only this the male
and the female employees have differed in the traits of emotional stability, dominance,
liveliness, openness to change, privateness, apprehension and socially bold and diplomacy.
On the other hand, the female employees are found to be more dominant, lively and self-
reliant.
Human resource development may be defined as the development of human capabilities,
abilities, knowledge and know-how to meet people’s ever-growing needs for goods and
services to improve their standard of living and quality of life. It is an organized learning
activity arranged within an organization in order to improve performance or personal
growth for the purpose of improving the job, the individual and one’s organization. Call
centres are specialist technology intensive offices that are established by organization in
order to deliver services to customers over the telephone, replacing or complementing face-
to-face interaction with public. Although the concept of tele working has emerged as a new
arena in the global business for quite sometime, the field of call centres is very fresh and
recent.
Personality pattern of the employees in any organization takes an important role for the
development of the organization (Davidson & Dalby,1993).Another study reveals that there
is a relationship between personality type and nature of job. (Hojat, 1999). A study
examines team working in a call centre and how this is shaped for the employees by
technical control, the dynamics of emotional labor and gender politics. Management’s
efforts to disguise control are resisted by employees who transform workplace discourses
into an oppositional politics, shattering the illusion of unity promoted by the pundits of
team organizations (Mulholland, 2002). There is also a close relationship between
organizational commitment ant occupational stress. Those with few opportunities to meet
colleagues scored higher on emotional exhaustion and lower on personal accomplishment
scales. High commitment score was related positively to perceived organizational support
and to religiosity (Henderson, 1996). A study found that the call centre agents were more
stressed, less satisfied and reported poorer mental and physical health than the general
working population. In addition they perceived themselves as less empowered than other
workers in a traditional office environment. The empowerment dimensions of meaning,
2. impact and particularly self-determination, seem to directly influence job satisfaction, but
not health (Holdsworth & Cartwright, 2003). Considering the above the present
investigation has been designed to study the personality pattern of a group of employees of
call centre of Indore City.
Hypotheses:
1. High score of factors A, C, F, H and N of 16PF is predominant among the male
employees of call centres of Indore city.
2. Low score of factors B, I and Q4 of 16PF is predominant among the male
employees of call centres of Indore city.
3. High score of factors A, C, F, H and N of 16PF is predominant among the female
employees of call centres of Indore city.
4. Low score of factors B, I and Q4 of 16PF is predominant among the female
employees of call centres of Indore city.
5. Factors of 16PF are differentially associated with gender difference of the employees
of call centres of Indore city.
Method
Sample:
A group of 70 employees (35 male and 35 female) were selected from different call centres
of Indore city. They were adults (at least 21 years) with minimum educational qualification
of graduation, with adequate training in their respective jobs and with job experience of
minimum six months.
Tool:
16PF Questionnaire: The sixteen-personality factor questionnaire originally developed by
Cattel (1958), is a factor analytically derived questionnaire for personality assessment.
actually the 16PF questionnaire is based on a 16 factor model, viz., warmth, reasoning,
emotional stability, dominance, liveliness, rule-consciousness, social boldness, sensitivity,
vigilance, abstractedness, private ness, apprehension, openness to change, self-reliance and
tension.
Results and Discussion
3. Table – 1: Mean, SD and t-values between Male (n=35) and Female (n=35)
employees of Call Centres on 16 Personality Factors
MALE FEMALE
S.No. Factors Mean S.D. Mean S.D t-values
01 A 6.51 1.84 6.51 2.06 0.00
02 B 3.77 1.70 4.40 1.73 1.54
03 C 6.62 2.23 3.88 1.45 6.19**
04 E 4.51 1.99 6.14 1.95 4.31**
05 F 5.00 2.05 7.08 1.43 4.95**
06 G 5.22 1.47 5.34 1.25 0.36
07 H 6.00 2.27 4.08 1.98 3.79**
08 I 5.05 1.57 4.28 2.00 1.93**
09 L 6.54 1.49 5.77 1.91 1.88
10 M 7.00 2.54 6.91 1.93 0.16
11 N 8.69 1.55 6.22 1.07 7.76**
12 O 7.05 1.66 4.60 2.48 4.90**
13 Q 16.17 1.93 4.88 1.40 3.20**
14 Q 23.90 1.80 6.14 1.50 6.36**
15 Q 34.94 1.76 5.77 1.10 2.36
16 Q 44.91 1.80 4.22 1.30 1.84
**p < 0.01
Table -1 presents the personality profile of the male employees of call centre of Indore city.
Analysis of data reveals that the score of Personality Patterns6.51 on factor A indicates that
the male employees in this sector are moderately good natured, easy going, ready to
cooperate and attentive to people. Low score of 3.77 in factor B means that their abstract
intelligence is low while concrete thinking level is better. They are slow to learn and grasp
new concepts and have a little taste or capacity for higher forms of knowledge and they
tend to be bookish. The score of 6.62 of factor C indicates that they are calm and realistic
about life. They have a desired level of ego strength in them. On factor E the score is 4.51.
To some extent they are submissive and soft hearted. The workers in this field are neither
glum nor silent and they are neither very enthusiastic. They are neither always anxious,
depressed nor melancholic and nor are they cheerful, talkative, frank always. Their score
on factor F is 5. The score of 5.22 on factor G indicates that they are moderately
responsible, determined, consistent energetic and well organized. The score on factor H is
6. They are in general social, participative and are spontaneous in their action. They also
tend to consume much time talking. The score of 5.08 on Factor I indicates that they are
tender minded, imaginative and sensitive and they generally tend to avoid occupations
which are tough and crude. Their level of suspicion is from moderate to high as indicated
by a score of 6.54 on factor L. They are often involved in their own ego and are interested
in their own internal mental life. The mean score of factor M is 7 which indicates that they
tend to be unconventional, egocentric, sensitive and imaginative to a large extent. They are
highly sophisticated in their behavior. The score of 8.69 on factor N proves that they are
polished and shrewd. The mean score of factor O is 7.05, which means they tend to worry,
4. feel insecure, are self-blaming, and also uilt prone by nature. Besides this, that they are
open to change, liberal and also critical at the same time is obvious from the mean score
6.17 on factor Q1. That they are more ready to face any change in life generally and are
more tolerant of inconveniences caused in their issues. The mean score of factor Q2
indicates that they prefer to work and make decisions with other people. 4 as a score of
factor Q3 proves that they have moderate levels of self-sentiment, they are not that cautious
about maintaining social rules and hence they are not so considerate and careful. The
average score of factor Q4 is 4.91, which means that they tend to be grossly relaxed and
composed. Thus, the basic characteristics of the malecall centre employees include : warm,
outgoing nature, adventurous, suspecting, unconcerned, sophisticated, insecure and
experimenting traits. They are not high in their abstract intelligence level and self-
sufficiency. Thus, the Hypothesis-1 which postulates, “High score of factors A,C,F, H and
N of 16 PF is predominant among the male employees of call centre of Indore city” –is
accepted for the factor N and rejected for the factors A,C, F and H. Similarly, the
Hypothesis-2 which postulates, “ Low score of factors B,I and Q4 of 16 PF is predominant
among the male employees of call centre of Indore city”—is accepted for factor B and
rejected for the factors I and Q4. Table -1 also reveals the personality profile of the female
employees call centre of Indore city. A score of 6.51 on factor A reveals that the female
employees in this field are on an average moderately warm, outgoing, easy going and good
natured. Attending people and working in professions related to people is appreciated by
them and is also reflected in their personality as a trait. They are good at maintaining
personal relation. A score of 4.4 on factor B indicates that their concrete thinking ability is
low. They are generally bookish by nature and do not have much urge for higher forms of
knowledge. The level of their abstract thinking is low. A score of 3.88 on factor C says that
female call centre employees are not mature enough emotionally, lack the tolerance for
frustration. They are easily fatigued and worrying kind. They can have problems related to
sleep or some other psychosomatic problems. The score of 7.08 in factor F means they are
cheerful, talkative, frank and experience. The mean score 5.34 of factor G indicates neither
do they value internal standards nor do they regard moral values very high. The mean score
of factor H is 4.08 which says that they are moderately shy and withdrawn by nature. They
are cautious about what is going on around them. The score of 4.28 on factor I indicates
that they are realistic and practical. They are also by nature independent minded and
responsible by nature. On factor L the mean score is 5.77 which means that they are more
interested in their own ego maintenance and have an option of their own in every regard.
6.91 as a score on factor M points out that they are not conventional by nature at least. On
the contrary at times they are unconcerned and egocentric. On factor N their score is 6.22
which means they are quite sophisticated and polished. They are enough socially aware,
diplomatic and calculating. The score of factor O is 4.6 says that they are secured, self
assured and free of any guilt in themselves. 4.88 as a score on factor Q1 brings out the
conservatism trait in them. They prefer going along with traditions rather than being open
to change of any form very gladly. The score 6.22 of factor Q2 indicates that they are quite
resourceful and generally tend to prefer their own decisions. The mean score of factor Q3 is
5.77 which points out the socially precise and compulsive personality trait of the females in
this sector. The mean score of Q4 is 4.22 which indicates they are restless and impatient
and frustrated also. In a nutshell it can be said that the female call centre employees have
exhibited the traits of being warm, outgoing, dominant, enthusiastic, sophisticated and self
sufficient. On the other side they are affected by feelings easily. Thus the Hypothesis-3
which postulates, “High score of factors A,C,F, H and N of 16 PF is predominant in the
5. female employees of call centres of Indore city”—is accepted for the factor F and rejected
for factors A,C,H and N. Similarly, the Hypothesis-4 which postulates, “ Low score of
factors B,I and Q4 of 16PF is predominant among the female employees of call centre of
Indore city”—is accepted in this investigation. When comparison was made between the
male and female employees of call centres of Indore city, significant difference was
observed in some factors. The high mean score of 6.62 on Factor C in case of males and
that of 3.38 in case of females brings out the fact that the male employees in this sector are
more emotionally stable , motivated can face reality and cool headed than the female
employees. On another, i.e., factor E the females are found to be more accommodating,
expressive and soft hearted (M=6.14) than compared to the male employees (M=4.51). The
mean score of 5 in case of the male workers and 7.08 in case of the female workers on
factor F points out the fact that the females are more cheerful, interacting, talkative,
expressive than compared to the males. The males are found to be more bold, venturesome
and able to handle stress that the females pointed out the mean score of 6 and 4.08 of males
and females respectively on factor H. Although the respective high score of 8.69 and 6.22
of males and females on factor N points out that both the groups are quite sophisticated,
diplomatic and polished, but the male groups are more shrewd than compared to the
females. Males in this profession are found to be more moody and apprehensive (M=7.05)
than compared to their profession as reflected from the scores of factor O. On factor Q1,
the males have a mean score of 6.17 and the females have a mean score of 4.88 and thus it
can be said that the male professionals are more experimenting, tolerant of inconvenience
and open to change, than the females. On factor Q2 the males have scored a mean of 3.9
and that of females is 6.14 which brings out the relegation that the females are more self
sufficient, resourceful and prefer their own decisions. The computed t-values of
independent, and equal sample of factors C,E,F, H,N,O,Q1 and Q2 are 6.10,4.31, 4.95,
2.79, 7.76,4.90, 3.20,and 6.36 respectively. Thus the Hypothesis-V which postulates that ,
“Factors of 16PF are differentially associated with gender differences of the employees of
call centre of Indore city”- is accepted for the factors C, E, F, H, N, O, Q1, and Q2 and
rejected for the factors A, B, G, I, L, M, Q2 and Q3. It has been revealed from the findings
of the present investigation that the male call centre employees of Indore possess the traits
of being discreet, non-disclosing, shrewd, polished and diplomatic. Moreover, the data
obtained also reveals that they have lower scholastic mental capacity having lower general
mental capacity. Their concrete thinking is high but they are generally unable to handle
abstract problems. The data obtained from female employees of call centres of Indore also
points out the fact the female employees too possess the traits of being discreet, non-
disclosing, shrewd, polished and diplomatic. It is also found that their concrete thinking is
high whereas abstract thinking is low. They are also found to be sensitive, aesthetic,
sentimental, tender minded and refined. The personality profile of the male and female call
centre employees as revealed from the obtained data points out the fact that there is
significant difference in personality with respect to the gender. The male and the female
employees have differed in the traits of emotional stability, dominance, liveliness, openness
to change, private ness, apprehension and socially bold and diplomacy. On the other hand,
the female employees are found to be more dominant, lively and self-reliant
. Conclusion
The study reveals that the basic personality profile of the call centre employees include
being polished, diplomatic, having low abstract thinking but high concrete thinking. Since
the call centre job entails interacting with clients, a good behaviour with them is must in
6. order to have a good customer base. They have to be believing in the philosophy customer
is always right. The obvious expectation from the call agent would be diplomatic, polished
and wordly shrewd attitude. The call centre job does not need in general any particular area
of specialization. The employees can come from any subject background and they just need
to be +2 qualified. In a profession where the eligibility criteria is so low it is obvious that
the abstract thinking requirement in this job will not be that high. The job is repetitive,
monotonous and thus requires high concrete ability. It is the endeavour of the Human
Resource Development to look into the human aspects of any work in any organization.
Human beings are not to be considered as machines at work and they should be considered
as human resources and not just a source of labour for getting the work done. Considering
the humans as a resource, giving proper attention and value to them will only guarantee an
organization better economic rewards and prosperity in the future.
References
Davidson, R. A., & Dalby, J.T. (1993). Personality profile of female public accountants,
Accounting, Auditing and Accountability Journal, 6, 2.
Henderson, M.C. (1996). Occupational stress and organizational commitment in nurse
administrators, Journal of Nursing Administrations, 26, 21-28.
Hojat, D.K. (1999). Gender comparison of medical students psychological profiles,
Medical Education, 33, 342.