RESEARCH PROPOSAL: MBA-HUMAN RESOURCE MANAGEMENT
1. Project (research topic) title
The title of this proposal is: "Effectiveness of Reward System and Appraisals System in increasing the Retention and Productivity of employees in Retail Sector"
2. Project (research topic) summary
In no more than 100 words, intelligible to a reader who is not a specialist in this field, summarize the aims, significance and expected outcomes of your proposed research.
Project summary:
Organizations and the business sectors use the system of appraisal to gauge the performance of the various employees. Moreover, rewarding of well-performing employees is a motivation to the employees. This project aims a studying the effective systems of appraisal and rewarding in the retail business. Effective appraisal systems ensure that there is progress in the organization. Effective appraisal systems are appreciated by the employees and are the basis of retaining good performing employees. The proposal aims at providing an understanding effectiveness of systems of rewarding and appraisal to the performance and retention of the employees.
3. Project (research topic) details
3.1 Introductory background
The human resource department plays an important role in ensuring that all units of a business are integrated. They do this by employee management; performing appraisals and rewarding of well-performing employees. Rewards appraisal is significant in raising the employee motivation and levels of performances (Hendry, 2012).
3.2 Research questions
The research question aims to answer the effects of rewarding and appraisal system in the business. The research questions include:
· What is the system of rewarding in the business?
· How is the appraisal system of the business like?
· The effects of the appraisal and rewarding system on the employees
· How do the employees react to the system of appraisal?
Hypothesis
H0: Effective appraisal and rewarding systems in a retail organization lead to employee retention in the retail organization.
H1: Effective appraisal and rewarding systems in a retail organization lead to increased employee productivity in the retail organization.
3.3 Aims/Objectives of the project
The following are the objects of the research.
· To have an understanding of the significance of the systems of appraisal and rewarding in the retail sector.
· To have an understanding of the impact of rewarding and appraisal system on employee productivity.
· To have an understanding of the employees the systems used to appraise and reward employees for their retention.
· To understand the importance of reward and appraisal systems in the retail organization.
· To understand the extent of employee retention through effective reward and appraisal system.
· To understand the increase in productivity that is related to reward and appraisal system.
3.4 Significance/Contribution to the discipline
In the organizations, the rewarding and appraisal systems hav ...
The aim of this study is to investigate reward system and employee performance in three selected
companies such as Nestle Plc, Mumudia Integrated services and Bucebal ventures limited in Port Harcourt,
Rivers State. The study also shows how employees improve its performances in a reward system. Questionnaire
was used as instrument and 60 questionnaires were issued and while 50 questionnaires were retrieved to check
the respondent’s opinion.
The aim of this study is to investigate reward system and employee performance in three selected
companies such as Nestle Plc, Mumudia Integrated services and Bucebal ventures limited in Port Harcourt,
Rivers State. The study also shows how employees improve its performances in a reward system. Questionnaire
was used as instrument and 60 questionnaires were issued and while 50 questionnaires were retrieved to check
the respondent’s opinion.
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission:
To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision:
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer's aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
Our Achievements:
NATIONAL AWARD FOR BEST RESEARCH PROJECT (By Hon. President APJ Abdul Kalam)
GOLD MEDAL FOR RESEARCH ON DISABILITY (By Disabled’s Club of India)
NOMINATED FOR BEST MSME AWARDS 2017
5 STAR RATING ON GOOGLE
We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
From past years our core advisory members, research team assisted research scholars from various universities from all corners of world.
Subjects/Areas We Cover:
Management, Commerce, Finance, Marketing, Psychology, Education, Sociology, Mass communications, English Literature, English Language, Law, History, Computer Science & Engineering, Electronics & Communication Engineering, Mechanical Engineering, Civil Engineering, Electrical Engineering, Pharmacy & Healthcare.
Sheet1YEAR ACTUAL (MILES FROM JOHNSTOWN)24-HOUR FORECAST (MILES FR.docxedgar6wallace88877
Sheet1YEAR ACTUAL (MILES FROM JOHNSTOWN)24-HOUR FORECAST (MILES FROM JOHNSTOWN)14625533040421051213675711118212591281012151169
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Running head: RESEARCH REPORT
1
Running head: RESEARCH REPORT
2
Employee Turnover Research Project Part Two
Thomas Griffin
Husson University
Research Paper Part Two
Fundamentally, a research design refers to a set of methods and frameworks that a researcher can adopt in a bid to combine the various components of the research in a logical manner. Typically, the research design will provide an insight about how to undertake a research activity while utilizing a particular methodology (Abutabenjeh & Jaradat, 2018). The design should provide a sketch of the research and can also be used to explain the type of research and the subtype.
Population and Sampling Method
For the researcher to promote the credibility and reliability of the data, probability sampling will be undertaken. It refers to a sampling method where each participant has an equal chance of being included in the sample (Abutabenjeh & Jaradat, 2018). However, it is imperative to note that in this case that the sampling population encompasses individuals that have an employer for another. Probability sampling means any individuals in this population has an equal chance of being included. Under probability sampling, stratified random sampling will be undertaken. It refers to a technique where the population is divided into subgroups and the samples are taken from each subgroup. In this case, the researcher will divide the participants into the following subgroups. Subgroup one will only have individuals that have only left a single employer. Subgroup two will have participants that have left more than one employer for others. The final subgroup will be made up of participants considering leaving the current employer. From these subgroups, samples will be randomly chosen to take part in the research. The reason for doing this is to promote diversity of the group so as to unearth the primary factors contributing to the turnover problem that is making organizations incur costs in recruiting and selection.
During sampling, it is imperative to note that there are confounding variables that must be avoided. These are factors that may negatively impact the validity of the research process. One of the factors entail participants who left their former employers for reasons not related to their performance and perceived expectations. This includes factors such as retrenchment, gross misconduct, and the need to relocate among others. Also, confounding variables, including being fired among others will need to be looked into. Typically, the sampled participants will be asked to outline the primary reason why they left their former work station. If the reason is considered a confounding variable, the responses made by such a participant will be considered invalid.
Dependent and Independent Variables
From a research perspective, a dependent variabl.
Running Head Dissertation of Service Quality Improvement .docxcharisellington63520
Running Head: Dissertation of Service Quality Improvement 1
Dissertation of Service Quality Improvement 2
DISSERTATION OF SERVICE QUALITY IMPROVEMENT
Lusciano Foster
Ashford University
Business Research Methods & Tools (NAG1428A)
BUS642
Loay Alnaji
July 20, 2014
Dissertation of Service Quality Improvement
A research proposal for a possible dissertation entails keen consideration of peer-reviewed articles to establish the possibilities given regarding the topic. Problems, purpose and, hypothesis of the research are to be established to guide during the research. Planning dissertation research for a business follows a format that gives prospectus clients or supporters a vivid view of the reasons and importance of the research.
Service quality improvement has been a critical issue to most business setting, rendering them to provide poor services. They focus on spending a lot of money on ill- conceived services in addition, undermining the best methods to offer their customers with quality services. In such cases, customers feel unsatisfied and not treated in a manner they would like to be handled. Excellent service is an important approach because customer’s loyalty and satisfaction is improved. Every business should focus on how to improve their services in order to retain their customers and gain more customers.
Customers view value as the profit acquired from the trouble encountered such as unfriendly employees, high prices, services that are not attractive and locations that are not convenient to them. With excellent services, profit maximization of the company is improved and customer’s burdens on non-price issues are minimized. Most business organizations suffer low profit because their services do not meet customers’ expectations. Prior researches have concentrated on how services can be measured and nature of customer’s expectations without considering the service quality improvement factor, in order to improve their profits (Loshin, 2011).
This research will help to identify means of improving service in business organizations. Quality need to be described by the customer, whereby it should conform to his or her specification. Most company’s view quality as conformance to organization specifications and this research will help to solve this problem by identifying the best methods of delivering quality service. This research will help to address the questions on how to respond to customers and taking care of them (Hernon, 2011).
Ethics has become a keystone for carrying out successful and significant research. Due to this, the ethical conduct of individual researchers is under unprecedented analysis (Best & Kahn, 2006; Field & Behrman, 2004; Trimble& Fisher, 2006). Some of the ethical concerns likely to be experienced when conducting research are ex.
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission:
To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision:
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer's aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
Our Achievements:
NATIONAL AWARD FOR BEST RESEARCH PROJECT (By Hon. President APJ Abdul Kalam)
GOLD MEDAL FOR RESEARCH ON DISABILITY (By Disabled’s Club of India)
NOMINATED FOR BEST MSME AWARDS 2017
5 STAR RATING ON GOOGLE
We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
From past years our core advisory members, research team assisted research scholars from various universities from all corners of world.
Subjects/Areas We Cover:
Management, Commerce, Finance, Marketing, Psychology, Education, Sociology, Mass communications, English Literature, English Language, Law, History, Computer Science & Engineering, Electronics & Communication Engineering, Mechanical Engineering, Civil Engineering, Electrical Engineering, Pharmacy & Healthcare.
EMPLOYEES VIEW ON PERFORMANCE APPRAISAL PROCESS AND ITS EFFECT ON WORK ATTITU...paperpublications3
Abstract: Performance appraisal is a means of evaluating employees’ current past performance standards set by the organization. The purpose of the study was to establish the employees’ views on performance appraisal process and its effect on work attitude in Kenya seed Company Limited. Stratified random sampling technique was used to select the 71 employees. The data collected from the field was analyzed using descriptive statistics. The results were then presented in tables, pie charts and bar graphs. On overall, the study found out that performance appraisal if carried out as a matter of routine improves the work performance in the organization. It was recommended that the management should continue embracing performance appraisal and employees to get more information on the standards against which they are being rated.
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission:
To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision:
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer's aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
Our Achievements:
NATIONAL AWARD FOR BEST RESEARCH PROJECT (By Hon. President APJ Abdul Kalam)
GOLD MEDAL FOR RESEARCH ON DISABILITY (By Disabled’s Club of India)
NOMINATED FOR BEST MSME AWARDS 2017
5 STAR RATING ON GOOGLE
We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
From past years our core advisory members, research team assisted research scholars from various universities from all corners of world.
Subjects/Areas We Cover:
Management, Commerce, Finance, Marketing, Psychology, Education, Sociology, Mass communications, English Literature, English Language, Law, History, Computer Science & Engineering, Electronics & Communication Engineering, Mechanical Engineering, Civil Engineering, Electrical Engineering, Pharmacy & Healthcare.
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission:
To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision:
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer's aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
Our Achievements:
NATIONAL AWARD FOR BEST RESEARCH PROJECT (By Hon. President APJ Abdul Kalam)
GOLD MEDAL FOR RESEARCH ON DISABILITY (By Disabled’s Club of India)
NOMINATED FOR BEST MSME AWARDS 2017
5 STAR RATING ON GOOGLE
We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
From past years our core advisory members, research team assisted research scholars from various universities from all corners of world.
Subjects/Areas We Cover:
Management, Commerce, Finance, Marketing, Psychology, Education, Sociology, Mass communications, English Literature, English Language, Law, History, Computer Science & Engineering, Electronics & Communication Engineering, Mechanical Engineering, Civil Engineering, Electrical Engineering, Pharmacy & Healthcare.
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission:
To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision:
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer's aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
Our Achievements:
NATIONAL AWARD FOR BEST RESEARCH PROJECT (By Hon. President APJ Abdul Kalam)
GOLD MEDAL FOR RESEARCH ON DISABILITY (By Disabled’s Club of India)
NOMINATED FOR BEST MSME AWARDS 2017
5 STAR RATING ON GOOGLE
We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
From past years our core advisory members, research team assisted research scholars from various universities from all corners of world.
Subjects/Areas We Cover:
Management, Commerce, Finance, Marketing, Psychology, Education, Sociology, Mass communications, English Literature, English Language, Law, History, Computer Science & Engineering, Electronics & Communication Engineering, Mechanical Engineering, Civil Engineering, Electrical Engineering, Pharmacy & Healthcare.
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission:
To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision:
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer's aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
Our Achievements:
NATIONAL AWARD FOR BEST RESEARCH PROJECT (By Hon. President APJ Abdul Kalam)
GOLD MEDAL FOR RESEARCH ON DISABILITY (By Disabled’s Club of India)
NOMINATED FOR BEST MSME AWARDS 2017
5 STAR RATING ON GOOGLE
We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
From past years our core advisory members, research team assisted research scholars from various universities from all corners of world.
Subjects/Areas We Cover:
Management, Commerce, Finance, Marketing, Psychology, Education, Sociology, Mass communications, English Literature, English Language, Law, History, Computer Science & Engineering, Electronics & Communication Engineering, Mechanical Engineering, Civil Engineering, Electrical Engineering, Pharmacy & Healthcare.
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission:
To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision:
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer's aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
Our Achievements:
NATIONAL AWARD FOR BEST RESEARCH PROJECT (By Hon. President APJ Abdul Kalam)
GOLD MEDAL FOR RESEARCH ON DISABILITY (By Disabled’s Club of India)
NOMINATED FOR BEST MSME AWARDS 2017
5 STAR RATING ON GOOGLE
We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
From past years our core advisory members, research team assisted research scholars from various universities from all corners of world.
Subjects/Areas We Cover:
Management, Commerce, Finance, Marketing, Psychology, Education, Sociology, Mass communications, English Literature, English Language, Law, History, Computer Science & Engineering, Electronics & Communication Engineering, Mechanical Engineering, Civil Engineering, Electrical Engineering, Pharmacy & Healthcare.
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 . Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission
“To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer’s aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 . Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission
“To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer’s aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
Improving Productivity through Appropriate Performance Appraisal in Pakistan ...Muhammad Arslan
The purpose of this study is to analyze the impact of performance appraisal on productivity. Appraisal tools are
used to measure the output of workers which are compared with the given tasks with specific working
environment in designing these tools there is three step process define the job, appraise the performance and
providing the relative feedback. The manager should take keen in designing. Cross tabulation methods is used to
analyze this phenomenon. Face to face interview and questionnaire will be the research strategy and this will be
cross sectional study i.e. one time study; data collection method will be secondary data, primary data through
random sampling will be collected from the contractors of transport companies of Pakistan State Oil Limited
and general analytical method will be used for data analysis. The finding of study suggests that performance
appraisal system has significant effect on personal skill and by using the combination of two methods; rating and
narrative method leads us improvement in productivity of the organization.
EFFECTIVENESS OF REWARD SYSTEM AND APPRAISAL SYSTEM IN INCREASIN.docxtoltonkendal
EFFECTIVENESS OF REWARD SYSTEM AND APPRAISAL SYSTEM IN INCREASING THE RETENTIONS AND PRODUCTIVITY OF EMPLOYEES IN RETAIL SECTOR
STUDENT’S NAME:
PROFESSOR’S NAME:
Chapter 1: Introduction1.1 Introduction
The Human Resource Department plays an important role in ensuring that all units of a business are integrated. This is attained through employee management; performing appraisals and rewarding of well-performing employees. Rewards appraisal is significant in raising the employee motivation and levels of performances (Hendry, 2012).
Reward system is a motivating strategy to employees that enable them to perform at the highest level. Employees take pride of their work when they are ware that their job offers them security and opportunities for advancement. It is necessary to recognize that there is no right or wrong systems for rewards but there are those that will make employees to be more motivated than others.
On the other hand an appraisal system assists the management in evaluating the performance of employees on the job so as to develop a system that is fair for promotion and wage increment. Appraisal systems is also evident in helping the employees improve on their performance and also enable the company to devise and reorganize the job functions so as to better fit the employees with the position available. Performance appraisal is usually done on periodic basis general and systematic processes that access the performance and productivity of the employees in accordance with the pre-determined objective and criteria of the company. 1.2 Background Information
The relationship and connection between reward systems, motivation as well as job satisfaction of the workforce play an essential role in the success of the business regardless of the size. Employees expect to gain both financial and non-financial rewards so that they are motivated to work for the company. Some employees prefer to have financial reward while other non-financial rewards. This becomes necessary for the researcher to identify the effective reward systems that should be embraced by the company especially those in retail business (Ibrar & Khan, 2015).
Performance appraisal is recognizes to be a tool that spur employees to attain the goal of the organizations. Employees are in most cases driven by their attitude towards the jobs they doo which has a great impact on the level of productivity and retention. This makes the appraisal systems to be an indispensable part of the organization in the process of developing employees cognizant of their growth and performance improvement, their potentiality and abilities.
Performance appraisal systems impose a substantial impact to other human resource aspects and strategies of the organization at large. Effective performance appraisal is key bedrock in ensuring that the success of employees matters such as employee motivation, selection and training. There is need for the company to develop and reveal th.
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.
Dr. Salvatore Falletta presented on Employee Engagement: Models, Methods & Madness to the SBODN community on Monday, September 12th 2011 at Citrix, a corporate sponsor to SBODN. Enjoy!
- SBODN Directors Jeff Richardson & Cherie Del Carlo
According to the textbook, the Federal Disaster Assistance Act of 19.docxronak56
According to the textbook, the Federal Disaster Assistance Act of 1950 (P.L. 81-875) defined the roles and responsibilities during natural disasters. Once the president issued a disaster declaration, federal relief resources could flow to the affected areas for response and recovery. The president would then delegate administrative control of relief efforts to the Housing and Home Finance Administration. This law also instituted the federal role in natural disasters as a supportive role, while instituting primary responsibility for disaster response and recovery with local and state governments. How had this changed by 1978? Why did it change? Do you agree with the change? Why, or why not?
300 WORDS
APA FORMAT
.
According to the Council on Social Work Education, Competency 5 Eng.docxronak56
According to the Council on Social Work Education, Competency 5: Engage in Policy Practice:
Social workers understand that human rights and social justice, as well as social welfare and services, are mediated by policy and its implementation at the federal, state, and local levels. Social workers understand the history and current structures of social policies and services, the role of policy in service delivery, and the role of practice in policy development. Social workers understand their role in policy development and implementation within their practice settings at the micro, mezzo, and macro levels and they actively engage in policy practice to effect change within those settings. Social workers recognize and understand the historical, social, cultural, economic, organizational, environmental, and global influences that affect social policy. They are also knowledgeable about policy formulation, analysis, implementation, and evaluation. Social workers:
Identify social policy at the local, state, and federal level that impacts well-being, service delivery, and access to social services;
Assess how social welfare and economic policies impact the delivery of and access to social services;
Apply critical thinking to analyze, formulate, and advocate for policies that advance human rights and social, economic, and environmental justice.
This assignment is intended to help students demonstrate the behavioral components of this competency in their field education.
To prepare: Working with your field instructor, identify, evaluate, and discuss policies established by the local, state, and federal government (within the last five years) that affect the day to day operations of the field placement agency.
The Assignment (1-2 pages):
Describe the policies and their impact on the field agency.
Propose specific recommendations regarding how you, as a social work intern, and the agency can advocate for policies pertaining to advancing social justice for the agency and the clients it serves.
.
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Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission:
To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision:
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer's aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
Our Achievements:
NATIONAL AWARD FOR BEST RESEARCH PROJECT (By Hon. President APJ Abdul Kalam)
GOLD MEDAL FOR RESEARCH ON DISABILITY (By Disabled’s Club of India)
NOMINATED FOR BEST MSME AWARDS 2017
5 STAR RATING ON GOOGLE
We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
From past years our core advisory members, research team assisted research scholars from various universities from all corners of world.
Subjects/Areas We Cover:
Management, Commerce, Finance, Marketing, Psychology, Education, Sociology, Mass communications, English Literature, English Language, Law, History, Computer Science & Engineering, Electronics & Communication Engineering, Mechanical Engineering, Civil Engineering, Electrical Engineering, Pharmacy & Healthcare.
Sheet1YEAR ACTUAL (MILES FROM JOHNSTOWN)24-HOUR FORECAST (MILES FR.docxedgar6wallace88877
Sheet1YEAR ACTUAL (MILES FROM JOHNSTOWN)24-HOUR FORECAST (MILES FROM JOHNSTOWN)14625533040421051213675711118212591281012151169
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Running head: RESEARCH REPORT
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Running head: RESEARCH REPORT
2
Employee Turnover Research Project Part Two
Thomas Griffin
Husson University
Research Paper Part Two
Fundamentally, a research design refers to a set of methods and frameworks that a researcher can adopt in a bid to combine the various components of the research in a logical manner. Typically, the research design will provide an insight about how to undertake a research activity while utilizing a particular methodology (Abutabenjeh & Jaradat, 2018). The design should provide a sketch of the research and can also be used to explain the type of research and the subtype.
Population and Sampling Method
For the researcher to promote the credibility and reliability of the data, probability sampling will be undertaken. It refers to a sampling method where each participant has an equal chance of being included in the sample (Abutabenjeh & Jaradat, 2018). However, it is imperative to note that in this case that the sampling population encompasses individuals that have an employer for another. Probability sampling means any individuals in this population has an equal chance of being included. Under probability sampling, stratified random sampling will be undertaken. It refers to a technique where the population is divided into subgroups and the samples are taken from each subgroup. In this case, the researcher will divide the participants into the following subgroups. Subgroup one will only have individuals that have only left a single employer. Subgroup two will have participants that have left more than one employer for others. The final subgroup will be made up of participants considering leaving the current employer. From these subgroups, samples will be randomly chosen to take part in the research. The reason for doing this is to promote diversity of the group so as to unearth the primary factors contributing to the turnover problem that is making organizations incur costs in recruiting and selection.
During sampling, it is imperative to note that there are confounding variables that must be avoided. These are factors that may negatively impact the validity of the research process. One of the factors entail participants who left their former employers for reasons not related to their performance and perceived expectations. This includes factors such as retrenchment, gross misconduct, and the need to relocate among others. Also, confounding variables, including being fired among others will need to be looked into. Typically, the sampled participants will be asked to outline the primary reason why they left their former work station. If the reason is considered a confounding variable, the responses made by such a participant will be considered invalid.
Dependent and Independent Variables
From a research perspective, a dependent variabl.
Running Head Dissertation of Service Quality Improvement .docxcharisellington63520
Running Head: Dissertation of Service Quality Improvement 1
Dissertation of Service Quality Improvement 2
DISSERTATION OF SERVICE QUALITY IMPROVEMENT
Lusciano Foster
Ashford University
Business Research Methods & Tools (NAG1428A)
BUS642
Loay Alnaji
July 20, 2014
Dissertation of Service Quality Improvement
A research proposal for a possible dissertation entails keen consideration of peer-reviewed articles to establish the possibilities given regarding the topic. Problems, purpose and, hypothesis of the research are to be established to guide during the research. Planning dissertation research for a business follows a format that gives prospectus clients or supporters a vivid view of the reasons and importance of the research.
Service quality improvement has been a critical issue to most business setting, rendering them to provide poor services. They focus on spending a lot of money on ill- conceived services in addition, undermining the best methods to offer their customers with quality services. In such cases, customers feel unsatisfied and not treated in a manner they would like to be handled. Excellent service is an important approach because customer’s loyalty and satisfaction is improved. Every business should focus on how to improve their services in order to retain their customers and gain more customers.
Customers view value as the profit acquired from the trouble encountered such as unfriendly employees, high prices, services that are not attractive and locations that are not convenient to them. With excellent services, profit maximization of the company is improved and customer’s burdens on non-price issues are minimized. Most business organizations suffer low profit because their services do not meet customers’ expectations. Prior researches have concentrated on how services can be measured and nature of customer’s expectations without considering the service quality improvement factor, in order to improve their profits (Loshin, 2011).
This research will help to identify means of improving service in business organizations. Quality need to be described by the customer, whereby it should conform to his or her specification. Most company’s view quality as conformance to organization specifications and this research will help to solve this problem by identifying the best methods of delivering quality service. This research will help to address the questions on how to respond to customers and taking care of them (Hernon, 2011).
Ethics has become a keystone for carrying out successful and significant research. Due to this, the ethical conduct of individual researchers is under unprecedented analysis (Best & Kahn, 2006; Field & Behrman, 2004; Trimble& Fisher, 2006). Some of the ethical concerns likely to be experienced when conducting research are ex.
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission:
To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision:
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer's aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
Our Achievements:
NATIONAL AWARD FOR BEST RESEARCH PROJECT (By Hon. President APJ Abdul Kalam)
GOLD MEDAL FOR RESEARCH ON DISABILITY (By Disabled’s Club of India)
NOMINATED FOR BEST MSME AWARDS 2017
5 STAR RATING ON GOOGLE
We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
From past years our core advisory members, research team assisted research scholars from various universities from all corners of world.
Subjects/Areas We Cover:
Management, Commerce, Finance, Marketing, Psychology, Education, Sociology, Mass communications, English Literature, English Language, Law, History, Computer Science & Engineering, Electronics & Communication Engineering, Mechanical Engineering, Civil Engineering, Electrical Engineering, Pharmacy & Healthcare.
EMPLOYEES VIEW ON PERFORMANCE APPRAISAL PROCESS AND ITS EFFECT ON WORK ATTITU...paperpublications3
Abstract: Performance appraisal is a means of evaluating employees’ current past performance standards set by the organization. The purpose of the study was to establish the employees’ views on performance appraisal process and its effect on work attitude in Kenya seed Company Limited. Stratified random sampling technique was used to select the 71 employees. The data collected from the field was analyzed using descriptive statistics. The results were then presented in tables, pie charts and bar graphs. On overall, the study found out that performance appraisal if carried out as a matter of routine improves the work performance in the organization. It was recommended that the management should continue embracing performance appraisal and employees to get more information on the standards against which they are being rated.
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission:
To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision:
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer's aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
Our Achievements:
NATIONAL AWARD FOR BEST RESEARCH PROJECT (By Hon. President APJ Abdul Kalam)
GOLD MEDAL FOR RESEARCH ON DISABILITY (By Disabled’s Club of India)
NOMINATED FOR BEST MSME AWARDS 2017
5 STAR RATING ON GOOGLE
We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
From past years our core advisory members, research team assisted research scholars from various universities from all corners of world.
Subjects/Areas We Cover:
Management, Commerce, Finance, Marketing, Psychology, Education, Sociology, Mass communications, English Literature, English Language, Law, History, Computer Science & Engineering, Electronics & Communication Engineering, Mechanical Engineering, Civil Engineering, Electrical Engineering, Pharmacy & Healthcare.
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission:
To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision:
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer's aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
Our Achievements:
NATIONAL AWARD FOR BEST RESEARCH PROJECT (By Hon. President APJ Abdul Kalam)
GOLD MEDAL FOR RESEARCH ON DISABILITY (By Disabled’s Club of India)
NOMINATED FOR BEST MSME AWARDS 2017
5 STAR RATING ON GOOGLE
We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
From past years our core advisory members, research team assisted research scholars from various universities from all corners of world.
Subjects/Areas We Cover:
Management, Commerce, Finance, Marketing, Psychology, Education, Sociology, Mass communications, English Literature, English Language, Law, History, Computer Science & Engineering, Electronics & Communication Engineering, Mechanical Engineering, Civil Engineering, Electrical Engineering, Pharmacy & Healthcare.
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission:
To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision:
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer's aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
Our Achievements:
NATIONAL AWARD FOR BEST RESEARCH PROJECT (By Hon. President APJ Abdul Kalam)
GOLD MEDAL FOR RESEARCH ON DISABILITY (By Disabled’s Club of India)
NOMINATED FOR BEST MSME AWARDS 2017
5 STAR RATING ON GOOGLE
We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
From past years our core advisory members, research team assisted research scholars from various universities from all corners of world.
Subjects/Areas We Cover:
Management, Commerce, Finance, Marketing, Psychology, Education, Sociology, Mass communications, English Literature, English Language, Law, History, Computer Science & Engineering, Electronics & Communication Engineering, Mechanical Engineering, Civil Engineering, Electrical Engineering, Pharmacy & Healthcare.
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission:
To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision:
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer's aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
Our Achievements:
NATIONAL AWARD FOR BEST RESEARCH PROJECT (By Hon. President APJ Abdul Kalam)
GOLD MEDAL FOR RESEARCH ON DISABILITY (By Disabled’s Club of India)
NOMINATED FOR BEST MSME AWARDS 2017
5 STAR RATING ON GOOGLE
We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
From past years our core advisory members, research team assisted research scholars from various universities from all corners of world.
Subjects/Areas We Cover:
Management, Commerce, Finance, Marketing, Psychology, Education, Sociology, Mass communications, English Literature, English Language, Law, History, Computer Science & Engineering, Electronics & Communication Engineering, Mechanical Engineering, Civil Engineering, Electrical Engineering, Pharmacy & Healthcare.
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission:
To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision:
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer's aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
Our Achievements:
NATIONAL AWARD FOR BEST RESEARCH PROJECT (By Hon. President APJ Abdul Kalam)
GOLD MEDAL FOR RESEARCH ON DISABILITY (By Disabled’s Club of India)
NOMINATED FOR BEST MSME AWARDS 2017
5 STAR RATING ON GOOGLE
We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
From past years our core advisory members, research team assisted research scholars from various universities from all corners of world.
Subjects/Areas We Cover:
Management, Commerce, Finance, Marketing, Psychology, Education, Sociology, Mass communications, English Literature, English Language, Law, History, Computer Science & Engineering, Electronics & Communication Engineering, Mechanical Engineering, Civil Engineering, Electrical Engineering, Pharmacy & Healthcare.
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 . Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission
“To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer’s aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 . Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission
“To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer’s aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
Improving Productivity through Appropriate Performance Appraisal in Pakistan ...Muhammad Arslan
The purpose of this study is to analyze the impact of performance appraisal on productivity. Appraisal tools are
used to measure the output of workers which are compared with the given tasks with specific working
environment in designing these tools there is three step process define the job, appraise the performance and
providing the relative feedback. The manager should take keen in designing. Cross tabulation methods is used to
analyze this phenomenon. Face to face interview and questionnaire will be the research strategy and this will be
cross sectional study i.e. one time study; data collection method will be secondary data, primary data through
random sampling will be collected from the contractors of transport companies of Pakistan State Oil Limited
and general analytical method will be used for data analysis. The finding of study suggests that performance
appraisal system has significant effect on personal skill and by using the combination of two methods; rating and
narrative method leads us improvement in productivity of the organization.
EFFECTIVENESS OF REWARD SYSTEM AND APPRAISAL SYSTEM IN INCREASIN.docxtoltonkendal
EFFECTIVENESS OF REWARD SYSTEM AND APPRAISAL SYSTEM IN INCREASING THE RETENTIONS AND PRODUCTIVITY OF EMPLOYEES IN RETAIL SECTOR
STUDENT’S NAME:
PROFESSOR’S NAME:
Chapter 1: Introduction1.1 Introduction
The Human Resource Department plays an important role in ensuring that all units of a business are integrated. This is attained through employee management; performing appraisals and rewarding of well-performing employees. Rewards appraisal is significant in raising the employee motivation and levels of performances (Hendry, 2012).
Reward system is a motivating strategy to employees that enable them to perform at the highest level. Employees take pride of their work when they are ware that their job offers them security and opportunities for advancement. It is necessary to recognize that there is no right or wrong systems for rewards but there are those that will make employees to be more motivated than others.
On the other hand an appraisal system assists the management in evaluating the performance of employees on the job so as to develop a system that is fair for promotion and wage increment. Appraisal systems is also evident in helping the employees improve on their performance and also enable the company to devise and reorganize the job functions so as to better fit the employees with the position available. Performance appraisal is usually done on periodic basis general and systematic processes that access the performance and productivity of the employees in accordance with the pre-determined objective and criteria of the company. 1.2 Background Information
The relationship and connection between reward systems, motivation as well as job satisfaction of the workforce play an essential role in the success of the business regardless of the size. Employees expect to gain both financial and non-financial rewards so that they are motivated to work for the company. Some employees prefer to have financial reward while other non-financial rewards. This becomes necessary for the researcher to identify the effective reward systems that should be embraced by the company especially those in retail business (Ibrar & Khan, 2015).
Performance appraisal is recognizes to be a tool that spur employees to attain the goal of the organizations. Employees are in most cases driven by their attitude towards the jobs they doo which has a great impact on the level of productivity and retention. This makes the appraisal systems to be an indispensable part of the organization in the process of developing employees cognizant of their growth and performance improvement, their potentiality and abilities.
Performance appraisal systems impose a substantial impact to other human resource aspects and strategies of the organization at large. Effective performance appraisal is key bedrock in ensuring that the success of employees matters such as employee motivation, selection and training. There is need for the company to develop and reveal th.
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.
Dr. Salvatore Falletta presented on Employee Engagement: Models, Methods & Madness to the SBODN community on Monday, September 12th 2011 at Citrix, a corporate sponsor to SBODN. Enjoy!
- SBODN Directors Jeff Richardson & Cherie Del Carlo
Similar to RESEARCH PROPOSAL MBA-HUMAN RESOURCE MANAGEMENT1. Project (re.docx (20)
According to the textbook, the Federal Disaster Assistance Act of 19.docxronak56
According to the textbook, the Federal Disaster Assistance Act of 1950 (P.L. 81-875) defined the roles and responsibilities during natural disasters. Once the president issued a disaster declaration, federal relief resources could flow to the affected areas for response and recovery. The president would then delegate administrative control of relief efforts to the Housing and Home Finance Administration. This law also instituted the federal role in natural disasters as a supportive role, while instituting primary responsibility for disaster response and recovery with local and state governments. How had this changed by 1978? Why did it change? Do you agree with the change? Why, or why not?
300 WORDS
APA FORMAT
.
According to the Council on Social Work Education, Competency 5 Eng.docxronak56
According to the Council on Social Work Education, Competency 5: Engage in Policy Practice:
Social workers understand that human rights and social justice, as well as social welfare and services, are mediated by policy and its implementation at the federal, state, and local levels. Social workers understand the history and current structures of social policies and services, the role of policy in service delivery, and the role of practice in policy development. Social workers understand their role in policy development and implementation within their practice settings at the micro, mezzo, and macro levels and they actively engage in policy practice to effect change within those settings. Social workers recognize and understand the historical, social, cultural, economic, organizational, environmental, and global influences that affect social policy. They are also knowledgeable about policy formulation, analysis, implementation, and evaluation. Social workers:
Identify social policy at the local, state, and federal level that impacts well-being, service delivery, and access to social services;
Assess how social welfare and economic policies impact the delivery of and access to social services;
Apply critical thinking to analyze, formulate, and advocate for policies that advance human rights and social, economic, and environmental justice.
This assignment is intended to help students demonstrate the behavioral components of this competency in their field education.
To prepare: Working with your field instructor, identify, evaluate, and discuss policies established by the local, state, and federal government (within the last five years) that affect the day to day operations of the field placement agency.
The Assignment (1-2 pages):
Describe the policies and their impact on the field agency.
Propose specific recommendations regarding how you, as a social work intern, and the agency can advocate for policies pertaining to advancing social justice for the agency and the clients it serves.
.
According to the text, economic outcomes measured by economic gr.docxronak56
According to the text, economic outcomes measured by economic growth is affected by a number of factors. Also, hundreds of empirical studies on economic growth across countries have highlighted the correlation between economic growth and a variety of variables.
Claims regarding the determinants of economic growth are conditional, and the findings depend on the variables used. However, the availability of physical capital or infrastructure, government consumption, terms of trade, macroeconomic stability, the rule of law, regulatory quality, government effectiveness, foreign direct investments, population size, and natural resource availability are the most consistent findings of empirical studies on economic growth.
Review the literature on economic growth and provide a summary of how:
Population affects economic growth
Natural Resource Abundance affects economic growth
Note: The answers you provide to each of these sub-questions should not be more than 15 sentences.
Also note that because this is a literature review you must cite credible sources; avoid using news articles.
The examples below should serve as a guide
Example 1: The example below shows how inflation affects investment in a study of the effect of inflation on investment.
The destabilizing effect of inflation on investment has been a major source of debate in economic and business literature. Generally, inflation is often considered a sign of macroeconomic instability and the inability of government to control macroeconomic policy, both of which contribute to an adverse investment climate (Fischer, 2013; Greene & Villanueva, 1991). However, the empirical evidence is still far from convincing. While some authors claim positive effects of inflation on investment, others hold that inflation poses a “stealth” threat to investments. For example, Greene and Villanueva (1991) argue that high rate of inflation adversely affects private investment activity by increasing the riskiness of long-term investment projects. Also, Fischer (2013) observed that inflation uncertainty is associated with substantial reduction in total investment. On the contrary, McClain and Nicholes (1993) found that investment and inflation are positively related to each other.
Example 2: The example below shows how natural resource endowments affects income inequality in a study of the determinants of income inequality.
The nexus between natural resource endowments and income inequality has also been widely debated and has inspired a long history of research in both economics and political science (see, for example, Fum and Hodler, 2010; Goderis and Malone, 2011; Leamer, Maul, Rodriguez, and Schott, 1999; Carmignani, 2013; Parcero and Papyrakis, 2016; Bourguignon and Morrisson, 1998). For example, Anderson et al., (2004) argue that natural resources endowment provide a plausible explanation as to why the observed levels of inequality are significantly higher in both sub-Saharan Africa and Latin America.
According to the Council on Social Work Education, Competency 5.docxronak56
According to the Council on Social Work Education, Competency 5: Engage in Policy Practice:
Social workers understand that human rights and social justice, as well as social welfare and services, are mediated by policy and its implementation at the federal, state, and local levels. Social workers understand the history and current structures of social policies and services, the role of policy in service delivery, and the role of practice in policy development. Social workers understand their role in policy development and implementation within their practice settings at the micro, mezzo, and macro levels and they actively engage in policy practice to effect change within those settings. Social workers recognize and understand the historical, social, cultural, economic, organizational, environmental, and global influences that affect social policy. They are also knowledgeable about policy formulation, analysis, implementation, and evaluation. Social workers:
Identify social policy at the local, state, and federal level that impacts well-being, service delivery, and access to social services;
Assess how social welfare and economic policies impact the delivery of and access to social services;
Apply critical thinking to analyze, formulate, and advocate for policies that advance human rights and social, economic, and environmental justice.
This assignment is intended to help students demonstrate the behavioral components of this competency in their field education.
To prepare: Working with your field instructor, identify, evaluate, and discuss policies established by the local, state, and federal government (within the last five years) that affect the day to day operations of the field placement agency (
Georgia Department of Family and Children Services
).
The Assignment (1-2 pages):
Describe the policies and their impact on the field agency.
Propose specific recommendations regarding how you, as a social work intern, and the agency can advocate for policies pertaining to advancing social justice for the agency and the clients it serves.
.
According to the Council for Exceptional Children (CEC), part of.docxronak56
According to the Council for Exceptional Children (CEC), part of being a well-prepared special educator includes “developing relationships with families based on mutual respect and actively involving families and individuals with exceptionalities in educational decision making” (Council for Exceptional Children, 2015, Special Education Professional Ethical Principles, E). This includes advocating for parental involvement by providing information on educational rights and safeguards in a way that creates accessibility and transparent IEP meeting procedures (Council for Exceptional Children, 2015).
Hammond, Ingalls and Trussell (2008) investigated the experiences of those family members who attended an initial IEP meeting and then subsequent meetings over the next four years. Their findings indicated that the overwhelming majority of the 212 family participants agreed that the child needed special education services but had negative emotional responses to the initial team meeting. Some of the most beneficial information collected included acknowledging the emotions tied to having a child initial diagnosed with a disability; stronger communication skills by education professionals during the team meeting; and additional measures to better prepare parents for the team meetings (Hammond, Ingalls, & Trussell, 2008). Similarly, the article,
Building Parent Trust in the Special Education Setting (Links to an external site.)
(Wellner, 2012) was written to emphasize the importance of trust building strategies to avoid costly due process hearings and to maximize relationships with all involved in making decisions on behalf of the student with special needs.
Initial Post:
After reading the article, After reading the article,
The 5-Point Plan
, reviewing the Council for Exceptional Children’s (CEC) , reviewing the Council for Exceptional Children’s (CEC)
Special Education and Professional Ethical Principles and Practice Standards (Links to an external site.)
, and reading
Building Parent Trust in the Special Education Setting (Links to an external site.)
you will create an initial response depending on the first letter of your last name.
If your last name begins with the letters A – M:
You will respond as one of the parent participants in this the Hammond, Ingalls and Trussell study. Begin by explaining how you felt attending your child’s first IEP meeting, using the article and the Instructor Guidance as a foundation for your narrative. Then, describe how future IEP meeting experiences changed (improved or declined) and why. Finally, using the
CEC Professional Practice Standards for Parents and Families (Links to an external site.)
and
Building Parent Trust in the Special Education Setting (Links to an external site.)
, provide at least three suggestions to the special education team leader for how to improve this experience for parents of newly diagnosed children with disabilities.
.
According to the article, Answer these two questions. Why did Ma.docxronak56
According to the article, Answer these two questions.
Why did Marx believe that capitalism would fall on its own? Why did his predictions not come true? (hint: how has the economy changed since Marx’s time?
Describe Robert Owen’s “New Lanark” community? What were his innovations? Did he suspend either private property or market economics? Are there people today who follow a similar business model?
.
According to Neuman’s theory, a human being is a total person as a c.docxronak56
According to Neuman’s theory, a human being is a total person as a client system and the person is a layered, multidimensional being. Each layer consists of a five-person variable or subsystem: (1) physiological, (2) psychological, (3) sociocultural, (4) developmental, and (5) spiritual.
Considering the 'spiritual' variable- Do you feel this variable exists at all? Does it have as wide-ranging results as Neuman claims? Is it appropriate for an APRN to participate in or work with the patient’s spiritual dimension?
.
According to Rolando et al. (2012), alcohol socialization is the pr.docxronak56
According to Rolando et al. (2012), “alcohol socialization is the process by which a person approaches and familiarizes with alcohol learns about the values connected to its use and about how, when and where s/he can or cannot drink.”
Based on the focus group findings, describe what the first drink means in both Italy and Finland, and what types of attitudes are connected with different types of socialization processes.
.
According to your readings, cloud computing represents one of th.docxronak56
According to your readings, cloud computing represents one of the most significant paradigms shifts in information technology (IT) history, due to an extension of sharing an application-hosting provider that has been around for many years, and was common in highly regulated vertical industries like banks and health care institutions. The author’s knowledge from their research continue to assert that, the impetus behind cloud computing lies on the idea that it provides economies of scale by spreading costs across many client organizations and pooling computing resources while matching client computing needs to consumption in a flexible, real-time version.
Identify the issues and risks that pose concern to organizations storing data in the cloud - briefly support your discussion.
.
According to this idea that gender is socially constructed, answer.docxronak56
According to this idea that gender is socially constructed, answer the following questions:
1. What does it mean to be a man in the U.S.? What does it mean to be a woman?
2. From what institutions do we learn these gender roles?
3. How do these clips demonstrate the ways in which gender is socially constructed in the U.S.? Do the concepts discussed in the clips resonate with you? Why or why not?
In Persepolis, the main character Marji struggles to define her identity as an Iranian woman in a changing society.
· What roles are depicted for women in Iranian society in the film? How do they change over time?
· How does Persepolis demonstrate the ways in which gender and identity are influenced in many ways, by different processes across cultures? How are gender roles in Iran similar, or different to gender in the U.S.?
· What are some of the stereotypes that exist about Muslim women and how does Abu-Lughod in “Do Muslim Women Need Saving” and Persepolis complicate these stereotypes?
Answer the following questions 2 full pages
Running head: MAJOR HEALTH CARE PROBLEMS IN THE U.S. 1
Major Health Care Problems in the U.S.
Jane Doe
ID: 1212121
MAJOR HEALTH CARE PROBLEMS IN THE U.S. 2
Major Health Care Problems in the US
Problem statement: High and continuously rising cost of health care has been and still is one of
the biggest challenges affecting the Health Care system in United States.
Methods of Examining the Problem
Both qualitative and quantitative research methods should be used to fully understand the
issue of high cost of care in the US. Quantitative methods like surveys and experimentations will
aid in estimating the prevalence, magnitude and frequency of the problem in different regions.
On the other hand, qualitative methods like case studies and observation will help describe the
extent and complexity of the issue. The two approaches need to work in complementation to
obtain a clear understanding of this menace.
Surveys, as a quantitative research method, is one of the most effective in the social
research and present a more viable method of examining the cost of health in the country. They
involve asking of questions in the form of questionnaires and interviews. Questionnaires are
written questions to which the response can be open ended or multiple-choice format. This
would be used to gain information about cost within determinants that are of
disagree/neutral/agree nature. An example is if patients are contented with the cost of services
they get or they deem the cost of cover worthy. Interviews, the researcher discussing issues with
the respondents, are to be used to gain more details on already known aspects of the system. This
may include gathering information to inform policies, administration and use of technology to
minimize the cost of care.
Since health cost in the US is not a new challenge and there have been studies about it,
qualitative methods like .
According to Thiel (2015, p. 40), CSR literature lacks consensus fo.docxronak56
According to Thiel (2015, p. 40), “CSR literature lacks consensus for a standard definition. Typically, many people who are familiar with the concept will initially define CSR within the three domains of the social, economic and natural environments.”
Come up with your own definition of what you believe is a good definition of CSR that you would like your company to follow.
Afterward, explain each part of your definition and why you believe it is best.
.
According to recent surveys, China, India, and the Philippines are t.docxronak56
According to recent surveys, China, India, and the Philippines are the three most popular countries for IT outsourcing. Write a short paper (2-4 paragraphs) explaining what the appeal would be for US companies to outsource IT functions to these countries. You may discuss cost, labor pool, language, or possibly government support as your reasons. There are many other reasons you may choose to highlight in your paper.
.
According to Rolando et al. (2012), alcohol socialization is th.docxronak56
According to Rolando et al. (2012), “alcohol socialization is the process by which a person approaches and familiarizes with alcohol learns about the values connected to its use and about how, when and where s/he can or cannot drink.”
Based on the focus group findings, describe what the first drink means in both Italy and Finland, and what types of attitudes are connected with different types of socialization processes. Respond to two posts identifying how positive values can be connected to first memories of drinking.
.
According to the author, Social Security is an essential program, .docxronak56
According to the author, Social Security is an essential program, but its future is looking unpromising unless we start by eliminating the payroll tax cap.
In the author’s proposal to keep the funding open, the author proposes the acceptance of Bernie Sanders’ “Keeping Our Social Security Promises Act,” which the author suggests would removes the payroll tax cap. To elaborate further, the author stated that the reason for the cap on the social security is because of the uneven amount of participation during elections which makes the rich influential in governance. The author stated that, research have found that the rich who made over $125,000 contributed 35% in campaigns. According to the author, this act causes a major problem regarding the shaping of the social security because people with lower income would not be able to contribute that amount of money towards campaigns. The author also states that it causes greater income equality, since those who contribute are rich and as a matter of fact get more benefits from political power in the form of payroll tax cap. This in the authors words, compromises the state of social welfare in the United States because those active in politics don’t have the same views as the poor who are focused on housing, poverty, and health. Congressional Research Service was used to predicts that, if tax cap is not removed, there will be a permanent increase of tax rate from 12.4% to 15.1% which would hurt people making less than the current tax cap currently at $132,900 or, cutting benefits by 20% in 2035 and continuously rising every year.
In as much as the author makes a good point on the percentage of rich people that donated to campaign, the author failed to state how much the rich get in payroll tax cap since that is a major part of the authors argument. The authors failed to indicate how an increase in tax rate would affect people making less than the current tax cap which is $132,900. To sum it up, the author failed to expand and give more numeric evidence to support the argument.
In addition, to provide a guideline in eliminating payroll tax cap, the author suggested a bill introduced by Bernie Sanders called, Keeping Our Social Security Promises Act. The bill according to the author seeks to remove the cap placed on payroll taxes. The author further stated the bill will help Solvency to expand for 75 years without increasing taxes for those who earn less than $250,000, the only people who will see a change are those earn more than $250,000. According to the Congressional Research Service as stated by the author, removing the cap would eliminate 84% of the projected shortfall. The author stated that, the top 200 CEOs would have to contributed $341,291,106 towards Social Security when the tax cap is removed. In addition, the author stated that, removing the cap would eliminate 84% of the projected shortfall. The author proposes an increase in the taxable payroll from 12.40% to 12.83% to keep it solvent.
According to Morrish, the blame for the ever-growing problem of disc.docxronak56
According to Morrish, the blame for the ever-growing problem of discipline in schools rests at least in part on popular discipline theories, which he believes have gone to excess in allowing students to make choices concerning how they will conduct themselves in school. What are your thoughts about Morrish’s ideas?
.
According to DuBrin (2015), Cultural intelligence is an outsiders .docxronak56
According to DuBrin (2015), "Cultural intelligence is an outsider's ability to interpret someone's unfamiliar and ambiguous behavior the same way that person's compatriots would" (p. 177). In this case, how would you incorporate cultural intelligence within a team setting? Please explain.
Your journal entry must be at least 200 words
.
According to Edgar Schein, organizational culture are the shared.docxronak56
According to Edgar Schein, organizational culture are the shared beliefs and values among a group of people which influences how they perceive, think, and react in the organization. There are four types of organizational culture:
Clan-Internal focus that values flexibility
Adhocracy-A risk taking culture with an external focus on flexibility
Market-A competitive culture with an external focus on profits over employee satisfaction
Hierarchy-A structured culture valuing stability and effectiveness internally
How would you describe the organizational culture of a pr
evious or current place of employment? And why?
Do you think this type of culture is best suited to help the company achieve its strategic goals? Explain.
.
According to DuBrin (2015), the following strategies or tactics are .docxronak56
According to DuBrin (2015), the following strategies or tactics are identified for enhancing your career:
develop career goals,
capitalize on your strengths and build your personal brand,
be passionate about and proud of your work,
develop a code of professional ethics and prosocial motivation,
develop a proactive personality,
keep growing through continuous learning and self-development,
document your accomplishments,
project a professional image, and
perceive yourself as a provider of services. (p. 430)
Identify and explain three career-enhancing techniques or tactics in advancing your career.
Your essay should be at least two pages and should include an introduction, a body of supported material (paragraphs), and a conclusion. Be sure to include two references (on a reference page), and follow all other APA formatting requirements. The reference page does not count toward the total page requirement.
Be sure to apply the proper APA format for the content and references provided.
.
According to DuBrin (2015), the following strategies or tactics .docxronak56
According to DuBrin (2015), the following strategies or tactics are identified for enhancing your career:
develop career goals,
capitalize on your strengths and build your personal brand,
be passionate about and proud of your work,
develop a code of professional ethics and prosocial motivation,
develop a proactive personality,
keep growing through continuous learning and self-development,
document your accomplishments,
project a professional image, and
perceive yourself as a provider of services. (p. 430)
Identify and explain three career-enhancing techniques or tactics in advancing your career.
Your essay should be at least two pages and should include an introduction, a body of supported material (paragraphs), and a conclusion. Be sure to include two references (on a reference page), and follow all other APA formatting requirements.
.
Access the Mental Measurements Yearbook, located in the Univer.docxronak56
Access
the Mental Measurements Yearbook, located in the University Library.
Select
two assessments of intelligence and two achievement tests.
Prepare
a 13 slide presentation about your selected instruments. In your analysis, address the following:
Critique the major definitions of intelligence. Determine which theory of intelligence best fits your selected instruments. Explain how the definition and the measures are related.
Evaluate the measures of intelligence you selected for reliability, validity, normative procedures, and bias.
Your selected intelligence and achievement assessments. How are the goals of the tests similar and different? How are the tests used? What are the purposes of giving these differing tests?
.
Embracing GenAI - A Strategic ImperativePeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
Honest Reviews of Tim Han LMA Course Program.pptxtimhan337
Personal development courses are widely available today, with each one promising life-changing outcomes. Tim Han’s Life Mastery Achievers (LMA) Course has drawn a lot of interest. In addition to offering my frank assessment of Success Insider’s LMA Course, this piece examines the course’s effects via a variety of Tim Han LMA course reviews and Success Insider comments.
Instructions for Submissions thorugh G- Classroom.pptxJheel Barad
This presentation provides a briefing on how to upload submissions and documents in Google Classroom. It was prepared as part of an orientation for new Sainik School in-service teacher trainees. As a training officer, my goal is to ensure that you are comfortable and proficient with this essential tool for managing assignments and fostering student engagement.
Acetabularia Information For Class 9 .docxvaibhavrinwa19
Acetabularia acetabulum is a single-celled green alga that in its vegetative state is morphologically differentiated into a basal rhizoid and an axially elongated stalk, which bears whorls of branching hairs. The single diploid nucleus resides in the rhizoid.
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
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
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...
RESEARCH PROPOSAL MBA-HUMAN RESOURCE MANAGEMENT1. Project (re.docx
1. RESEARCH PROPOSAL: MBA-HUMAN RESOURCE
MANAGEMENT
1. Project (research topic) title
The title of this proposal is: "Effectiveness of Reward System
and Appraisals System in increasing the Retention and
Productivity of employees in Retail Sector"
2. Project (research topic) summary
In no more than 100 words, intelligible to a reader who is not a
specialist in this field, summarize the aims, significance and
expected outcomes of your proposed research.
Project summary:
Organizations and the business sectors use the system of
appraisal to gauge the performance of the various employees.
Moreover, rewarding of well-performing employees is a
motivation to the employees. This project aims a studying the
effective systems of appraisal and rewarding in the retail
business. Effective appraisal systems ensure that there is
progress in the organization. Effective appraisal systems are
appreciated by the employees and are the basis of retaining
good performing employees. The proposal aims at providing an
understanding effectiveness of systems of rewarding and
appraisal to the performance and retention of the employees.
3. Project (research topic) details
3.1 Introductory background
The human resource department plays an important role in
ensuring that all units of a business are integrated. They do this
by employee management; performing appraisals and rewarding
of well-performing employees. Rewards appraisal is significant
in raising the employee motivation and levels of performances
2. (Hendry, 2012).
3.2 Research questions
The research question aims to answer the effects of rewarding
and appraisal system in the business. The research questions
include:
· What is the system of rewarding in the business?
· How is the appraisal system of the business like?
· The effects of the appraisal and rewarding system on the
employees
· How do the employees react to the system of appraisal?
Hypothesis
H0: Effective appraisal and rewarding systems in a retail
organization lead to employee retention in the retail
organization.
H1: Effective appraisal and rewarding systems in a retail
organization lead to increased employee productivity in the
retail organization.
3.3 Aims/Objectives of the project
The following are the objects of the research.
· To have an understanding of the significance of the systems of
appraisal and rewarding in the retail sector.
· To have an understanding of the impact of rewarding and
appraisal system on employee productivity.
3. · To have an understanding of the employees the systems used
to appraise and reward employees for their retention.
· To understand the importance of reward and appraisal systems
in the retail organization.
· To understand the extent of employee retention through
effective reward and appraisal system.
· To understand the increase in productivity that is related to
reward and appraisal system.
3.4 Significance/Contribution to the discipline
In the organizations, the rewarding and appraisal systems have
an important role they play. They help in employee motivation
and affect the quality of their work. This also helps in
improving the quality of work of the employees. These systems
are important in retaining the employees in the organizations.
The effective system makes the organizations maintain the
loyalty of employees and increase their productivity.
Veld and Alfes (2014) commented on the essential fact that
reward and appraisal systems within the organization are
essential within the organization. This is because it helps in
increasing the motivation of the employees and retaining them.
Rewards and appraisals are provided to the employees based on
their performance hence it is a mark of prosperity of
organization and its employees.
It is the responsibility of the organization to make sure that
employees are retained for the productivity and profitability of
the organization. Employees need to need motivated for work
done (KUYKENDALL et al, 2013). Similarly, they need to be
assessed on their productivity, dedication, and commitment to
the work; this is done using the appraisal systems. Positive
appraisals ensure work satisfaction of the employees through
high rating of their performance hence increasing their
productivity (Jakowski & McKellar, 2014).
According to the outlook of Rudge (2011) the reward and
4. appraisal system plays an important role within the
organization. The rewards and appraisal systems help in
increasing the motivation of the employees that directly affects
their quality of work. Moreover, it also helps in improvement of
the quality of the work and also improves the overall
performance of the employees. According to Cahill et al. (2014)
the satisfaction of the employees for their work is also
maintained and also helps in understanding the need and
requirement of the trainings. The employees tend to retain to the
organization and hence also tends to stay loyal to the
organization that increases the productivity.
3.5 Theoretical framework and methods
The Approach of the Research.
The approach for any research shows the relationship between
the research work and principles. The research work will be
based on inductive approach and gives an explanation of the
observation of the research in an approach that is broad
including concepts.
This research uses a research design that is descriptive and the
research philosophy will be one of vivid explanation.
The method used for data collection will be both the primary
and secondary data collection methods. Both qualitative and
quantitative questionnaires will be used for primary data
collection. The secondary will be obtained from online sources,
journals and other offline sources (Johnson & Turner, 2003).
The survey will include a sizable number of human resources
managers and employees. Say twelve human resources managers
and thirty employees. These will choose randomly and will
provide the results needed.
The research will be conducted in according to the rules and
regulations of carrying out research including data collection
and result presentation. All codes of conduct will be followed
5. by the researcher (Maloney,2012).
Any limitations that could be encountered during the research
include the budget and the time for research.
4 Research plan and timeline and contents of thesis/submission
Research Plan
· Research aim setting
· Designing of the research objective
· Research question clarification
· Evaluation of the contribution of the research topic to the
specific field.
· Appropriate thesis selection
· Selection of the appropriate theories
· Data collection
· Analysis of the data collected.
Timeline
Activity /Time
Week 1
Week 2
Week 3
Week 4
Week 5
Week 6
Week 7
6. Week 8
Setting of research aim
Research objective design
Research question clarification
Evaluation of topic contribution
8. Data analysis
5 References cited/Bibliography of planned reading
Hendry, C. (2012). Human resource management. Routledge.
Jakowski, J., & McKellar, B. C. (2014). U.S. Patent No.
8,768,751. Washington, DC: U.S. Patent and Trademark Office.
Johnson, B., & Turner, L. A. (2003). Data collection strategies
in mixed methods research. Handbook of mixed methods in
social and behavioral research, 297-319.
KUYKENDALL, J., BUTTS, O., California Peace Officers
Assoc, & United States of America. (2013). APPRAISAL OF
EMPLOYEE PERFORMANCE. JOURNAL OF CALIFORNIA
LAW ENFORCEMENT, 8(2), 98-106.
Maloney, D. M. (2012). Protection of human research subjects:
A practical guide to federal laws and regulations. Springer
Science & Business Media.
9. ROLE OF CULTURE IN CREATING
ORGANISATIONAL IDENTITY- A CASE STUDY ON
CHEMICAL COMPANIES OF SAUDI ARABIA
STUDENT NAME: XXXXX
PROFESSOR NAME: XXX
2
Table of Contents
Chapter 1: Introduction
...............................................................................................
............... 6
1.1 Introduction
...............................................................................................
........................... 6
10. 1.2 Background of the topic
...............................................................................................
........ 6
1.3 Background of the companies
..............................................................................................
6
1.4 Problem Statement
...............................................................................................
................ 7
1.5 Aim of the
study................................................................................ .......
............................ 7
1.6 Objectives of the
study.......................................................................................
.................. 8
1.7 Research questions
...............................................................................................
................ 8
1.8 Research Hypothesis
...............................................................................................
............. 8
1.9 Rationale of the study
...............................................................................................
........... 8
1.10 Purpose of the study
...............................................................................................
............ 9
11. 1.11 Structure of the dissertation
...............................................................................................
9
1.12 Summary
...............................................................................................
........................... 10
Chapter 2: Literature Review
...............................................................................................
.... 11
2.1 Introduction
...............................................................................................
......................... 11
2.2 Conceptual framework
...............................................................................................
........ 11
2.3 Organizational culture
............................................................................................. ..
......... 12
2.4 Principles of organizational culture
................................................................................... 12
2.5 History of organizational culture
....................................................................................... 13
2.6 Organizational excellence
...............................................................................................
... 14
2.7 Strong and weak organizational culture
............................................................................. 14
12. 2.8 Creating positive organizational culture
............................................................................ 15
2.9 Effectiveness and adequacy of organizational culture
....................................................... 16
2.10 Types of organizational culture
....................................................................................... 16
2.11 Organizational culture and its impact on corporate
performance .................................... 17
2.12 Change in organizational culture
..................................................................................... 18
2.13 Models and theories of organizational culture
................................................................. 18
2.14 Impact of organizational culture in employee management
............................................ 20
2.15 Corporate culture in productivity
..................................................................................... 21
2.16 Organizational culture in customer satisfaction
............................................................... 21
2.17 Organizational culture's influence upon business
improvement ...................................... 22
2.18 Gaps in Literature
...............................................................................................
............. 22
13. 3
2.19 Conclusion
...............................................................................................
........................ 22
Chapter 3: Research
Methodology...........................................................................
................ 23
3.1 Introduction
...............................................................................................
......................... 23
3.2 Method outline
...............................................................................................
.................... 23
3.3 Research onion
...............................................................................................
.................... 23
3.4 Research Philosophy
...............................................................................................
........... 24
3.5 Research approach
...............................................................................................
.............. 25
3.6 Research
Design....................................................................................
............................. 25
14. 3.7 Data collection method
...............................................................................................
....... 26
3.8 Data
source.....................................................................................
.................................... 26
3.9 Data analysis
...............................................................................................
....................... 27
3.10 Sampling method
...............................................................................................
.............. 27
3.11 Population and sampling
size.........................................................................................
.. 27
3.12 Accessibility issues
...............................................................................................
........... 28
3.13 Ethical consideration
...............................................................................................
......... 28
3.14 Research limitation
...............................................................................................
........... 28
3.15 Timetable of the research
...............................................................................................
.. 29
15. 3.16 Conclusion
...............................................................................................
........................ 29
Chapter 4 Findings and Analysis
.............................................................................................
30
4.1 Introduction
............................................................................................ ...
......................... 30
4.2 Data collection for Quantitative Analysis
.......................................................................... 30
Chapter 5 Conclusion and Recommendation
........................................................................... 70
5.1 Conclusion
...............................................................................................
.......................... 70
5.2 Linking with the objectives
...............................................................................................
. 71
5.3 Recommendation
...............................................................................................
................ 73
5.4 Limitation of research
...............................................................................................
......... 74
5.5 Future scope of study
...............................................................................................
16. .......... 75
5.6 Summary
...............................................................................................
............................. 75
Reference List
...............................................................................................
........................... 77
4
List of Figures
Figure 1: Dissertation Structure
...............................................................................................
10
Figure 2: Conceptual Framework
......................................................................................... ...
11
Figure 3: Types of organizational culture
................................................................................ 17
Figure 4: Edgar Schein Model
.......................................................................................... .....
.. 18
17. Figure 5: Sanctuary Model of Corporate Culture
.................................................................... 19
Figure 6: Organizational Theory and
Design........................................................................... 20
Figure 7: Research Onion
...............................................................................................
......... 24
Figure 8: Research Philosophy
.......................................................................................... .....
. 24
Figure 9: Research
Approach................................................................................
................... 25
Figure 10: Research Design
..................................................................................... ..........
...... 25
Figure 11: Data Collection Method
......................................................................................... 26
Figure 12: Data Source
.................................................................................. .............
............. 27
Figure 13: Gantt chart
...............................................................................................
............... 29
Figure 14: Satisfaction measure of the supervision in the
companies ..................................... 32
18. Figure 15: Satisfaction level of the job training programes
..................................................... 36
Figure 16: Satisfaction level of the leadership of directors’ and
managers in the company ... 40
Figure 17: Organization supports professional development and
career growth .................... 44
Figure 18: Conflict resolution mechanism implemented in your
company ............................. 48
Figure 19: Code of Ethics in organization is appropriately
designed and implemented ......... 52
Table 20: Satisfaction level on the motivational strategies and
reward system adopted by the
company
...............................................................................................
.................................... 56
Figure 21: Communication and feedback mechanism
implemented within the company ...... 60
Figure 22: Most important factor influencing organizational
culture in company .................. 64
Figure 23: Factors of organizational culture to be given more
importance ............................. 68
19. 5
List of Tables
Table 1: Satisfaction measure of the supervision in the
companies ........................................ 32
Table 2: Satisfaction level of the job training programs
.......................................................... 36
Table 3: Satisfaction level of the leadership of directors’ and
managers in the company ....... 40
Table 4: Organization supports professional development and
career growth ........................ 44
Table 5: Conflict resolution mechanism implemented in your
company ................................ 48
Table 6: Code of Ethics in organization is appropriately
designed and implemented............. 52
Table 7: Satisfaction level on the motivational strategies and
reward system adopted by the
company
...............................................................................................
.................................... 56
Table 8: Communication and feedback mechanism implemented
within the company ......... 60
Table 9: Most important factor influencing organizational
culture in company ..................... 64
20. Table 10: Factors of organizational culture to be given more
importance .............................. 68
6
Chapter 1: Introduction
1.1 Introduction
Organizational culture determines effective working prospects
and significance of respective
companies of specific countries. Positive working culture
motivates every employee of a
respective company in order to reflect business segments
through efficient working procedures
and methods. Moreover, culture of companies also evaluates,
rather modifies working
prospects and performances of every employee of a company.
This is to be justified that
productivity, customer satisfaction, employee management,
relationship, communication
process etc. all are highly depended upon corporate culture
evidently. This research study
21. analyzes organizational cultures of five respective chemical
companies in Saudi Arabia so that
the readers get an effective, rather influential opinion and
concept regarding organizational
culture of different business institutions as well. The companies
are mentioned as Naam
chemicals, Sadara chemical company, Reza chemical, Fouz
chemical and Delmon group of
companies. These companies and their organizational cultures
are defined and analyzed
through significant data and information including SPSS, which
are researched by the
researchers in order to highlight reflective and signified
implications of organizational culture
and performance as well.
1.2 Background of the topic
Performance of a respective company depends upon
organizational culture, which is the chief
topic of this research study. It is to be defined that
organizational culture helps every company
to increase economic aspects and capital rates so that no
difficulty or trouble can affect the
management in any way. However, the mentioned five
respective chemical companies of Saudi
22. Arabia are competing between each other in order to gain
significant and reputed marketplace.
In this respect, it must be evaluated that those five companies
should keep in their minds that
organizational culture and significance must highlight and
transmits their performance and
adequacy. Therefore, they must handle their culture fruitfully in
order to maintain market
evaluation, customer loyalty, brand loyalty and so on.
1.3 Background of the companies
NAMA Chemicals: Nama chemicals group’s another title is
NAMA. This company is attached
with Taduwal listed company (www.aandesigners.com, A.2017).
Taduwal listed company was
established in the year of 1992. Headquarter of this company is
situated in Jubail, Saudi Arabia.
This company is under Petrochemical industry as well.
7
Sadara Chemicals Company: Sadara Chemical Company is
another partner of The Dow
23. Chemical Company and Saudi Aramco Companies as well. This
company has been established
in the month of October 2011. Total investment of this company
is US$20 billion
(Sadara.com.2017). This is also a petrochemical company and
headquarter of this company is
situated in Jubail, Saudi Arabia.
Reza Chemical: Reza chemical company is a significant
chemical company situated in Saudi
Arabia. This company is established in the year of 1979 as well
(Rezachemical.com.2017). The
headquarter of this company is situated in Jeddah, Saudi Arabia.
This is a significant
component of Reza Investment Co. Ltd. This is a significant and
renowned company of high
quality chemical products and FMCG.
Fouz Chemical: Fouz chemical company also is established in
1979. The branch offices of
this company are situated in Dammam. This company has a
number of chemical laboratory and
companies scattered in different places as well
(Fouz.com.sa.2017). Moreover, it is to be
notified that this company provides more than 100 chemical
products to its customers
24. evidently.
Delmon group of companies: Delmon Group of companies is
also a part of Dammam, which
is the kingdom of Saudi Arabia. This company is invented in the
year of 1981 (Delmon Group
of Companies.2017). In this company, there are 500 or more
than 500 employees respectively.
This company is significant in manufacturing, engineering,
trading and marketing group at a
glance.
1.4 Problem Statement
Organizational or corporate culture signifies significant
attitude, behaviour of every respective
employer and employee in order to evaluate and develop
business perspectives and prospects
as well. The problem statement of this research study is to
analyze company profiles, employee
management, customer satisfaction, productivity etc. This is
because; all these aspects are to
be justified and analyzed by the managers of five respective
mentioned companies so that they
can be able to highlight their working performances and
organizational cultures as well.
25. 1.5 Aim of the study
The chief aim of the study is to analyze significant objectives
and rules that should be
maintained by respective managers of all the mentioned
companies regarding organizational
culture and performance. The study also includes researching
elements and information of
employee management, productivity of chemical products,
relationship and communication
among employers and employees of all the five companies.
8
1.6 Objectives of the study
• To understand the roles or purpose of organizational culture in
every specified company
• To evaluate strategic movement and planning of
organizational culture in every
company
• To define change management and its impact upon
organizational culture
• To clarify and notify relationship between organizational
26. culture and business
performance
1.7 Research questions
Research questions are highly depended upon the significant
research objectives of this
research study. However, the questions are mentioned below:
• What are the chief purposes of organizational culture in order
to develop business of
specified companies?
• How should the roles or purpose of organizational culture be
maintained in every
respective business company?
• What are the significance and importance of organizational
culture in every business
company?
• Why are the changes needed in strategies and planning of
organizational culture in
mentioned business companies?
• How are organizational culture and business performance are
interrelated?
1.8 Research Hypothesis
27. There is no relationship between organizational culture and
corporate performance.
There is a significant relationship between corporate culture and
performance.
1.9 Rationale of the study
Culture holds every aspect of business organizations, including
both positive and negative
aspect. It is to be mentioned that not all the organizations are
prepared well to reflect their
culture significantly. The chief issue of these organizations is
that they are unable to highlight
their business purpose and significance.
The issue is faced by the organizations, as they do not have
effective and significant corporate
culture within their management as well. However, respective
managers should try to evaluate
their strategies and planning regarding productivity, employee
management and customer
satisfaction in order to highlight their culture as well.
9
The five respective companies are trying to involve significant
28. organizational culture in order
to highlight and reflect their performances significantly. In this
respect, they are facing
irrespective troubles and difficulties, as they do not have
appropriate strategies regarding
employee management, productivity, customer satisfaction and
so on.
This significant research study is trying to involve effective
strategies and planning so that the
respective companies are able to highlight their working
elements and performances in Saudi
Arabia.
1.10 Purpose of the study
Role or purpose of the study is to analyze significance and
importance of organizational culture
in every specific business organization. Moreover, the study
also discusses how corporate
culture can be implemented and what planning and strategies
are required in order to imply and
involve significant management culture within all the
companies as well. This study specifies
the need of changes in strategies and planning of highlighted
culture of organization. Along
29. with this, the study defines and describes relationship between
organizational culture and
business performance as well. Other than this, it must be
evaluated in the research study that
researchers need to verify and clarify all the significant
objectives and perspectives of
implementing and evaluating a respective culture in a company.
It also describes the ways and
procedures of implementing essential and important objectives
in order to maintain and manage
a significant culture within an organization so that the
employers and employees do not be able
to change the respective positive culture into an irrespective
negative one as well.
1.11 Structure of the dissertation
The researchers of this research study represent their
discussion, research topics, researching
analysis in five respective chapters. The chapters have been
furnished with significant data,
information, and analysis of the research topics significantly
and adequately. The chapters have
been followed in the figure that has been represented in this
context below:
30. 10
Figure 1: Dissertation Structure
(Source: Created by the researcher)
1.12 Summary
The introduction part submits significant discussion and targets
of the research study so that
the readers and observers of this research study can be
understood all the objectives and
information of organizational culture significantly. Moreover, it
is to be defined that every
company including Reze chemicals, Naam chemicals group,
Sadara Chemical Company, Fouz
Company and Delmon group of company are the significant
chemical companies of Saudi
Arabia, which are represented in this context in order to
describe and define the effectiveness
and reflection of corporate culture upon their business
performances influentially. Moreover,
it is to be defined that research objectives and questions are
presented in this context in order
to discuss evaluation and essentialities of organizational culture
31. significantly. This is because;
organizational culture highly evaluates and reflects corporate
performance fundamentally and
evidently as well.
11
Chapter 2: Literature Review
2.1 Introduction
Literature review denotes organizational culture and its
performance in order to improve and
evaluate a respective business company. Literature review is an
essential component of a
significant research study, which presents support, and proof of
the objectives that researchers
have been analysed thoroughly in their research study as well.
This is because, literature review
involves renowned persons’ comments and speeches regarding
the topic of the research study.
Those included comments and speeches are highly influential
32. and respective which help the
readers, business analysts and professionals to understand the
respective topic and analysis of
the topic influentially and remarkably. Regarding organizational
culture and its performance,
researchers have involved a number of comments and speeches,
which have been mentioned
by respective and significant persons including authors,
business analysts and professionals
and so on. According to De Bono et al. (2014, p.5), it is to be
signified that culture is highly
depended on reflecting a society significantly. Similarly,
organizational culture is essential in
order to highlight and reflect a significant business company
and its business prospects and
perspectives. This is because, if culture is significant and
adequate, employees are able to work
actively and energetically. On the other hand, if culture is not
significant and influential,
employees do not get encouragement to work significantly and
productively.
2.2 Conceptual framework
33. Figure 2: Conceptual Framework
(Source: Created by the researcher)
12
2.3 Organizational culture
Organizational culture explains a number of ethical behaviour
and considerations, that
employers and employees of a respective organization should
maintain and manage. This is
because, business development and improvement is highly
depended upon organizational
culture. Organizational culture also includes dress code of
employees, way of communication,
behavioural styles and approaches and so on. As cited by
Ashkanasy and Dorris (2017, p.106),
business development and evaluation is highly depended upon
the employees’ working styles
and aspects, behaviours and attitudes, timing schedule of
arriving and departure in office etc.
Moreover, it is to be highlighted that all these aspects are
unified together under the umbrella
of organizational culture fundamentally.
34. However, if all the aspects and components of organizational
culture are not managed and
maintained adequately in a respective organization, business
development and evaluation is
not be possible for that organization as well. Therefore, it is to
be mentioned that every
organization and its management should be careful and attentive
while creating and evaluating
their culture. They should maintain timing or duty hours of
every respective employee
according to their job roles and responsibilities. As opined by
Hartnell et al. (2016, p.846), they
should fix remuneration process of every respective employee
significantly. Remuneration is
significant in order to maintain a culture of organization. This
is because, employees are highly
encouraged and motivated if they get correct amount of
remuneration accordingly.
2.4 Principles of organizational culture
Organizational culture contains number of significant
principles, which are evaluating and
significant for the development, and improvement of a
respective business organization. It is
35. to be defined that all such principles are significant for the
culture as employers and employees
are highly motivated in their job responsibilities. However, the
principles are discussed
thoroughly below in this context:
Maintaining current situations: Organizational culture should be
maintained after observing
and evaluating current situations of a respective organization.
This is because current situations
were highlighted and signified in order to evaluate the culture
significantly. Culture denotes
dressing sense, behaviours etc. of every employer and employee
as well.
Changing behaviours: Organizational culture should also be
maintained by changing
behaviours of every employee. In this respect, it must be
evaluated and justified that which
employees are needed to change their behaviours and attitudes.
As cited by Alvesson and
Sveningsson (2015, p.100), manager should highlight those
employees’ behaviour, which is
13
36. needed to be changed and should change their behaviours
influentially according to appropriate
culture and performance of an organization.
Focusing on reflective behaviour: Regarding principles of
organizational culture, managers
need to highlight and to focus upon the employers and
employees. They should have reflective
behaviours and attitudes significantly. Moreover, it is to be
justified that those behaviours of
the employees should not be changed that are according to
influential organizational culture as
well.
Receiving suggestions from formal leaders: While evaluating
and developing a respective
organizational culture, managers need to receive and take
suggestions from formal leaders and
analysts. This is because organizational culture needs effective
ideas and concepts of formal
business leaders and analysts influentially.
2.5 History of organizational culture
Organizational culture has introduced in different business
companies from the late 1970s. It
37. takes a larger shape and is highly valuable in developing
business perspectives of business
management from the early-mid 1980s as well. In this respect, it
is to be defined that Peters
and Waterman have described features and significance of
organizational culture of significant
and influential companies’ performances in the year of 1982.
Moreover, it has been observed
that in 1985, Schein described evaluation and reflection of
organizational culture. He also
divides corporate culture into three respective parts, which are
included as assumptions, values
and artifacts. Assumption is the component, which highlights
working rules and regulations
that have been included within a company but unofficial. Values
depend on working
perspectives, strategies and planning significantly. The last
part, artifacts reflect organizational
culture including working styles, working responsibilities and
so on. As cited by Alvesson and
Sveningsson (2015, p.109), it is to be defined that in the most
recent days, a number of business
analysts, authors and professionals are describing values and
importance of culture of
38. organization in different books, journals, articles and
magazines.
It is also to be informed that more than 150 companies in
United States are getting advantages
and benefits in their business performances and aspects for
highlighted and influential business
culture and strategies. Therefore, from this detailed discussion,
it has been proved that
organizational culture and its history help the recent business
managers and professionals to
include significant organizational culture within their
management influentially and
respectively.
14
2.6 Organizational excellence
Organizational excellence is highly depended upon internal and
external environment and
atmosphere of a respective organization. Moreover, it is to be
highlighted that internal and
external strategies and planning of a respective organization is
highly included in
39. organizational culture in order to make the culture excellent.
Other than this, it is to be signified
that all the employers and employees need to be active and
energetic in order to influence a
culture of their organization. This is because culture needs to be
significant in order to highlight
their business perspectives and objectives. According to
Chatterjee (2016, p.37), business
components include strategies, structures, planning and designs
of respective company both
internally and externally. In this respect, it is to be signified
that if the structures and planning
are not established evidently, companies are not be possible for
improvement and productivity.
Moreover, it is to be justified that organizational excellence and
culture are highly interrelated
with each other, as excellence is possible if culture is developed
and improved as well.
2.7 Strong and weak organizational culture
Strong and weak organizational culture have a number of
different aspects and perspectives,
which are highlighted by respective managers of a significant
business organization. A strong
organizational culture contains effective communication
40. process, bonding and friendly
relationship among all the employees and employers of that
company. Moreover, remuneration
process, stakeholders and significant business environment and
atmosphere are also included
within a significant and strong culture of organization. No other
culture or aspects can be able
to break or weaken this strong culture in those organizations,
which have this strong culture of
organization as well.
Regarding weak organizational culture, it must be signified that
inadequate communication
process, weaker relationship among employers and employees
are highlighted within an
organization. Moreover, it has been specified that if
organizations do not contain well
remuneration process and fail to manage other components and
business perspectives
irrespectively, they do not have strong future of organization, it
mean they have failed to
involve significant organizational culture and therefore, they
have weak organizational culture
as well. However, it is also to be mentioned that the
organizations, which have weak culture of
41. organization, needs to evaluate their working aspects and styles
including the overall
components of business so that they can be able to influence
their culture and to make stronger
culture of organization significantly.
15
2.8 Creating positive organizational culture
In order to create a positive organizational culture, managers
need to highlight significant
points or methods, which are highly rewarding and effective. It
is to be mentioned that positive
organizational culture helps a respective organization to
influence and manage their business
perspectives and significance. However, this positivism of
organizational culture can be
signified through different parts or procedures, which have been
discussed in this context
thoroughly.
Defining legacy: Legacy or bereavement should be maintained
and highlighted in a respective
42. organization significantly. This is because, if an employee does
not get effective and according
remuneration to his working responsibilities, he will definitely
leave that specific company
within a short period, which is unachievable for the company as
well. Therefore, the company
needs to highlight their every perspective regarding
remuneration, working aspects, job roles,
employee management, healthcare steps and so on.
Recruiting smartly: In order to maintain positivism in
organizational culture, managers need
to recruit and select mostly talented candidates within their
company. This is because, without
talent and capability, employees never be able to maintain
effective rules and regulations
regarding positive organizational culture significantly.
Listening properly: Regarding positive culture of an
organization, listening method should
also be maintained adequately. As opined by Dagiliene (2015,
p.99), managers and employees
need to communicate with each other rewardingly. Moreover,
they should listen to each other
properly so that they do not have any confusion regarding a
specific topic, they have discussed
43. with each other respectively.
Engaging influential employees and actions: Positive
organizational culture can be involved
within an organization significantly, if the employers engage
significant employees and their
influential behaviour and attitude effectively. In this respect,
training and development is
needed. Survey is also needed in order to observe which
employees are effective and talented
regarding their behaviour and attitude accordingly.
Rewarding significance: Rewarding system should also need to
include as this system helps
the employees to get motivated for their working styles and
responsibilities. In this respect, it
is to be signified that if the employees do not get correct
encouragement and motivation, they
get bored to explore uniqueness and evaluation in their working
aspects and significance.
Getting ready for change: If in an organization, some faults or
crises occur, managers should
evaluate and mitigate those faults and crisis in order to develop
the culture significantly.
44. 16
Moreover, it is to be informed that managers should change
their culture and atmosphere in
order to develop their culture and performance. However,
change management is highly
effective and significant for this respect of influencing and
developing organizational culture
adequately.
2.9 Effectiveness and adequacy of organizational culture
Organizational culture involves significant strategies and
planning which are highly influential
and respective for different business companies. This is
because, if culture of organization is
highly motivated and adequate, productivity of business
products or services must be
developed in an organization. According to Ali and Patnaik
(2014, p.16), if productivity
developed and increased, customers’ satisfaction is obvious and
definite. As a result,
organizations become successful in order to increase their rates
of capital and economic value
influentially. However, it is to be highlighted that if the
45. business companies do not include
significant and influential culture, they cannot be able to
develop their productivity and as a
result, customers’ satisfaction is not possible for them as well.
However, it is to be defined that
corporate culture is adequate and effective in order to maintain
business aspects including
working styles, responsibilities, and strategies and so on.
2.10 Types of organizational culture
Corporate culture is of different types and those types should be
included in respective business
companies according to their business styles and management.
It is to be signified that the types
are clan culture, adhocracy culture, market culture, hierarchy
culture and so on.
Clan culture: Clan culture is evaluating and significant for
every respective management
regarding their business perspectives. This culture denotes a
friendly environment in an
organization. As opined by Valmohammadi and Roshanzamir
(2015, p.167), managers and
employees work together and perform their own according
responsibilities, but they share their
46. own thoughts and views of business prospects with each other.
This sharing motif helps them
to evaluate and to create unique adequate strategies and working
segments influentially. Human
resource management is an essential part of this culture as well.
Adhocracy culture: Adhocracy culture is creative working
environment. In this culture,
employees invent risk for their working styles and
responsibilities and employers take risks
and try to mitigate with reflective plans and strategies. Other
than this, it is to be justified that
this culture helps respective business companies to work
reflectively in future.
17
Figure 3: Types of organizational culture
(Source: Wiewiora et al. 2013, p.1163)
Market culture: This culture designates the managers to observe
and receive information
regarding current market culture of business aspects. Then the
managers involve significant
47. working styles and responsibilities so that their companies
become successful and achieve
reputed market position as well. Moreover, it is to be justified
that employers and employees
become competitive in this culture and try to take their
companies forward in financial aspects,
productivity and customer satisfaction.
Hierarchy culture: Hierarchy culture signifies formal and
corporate based working styles and
management. Through this culture, leaders, managers and other
respective employers lead and
train every employee of their company and employees should
maintain their command
respectively and accordingly. As cited by Reason (2016, p.109),
official rules, procedures,
methods are highly significant and essential in this respective
culture of management
adequately.
2.11 Organizational culture and its impact on corporate
performance
Corporate performance is depended upon management style and
culture evidently. This is
because, highlighted culture influences and motivates
employees to work resultantly and
48. remarkably. In this respect, it is to be highlighted that corporate
performance includes
rewarding production of business products or services, in time
delivery to the customers,
managing employees, appropriate training and development,
remuneration and salary of
employers etc. Therefore, according to Lee et al. (2013,
p.1716), it is to be highlighted that
18
culture is highly valuable and significant in order to maintain
corporate performance in every
company as well.
2.12 Change in organizational culture
Change management is also required in order to influence and to
make culture of respective
companies significant and adequate. Managers should be careful
and attentive in this respect.
This is because, if they observe or follow some crisis or
irrespective faults in culture of their
companies, they must evaluate their strategies and working
plans in order to mitigate and avoid
49. such crisis and faults as well. Moreover, they are able to change
some specific objectives and
plans of business prospects in order to signify and evaluate their
culture influentially and
relevantly. However, if change does not occur in culture,
managers will be unable to evaluate
their culture of organization and as a result; corporate
performance will be decreased
eventually.
2.13 Models and theories of organizational culture
A number of models and theories are applicable and significant
for corporate culture, which is
highly valuable for every respective business institution.
However, such models and theories
are significant and justified, which have been discussed
thoroughly below:
2.13.1 Edgar Schein Model
Edgar Schein has defined corporate culture in respective three
steps, which are included as
assumptions, values and artifacts. Assumptions are defined as
unofficial rules and regulations
that are engaged in a company in order to highlight their
cultural values and prospects. Values
50. involve specific highlighted working aspects and styles, which
are influential and justified.
Moreover, artifacts include official rules and regulations, which
are applicable for working
styles and responsibilities of every employer and employee
respectively.
Figure 4: Edgar Schein Model
(Source: Schein et al. 2015, p.106)
19
2.13.2 The Sanctuary Model
Sanctuary model involves seven significant steps, which helps a
corporate culture to develop
their refectory elements in order to highlight their business
significance in the current market
place. It is to be justified that those steps are highlighted as
nonviolence, growth and change,
emotional intelligence, social learning, open communication,
social responsibility and
democracy.
51. Figure 5: Sanctuary Model of Corporate Culture
(Source: Bloom, 2013, p.111)
Nonviolence directs all the employees of a company not to
commit any crime or violent
activities, which may destroy working environment of the
company. Growth and change
evaluates respective implications, mitigates crisis, faults of a
respective company, and helps
the management to improve and develop their working elements
and significance. Emotional
intelligence is another significant step, which helps the
managers to observe and to value
psychological aspects and emotional affections of employees so
that they can be able to
influence them accordingly. Social learning is involved in this
model so that the managers
include and highlight social responsibilities while dealing with
employees and customers. Open
communication is also essential in order to improve a culture of
company as without effective
communication, employers and employees cannot be able to
work actively and improve their
quality of work significantly.
52. 2.13.3 Organizational theory and design
Organizational theory and design includes effective steps and
perspectives, which are highly
significant and influential for corporate culture and
performance. In this theory, goals,
20
strategies, size, technology, structure, culture and environment
are highly notified and adequate
reflectively. Goals or targets should be fixed through discussion
between employers and
employees. If goals or targets are not fixed, designation and
success are impossible for a
respective company. Strategies or planning are decided in
respect of goals. However, culture,
environment, atmosphere etc. should also be perfect and
according. Otherwise, companies
cannot be able to influence their working significance and
achieve a reputed position within
the marketplace as well.
Figure 6: Organizational Theory and Design
53. (Source: Giachetti, 2016, p.107)
2.14 Impact of organizational culture in employee management
Organizational culture is evaluative and influential in order to
manage employees or service
workers of a respective business institution. It is to be specified
that employees are influenced
by effective culture of organizations. If a company holds
significant working environment,
atmosphere or culture, employees get influenced and motivated
and start working energetically
and actively. Moreover, it is to be specified that in a respective
and influential culture,
promotion system should be included. This is because, if a
talented employee works
influentially and fruitfully, he must get promotion or higher
post in his company. This system
encouraged employees to work more influentially and
adequately in near future. On the other
hand, demotion should also be included in a company so that the
employees get warning
regarding their negative and irrespective working aspects. In
this regard, the employees try to
evaluate their working styles and try to produce influential
54. products and services for their
customers as well.
21
Remuneration process is another significant part of employee
management. This is because, if
employees do not get justified and satisfied remuneration
according to their responsibilities
and working styles, they get demotivated. As a result, they start
to neglect their work
responsibilities and productivity and quality of products or
services are also get decreased
accordingly.
Therefore, remuneration process, communication system,
teamwork etc. should be improved
and included in corporate culture so that the employee
management get also highlighted and
adequate evidently and efficiently.
2.15 Corporate culture in productivity
Corporate culture and productivity are interrelated with each
other in every respective business
55. company. It is to be justified that productivity includes
significant production of business
products and services maintaining high quality of those
products or services as well. Moreover,
it must be specified that providing or selling high quality
products or services to the customers
in low cost or price rates is also included as a part of
productivity. However, all these aspects
and components are chiefly managed or maintained through
reflective and fruitful culture of
company as well. Other than this, it is to be identified that
regarding productivity, employees
have to perform significant and chief responsibilities as well. In
this regard, employees need
significant corporate culture to work influentially and
justifiably. Moreover, it is to be
highlighted that if working environment is not maintained in
culture of company, employees
cannot be able to produce high quality products for which the
customers get satisfaction as
well.
However, it is to be evaluated that culture should be notified
and noticeable in order to
influence and to maintain relevance in productivity.
56. Productivity is a specific reason or
component to gain success and to achieve reputed position in its
marketplace.
2.16 Organizational culture in customer satisfaction
Customer satisfaction is also depended on corporate culture as
well. This is because; corporate
culture helps or guides employees to work actively and
evidently. If employees produce
business products or services maintaining high quality,
customers will be highly satisfied with
the quality products and their long period of validity. If a
business product is sold to the
customers in high price rates in a company, and its valid period
is too low, customers get
dissatisfied with the products and with the company as well. On
the other hand, it is to be
informed that if a company serves its customers with high
quality products in low price rates
or costs and its valid period is long-term, customers will be
satisfied influentially and
22
57. relevantly. In this respect, another significant point is
relationship between employers and
employees is also notified. This is because, friendly relationship
helps them to discuss
regarding their production and customer satisfaction and as a
result, they are able to include
highlighted and reflective strategies to produce significant and
high quality products or services
and to satisfy customers evidently.
2.17 Organizational culture's influence upon business
improvement
Business development and improvement is a reflection of
corporate or business culture. This
is because, if culture is not improved and evaluated, business
significance and evidence is
impossible. Employees, their working activities, styles, their
motivation and encouragement
are highly depended upon the culture of their company. As cited
by Rosemann and vom Brocke
(2015, p.105), if these aspects run or continue positively,
business improvement cannot be
obstructed by any other objective or component as well.
Therefore, it must be justified that
culture should be evaluated and developed by respective
58. managers in order to influence and
improve business management significantly.
2.18 Gaps in Literature
According to respective business analysts, business
improvement needs effective and
significant organizational culture. However, organizational
culture is not the only topic that
can be able to highlight business significance and objectives as
well.
As per some other respective business professionals, customer
satisfaction is possible if
managers manage culture influentially and evidently. If culture
is the only objective to satisfy
the customers, then products, costs and change management do
not have value to satisfy the
customers as well.
However, these above mentioned points and objectives are the
gaps in literature review of
organizational or corporate culture as well. Managers, business
analysts, researchers need to
evaluate, to include and to prove some other respective
objectives and notifications, which can
be able to mitigate those, gaps that has been mentioned above.
59. 2.19 Conclusion
In order to conclude, it is to be mentioned that literature review
signifies reflective and evident
comments and speeches of renowned persons in order to support
the analysis and research of
researchers regarding organizational culture and corporate
performance. However, though
literature review has some gaps, still the aspects and objectives
of literature help the researchers
to prove their analysis and research significantly and
reflectively.
23
Chapter 3: Research Methodology
3.1 Introduction
Methodology includes reflective methods of techniques, which
help respective researchers to
research or analyze a significant research study in order to
provide supports and information
regarding the topic to the readers as well. In this respect, it is to
be defined that this chapter
60. helps the researchers and analysts to find out and point out
innovative and significant
techniques of research including diagrams, paradigms, models
and theories respectively.
Moreover, it is to be defined that research topic denotes the
researchers to designate the
research process including quantitative or qualitative methods
as well. This research study
needs quantitative research method, through which researchers
can be able to find out
researching data and information for the research study as well.
3.2 Method outline
Every respective component and part is important and effective
in order to gather methods and
techniques of researching a significant research topic. Method
outline indicates the researcher’s
significant techniques and methods of a research study in order
to analyze significantly.
Moreover, it is to be mentioned that method outline indicates
research philosophy, data sources,
data collection analysis and so on (Bryman and Bell, 2015,
p.111). However, for this research
study, researchers need to select quantitative data collection in
order to collect data for five
61. respective chemical companies in Saudi Arabia. It is to be
informed that 125 respondents of
those five companies are selected in order to gather primary
data through online survey and
SPSS is highly reflective and effective in order to analyze data
and information significantly.
3.3 Research onion
Research onion is equipment, which helps the researchers to
point out the steps regarding their
research analysis of a significant topic. In this respect, it is to
be defined that research onion
has six respective parts and these parts are situated in according
layers of the onion. At the first
outer layer, there has been placed research philosophy. Second,
is research approaches, third
one is strategies, fourth part is choices, fifth part is time
horizons and the last part is techniques
and procedures as well. However, it is to be defined that
through these six parts, research onion
is highly significant and helpful accordingly.
24
62. Figure 7: Research Onion
(Source: Saunders et al. 2009, p.819)
3.4 Research Philosophy
Research philosophy helps every respective researcher to
understand and to be familiar with
all parts and components of a significant topic. There can be
included three respective research
philosophies, which are positivism, post positivism and realism.
Research philosophy suggests
the researchers to define and describe the topic and information
of the topic to the readers as
well. However, it is to be signified that for this particular topic,
positivism research philosophy
has been chosen significantly. Positivism theory is significant
in order to gather positive
information and data regarding organizational culture of five
respective companies in Saudi
Arabia as well.
Figure 8: Research Philosophy
(Source: Knobe and Nichols, 2013, p.109)
63. 25
3.5 Research approach
Research approach is significant and essential in order to
evaluate and develop specific topics
of research study as well. Research approaches are included as
inductive and deductive
approach. In this research study, deductive research approach is
selected. Deductive research
approach helps the researchers and analysts to gain knowledge
and information thoroughly
regarding the topic as well. Moreover, deductive approach also
helps researchers to adopt and
highlight theories and models, which are highly applicable in
order to gain knowledge and
information regarding the specific topic as well.
Figure 9: Research Approach
(Source: Friend and Jessop, 2013)
3.6 Research Design
Research design of a particular topic helps the researchers and
analyst to design or structure
64. the topics of the research topic and to analyze the topics
thoroughly. Three designs are there
including descriptive, explanatory and exploratory research
designs. These designs help the
researcher to describe and analyze their research study in order
to provide current analysis and
information to the readers.
Figure 10: Research Design
(Source: Yin, 2013, p.117)
26
Descriptive research design has been selected for this research
study as well. This is because,
descriptive research design helps the researchers to describe and
define research topics
thoroughly and adequately. Moreover, this design helps the
researchers to identify and point
the issues and problems while analyzing the research topic.
3.7 Data collection method
There are two significant methods of collecting data, which are
65. included as quantitative and
qualitative data collection. In this respect, it is to be defined
that for this specific research study,
quantitative data collection method has been chosen. This is
because, 15 respondents have been
chosen in order to collect data through online. Therefore, it is
clear that it must be quantitative
data collection method. Moreover, mathematical tool and data
are required in order to analyze
organizational culture of five companies in Saudi Arabia.
Figure 11: Data Collection Method
(Source: Nomano et al. 2014, p.1379)
Qualitative information includes quality and culture of
respective topics, which is not important
and essential in this respect as well as this data collection
method helps to identify and analyze
quality information of a respective topic of research study as
well.
3.8 Data source
Data sources include primary and secondary as well. Primary
data source signifies face-to-face
interview, questionnaires, and surveys and so on. Secondary
66. sources include collecting or
gathering data and information through books, journals, articles
and online services as well.
For this research topic, primary sources have been given
priority to gather data and information.
This is because, from five respective companies of Saudi
Arabia, 125 respondents have been
selected in order to prepare a survey through online. Secondary
data source is used less than
primary data source in this respective research study.
27
Figure 12: Data Source
(Source: Waltman and Costas, 2014, p.433)
3.9 Data analysis
After getting or collecting data, it needs to be analyzed by the
researchers in order to describe
different problems and solutions of the significant topic of the
research topic. Data analysis
helps the readers to understand effective issues and its
resolutions, which are highlighted by
67. the researchers through data analysis as well.
3.10 Sampling method
Regarding sampling method, probability and non-probability
methods are specified
significantly. Probability sampling method includes equal
opportunities of every respondent to
explore their thoughts and information regarding the topic
(Forton and De Maertelaer, 2017,
p.101). Regarding non-probability sampling method, it is to be
defined that respondents do not
have equal opportunities to explore their information and data
regarding the topic as well.
However, regarding this research study, it is to be defined that
probability-sampling method
has been selected as 125 respondents have been selected from
five respective chemical
companies of Saudi Arabia as well.
3.11 Population and sampling size
Population and sampling size are also significant and essential
for respective topic of the
research study. Overall people, who are highly connected and
interrelated with respective topic
68. of the research study, is known as the population. Sampling size
includes respective people or
respondents who are providing information and data to the
researchers and analysts regarding
the topic of research study. In this research study, 125
respondents have been selected in order
to gather and collect SPSS data through online survey or
questionnaires as well.
28
3.12 Accessibility issues
While researching or analyzing a significant research study, it is
to be justified that researchers
face a number of accessibility issues irrespectively. In order to
enter the five respective
companies of Saudi Arabia, they need gate pass or permission to
enter (Shigeno et al. 2013,
p.24). In this respect, they sometimes do not get permission to
enter into the chemical
organizations significantly. Moreover, it is to be highlighted
that managers remain busy with
their working schedule and time. As a result, they are unable to
provide extra time for
69. researchers as well. Therefore, the researchers face difficulties
and issues in order to get
effective information from the managers. Moreover, effective
research analysis needs high
budget rates and sometimes researchers face financial crisis,
which is another accessibility
issue regarding researching and analysis.
3.13 Ethical consideration
Researchers also need to maintain ethics while collecting data
and researching. Researchers
should be careful and attentive while gathering data and
information regarding a topic. They
should not explore companies’ data and information for
commercial purposes. In this respect,
it must be signified that while collecting data and information,
researchers should be careful
that any data should not disclose companies’ policies and
procedures (Bray et al. 2015, p.157).
In this research study, researchers need to collect SPSS data
through online process and
therefore, the researchers should keep these above-mentioned
ethics significantly.
3.14 Research limitation
70. Researchers also face some limitation while finishing the
analysis of a respective research
study. In this respect, time, money, required data etc are the
significant limited topic as well.
This is because, researchers do not have enough time to find out
and gather significant data and
information regarding a specific topic. Moreover, it is to be
highlighted that researchers need
to provide havoc amount of money in order to research or
analyze properly and significantly.
Research data and information are also limited, as researchers
do not have enough time or
money to collect and identify it as well.
29
3.15 Timetable of the research
Figure 13: Gantt chart
(Source: Created by the researcher)
3.16 Conclusion
It is to be defined at the end of this chapter of research
71. methodology; researchers provide
significant techniques and procedures of collecting and
gathering data of SPSS, which is
significant and adequate to identify the culture of five
respective chemical organizations of
Saudi Arabia. Moreover, this chapter also signifies and defines
that data source is highly
depended upon the research topic and study as well.
30
Chapter 4 Findings and Analysis
4.1 Introduction
Through the findings and analysis chapter the researchers plans
to measure and evaluate the
role of culture involved in the creation of the identity of an
organization. Taking help of the
quantitative data collection methods, the researcher undertakes
the activity of assessing the
72. importance of culture within organizations in Saudi Arabia and
explores show it creates an
impact on the performance of the employees. With respect to
this chapter, the researcher
analyses the data, collected from the employees by applying
quantitative techniques and
responses of the respondents. The researcher faces certain
problems in the form of data
manipulation, collection of incomplete and inaccurate data
during the process of data
collection. On completion of the data collection method, the
researcher analyses the data inputs
in order to provide a conclusion received from the analysis of
the data.
4.2 Data collection for Quantitative Analysis
In the section, the respondents of five eminent chemical
companies in Saudi Arabia namely,
Delmon group of companies, Reza chemicals, Sadara chemicals,
Fouz chemicals and NAMA
chemical groups have been chosen. The questions put forward to
the respondents of the entities
are analyzed hereafter.
73. 31
1) How far you are satisfied with the supervision mechanism
in the organization?
Op
tio
ns
Delmon group
of companies
Reza
chemicals
Sadara
chemicals
Fouz
chemicals
NAMA
chemical
81. 10 50 20 8 50 16 10 50 20 16 50 32 16 50 32
Ne
utr
al
14 50 28 15 50 30 15 50 30 13 50 26 18 50 36
Dis
sati
sfi
ed
6 50 12 15 50 30 20 50 40 11 50 22 10 50 20
32
Table 1: Satisfaction measure of the supervision in the
companies
Figure 14: Satisfaction measure of the supervision in the
companies
82. Delmon group of companies
Statistics
Respondents Total
N
Valid 4 4
Missing 0 0
Mean 12.5000 50.0000
Median 12.0000 50.0000
Mode 6.00a 50.00
Std. Deviation 5.97216 .00000
a. Multiple modes exist. The smallest
value is shown
Reza chemicals
Statistics
Respondents Total
N
Valid 4 4
Missing 0 0
Strongly satisfied,
83. Delmon group of
companies % of
respondents, 40Strongly satisfied,
Reza chemicals %
of respondents,
24
Strongly satisfied,
Sadara chemicals
% of respondents,
10
Strongly satisfied,
Fouz chemicals %
of respondents,
20 Strongly satisfied,
Nama chemical
groups % of
respondents, 12
satisfied, Delmon
group of
companies % of
respondents, 20 satisfied, Reza
chemicals % of
respondents, 16
satisfied, Sadara
chemicals % of
84. respondents, 20
satisfied, Fouz
chemicals % of
respondents, 32
satisfied, Nama
chemical groups %
of respondents,
32
Neutral, Delmon
group of
companies % of
respondents, 28
Neutral, Reza
chemicals % of
respondents, 30
Neutral, Sadara
chemicals % of
respondents, 30 Neutral, Fouz
chemicals % of
respondents, 26
Neutral, Nama
chemical groups %
85. of respondents,
36
Dissatisfied,
Delmon group of
companies % of
respondents, 12
Dissatisfied, Reza
chemicals % of
respondents, 30
Dissatisfied,
Sadara chemicals
% of respondents,
40
Dissatisfied, Fouz
chemicals % of
respondents, 22
Dissatisfied, Nama
chemical groups %
of respondents,
20
Strongly satisfied
satisfied
Neutral
86. Dissatisfied
33
Mean 12.5000 50.0000
Median 13.5000 50.0000
Mode 15.00 50.00
Std. Deviation 3.31662 .00000
Sadara chemicals
Statistics
Respondents Total
N
Valid 4 4
Missing 0 0
Mean 12.5000 50.0000
Median 12.5000 50.0000
Mode 5.00a 50.00
Std. Deviation 6.45497 .00000
a. Multiple modes exist. The smallest
87. value is shown
Fouz chemicals
Statistics
Respondents Total
N
Valid 4 4
Missing 0 0
Mean 12.5000 50.0000
Median 12.0000 50.0000
Mode 10.00a 50.00
Std. Deviation 2.64575 .00000
a. Multiple modes exist. The smallest
value is shown
NAMA chemical groups
Statistics
Respondents Total
34
88. N
Valid 4 4
Missing 0 0
Mean 12.5000 50.0000
Median 13.0000 50.0000
Mode 6.00a 50.00
Std. Deviation 5.50757 .00000
a. Multiple modes exist. The smallest
value is shown
From the above-mentioned tables, it is to be notified that for
Demon Group of Companies,
mean, median, mode and S.D are 12.5, 12.0, 6.0 and 5.97216
respectively. Regarding Reza
Company, mean, median, mode and S.D are 12.5, 13.5, 15.0 and
3.31662 specifically. In
Sadara chemical company, mean, median, mode and S.D of total
presented respondents are
12.5, 12.5, 5.0 and 6.45497 respectively. In Fouz Company,
12.5, 12.0, 10.0 and 2.64575 are
respective mean, median, mode and S.D of total respondents as
well. As per total respondents
89. of NAMA chemical groups, mean, median, mode and S.D are
12.5, 13.0, 6.0 and 5.50757
specifically.
Moreover, from the above-mentioned table and graph of every
company’s satisfied
respondents, it is to be specified that in Delmon Group of
companies, rate of strongly satisfied
respondents is maximum, neutral respondents are in second
position, rate of satisfied
respondents are less than neutral, but more than dissatisfied
respondents and dissatisfied are
the lowest in this company as well. In Reza Chemicals, rates of
neutral and dissatisfied
respondents are in same position; rates of satisfied and strongly
satisfied respondents are much
less than dissatisfied and neutral respondents as well. Sadara
Chemical Company needs much
development and evaluation, as its dissatisfied respondents are
greater than the other fields
including strongly satisfied, satisfied and neutral respondents.
At the end of this discussion,
NAMA chemical group is involved as this company’s neutral
respondents are in highest
90. position and satisfied and strongly satisfied respondents are the
lowest ones than the other
respective companies as well.
2. Are you satisfied with the job-training programme?
35
Op
tio
ns
Delmon group
of companies
Reza
chemicals
Sadara
chemicals
Fouz
chemicals
NAMA
98. ed
10 50 20 10 50 20 12 50 24 9 50 18 12 50 24
Ne
utr
al
15 50 30 8 50 16 10 50 20 15 50 30 18 50 36
Dis
sati
sfi
ed
13 50 26 14 50 28 6 50 12 8 50 16
10 50 20
36
Table 2: Satisfaction level of the job training programs
Figure 15: Satisfaction level of the job training programes
Delmon group of companies
99. Statistics
Respondents Total
N
Valid 4 4
Missing 0 0
Mean 12.5000 50.0000
Median 12.5000 50.0000
Mode 10.00a 50.00
Std. Deviation 2.08167 .00000
a. Multiple modes exist. The smallest
value is shown
Reza chemicals
Statistics
Respondents Total
N
Valid 4 4
Missing 0 0
Mean 12.5000 50.0000
101. Median 11.0000 50.0000
Mode 6.00a 50.00
Std. Deviation 6.80686 .00000
a. Multiple modes exist. The smallest
value is shown
Fouz chemicals
Statistics
Respondents Total
N
Valid 4 4
Missing 0 0
Mean 12.5000 50.0000
Median 12.0000 50.0000
Mode 8.00a 50.00
Std. Deviation 4.79583 .00000
a. Multiple modes exist. The smallest
value is shown
NAMA chemical groups
Statistics
102. Respondents Total
N Valid 4 4
38
Missing 0 0
Mean 12.5000 50.0000
Median 11.0000 50.0000
Mode 10.00 50.00
Std. Deviation 3.78594 .00000
Job training and development is highly influential regarding
organizational culture. In this
context, above mentioned table and graph shows the satisfactory
levels of every respective
company’s respondents as well. Delmon Group of Companies’
respondents are not satisfied
much than other respective companies, as in the graph, level of
neutral and dissatisfied
respondents are higher than the other two field.
Regarding Reza Company, it is to be specified that its level of
103. strongly satisfied respondents
are similar with Fouz Chemical Company. However, its
dissatisfied respondents are greater
than Fouz Chemical Company as well. In this regard, it is also
to be mentioned that it is strongly
satisfied respondents are much stronger and higher than Delmon
group of companies.
Sadara chemical company is highly significant as its level of
strongly satisfied respondents is
in the highest position than the other companies. Therefore, it is
highly proved that Sadara
Company is significant and adequate regarding its training and
development as well. Moreover,
it must be highlighted that its level of dissatisfied respondents
is in the lowest position than the
other respective companies reflectively.
3. Are you satisfied with the leadership of directors and
managers in the companies?
Op
tio
ns
Delmon group
111. s
Str
on
gly
sati
sfi
ed
6 50 12 8 50 16 15
50 30 18 50 36 11 50 22
Sat
isfi
ed
16 50 32 14 50 28 10 50 20 17 50 34 13 50 26
Ne
utr
al
12 50 24 17 50 34 15 50 30 10 50 20 16 50 32
112. Dis
sati
sfi
ed
16 50 32 11 50 22 10 50 20 5 50 10 10 50 20
40
Table 3: Satisfaction level of the leadership of directors’ and
managers in the company
Figure 16: Satisfaction level of the leadership of directors’ and
managers in the
company
Delmon group of companies
Statistics
Respondents Total
N
Valid 4 4
Missing 0 0
Mean 12.5000 50.0000
113. Median 14.0000 50.0000
Mode 16.00 50.00
Std. Deviation 4.72582 .00000
Reza chemicals
Statistics
Respondents Total
N
Valid 4 4
Missing 0 0
Mean 12.5000 50.0000
Strongly satisfied
Satisfied
Neutral
Dissatisfied
41
Median 12.5000 50.0000
114. Mode 8.00a 50.00
Std. Deviation 3.87298 .00000
a. Multiple modes exist. The smallest
value is shown
Sadara chemicals
Statistics
Respondents Total
N
Valid 4 4
Missing 0 0
Mean 12.5000 50.0000
Median 12.5000 50.0000
Mode 10.00a 50.00
Std. Deviation 2.88675 .00000
a. Multiple modes exist. The smallest
value is shown
Fouz chemicals
Statistics
Respondents Total
115. N
Valid 4 4
Missing 0 0
Mean 12.5000 50.0000
Median 13.5000 50.0000
Mode 5.00a 50.00
Std. Deviation 6.13732 .00000
a. Multiple modes exist. The smallest
value is shown
NAMA chemical groups
Statistics
Respondents Total
N Valid 4 4
42
Missing 0 0
Mean 12.5000 50.0000
Median 12.0000 50.0000
116. Mode 10.00a 50.00
Std. Deviation 2.64575 .00000
a. Multiple modes exist. The smallest
value is shown
Respondents of five respective companies have been queried in
order to find out which
company is the best regarding leadership of directors and
managers significantly. However,
from the above-mentioned tables and graph, it has been
signified that Fouz Chemical is in the
best position regarding leadership and management. This is
because, in this context, Fouz
Chemical’s rate of strongly satisfied respondents is 36%.
However, it is also proved that Fouz
chemical is highlighted and reflective regarding best leading
and managing power, as its rate
of dissatisfied respondent is only 10%. Moreover, it is to be
informed that this company’s
mean, median, mode and S.D are 12.5, 13.5, 5.0 and 6.13732
respectively.
On the other hand, it must be signified that Delmon Group of
Companies is highly respective
117. and in poor condition regarding its leadership and management
services. This is because,
according to the above-mentioned table and graphs, it is
notified that its rate of dissatisfied
respondents is 32%. Other than this, it is to be informed that its
rates of strongly satisfied and
satisfied respondents are 12% and 32% respectively.
According to the tables and graphs, other three respective
companies are in middle position
regarding leading and managing employees and customers as
well.
4. Do you agree that the organization supports professional
development and career
growth?
O
pti
on
s
Delmon group
of companies
Reza chemicals Sadara
125. A
gr
ee
20 50 40 14 50 28 12 50 24 18 50 36 21 50 42
A
gr
ee
14 50 28 12 50 24 18 50 36 14 50 28 16 50 32
N
eu
tra
l
8 50 16 16 50 32 10 50 20 11 50 22 8 50 16
Di
sa
gr
ee
8 50 16 8 50 16 10 50 20 7 50 14 5 50 10
126. 44
Table 4: Organization supports professional development and
career growth
Figure 17: Organization supports professional development and
career growth
Delmon group of companies
Statistics
Respondents Total
N
Valid 4 4
Missing 0 0
Mean 12.5000 50.0000
Median 11.0000 50.0000
Mode 8.00 50.00
Std. Deviation 5.74456 .00000
Reza chemicals
Statistics
127. Respondents Total
N
Valid 4 4
Missing 0 0
Mean 12.5000 50.0000
Median 13.0000 50.0000
Strongly Agree
Agree
Neutral
Disagree
45
Mode 8.00a 50.00
Std. Deviation 3.41565 .00000
a. Multiple modes exist. The smallest
value is shown
Sadara chemicals
Statistics
128. Respondents Total
N
Valid 4 4
Missing 0 0
Mean 12.5000 50.0000
Median 11.0000 50.0000
Mode 10.00 50.00
Std. Deviation 3.78594 .00000
Fouz chemicals
Statistics
Respondents Total
N
Valid 4 4
Missing 0 0
Mean 12.5000 50.0000
Median 12.5000 50.0000
Mode 7.00a 50.00
Std. Deviation 4.65475 .00000
129. a. Multiple modes exist. The smallest
value is shown
NAMA chemical groups
Statistics
Respondents Total
N
Valid 4 4
Missing 0 0
46
Mean 12.5000 50.0000
Median 12.0000 50.0000
Mode 5.00a 50.00
Std. Deviation 7.32575 .00000
a. Multiple modes exist. The smallest
value is shown
Organizations and companies highly support professional
development and career growth.
130. However, regarding the specified companies, it must be
signified that NAMA chemical group
is highly influential as it has the highest rate of strongly agreed
respondents as well. This
company has 42% of strongly agreed respondents within the
management. On the other hand,
disagreed respondents of this company are only 10% as well.
Therefore, it is highlighted that
this respective company has agreed that organizations support
professional development and
career growth adequately and forcibly.
As per the tables and graphs, it must be involved that Sadara
chemical group does not agree
much that organization supports professional development and
career growth. This has been
proved as the table shows that this company has 20% of
disagreed respondents, while the other
respective companies have lower percentage of disagreed
respondents accordingly. Moreover,
it should be involved that this company has only 24% of
strongly agreed respondents, whereas
the other companies have much higher percentage of
respondents in this field.
5. Are you satisfied with the conflict resolution mechanism
139. ed
22 50 44 11 50 22 10 50 20 13 50 26 11 50 22
Ne
utr
al
10 50 20 16 50 32 12 50 24 17 50 34 14 50 28
Dis
sati
sfi
ed
2 50 4 14 50 28 21 50 42 11 50 22 19 50 38
48
Table 5: Conflict resolution mechanism implemented in your
company
Figure 18: Conflict resolution mechanism implemented in your
company
Delmon group of companies
140. Statistics
Respondents Total
N
Valid 4 4
Missing 0 0
Mean 12.5000 50.0000
Median 13.0000 50.0000
Mode 2.00a 50.00
Std. Deviation 8.54400 .00000
a. Multiple modes exist. The smallest
value is shown
Reza chemicals
Statistics
Respondents Total
N
Valid 4 4
Missing 0 0
Mean 12.5000 50.0000
Strongly satisfied
141. Satisfied
Neutral
Dissatisfied
49
Median 12.5000 50.0000
Mode 9.00a 50.00
Std. Deviation 3.10913 .00000
a. Multiple modes exist. The smallest
value is shown
Sadara chemicals
Statistics
Respondents Total
N
Valid 4 4
Missing 0 0
Mean 12.5000 50.0000
Median 11.0000 50.0000
142. Mode 7.00a 50.00
Std. Deviation 6.02771 .00000
a. Multiple modes exist. The smallest
value is shown
Fouz chemicals
Statistics
Respondents Total
N
Valid 4 4
Missing 0 0
Mean 12.5000 50.0000
Median 12.0000 50.0000
Mode 9.00a 50.00
Std. Deviation 3.41565 .00000
a. Multiple modes exist. The smallest
value is shown
NAMA chemical groups
Statistics
143. 50
Respondents Total
N
Valid 4 4
Missing 0 0
Mean 12.5000 50.0000
Median 12.5000 50.0000
Mode 6.00a 50.00
Std. Deviation 5.44671 .00000
a. Multiple modes exist. The smallest
value is shown
Regarding the satisfaction of conflict resolution mechanism, it
is to be specified that Delmon
Group of companies is in the highest position. This information
has been collected from the
above-mentioned tables and graph as well. According to the
table, Delmon group of
companies’ rate of strongly satisfied respondent is 32%,
144. whereas Reza chemicals and Fouz
Chemicals are in same position. Reza chemicals and Fouz
chemicals have 18% of strongly
satisfied respondents. Moreover, it is to be observed that
Delmon Company has only 4% of
dissatisfied respondent regarding this conflict as well.
Sadara chemicals have most dissatisfied respondents in this
context. This company has 42% of
dissatisfied respondents, whereas its strongly satisfied
respondents are 14%. But, Nama
chemicals is in the last position regarding this conflict, as it has
only 12% of strongly satisfied
respondents. Mean, median, mode and S.D of Nama chemicals is
12.5, 12.5, 6.0 and 5.44671
respectively.
6. Do you agree that the Code of Ethics in your organization is
appropriately designed
and implemented?
O
pti
on
s
145. Delmon group
of companies
Reza chemicals Sadara
chemicals
Fouz chemicals NAMA
chemical
groups
Nu
mb
er
Tot
al
res
%
of
res
Nu
mb
152. ro
ng
ly
A
gr
ee
9 50 18 12 50 24 18
50 36 10 50 20 8 50 16
A
gr
ee
12 50 24 8 50 16 26 50 52 13 50 26 9 50 18
N
eu
tra
l
19 50 38 16 50 32 5 50 10 15 50 30 20 50 40
Di
153. sa
gr
ee
10 50 20 14 50 28 1 50 2 12 50 24 13 50 26
52
Table 6: Code of Ethics in organization is appropriately
designed and implemented
Figure 19: Code of Ethics in organization is appropriately
designed and implemented
Delmon group of companies
Statistics
Respondents Total
N
Valid 4 4
Missing 0 0
Mean 12.5000 50.0000
Median 11.0000 50.0000
154. Mode 9.00a 50.00
Std. Deviation 4.50925 .00000
a. Multiple modes exist. The smallest
value is shown
Reza chemicals
Statistics
Respondents Total
N
Valid 4 4
Missing 0 0
Mean 12.5000 50.0000
Median 13.0000 50.0000
Strongly Agree
Agree
Neutral
Disagree
53
155. Mode 8.00a 50.00
Std. Deviation 3.41565 .00000
a. Multiple modes exist. The smallest
value is shown
Sadara chemicals
Statistics
Respondents Total
N
Valid 4 4
Missing 0 0
Mean 12.5000 50.0000
Median 11.5000 50.0000
Mode 1.00a 50.00
Std. Deviation 11.56143 .00000
a. Multiple modes exist. The smallest
value is shown
Fouz chemicals
Statistics
156. Respondents Total
N
Valid 4 4
Missing 0 0
Mean 12.5000 50.0000
Median 12.5000 50.0000
Mode 10.00a 50.00
Std. Deviation 2.08167 .00000
a. Multiple modes exist. The smallest
value is shown
NAMA chemical groups
Statistics
Respondents Total
N Valid 4 4
54
Missing 0 0
Mean 12.5000 50.0000
157. Median 11.0000 50.0000
Mode 8.00a 50.00
Std. Deviation 5.44671 .00000
a. Multiple modes exist. The smallest
value is shown
According to the researched and analyzed tables and graph, it
has been signified that Sadara
Chemicals is influential regarding its rate of strongly agreed
respondents. 36% respondents
have agreed strongly that the Code of Ethics is appropriately
designed and implemented.
Moreover, it is to be informed that only 2% respondents have
disagreed the fact in this context.
Therefore, it is to be specified that 52% respondents have
agreed the fact and 10% respondents
are in confusion.
Reza chemicals is in second position regarding the field of
strongly agreed respondents. This
company has 24%respondents, who have agreed strongly that
Code of Ethics have significant
reflection upon respective companies as well.
However, Nama chemicals has highest percentage of disagreed
158. respondents. This company has
26% respondents, who have disagreed the fact highly. On the
other hand, this company has
only 16% respondents, who have agreed the fact strongly.
However, Sadara chemical is again
reflective regarding its agreed respondents, as it has 52% of
agreed respondents influentially.
Moreover, it is to be specified that Nama chemical group has
most respondents among other
companies, who are confused to provide their comments in this
regard.
7. Are you satisfied with the motivational strategies and reward
system adopted by the
company?
Op
tio
ns
Delmon group
of companies
Reza
chemicals
166. on
gly
sati
sfi
ed
12 50 24
4 50 8 14 50 28
9 50 18 7 50 14
Sat
isfi
ed
18 50 36 8 50 16 17 50 34 19 50 38 15 50 30
Ne
utr
al
10 50 20 26 50 52 10 50 20 12 50 24 19 50 38
Dis
167. sati
sfi
ed
10 50 20 12 50 24 9 50 18 10 50 20 9 50 18
56
Table 7: Satisfaction level on the motivational strategies and
reward system adopted by
the company
Table 20: Satisfaction level on the motivational strategies and
reward system adopted
by the company
Delmon group of companies
Statistics
Respondents Total
N
Valid 4 4
Missing 0 0
Mean 12.5000 50.0000
168. Median 11.0000 50.0000
Mode 10.00 50.00
Std. Deviation 3.78594 .00000
Reza chemicals
Statistics
Respondents Total
N
Valid 4 4
Missing 0 0
Mean 12.5000 50.0000
Strongly satisfied
Satisfied
Neutral
Dissatisfied
57
Median 10.0000 50.0000
169. Mode 4.00a 50.00
Std. Deviation 9.57427 .00000
a. Multiple modes exist. The smallest
value is shown
Sadara chemicals
Statistics
Respondents Total
N
Valid 4 4
Missing 0 0
Mean 12.5000 50.0000
Median 12.0000 50.0000
Mode 9.00a 50.00
Std. Deviation 3.69685 .00000
a. Multiple modes exist. The smallest
value is shown
Fouz chemicals
Statistics
Respondents Total
170. N
Valid 4 4
Missing 0 0
Mean 12.5000 50.0000
Median 11.0000 50.0000
Mode 9.00a 50.00
Std. Deviation 4.50925 .00000
a. Multiple modes exist. The smallest
value is shown
NAMA chemical groups
Statistics
Respondents Total
N Valid 4 4
58
Missing 0 0
Mean 12.5000 50.0000
Median 12.0000 50.0000
171. Mode 7.00a 50.00
Std. Deviation 5.50757 .00000
a. Multiple modes exist. The smallest
value is shown
Motivational strategies and rewarding system is influential and
essential for every respective
business company. It is to be defined that Sadara Chemicals is
again notified and signified
regarding its percentage of strongly satisfied respondents in this
context. It has 28% of
respondents who are strongly satisfied with motivational
strategies and planning along with
rewarding system. On the other hand, the percentage of the
respondents who are not satisfied
in this context is 18% respectively. NAMA chemicals also has
same percentage of respondents
regarding dissatisfaction.
Reza chemicals is in the last position regarding the field of
strongly satisfied respondents. The
percentage of strongly satisfied respondents is this company is
18%. However, dissatisfied
172. respondents are of 24% in this respective company as well. It is
also to be mentioned that
among all the companies, this Reza Company is also in the
highest position regarding neutral
respondents as well.
Therefore, it is to be evaluated that the companies, which have
poor motivational strategies,
need to develop and modify their strategic implementation of
motivation significantly.
8. Are you satisfied with the communication and feedback
mechanism implemented
within the company?
Op
tio
ns
Delmon group
of companies
Reza
chemicals
Sadara
180. sati
sfi
ed
14 50 28 12 50 24
11 50 22
6 50 12 9 50 18
Sat
isfi
ed
20 50 40 16 50 32 17 50 34 8 50 16 13 50 26
Ne
utr
al
12 50 24 14 50 28 10 50 20 19 50 38 16 50 32
Dis
sati
sfi
181. ed
4 50 8 8 50 16 12 50 24 17 50 34 12 50 24
60
Table 8: Communication and feedback mechanism implemented
within the company
Figure 21: Communication and feedback mechanism
implemented within the company
Delmon group of companies
Statistics
Respondents Total
N
Valid 4 4
Missing 0 0
Mean 12.5000 50.0000
Median 13.0000 50.0000
Mode 4.00a 50.00
Std. Deviation 6.60808 .00000
182. a. Multiple modes exist. The smallest
value is shown
Reza chemicals
Statistics
Respondents Total
N
Valid 4 4
Missing 0 0
Strongly satisfied
Satisfied
Neutral
Dissatisfied
61
Mean 12.5000 50.0000
Median 13.0000 50.0000
Mode 8.00a 50.00
Std. Deviation 3.41565 .00000
183. a. Multiple modes exist. The smallest
value is shown
Sadara chemicals
Statistics
Respondents Total
N
Valid 4 4
Missing 0 0
Mean 12.5000 50.0000
Median 11.5000 50.0000
Mode 10.00a 50.00
Std. Deviation 3.10913 .00000
a. Multiple modes exist. The smallest
value is shown
Fouz chemicals
Statistics
Respondents Total
184. N
Valid 4 4
Missing 0 0
Mean 12.5000 50.0000
Median 12.5000 50.0000
Mode 6.00a 50.00
Std. Deviation 6.45497 .00000
a. Multiple modes exist. The smallest
value is shown
NAMA chemical groups
62
Statistics
Respondents Total
N
Valid 4 4
Missing 0 0
Mean 12.5000 50.0000
Median 12.5000 50.0000