scholarly journals Organisational Diagnosis on Effectiveness: A Comparative Study of Public and Private Sector Organisations

2017 ◽  
Vol 4 (2) ◽  
Author(s):  
Dr. Sudhir K. Samantaray
Keyword(s):  
Private Sector ◽  
Organisational Culture ◽  
Line Managers ◽  
Public And Private ◽  
Organisational Effectiveness ◽  
Work Related ◽  
Structural Variables ◽  
Information And Communication ◽  
Frame Work ◽  
Public And Private Sector

Changes have taken place in the lives of Indian organisations due to globalization and developments in information and communication technology revolutions. The present research focused on comparative perspectives and conceptual frame work suggested by Daft (1995) to study public and private sector organisations relating to culture, structure and strategy on organisational effectiveness. 400 front line managers comprising of 200 public and 200 private sectors, were taken into consideration. Group t-tests were conducted to assess the similarities and dissimilarities among HR personnel. The findings made a modest empirical contribution to understanding the fundamental challenges of sectoral perspectives. On one hand, the findings confirmed significant differences between public and private sector employees in their perceptions of organisational culture, structure and strategy; and on the other hand, examined the theoretical model of the relationship between organisational effectiveness as a series of work-related outcomes stating no significant differences across the sectors. The study provided practical implications for organisational development in linking structural variables to performance; focused on organisational culture in organisational efforts; addressed organisational issues holistically; suggested future studies in the areas of measurement improvement; and explored further research questions.

EXPLORING THE HR PROFESSIONALS’ EMPLOYEE ADVOCATE ROLE IN A DEVELOPING COUNTRY: The case of Malawi

2012 ◽  
Vol 02 (12) ◽  
pp. 39-48
Author(s):  
Rhoda Cynthia Bakuwa
Keyword(s):  
Private Sector ◽  
Developing Country ◽  
Random Sample ◽  
Freedom Of Expression ◽  
Key Factors ◽  
African Countries ◽  
Line Managers ◽  
Public And Private ◽  
Private Sector Organizations ◽  
Public And Private Sector

This study specifically explored the key factors that significantly influence the performance of the employee advocate role by HR professionals in a developing country context – Malawi. The study used a standardised questionnaire administered to a random sample of 305 respondents (95 HR professionals, 121 line managers, and 89 employees) drawn from public and private sector organizations in Malawi. The standard multiple regression results revealed that the perception that HR professionals perform the employee advocate role was mainly influenced by the HR professionals’ ability to motivate employees through organizing regular staff meetings. The main implication of the results of this study is that organization of regular staff meetings to listen to the views and concerns of employees is fundamental to the enhancement of the HR professionals’ employee advocate role. Such meetings provide an opportunity for the employees to have their views and concerns heard which is in line with the current wave of democratic dispensation and freedom of expression in many African countries.

scholarly journals Assessment of Work-related Stress in Brunei Public and Private Sector Employees

2019 ◽  
Vol 9 (4) ◽  
pp. 221
Author(s):  
Lawrence Mundia
Keyword(s):  
Private Sector ◽  
Online Survey ◽  
Well Being ◽  
Middle Level ◽  
Work Related Stress ◽  
Public And Private ◽  
Work Related ◽  
Educational Counseling ◽  
Related Stress ◽  
Public And Private Sector

The aim of the present study was to investigate the prevalence of stress in work situations for 860 randomly selected Brunei public and private sector employees of both genders. A quantitative field survey was used to probe the problem. This strategy’s main difference and advantage compared to postal, telephone and online survey procedures was that it enabled an immediate collection of data onsite. Work-related stress was prevalent in Brunei public and private sector employees. Employees with low and middle level education were the most affected by work stress. In addition, workers who lived with parents and the chief income earners in the households were also distressed. Incorporation of an interview component would have helped in triangulation and interpretation of the survey findings. Prolonged and untreated work-related stress poses a high likelihood risk of lowering the quantity and quality of productivity in any work environment. Appropriate individual and group interventions (educational, counseling and psychotherapy) for vulnerable employees at risk of developing work-related stress problems were recommended. In addition, further research with interview probes was also desired to address the problem. To promote holistic employee mental health well-being, the labor force needs to operate in none-stressful work-places and live in stress-free contexts.

The Crucial Role of Leadership in Meeting the Challenges of Change

2005 ◽  
Vol 9 (2) ◽  
pp. 27-39 ◽  
Author(s):  
Beverly Alimo-Metcalfe ◽  
John Alban-Metcalfe
Keyword(s):  
Transformational Leadership ◽  
Private Sector ◽  
Crucial Role ◽  
Line Managers ◽  
Public And Private ◽  
Male And Female ◽  
Managing Change ◽  
The Subject ◽  
Public And Private Sector

One of the most important factors, in managing change effectively, is the nature of leadership exercised Much has been written on the subject of leadership, but most of it has emanated from US studies of ‘distant’ leaders (e.g. CEOs). We undertook research into the nature of ‘nearby’ leadership (day-to-day behaviours of line managers), in UK public and private sector organisations, since such behaviours must be embedded in the organisations' culture if effectiveness is to be sustained. This paper describes the findings from our major investigation, involving over 4,000 male and female managers and professionals, which resulted in a new model of leadership of a very different tenor to the dominant US ones. It also describes how we have used the 360-feedback instrument developed from the research—The Transformational Leadership Questionnaire (TLQ)—to support culture change programmes, and the major barriers to the effectiveness of such interventions.

scholarly journals How Sociodemographic Variables and Social Values Predict Work-Related General Anxiety in Brunei Public and Private Sector Employees

2019 ◽  
Vol 7 (2) ◽  
pp. 18
Author(s):  
Lawrence Mundia
Keyword(s):  
Private Sector ◽  
Family Members ◽  
Educational Background ◽  
Odds Ratios ◽  
Public And Private ◽  
Sociodemographic Variables ◽  
High Odds ◽  
General Anxiety ◽  
Work Related ◽  
Public And Private Sector

Background: Numerous studies show that employees tend to have anxiety and other psychological problems at places of work. The present investigation explored the prevalence of work-related general anxiety in 860 randomly chosen Brunei public and private sector employees.Methods: A quantitative field survey design was used to reach many participants and employed binary logistic regression procedure with backward elimination in analyzing the data.Results: Males were far less likely to have work-related general anxiety compared to females. Employees who sought help from prayer / religion were nearly 1.7 times more likely to have work-related general anxiety compared to those who do not get such help. Workers who regularly got help from family members on problems had also high likelihood of possessing a great amount of work-related general anxiety compared to those who did not often get help from family members. Employees with a low educational background had high odds ratios for possessing work-related general anxiety compared to those with high education.Compared to high scorers: (1) low scorers on peace and security variable were less likely to have work-related general anxiety; (2) low scorers on personal wellbeing and happiness were also less likely to experience work-related general anxiety; (3) low scorers on self-regulation and self-direction were as well less likely to have work-related general anxiety; and (4) low scorers on employer-employee relationships were equally less likely to have work-related general anxiety issues. However, (5) low scorers on moral obligations were 1.6 times more likely to have work-related general anxiety problems; (6) low scorers on satisfaction with work-related achievements were 1.9 times more likely to have work-related general anxiety; (7) low scorers on interpersonal trust variable had high odds ratios for having work-related general anxiety problems; and (8) low scorers on work stress problems were surprisingly also highly likely to have work-related general anxiety problems.Conclusions: Sociodemographic variables and social work values presented above had different effects on work-related anxiety in employees. These are the variables to which attention and priority should be directed and accorded when counselling workers.

An Empirical Study of Customers’ Awareness towards Value Added Services at Banks

2018 ◽  
Vol 3 (6) ◽  
pp. 22-34
Author(s):  
Vishal Kumar
Keyword(s):  
Private Sector ◽  
Urban Areas ◽  
Descriptive Analysis ◽  
Critical Role ◽  
Value Added ◽  
Public And Private ◽  
Information And Communication ◽  
Public And Private Sector ◽  
The Impact ◽  
Awareness Level

The growth of value-added services in the economy cannot undermine the relevance of information and communication technology at any point in time, because it plays a critical role in satisfying the needs of customers. Nevertheless, the question arises whether the customers are aware of the use of IT-enabled services. The current study focuses its attention on the Value-added Services i.e., the services that deliver value to the customers and its impact on customers’ satisfaction by taking into consideration their awareness level. For the purpose of a study, two public sector banks and two private sector banks have been selected from Chandigarh Tricity, India i.e., (Chandigarh, Panchkula, and Mohali) and customers are approached to study the impact of their awareness level on the value-added services of these banks. A sample of 400 customers of different age, qualification, occupation, annual income and locality was included in Data Analysis. Descriptive analysis was made with the help of SPSS. It is quite interesting to note that both public and private sector banks are focusing on the need of value-added services for customers so that they can easily meet their banking requirements, whereas people from rural and semi-urban areas are not much aware of the value-added services.

scholarly journals On Her Own Account: How Strengthening Women’s Financial Control Impacts Labor Supply and Gender Norms

2021 ◽  
Vol 111 (7) ◽  
pp. 2342-2375
Author(s):  
Erica Field ◽  
Rohini Pande ◽  
Natalia Rigol ◽  
Simone Schaner ◽  
Charity Troyer Moore
Keyword(s):  
Private Sector ◽  
Gender Norms ◽  
Female Employment ◽  
Financial Control ◽  
Public And Private ◽  
Indian Women ◽  
Work Related ◽  
And Gender ◽  
Public And Private Sector ◽  
And Training

Can increasing control over earnings incentivize a woman to work, and thereby influence norms around gender roles? We randomly varied whether rural Indian women received bank accounts, training in account use, and direct deposit of public sector wages into their own (versus husbands’) accounts. Relative to the accounts only group, women who also received direct deposit and training worked more in public and private sector jobs. The private sector result suggests gender norms initially constrained female employment. Three years later, direct deposit and training broadly liberalized women’s own work-related norms, and shifted perceptions of community norms. (JEL G51, G53, J16, J31, O12, O16, Z13)

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