scholarly journals IMPACTS OF LABOUR SHORTAGE ON ORGANIZATION PERFORMANCE: A CASE STUDY MINISTRY OF WATER AND IRRIGATION-TANZANIA

2019 ◽  
Vol 3 (03) ◽  
Author(s):  
James Kalimanzila Matemani
Keyword(s):  
Human Resources ◽  
Organizational Performance ◽  
Paper Analysis ◽  
Working Environment ◽  
Good Working ◽  
Labour Shortage ◽  
Rural And Urban ◽  
Key Players ◽  
The Government ◽  
Good Working Environment

Labour shortage is the most challenging factor in economic growth in Tanzania particularly in Water and Health sectors. The Ministry of Water currently is facing critical labour shortage particularly technical staffs and engineers in both rural and urban water Offices. This problem have caused by many factors including, lack of promotion, lack of motivation, job mishmash, and low salary. This paper analysis and demonstrated recognition and good working environment as the key players in retaining labour and removing labour shortage in an organization. Many scholars demonstrates low salary and promotion as the only key players and forget about good working environment and recognition. The objective of this study is to investigate the scope and impacts of labour shortage on organizational performance. Likewise, the study have more significant in reminding the organization about the values of Human Resources for its development. In analyzing the study problem in this study conceptual and theoretical framework have been used. The study have used both qualitative and quantitative method in collecting and analyzing data obtained from different sources. Likewise this study have used hypothesis and theories to describe the results. The results of this finding is described through figures percentages and statistics chats which shows the importance and significant of promotion and good working environment in employees retention. All in all Tanzania suffers from considerable human resources constraints including inadequate staffing, imbalances in deployment and retention of professional water technical experts and supporting staffs, hence poor service delivery and economic stagnation, here the government must create good policies and proper environments to the workers.

Research on Intelligent Control of the Dust in Coal Mining

2012 ◽  
Vol 482-484 ◽  
pp. 1805-1808
Author(s):  
Zhao Ran Zhang ◽  
Guo Qing Liu ◽  
Xiao Sheng Bai ◽  
Guo Liang Yang
Keyword(s):  
Coal Mining ◽  
Intelligent Control ◽  
Coal Dust ◽  
Working Environment ◽  
Coal Face ◽  
Good Working ◽  
Mining Coal ◽  
Good Working Environment

The harm of coal dust under mining coal is really serious, so how to effectively control it has always been a tough problem. This paper analyzes the cause of creating dust over the coal face, and introduces the application of dust intelligent control in detail based on the reality situation of coal mining. Though the application of intelligent dustproof system, the concentration of the coal dust has been reduced by 333.9mg/m3 to 21.7mg/m3, the result is creating a good working environment for workers, this system has the higher valuable application.

scholarly journals Factors Associated with Service Performance among Community Health Center Employees in Karanganyar, Central Java

2020 ◽  
Author(s):  
◽  
Setyo Sri Rahardjo ◽  
Bhisma Murti ◽  
◽  
Keyword(s):  
Community Health ◽  
Health Center ◽  
Community Health Center ◽  
Service Performance ◽  
Working Environment ◽  
Cross Sectional ◽  
Factors Associated ◽  
Good Working ◽  
Central Java ◽  
Good Working Environment

ABSTRACT Background: Based on the strategic plan of the Karanganyar Health Office, the good accreditation and performance assessment of community health center have not yet been achieved. This is inseparable from the performance of the employee service per-formance. This study aimed to determine factors associated with service performance among community health center employees in Karanganyar, Central Java. Subjects and Method: A cross-sectional study was carried out in 21 community health centers, Karanganyar, Central Java, in October-November. A sample of 210 employees in community health worker was selected by simple random sampling. The dependent variable was service performance. The independent variables were age, edu-cation, tenure, incentive, motivation, skill, satisfaction, accreditation status of commu-nity health center, and working environment. The data were collected by question-naire. The data were analyzed by a multiple logistic regression. Results: Service performance increased with age ≥38 years (b= 1.09; 95% CI= 0.19 to 1.99; p= 0.018), education ≥diploma 3 (b= -0.40; 95% CI= -1.67 to 0.87; p= 0.535), tenure ≥3 years (b= -0.71; 95% CI= -1.79 to 0.37; p= 0.199), good incentive (b= 0.96; 95% CI= -0.28 to 2.19; p= 0.128), good motivation (b= 0.93; 95% CI= 0.09 to 1.77; p= 0.030), good skill (b= 0.97; 95% CI= 0.06 to 1.88; p= 0.037), satisfied (b= 0.92; 95% CI= 0.05 to 1.78; p= 0.037), and good working environment (b= 0.95; 95% CI= 0.11 to 1.80; p= 0.026). Conclusion: Service performance in community health center employees increases with age ≥38 years, ≥diploma, ≥3 years of service, good incentive, good motivation, good skill, satisfied, and good working environment. Keywords: service performance, employee, community health center Correspondence: Mujiran. Masters Program in Public Health, Universitas Sebelas Maret, Jl. Ir. Sutami 36 A, Surakarta 57126, Central Java, Indonesia. Email: [email protected]. Mobile: +62 812-2603-915. DOI: https://doi.org/10.26911/the7thicph.04.41

scholarly journals The Effect of Adaptive Ability, Communication Skills, and Work Environment on Performance of Medan Mayor's Office with Teamwork as Intervening Variables

2021 ◽  
Vol 1 (4) ◽  
pp. 406-417
Author(s):  
Siti Novia Rachmawati ◽  
Prihatin Lumbanraja ◽  
Elisabet Siahaan
Keyword(s):  
Organizational Performance ◽  
Work Environment ◽  
Communication Skills ◽  
Communication Skill ◽  
Employee Performance ◽  
Working Environment ◽  
Performance Achievement ◽  
Good Communication ◽  
Research Population ◽  
The Government

Having a reasonable effort of adapting to the change will improve the organization's performance. Good communication with the leaders, colleagues, and employees will ease communicating the organization's problems for achieving the best organizational performance. A good work environment will influence more the employee's motivation to work to improve the employee's performance. Conducting the working programs, the government will establish teamwork to fasten the organization's performance achievement. This research aims to analyze the influence of adaptability, communication skills, and working environment on employee performance at Medan Mayor's Office with teamwork as the intervening variable. This research population is government employees at Medan mayor's office with a total of 555 employees, with the amount of the sample being 232 employees. The analysis uses statistics and path analysis. The result shows the adapting ability, communication skills, and working environment directly significantly influence teamwork, and then the adaptability, communication skill, and work environment positively and significantly affect employee performance. Indirectly, collaboration is positively and significantly able to mediate the relationship between adaptability, communication skill, work environment, and employee performance. Therefore, teamwork is significantly able to be the intervening variable in this research.

Special Environmental Problems Associated with Mechanized Sorting Offices

1969 ◽  
Vol 184 (8) ◽  
pp. 324-327
Author(s):  
P. E. Marriott
Keyword(s):  
Environmental Problems ◽  
Working Environment ◽  
Future Generations ◽  
Design Standards ◽  
Good Working ◽  
Current Design ◽  
Additional Costs ◽  
Good Working Environment

This paper surveys the problems involved in the provision of a good working environment in mechanized sorting offices, particularly those problems, such as heat, noise, dust, and lighting, which stem from or are accentuated by the introduction of postal machinery. Current design standards and methods are outlined and estimates are made of the additional costs which can be attributed to mechanization. Possible ways of easing these problems in future generations of sorting offices are discussed.

scholarly journals Good Working Environment and Work Performance Across Higher Institutions in Buea

2021 ◽  
pp. 64-89
Author(s):  
Ntoung Agbor T. Lious ◽  
Helena Maria S. Oliveira ◽  
Liliana M. Pimentel
Keyword(s):  
Work Environment ◽  
Work Performance ◽  
Employee Commitment ◽  
Sampling Technique ◽  
Working Environment ◽  
Employee Relations ◽  
Teaching Staff ◽  
Good Working ◽  
Higher Institutions ◽  
Good Working Environment

The objective of this study was to examine how good working environment on work performance of teachers across private higher institutions in Buea. The sample size included a total of one hundred and seven (107) teachers drawn from one hundred and eighty seven (187) teaching staff of the selected institutions. Nine (9) schools were first selected purposely base on their staff strength. Then four schools were further selected using the simple probability random sampling technique. Respondents were then selected proportionately to the size of the various teaching staff. Data was analysed using both descriptive and inferential statistics. The researcher used a multiple regression model that predicted effects of work environment on employee commitment in the Buea municipality. Findings from the study showed that employer/employee relations, working condition and reward and compensation were positive and significantly affect the commitment of teachers in private higher institutions of learning in Buea. It was therefore concluded that work environment positively affects employee commitment in private higher institutions in Buea.

scholarly journals Employee Motivation in Private Schools of Birgunj Metropolitan City

2020 ◽  
Vol 10 (1) ◽  
pp. 157-168
Author(s):  
Lalan Dwibedi
Keyword(s):  
Organizational Performance ◽  
Private Schools ◽  
Positive Impact ◽  
Employee Motivation ◽  
Working Environment ◽  
Motivating Factors ◽  
Descriptive Research ◽  
Metropolitan City ◽  
Promotion System ◽  
Good Working Environment

The paper aims to find out which motivational factors can effectively increase employee motivation, to know whether the delivered incentives are sufficient or not and also to know effect of incentives in their performance. Motivation and its influence on organizational performance has always remained highly researched area and have gone through many discussions and repetitions. In this research both exploratory and descriptive research design used to explore employee motivation issues in schools of Birgunj Metropolitan city. Data was collected through Questionnaire and content analysis. It is revealed that motivating factors and motivational packages has positive impact on employee motivation in private schools. The responses of this paper were analyzed and found that monetary and non-monetary both incentives are active tools to motivate workforce. Good salary and allowances have been used as monetary motivators, while, good working environment, freedom to work and recognition as non-monetary motivator. This study has recommended that promotion system of the career development is desired to satisfy and motivate the employee. Moreover, the work appreciation should craft the feeling that they are value for the organization.

HR metrics and workforce analytics: it is a journey, not a destination

2019 ◽  
Vol 27 (1) ◽  
pp. 4-6 ◽  
Author(s):  
Subhashini Durai D. ◽  
Krishnaveni Rudhramoorthy ◽  
Shulagna Sarkar
Keyword(s):  
Human Resources ◽  
Organizational Performance ◽  
Human Resource ◽  
Design Methodology ◽  
Decision Makers ◽  
Working Environment ◽  
Strategic Decision ◽  
Content Type ◽  
Existing Problems ◽  
Practical Implications

Purpose The main objective in adopting the use of metrics and analytics is to use the expertise of HR professionals in human resource management regarding their understanding of the best way to recruit, select, train, design, motivate, develop, evaluate, and retain employees at an organization to help achieve its goals more effectively. Design/methodology/approach The first and foremost step to generate metrics and analytics strategies in an organization is identification of existing problems faced by them. Owing to the changing environment and global requirement, the labor measurement also changes. The main focus is on the problems faced by the organization and human resources in the working environment. Findings Through the use of human resources measures and workforce analytics, decision-makers will gain the ability to more effectively manage and improve human resources programs and processes. This in turn improves the effectiveness of the workforce and organizational performance. Practical implications Metrics and analytics is a better problem-solving measure in organizations, because in any situations, decisions are made after analyzing the tactical choices. Social implications The development of effective human resource metrics and workforce analytics is likely to be seen in the future as a very important source of competitive advantage. Originality/value The use of human resource metrics and workforce analytics improves organizational effectiveness and strategic decision-making of managers that positively impact the organization’s performance as a whole.

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