scholarly journals A Voyage of Esprit-De-Corps: A Sectorial Comparison

2019 ◽  
Vol IV (II) ◽  
pp. 10-19
Author(s):  
Tabassum Naz ◽  
Allah Bakhsh Malik ◽  
Marium Din
Keyword(s):  
Decision Making ◽  
Private Sector ◽  
T Test ◽  
Faculty Members ◽  
Decision Making Process ◽  
Leadership Communication ◽  
Public And Private ◽  
Public And Private Sector

Esprit-De-Corps encompasses cohesion, loyalty and unity within an organization. The study is focused on the existing threads of EspritDe-Corps and its comparison in public and private sector universities. A sample of 533 faculty members was taken. The team STTEPS (T-TAQ) questionnaire was adapted for collecting the data. The data was analyzed through Percentage, mean and t-test. It was concluded that the strands of Esprit-De-Corps are more prevalent in private sector universities. It is recommended that faculty members may be involved in decision making process and trainings pertaining to leadership, communication and other live skills may be imparted.

Underlying values and competencies of public and private sector managers

2016 ◽  
Vol 5 (4) ◽  
pp. 371-387 ◽  
Author(s):  
Sean D. Darling ◽  
J. Barton Cunningham
Keyword(s):  
Decision Making ◽  
Public Sector ◽  
Private Sector ◽  
Critical Incident ◽  
Visionary Leadership ◽  
Political Environment ◽  
Public And Private ◽  
Content Type ◽  
The Public ◽  
Public And Private Sector

Purpose The purpose of this paper is to identify unique values and competencies linked to private and public sector environments. Design/methodology/approach This study is based on critical incident interviews with a sample of senior leaders who had experience in both the public and private sectors. Findings The findings illustrate distinct public and private sector relevant competencies that reflect the unique values of their organizations and the character of the organization’s environments. This paper suggests a range of distinct public sector competencies including: managing competing interests, managing the political environment, communicating in a political environment, interpersonal motivational skills, adding value for clients, and impact assessment in decision-making. These were very different than those identified as critical for the private sector environment: business acumen, visionary leadership, marketing communication, market acumen, interpersonal communication, client service, and timely and opportunistic decision-making. Private sector competencies reflect private sector environments where goals need to be specifically defined and implemented in a timely manner related to making a profit and surviving in a competitive environment. Public sector competencies are driven by environments exhibiting more complex and unresolvable problems and the need to respond to conflicting publics and serving the public good while surviving in a political environment. Originality/value A key message of this study is that competency frameworks need to be connected to the organization’s unique environments and the values that managers are seeking to achieve. This is particularly important for public organizations that have more complex and changing environments.

Influence of organizational rewards on organizational commitment and turnover intentions

2016 ◽  
Vol 38 (4) ◽  
pp. 596-619 ◽  
Author(s):  
Sajjad Nazir ◽  
Amina Shafi ◽  
Wang Qun ◽  
Nadia Nazir ◽  
Quang Dung Tran
Keyword(s):  
Decision Making ◽  
Organizational Commitment ◽  
Private Sector ◽  
Turnover Intention ◽  
Normative Commitment ◽  
Public And Private ◽  
Coworker Support ◽  
Content Type ◽  
Organizational Rewards ◽  
Public And Private Sector

Purpose – The purpose of this paper is to explore the relationship between extrinsic, intrinsic and social rewards and two components of organizational commitment and finally Chinese workers turnover intention in public and private sector. Design/methodology/approach – A questionnaire was utilized as the method for data collection. Structural equation modeling was utilized to examine survey data obtained from 202 employees in the southern part of China. Findings – The findings exhibit that extrinsic, social and intrinsic rewards were significantly related to affective and normative commitment. Findings suggest that satisfaction with extrinsic benefits, supervisor support, coworker support, autonomy, training and participation in decision making has substantial impact on employee’s affective and normative commitment. However, affective and normative commitment was negatively related to employee turnover intention. Research limitations/implications – This study covers different public and private-sector organization employees working in China. Therefore other geographical areas could be designated for future research endeavors with a bigger sample size. Practical implications – With the purpose of boosting employee commitment, managers must provide their employees with greater autonomy, appropriate training and participation in decision making in the organization, as well as enhancing supervisor and coworker support. Originality/value – This research investigates how Chinese employees with different categories of organizational rewards react to different kinds of organizational commitment and turnover intention in Chinese organizational context.

scholarly journals The Process of Decision-Making in Universities

1982 ◽  
Vol 12 (3) ◽  
pp. 1-9
Author(s):  
David J, Lawless
Keyword(s):  
Decision Making ◽  
Private Sector ◽  
Control Mechanisms ◽  
Full Data ◽  
Public And Private ◽  
Canadian Universities ◽  
The Public ◽  
Local Decision ◽  
High Standards ◽  
Public And Private Sector

Canadian universities are considered by some in the public and private sector to be inefficient organizations, largely because of the inability to make decisions related to cost effectiveness. There is a threat to introduce other control mechanisms into the decision-making autonomy of the universities. In fact, universities are very complex organizations and comparable with other complex systems. They are probably as effective in their operation as other organizations in the public and private sector when they are examined according to a set of criteria of effectiveness. They could be compared on these criteria but full data are lacking. In terms of their autonomy Canadian universities enjoy a greater amount of local decision-making than universities in many other countries. British and German universities, although they are quite different, achieve high standards without the same autonomy as Canadian universities. But are they really as efficient and should we allow ourselves to be pushed in the direction of control to which they are subject or should we resist it?

scholarly journals District decision-making for health in low-income settings: a case study of the potential of public and private sector data in India and Ethiopia

2016 ◽  
Vol 31 (suppl 2) ◽  
pp. ii25-ii34 ◽  
Author(s):  
Sanghita Bhattacharyya ◽  
Della Berhanu ◽  
Nolawi Taddesse ◽  
Aradhana Srivastava ◽  
Deepthi Wickremasinghe ◽  
...  
Keyword(s):  
Decision Making ◽  
Private Sector ◽  
Low Income ◽  
Public And Private ◽  
Public And Private Sector ◽  
Sector Data

scholarly journals Motivation and job satisfaction levels among medical and dental faculty members of Pakistan amidst the COVID-19 outbreak

Work ◽  
2021 ◽  
pp. 1-8
Author(s):  
Saqib Ali ◽  
Beenish Fatima Alam ◽  
Sara Noreen ◽  
Madiha Anwar ◽  
Sabeen Hashmat Qazi ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Public Sector ◽  
Private Sector ◽  
Online Teaching ◽  
Employee Motivation ◽  
Job Security ◽  
College Faculty ◽  
Faculty Members ◽  
Public And Private ◽  
Public And Private Sector

BACKGROUND: The novel coronavirus (COVID-19) has affected economies all over the world. The ability of an organization to grow is heavily influenced by job satisfaction and employee motivation. OBJECTIVE: This study examines the factors affecting employee motivation and job satisfaction among medical and dental college faculty members in Pakistan, both in the private and public sector, during the COVID-19 pandemic. METHODS: Medical and dental college faculty in Pakistan comprised the sample for this multi-centric cross-sectional study. A questionnaire, which was modified from an existing study, was distributed electronically. A student’s independent t-test was applied to compare the mean scores of the responses from public and private sector employees. RESULTS: Of the 466 total respondents, 55 %were female and 45 %male. Public sector faculty reported receiving adequate resources and preferred online teaching. Both public and private sector faculty reported being satisfied with regular workshops and training. Private sector employees demonstrated more satisfaction with workplace safety measures. Public sector faculty highlighted the positive influence of job security and timely salary payments on productivity. CONCLUSION: Faculty members from both the public and private sector find working from home to be easier and better for handling one’s workload. Public sector faculty noted job security, timely salary payments, and an individual’s sense of achievement as sources of motivation. Private institutes are more lacking in ensuring their faculty feel content and satisfied. Measures should be undertaken to improve the level of motivation felt by faculty members, especially in the private sector.

scholarly journals Quantifying the level of Emotional intelligence and Self Efficacy

2021 ◽  
Vol 3 (2) ◽  
pp. 163-172
Author(s):  
MUHAMMAD TUFAIL ◽  
MUHAMMAD BILAL ◽  
MUHAMMAD HAROON UR RASHID ◽  
DR. AAMIR ISHAQUE
Keyword(s):  
Emotional Intelligence ◽  
Private Sector ◽  
Self Efficacy ◽  
Faculty Members ◽  
Efficacy Data ◽  
Public And Private ◽  
The Difference ◽  
Public And Private Sector

Considering the increasing no of universities, the present study was carried out to quantify the level of emotional intelligence and self efficacy. Data was collected via well-established questionnaire from 96 faculty members of both Public and private sector universities located in Khyber Pukhtoonkhwa. Results indicate the difference of emotional intelligence and self efficacy in both the sector.

scholarly journals A common framework of natural capital assets for use in public and private sector decision making

2019 ◽  
Vol 36 ◽  
pp. 100899 ◽  
Author(s):  
Katie Leach ◽  
Annelisa Grigg ◽  
Brian O'Connor ◽  
Claire Brown ◽  
James Vause ◽  
...  
Keyword(s):  
Decision Making ◽  
Private Sector ◽  
Natural Capital ◽  
Public And Private ◽  
Capital Assets ◽  
Common Framework ◽  
Sector Decision ◽  
Public And Private Sector
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