Employee Welfare Measures in Public and Private Sectors

Employees' play a key role in the existence and growth of any organisation, therefore their welfare is essential. During the past few years, both public sector and private sector organisations have been contributing towards the employee's benefits and also increase their efficiency. Employees' welfare facilities include housing facilities, free medical facilities, retirement benefits, children and adult educational benefits, welfare measures for the employee's families, loan facilities, etc. If the organisations do not bother about the employees benefit, but expect efficient and high performance from them, it is a mere waste. So there is utmost need for the employee's welfare in any type of organisation. Organizations have to provide welfare facilities to their employees to keep their motivation levels high. A comparative study was undertaken to know the satisfaction level of the employees on the enforceability of various welfare measures in both the public and private sector organizations. The study also throws light on impact of welfare measures on the employees' performance.

Advances in Human Resources Management and Organizational Development - Management Strategies and Technology Fluidity in the Asian Business Sector ◽

Employee Welfare Measures

10.4018/978-1-5225-4056-4.ch013 ◽

2018 ◽

pp. 215-234 ◽

Cited By ~ 1

Author(s):

Chandra Sekhar Patro ◽

K. Madhu Kishore Raghunath

Keyword(s):

Private Sector ◽

Human Condition ◽

Pivotal Role ◽

Organizational Productivity ◽

Core Component ◽

Public And Private ◽

Employee Welfare ◽

Manufacturing Organizations ◽

Welfare Measures ◽

The welfare measures for employees in an organization have always and will keep playing a pivotal role in enhancing the morale of the employees. These schemes facilitate thrust for both the employee and employer relations. An employee's welfare is inherent core component, as they act as life blood for achieving the objectives of an organization. The main intention behind implementing the welfare measures is to secure the employee force by providing proper human condition of work and minimizing its hazardous effect on the life of the employees and their family members. This chapter determines the various welfare measures implemented with its impact on the employees' work efficacy in different public and private sector manufacturing organizations. This chapter also articulates the importance of welfare, symptoms of frustration, standards set by the employees, implications of welfare measures and its effectiveness on employees' and the organizational productivity.

Employee Welfare Measures

10.4018/978-1-6684-2405-6.ch057 ◽

2022 ◽

pp. 1141-1160

Author(s):

Chandra Sekhar Patro ◽

K. Madhu Kishore Raghunath

Keyword(s):

Private Sector ◽

Human Condition ◽

Pivotal Role ◽

Organizational Productivity ◽

Core Component ◽

Public And Private ◽

Employee Welfare ◽

Manufacturing Organizations ◽

Welfare Measures ◽

The welfare measures for employees in an organization have always and will keep playing a pivotal role in enhancing the morale of the employees. These schemes facilitate thrust for both the employee and employer relations. An employee's welfare is inherent core component, as they act as life blood for achieving the objectives of an organization. The main intention behind implementing the welfare measures is to secure the employee force by providing proper human condition of work and minimizing its hazardous effect on the life of the employees and their family members. This chapter determines the various welfare measures implemented with its impact on the employees' work efficacy in different public and private sector manufacturing organizations. This chapter also articulates the importance of welfare, symptoms of frustration, standards set by the employees, implications of welfare measures and its effectiveness on employees' and the organizational productivity.

Comparing Employee Attitudes towards Individualism-Collectivism across Public and Private Sector Organizations

Korean Journal of Policy Studies ◽

10.52372/kjps23102 ◽

2008 ◽

Vol 23 (1) ◽

pp. 19-47

Author(s):

Cho Tae Jun ◽

Faerman Sue R.

Keyword(s):

Public Sector ◽

Private Sector ◽

Public Management ◽

New Public Management ◽

Factor Model ◽

Employee Attitudes ◽

Public And Private ◽

The Public ◽

One hundred thirty on responses from public employees and 154 responses from private employees were analyzed to compare employee attitudes towards individualism-collectivism across public and private sector organizations. The present study provides knowledge to public management by showing that some organizational characteristics of public sector organizations (i.e., goal ambiguity, red tape, and public-service motivation) make the public-private distinction, whereas others do not. Additionally, we found that the distinction has been blurred as New Public Management (NPM) has been adopted recently in the public sector. Finally, we support the two-factor model of organizational collectivism and individualism, as well as report that organizational individualism differentiates public and private sector organizations. The theroretical and practical implications of the findings are discussed.

Preservation of Recorded Information in Public and Private Sector Organizations

Emergency and Disaster Management ◽

10.4018/978-1-5225-6195-8.ch072 ◽

2019 ◽

pp. 1537-1555

Author(s):

Nathan Mwakoshi Mnjama

Keyword(s):

Private Sector ◽

Good Governance ◽

Electronic Records ◽

Public And Private ◽

The Public ◽

Organizational Resource ◽

Public And Private Sector ◽

Long Term Preservation

The long-term preservation and accessibility of business records is often not accorded the attention that it deserves. Yet, records are a major organizational resource needed to support the current business of the organization as well as retaining the verifiable evidence of an organization's past programmes and activities. Records also serve as tools of accountability, transparency and good governance and provide reliable evidence in organizations' transactions and activities. The long-term preservation of records ensures that the organization is protected against costly litigation and that its interests and those of its employees are protected. This chapter lays emphasis on the need to preserve organizational records, the challenges facing preservation activities in the public and private sector organizations, the challenges of managing and preserving electronic records and proposes strategies for addressing these challenges.

تشخيص الثقافة التنظيمية في مؤسسات القطاعين العام والخاص حول عمل المرأة الإماراتية وتوليها مناصب إدارية وقيادية عليا

Horizons in Humanities and Social Sciences An International Refereed Journal ◽

10.19089/hhss.v1i2.23 ◽

2016 ◽

Vol 1 (2) ◽

Author(s):

Abdulfattah Yaghi

Keyword(s):

Organizational Culture ◽

Private Sector ◽

Women's Work ◽

Convenience Sample ◽

Public And Private ◽

The Public ◽

Women’S Work ◽

National Values ◽

هدفت هذه الدراسة إلى تشخيص الثقافة التنظيمية في مؤسسات القطاعين العام والخاص من خلال استطلاع آراء الموظفين الإماراتيين حول عمل المرأة الإماراتية وتوليها مناصب إدارية وقيادية عليا. وتم استخدام أسلوب المسح الميداني بتوزيع 1500 استبياناً خاصا بالدراسة على عينة عشوائية متيسرة من الموظفين الإماراتيين العاملين في مختلف الإمارات السبع في الدولة وتم استرجاع 1026 استبيانا مكتملا منها. وقد أظهرت نتائج تحليل التباين الأحادي وتحليل الانحدار المتعدد أنّ الموظفين يؤيدون عمل المرأة المواطنة خارج بيتها لكن مع وجود تخوف من أن يكون هذا العمل على حساب بيتها وأسرتها. كما أنّ الموظفين يؤيدون تولي المرأة الإماراتية مناصب إدارية وقيادية عليا في مؤسساتهم ويثقون بقدرتها على القيام بمهام هذه الوظائف. كما أظهر التحليل أن النساء الإماراتيات يفضلن العمل في وظائف تختلف عن تلك التي يفضلها لهن الرجال مع تشابه الطرفين في تفضيل عمل المرأة المواطنة في الوظائف الحكومية عموما. وقد تأثرت آراء الموظفين بعوامل رئيسية هي الجنس ومستوى التعليم ودرجة التمدن والتمسك بالقيم والعادات والتقاليد الإماراتية ودرجة المحافظه أو التحرر. وقد تمت مناقشة هذه النتائج وارتباطها بالثقافة التنظيمية وثقافة المجتمع في الإمارات العربية المتحدة. كلمات محورية: ثقافة تنظيمية، عمل المرأة، الإمارات، وظائف قياديةExamining the Organizational Culture of Public and Private Sector Organizations about the Work of Emirati Women and their Appointment in Administrative and Top Leadership PositionsThe purpose of the present study was to examine organizational culture in the public and private sectors by exploring Emirati employees’ opinion about local women’s work and leadership capabilities. Survey was used to collect responses from a convenience sample of 1500 employees of which 1026 were completed and analyzed using SPSS. Univariate and multivariate analyses showed that employees supported women’s work outside home but with concern that such work might come on the expense of their families. Employees also supported women’s appointment in administrative and leadership top positions with confidence in their leadership capabilities. Although expressed similar opinions, men were less supportive of women and have preferred different jobs for local women with governmental jobs being marked as the most suitable for Emirati women by both genders. Those opinions were influenced by employee’s gender, education, urbanization, commitment to national values, and liberalism. These findings have been discussed in relationship with organizational culture and culture of the society. Keywords: Women Work, Emirates, Leadership, Public Sector, Private Sector, Organizational Culture

The Organization of Animal Protection Investigations and the Animal Harm Spectrum: Canadian Data, International Lessons

Social Sciences ◽

10.3390/socsci11010022 ◽

2022 ◽

Vol 11 (1) ◽

pp. 22

Author(s):

Kendra Coulter

Keyword(s):

Private Sector ◽

Animal Welfare ◽

Statistical Data ◽

Animal Cruelty ◽

Public And Private ◽

Animal Protection ◽

The Public ◽

Canadian Data ◽

This paper offers the first overview of the Canadian animal cruelty investigations landscape. First, the public and private sector organizations responsible for enforcement are explained, followed by examination of the implications of this patchwork for reporting suspected cruelty. Key statistical data are presented about the types of issues and cases and investigator responses. Initial recommendations are then proposed, and the value of the animal harm spectrum is discussed, including how it can be mobilized to strengthen the operations of animal protection work and animal welfare policy across nations.

A Take on Employee Welfare Facilities and Employees' Efficiency

Wealth Creation and Poverty Reduction ◽

10.4018/978-1-7998-1207-4.ch037 ◽

2020 ◽

pp. 628-646

Author(s):

Chandra Sekhar Patro ◽

Madhu Kishore Raghunath Kamakula

Keyword(s):

Private Sector ◽

Human Condition ◽

Employee Morale ◽

Work Efficiency ◽

Public And Private ◽

Employee Welfare ◽

History Of ◽

Public And Private Sector ◽

Looking Back

Looking back into the history of welfare facilities for employees in an organization, they have always and will keep playing a pivotal role in enhancing employee morale. The welfare schemes in every organization facilitate impetus for employee and employer relations. Employees' welfare is inherent core component, as they act as life blood for achieving the objectives of an organization. The main intention behind implementing the welfare facilities, is to secure the employee force by providing proper human condition of work and minimizing its hazardous effect on the life of the employees and their family members. Welfare facilities are provided in every organization either public or private sector as these would go a long way to cherish their ultimate vision. The present study is an attempt to determine the various welfare facilities implemented with its impact on the work efficiency over different public and private sector organizations. This paper also draws an empirical evidence by studying the influence of welfare facilities on the employee's efficiency.

Managing Knowledge Resources and Records in Modern Organizations - Advances in Knowledge Acquisition, Transfer, and Management ◽

Preservation of Recorded Information in Public and Private Sector Organizations

10.4018/978-1-5225-1965-2.ch009 ◽

2017 ◽

pp. 149-167

Author(s):

Nathan Mwakoshi Mnjama

Keyword(s):

Private Sector ◽

Good Governance ◽

Electronic Records ◽

Public And Private ◽

The Public ◽

Organizational Resource ◽

Public And Private Sector ◽

Long Term Preservation

The long-term preservation and accessibility of business records is often not accorded the attention that it deserves. Yet, records are a major organizational resource needed to support the current business of the organization as well as retaining the verifiable evidence of an organization's past programmes and activities. Records also serve as tools of accountability, transparency and good governance and provide reliable evidence in organizations' transactions and activities. The long-term preservation of records ensures that the organization is protected against costly litigation and that its interests and those of its employees are protected. This chapter lays emphasis on the need to preserve organizational records, the challenges facing preservation activities in the public and private sector organizations, the challenges of managing and preserving electronic records and proposes strategies for addressing these challenges.

Institutional context and human resource management in Nigeria

Employee Relations ◽

10.1108/er-03-2017-0056 ◽

2020 ◽

Vol 42 (1) ◽

pp. 1-16

Author(s):

Darius Ikyanyon ◽

Phil Johnson ◽

Jeremy Dawson

Keyword(s):

Resource Management ◽

Private Sector ◽

Human Resource Management ◽

Human Resource ◽

Institutional Context ◽

Public And Private ◽

Content Type ◽

The Public ◽

Purpose The purpose of this paper is to explore how the institutional context influences human resource management (HRM) policies in the public and private sector in Nigeria. Design/methodology/approach The convergent parallel mixed methods approach was adopted for this study. Survey data were collected from 122 HR managers across public and private sector organizations in Nigeria as well as 13 qualitative interviews. ANCOVA was used to analyse quantitative data while thematic analysis was used to analyse qualitative data in order to understand the influence of institutions on HRM in the public and private sector in Nigeria. Findings Findings indicate that while coercive, mimetic and normative institutional mechanisms influenced HRM in both the public and private sector, the influence of coercive mechanisms was significantly higher in the public sector, largely due to the poor enforcement of labour legislation and attempts by private sector organizations to adopt neo-liberal approaches to HRM. Originality/value The study provides an understanding of the institutional context of HRM in Nigeria by highlighting how varying degrees of pressures from the environment create internal diversity in HRM approaches in the public and private sector.