Relationship between Organizational Change and Employee Motivation, Employee Satisfaction and Employee Commitment: A Study with Special Reference to ABC Shared Service Center in Sri Lanka

2021 ◽  
Vol 2 (2) ◽  
Author(s):  
Jayasekara L. K. B. M. ◽  
Jayasekara L. K. B. M.
Keyword(s):  
Organizational Change ◽  
Sri Lanka ◽  
Organizational Development ◽  
Employee Satisfaction ◽  
Descriptive Analysis ◽  
Work Organization ◽  
Employee Motivation ◽  
Total Sample ◽  
Service Center ◽  
Shared Service

Organizations are ever-changing and dynamic entities at today’s turbulent world of work. Organization change, which may or may not adhere to organizational development (OD) values and, in many cases, is not conducted through participatory methods. For the most part, downsizing via lowering costs and retrenching people has become synonymous with organizational change, causing fear among those who may be affected. Organizations are under increasing pressure to improve their abilities to increase employee support for change initiatives. Employees are critical to an organization’s efficiency and performance. Thus, it is crucial to look at change through the eyes of employees. If employees believe that the organizational change is not well conveyed to them, their motivation, satisfaction, and commitment is likely to be impaired, which could be counterproductive to the change process of the organization. As a result, it is important to figure out how the relationship between organizational change and employee motivation, satisfaction, and commitment, which is the purpose of this study. Since there is limited research on this phenomenon in the Sri Lankan context, this study aims to bridge the knowledge gap in the existing literature. To achieve the study’s objectives, a quantitative investigation was undertaken using positivist philosophy and the deductive approach. As a data collection approach, the survey questionnaire method was used. This study has a total sample size of thirty (whole employees of the selected organization). Survey data was analyzed using correlation analysis and descriptive analysis. Results clearly show that there is a significant positive relationship between organizational change and employee motivation, employee satisfaction and commitment in the ABC Shared Service Center in Sri Lanka. Further, the study reveals that employee satisfaction is the highest corelated dimension with the organizational change. Thus, the study conclude that organizationa

scholarly journals Analisis Dampak Disiplin Kerja Terhadap Motivasi Pegawai (Study Kasus Di Bpsdm Provinsi Jambi)

2020 ◽  
Vol 4 (1) ◽  
pp. 26
Author(s):  
Suwarto Suwarto
Keyword(s):  
Human Resources ◽  
Descriptive Analysis ◽  
Sampling Technique ◽  
Employee Motivation ◽  
Total Sample ◽  
Average Level ◽  
Human Resources Development ◽  
Development Agency ◽  
Descriptive Research ◽  
Resources Development

The purpose of this study is to find out: (1) an overview of work discipline, and employee motivation at the Jambi Province Human Resources Development Agency. (2) To determine the effect of work discipline on employee motivation at the Jambi Province Human Resources Development Agency. This research is descriptive and verification. The population in this study are employees of the Jambi Province Human Resources Development Agency. The research sampling technique used Stratified Sampling technique. The total sample in this study was 50 respondents. Data were analyzed using 2 (two) ways, namely using descriptive analysis using a Likert scale. Descriptive research results indicate, the average level of respondents' answers to the variable work discipline (X) of 3,188. The average level of respondents' answers to the motivation variable (Y) was 3.113.

Impliciete en expliciete communicatiestrategieën tijdens organisatieveranderingen

2011 ◽  
Vol 39 (4) ◽  
Author(s):  
Anna Wamsteeker ◽  
Mark van Vuuren
Keyword(s):  
Organizational Change ◽  
Public Sector ◽  
Communication Strategies ◽  
Communication Strategy ◽  
Service Center ◽  
The Public ◽  
Shared Service ◽  
Implicit And Explicit ◽  
Explicit Communication

Implicit and explicit communication strategies during organizational change: a case study on a shared service center implementation within the public sector Implicit and explicit communication strategies during organizational change: a case study on a shared service center implementation within the public sector In this case study, we used the Organizational Stakeholder Model of Change Implementation Communication (Lewis, 2007) to evaluate the communication strategy used during the implementation of a Shared Service Center in a large governmental agency. The model proves to be useful for describing the strategic choices made by the project managers. Most of the dimensions were recognizable in the communication efforts, even though most of these choices were made implicitly. Interestingly, several stakeholders disagreed with the project management team about the identification of the strategy. They experienced the communication efforts negatively rather than balanced or positive. The results show the complexity of communication during change and the ways people make sense of these dynamic processes. The strategy dimensions can be useful guides when managing complex changes like the implementation of a Shared Service Center.

Prozessoptimierung durch Shared Service Center

Controlling ◽  
2003 ◽  
Vol 15 (6) ◽  
pp. 301-308 ◽  
Author(s):  
Klaus Deimel ◽  
Sabine Quante
Keyword(s):  
Service Center ◽  
Shared Service

Shared Service Center

Controlling ◽  
2013 ◽  
Vol 25 (3) ◽  
pp. 159-162 ◽  
Author(s):  
Ann-Kathrin Fritze
Keyword(s):  
Service Center ◽  
Shared Service

Organizational Change in medium and large companies of Sugamuxi Valley

1970 ◽  
Vol 15 (1) ◽  
Author(s):  
José Javier González Millán ◽  
Miryam Teresa Rodríguez Díaz ◽  
Oscar Ulises González Millán
Keyword(s):  
Organizational Change ◽  
Change Management ◽  
Organizational Structure ◽  
Descriptive Analysis ◽  
Statistical Technique ◽  
Management Processes ◽  
Low Culture

To characterize the change management processes, barriers, policies and factors that currently favor medium and large companies of the Sugamuxi Valley. The type and method of study was descriptive – explanatory. The statistical technique used was descriptive analysis using 561 surveys in medium (22) and large (18) Sugamuxi Valley companies. The biggest barriers were: adherence to rules (51.2%), multidisciplinary professions (51%), imposing the criteria of the oldest workers (47.4%) and organizational structure (43.9 %). The stimuli were: support for patents and innovations (93%), support for artistic activities (90%) and scholarships for study (90%), event registration training (79.7%) and transportation to events (82.4%). The research reveals a low culture of change, with a lack of incentives and business forms of adaptability and flexibility.Este artículo muestra la carácterización de los procesos de gestión del cambio, barreras, políticas y factores que actualmente favorecen a las medianas y grandes empresas del Valle de Sugamuxi. El tipo y método de estudio utilizado fue descriptivo - explicativo. La técnica estadística utilizada fue el análisis descriptivo mediante 561 encuestas en medianas (22) y grandes (18) empresas del Valle de Sugamuxi. Los mayores obstáculos fueron: la adhesión a las normas (51,2 %), profesiones multidisciplinares (51 %), imposición de los criterios de los trabajadores más antiguos (47,4 %) y la estructura organizacional (43,9 %). Los estímulos fueron: el apoyo a las patentes e innovaciones (93%), apoyo a las actividades artísticas (90%) y becas de estudio (90 %), registro en eventos de capacitación (79,7 %) y transporte a los eventos (82.4 %). La investigación revela una baja cultura de cambio, con falta de incentivos y formas de negocio de adaptabilidad y flexibilidad.Este artigo apresenta a caracterização dos processos de gestão de mudança, barreiras, políticas e fatores que atualmente favorecem às médias e grandes empresas do Valle de Sugamuxl. O tipo e método de estudo utilizado foi o descritivo – explicativo. A técnica estatística utilizada foi a análise descritiva mediante 561 enquetes em médias (22) e grandes (18) empresas no Valle de Sugamuxl. Os maiores obstáculos foram: a adesão às normas (51,2 %), profissões multidisciplinares (51 %), imposição dos critérios dos trabalhadores mais antigos (47,4 %), e a estrutura organizacional (43,9 %). Os estímulos foram: o apoio às patentes e inovações (93%), apoio às atividades artísticas (90%), bolsas de estudo (90%), registro em eventos de treinamento (79,7%), e transporte aos eventos (82,4%). A pesquisa revela uma cultura com poucos índices de mudança, com falta de incentivos e formas de negócios de adaptabilidade e flexibilidade.

PENGARUH PELATIHAN DAN KOMPETENSI TERHADAP KINERJA KARYAWAN MELALUI MOTIVASI PADA PT. CIPTA KRIDA BAHARI JAKARTA DAN SUMATERA AREA

2016 ◽  
Vol 4 (3) ◽  
Author(s):  
Freddrick Tiagita Putra Baeha Waruwu, SE., MM.
Keyword(s):  
Empirical Evidence ◽  
Indirect Effects ◽  
Work Performance ◽  
Training Programs ◽  
Employee Performance ◽  
Descriptive Analysis ◽  
Employee Motivation ◽  
Direct And Indirect Effects ◽  
Dependent Variables ◽  
Positive Effect

The purpose of this study was to test and obtain empirical evidence about the direct and indirect effects of training and competence together to employees performance in PT. Cipta Krida Bahari. This study uses an explanatory approach Analysis and Descriptive Analysis, which aims to determine the effect of independent and dependent variables. Furthermore, the present invention will be described, by observation and research and describe the nature or the events ongoing at the time of the study and examine the causes of the symptoms. In this study examines the influence of variables of training, competence and motivation, simultaneously or partially on employee performance. The benefits of this research is that companies in improving the performance of employees through training programs, attention to improving the competence of employees, increase employee motivation, and in turn can help in improving the work (performance) of each individual employee. The results showed simultaneously and partially variable training and competency positive effect on employee motivation and improve employee performance

Grasping at Straws: Judicial Review of Legislation in Sri Lanka

ICL Journal ◽  
2020 ◽  
Vol 13 (3) ◽  
pp. 281-306
Author(s):  
Danushka S Medawatte
Keyword(s):  
Sri Lanka ◽  
Transitional Justice ◽  
Judicial Review ◽  
Descriptive Analysis ◽  
Executive Power ◽  
Sri Lankan ◽  
Legal Literature ◽  
Justice Process ◽  
Provincial Councils ◽  
The Impact

AbstractIn this paper, I attempt to examine the evolution of judicial review of legislation in Sri Lanka with a view to better understanding how it has impacted the democratic fabric and constitutional matrix of Sri Lanka. The impact that judicial review of legislation has had on rights jurisprudence, enhancement of democracy, prevention of persecution against selected groups are analysed in this paper in relation to the Ceylon Constitutional Order in Council of 1946 (‘Soulbury’ Constitution) and the two autochthonous constitutions of Sri Lanka of 1972 and 1978. The first part of the paper comprises of a descriptive analysis of judicial review of legislation under the three Constitutions. This is expected to perform a gap filling function in respect of the lacuna that exists in Sri Lankan legal literature in relation to the assessment of the trends pertaining to judicial review of legislation in Sri Lanka. In the second part of the paper, I have analysed decided cases of Sri Lanka to explore how the judiciary has responded to legislative and executive power, and has given up or maintained judicial independence. In this respect, I have also attempted to explore whether the judiciary has unduly engaged in restraint thereby impeding its own independence. The third part of the paper evaluates the differences in technique and stance the judiciary has adopted when reviewing draft enactments of the national legislature and when reviewing draft or enacted statutes of Provincial Councils. From a comparative constitutional perspective, this assessment is expected to provide the background that is essential in understanding the island nation’s current constitutional discourse, transitional justice process, and its approach to human rights.

PENGARUH LINGKUNGAN KERJA DAN PENGEMBANGAN KARIR TERHADAP KINERJA KARYAWAN PT ASTRA OTOPARTS TBK DIVISI SSC (Shared Service Centre)

2021 ◽  
Vol 9 (1) ◽  
Author(s):  
Dian Anggraeni ◽  
Eddy Sanusi S
Keyword(s):  
Career Development ◽  
Data Collection ◽  
Work Environment ◽  
Employee Performance ◽  
Field Research ◽  
Secondary Data ◽  
Sampling Technique ◽  
Service Center ◽  
Shared Service ◽  
Data Collection Technique

<em>The research objective was to determine the effect of work environment and career development on employee performance of PT. Astra Otoparts Tbk Division SSC (Shared Service Center). The research method, in this study using primary and secondary data sources, where the data collection is done by field research and library research. Respondents in this study were all employees of PT. Astra Otoparts Tbk Division SSC (Shared Service Center) as many as 72 respondents using the slovin technique with a tolerance level of 5 percent. The data collection technique used a questionnaire and the sampling technique used random sampling. The results of the study have an effect both partially and simultaneously on work environment and career development on employee performance at PT. Astra Otoparts Tbk Division SSC (Shared Service Center).</em>

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