Generic Competitive Strategies and Organizational Performance in Manufacturing Industries in Rwanda: A Case of Sulfo Industries Ltd

The business models incur high costs, limited uniqueness of feature of products and fewer resources that present the significant negative effect on organization performance. The overall study of this research is to assess generic competitive strategies and organization performance in Rwanda. The specific objectives were to determine the effect of cost leadership strategy on performance of Sulfo Industries Ltd, to examine the effect of differentiation strategy on performance of Sulfo Industries Ltd and to assess the effect of focus strategy on performance of Sulfo Industry Ltd. In research methodology, researcher used a descriptive research in both quantitative and qualitative. The target population was 135 from which a sample of 100 respondents was selected using formula developed by Slovenes. Therefore, researcher used a simple random sampling technique and data were analyzed using Statistical Package for Social Science version21. Findings and recommendations for this research provided a clear understanding and guidance for better management of Sulfo Industries Ltd. The information collected from respondents showed that 83.2% strongly agreed that Sulfo Industry applies generic competitive strategies where low costs led to desired performance. This was also agreed or confirmed by 13(12.9) of surveyed respondents. Therefore, differentiation strategy shows the uniqueness and premium price of products. This was as strongly agreed by 37(36.6) and 81(60.4) respectively. The information collected also revealed that 64(63.4) of surveyed respondents strongly agreed that the focus strategy aims at increasing the market share in a niche market to achieve performance. This was also agreed by 33(32.7) of surveyed respondents. However, the magnitude of association is indicated by regression of 1.040, which is statistically significant as the p-value is 0.000 as < 0.05. Moreover, it is highly recommended to maintain generic competitive strategies of Porters, which play a great role on organization performance within competitive market. The industry needs to establish code of conducts, undertake training opportunities, reduce unnecessary cost and encourage quality and quantitative products all these will lead to the desired performance. Keywords: Generic Competitive Strategies, Organizational Performance, Manufacturing Industries, Sulfo Industries, Rwanda

Assessing the Employee Well-Being and Performance in Small-Sized Construction Organization

Performance in paid work has for many years been studied as an important form of individual and group behavior, with researchers and practitioners often aiming for its enhancement through job design, staff selection and development, or shaping managerial style and organizational culture. In parallel with this interest in performance, psychologists in employment settings have also worked to understand the sources and consequences of well-being, motivation and performance. These three variables are examined together in the assessing the employee well-being in small-sized construction organization in Ekiti State. Employee well-being is considered as an important tool for enhancing worker’s performance and construction sector is not an exception. It has been empirically established that well-being has positive impact on construction worker’s performance. Moreover, empirical studies have shown that performance in the sector has been decreasing globally. This study therefore aims at understand the demanding working environment of the construction industry and the factors which lead to employees being troubled. The researcher was of the opinion that an improved well-being of employees can significantly improve the organization productivity. Quantitative research design was employed with same questionnaire administered on the population covered. Random sampling techniques were used to select small-sized construction organization sampled from a selected population in Ekiti State, Nigeria. Purposive sampling was used to administer questionnaires to various employees. 75questionnaires were administered to employee collectively and 70 was filled and returned which constitute 93.3% success rate. Questionnaire was designed in Likert scale of 1-5. Analysis was done by statistical packages for social sciences version 17. Descriptive statistics which include mean percentile and tables were used to present the data. One Way Analysis of Variance was used to determine whether there is relationship between well-being and organization performance. Data analysis and results on the factors affecting small-sized construction organization employee well-being indicates that there is a statistically significant linear relationship between well-being and performance. The result also revealed that there is a positive and significant relationship between well-being and employee’s performance which reinforces the reinforcement and expectancy theory of remuneration especially the concept of Thorndike’s Law of Effect meaning a response followed by a reward is more likely to recur in the future. The study concluded that well-being has impact on employees and organization performance and recommend that the employers of labor both private and government must not take the well-being of their employees for granted because it will result in low productivity.

Practice of Green Supply Chain Management and Organization Performance in the Manufacturing Industries of the Kathmandu Valley

This chapter aims to analyze the practice of green supply chain management and organization performance in manufacturing industries of Kathmandu valley. This study uses descriptive research design. Two hundred and seven manufacturing industries in three industrial estates (Balaju, Bhaktapur, and Patan) of Kathmandu valley were taken as a sample for the study whereas all 245 operating industries were the population of the study. The findings revealed that 33.3% of industries are highly practicing green supply management chain whereas 23.7% and 19.6% are practicing it moderately and less, respectively. It was found that industries of all scale—large, medium, and low—are equally practicing green supply management chain to a greater extent. Thus, the study concludes that manufacturing industries ought to consider the systemic interaction between the internal and external facets of the application of the GSCM and to ensure that their respective operations are integrated in order to achieve improved environmental and organizational efficiency and consequently to achieve economic benefits.

The Role of HRM for Innovation

Innovation is fundamental to organization performance and survival in a continuously changing and highly competitive world. In organizations, innovation occurs primary and foremost through purposeful and discretionary actions of knowledgeable and motivated individuals. However, despite some insightful studies, studies addressing the role of HRM in promoting innovation are in short supply. An enabling work environment—resources, motivation, and management practices—may be crucial for creativity and thus innovation. HRM policies and interventions have the potential to promote trust, cooperation, and collective codes and language. Therefore, the aim of this chapter is twofold: 1) to review the role of creativity and knowledge sharing for innovation and 2) to review the role of HRM for stimulating innovation through creativity and knowledge sharing. In so doing, the authors seek to shed light on the conceptual and analytical connections between motivation, creativity, knowledge, innovation, and HRM.

Effects of Employee Performance on the Implementation of Total Quality Management

Mother is a person who has many task and responsibilities daily. In addition, as a working mother, tasks and responsibilities are double and triple, for instance task and chores at home and task at the organization. Total quality management is practices and procedures that organizations use in order to enhance or improve the performance of the employee or the organization. Performance of working mothers is said to be not satisfactory, and their performance may drop after having babies. Some organizations and their colleagues don't seem to be helpful to working mothers after rejoining the workforce right after maternity leave ended. Some organization from other countries provide work-family support policies in order to help these working mothers to balance their lifestyle as mother and as an employee. Some researchers claimed that working mothers tend to have very happy children whilst underperforming in the organization. This chapter seeks to investigate the perception of working mothers on their performance after the implementation of total quality management.

Organization, Information, and Human Capital

Organization performance management (OPM) has been the threshold of profit and non-profit organizations for a century. OPM took off in the education arena in the past decades with the call for greater responsibility/accountability for education quality assurance and accreditation (QAA). This chapter proposes a strategic performance management system (SPMS) based on MBNQA/EFQM performance excellence frameworks to assess HEI organizational performance. It demonstrates that leadership is the precursor of HEI performance management in other performance criteria through three case studies in Thailand and Saudi Arabia. The HEI assessment of its processes/results using Process ADLI (approach, deployment, learning, integration) and Results LeTCI (levels, trends, comparisons, integration) shows that organization/infor/human capitals (OC/IC/HC) integration, individual/organization learning, and organization agility are the critical foundations for HEI successful OPM.

TRANSFORMATIONAL LEADERSHIP AND ENERGIZING ORGANIZATIONAL LEARNING: EMPIRICAL MODEL FOR IMPROVING COMMUNITY-BASED ECO-TOURISM PERFORMANCE IN INDONESIA

This paper aimed to examine the effect of transformational leadership, energizing organizational learning and teamwork efficacy on improving Indonesia community-based eco-tourism organization performance. A field survey was conducted in the Tasikmalaya tourism sector. A total of 205 eco-tourism workers were surveyed to obtain data. This study offered a conceptual model for variable proposed to improve the eco-tourism community performance. The findings show that transformational leadership and energizing the organizational learning process positively affects organizational performance in the eco-tourism community. The author argues that energizing the organizational learning process mediates the relation between transformational leadership and organizational performance. This study addressed gaps in transformational leadership literature and practices by examining the interactions between energizing organizational learning process and eco-tourism workers teamwork's efficacy.

Factors Influencing Organizational Performance in Hotel Sector of Nepal

The present study is designed to identify the factors influencing organizational performance based on native research work carried out through field study. Adopting descriptive cum analytical research design, this study is based on primary data obtained from the hotels located inside the Kathmandu valley of Nepal through the use of a five-point Likert-type questionnaire. With the help of the random sampling technique, 130 employees working in 23 hotels in the position of executive, managerial and officer’s level are taken as sample respondents. Four different variables affecting hotels' performance i.e., qualification, training and experience, administrative efficiency and location are taken as the independent variables and organizational performance as the dependent variable. Descriptive and inferential statistics have been used in this study. All the variables obtained Cronbach alpha value greater than .65, which shows the consistency on items taken for the study. The correlation analysis showed a strong positive correlation between organization performance and performance factors in the Nepalese hotel sector. Moreover, the regression analysis indicated that qualification of the employee, administrative efficiency of hotel management and training and experience provided to the employee are found strong predictors of organizational performance but the location factor was not found the determinant of organization performance in the Nepalese hotel sector. This study can further expand by adopting other variables affecting organizational performance in the hospitality sectors of Nepal.

Modified Failure Mode and Effect Analysis Approaching to Improve Organization Performance based on Baldrige Criteria- A Case Study of AN Electro-medic Industry

Full attention is paid to quality in manufacturing; however, less effort is made to develop the organizational performance, which drives overall manufacturing quality. This research measures performance of one manufacturing company that in 2020 experienced surging in demand and experiencing barriers to social activities due to the pandemic. The evaluation was carried out using seven variables from the Malcolm Baldrige Criteria for Performance Excellence (MBCfPE) which were elaborated into 43 indicators of organizational performance. Weaknesses and strengths of organizational performance were sharpened through focus group discussions with experts and ended with a performance improvement solution with a priority rank based on risk priority numbers (RPN) of the FMEA method. The highest RPN is 567 and 432, respectively, for national standard implementation in a particular product and operational scheme during emergency conditions like the Cov-19 pandemic. This study contributes to Indonesian research that combines questionnaires and FMEA improvement analysis based on the US Baldrige criterion.

Influence of Employee Performance Contracting on Organization Performance in Kapenguria County Referral Hospital Kenya

Performance contracting is a strategic technique that uses feedback loops to meet desirable targets. Introduction of performance contracting by the government was seen as effective and hopeful method for improvement of the performance in public institutions and state agencies. Past Studies on Performance contracting, and Organization performance shows that there had never been a study on how Performance Contracting influences performance of County Referral Hospitals and there lay the research gap. The research main objective was to ascertain the effect of performance contracting results on organizations performance in Kapenguria County Referral Hospital. In a specific way, the study sought to find out how performance contract target setting influence performance of the Hospital. The target population was 291 employees of Kapenguria County Referral Hospital, the study used a stratified random sampling technique to get the sample size which was 184 employees. Descriptive research design was adopted by this study. The study utilized primary data mainly collected using structured questionnaires. The data collected was then analyzed using descriptive and inferential statistics with the help of SPSS. Tables were used to present the results of the study. The study found out that there was a positive and significant relationship between Target setting and Organization performance, this, therefore, implied that setting of targets in performance contracting influenced the organizational performance. results of ANOVA established that there was a significant mean because the coefficients were all less than 0.05. lastly, all independent variables had statistically significant association with the dependent variable at 95% level of confidence. The study, therefore, concludes that performance contracting greatly influence organization performance. Going by high affirmation of the respondents, Performance contracting enhances assertion of more effort by employees to their duties and tasks, motivates employees when rewarded or recognized based on the results of evaluation, enhances work accountability in the organization among others. this study recommends that there should be adequate consultation and involvement of employees in setting of targets, this will lead to high employees’ commitment to the set targets and in turn enhance achievement of the general organizational targets.