Many organizations overlook the need and value of strengthening ethics because they have a code of conduct statement or occasional ethics training. However, these have proven to be ineffective in some cases. There are barriers throughout the organization that make it hard to consider stronger ethics and even harder to take effective actions. Unethical business practices are gaining more and more attention in various industries. Codes of ethics are being revisited with attention being placed on what may be missing. With unethical practices are on the rise, companies are asking themselves is do they have ethical leaders. Over the last decade, organizations have experienced its share of ethical dilemmas. The behaviors leaders have appropriated have resulted in one scandal after another. Headlines have been ripe with allegations of unethical behavior daily. Unethical behavior isn’t associated with one organization or industry. It spreads across organizations and people at the local, state, national and international levels. Betrayals by leaders seem to have catapulted to a larger scale and year after year the same betrayals continue. People have become weary and untrusting of organizations and for good reason. It seems that basic values have been regulated to an afterthought or no thought at all, behind profits and promotions. According to Agbim et al. it is important to explore how spiritual values influence one’s perception, choices, actions and relationships with others positively. The question this paper explores is, “Does one’s spirituality influence how leaders act at work?” Agbim et al. argue that the internalization and practice of spiritual values by leaders will ensure spiritually virtuous and ethical organizations.
The study aims to examine impact of gender-specific causes and factors on women entrepreneurship in rural areas of Pakistan. A sample of 342 were drawn from rural areas of Pakistan, by using Yamane, taro formula. Both males and females were selected using simple random sampling. Data was collected through survey close-ended questionnaire and analysis was done with descriptive and multinomial logistic regression on SPSS. The results indicate that gender discrimination, lack of female education, and access to capital are positively related, and are the main causes for women entrepreneurship in rural areas of Pakistan, whereas, illiteracy, restrictions, inferior status, women’s role in decision making, early marriages, negligence of government, family support, culture and tradition and men’s hold on markets, are the main factors that hinder women to become entrepreneurs. The present study provides key support for individuals and women entrepreneurs through a supportive environment, provide advanced entrepreneurial opportunities, help them develop new businesses. It contributes to the existing body of knowledge by highlighting the important role of rural women in social and economic development in order to explore an opportunity structure for entrepreneurial women in rural areas of Pakistan.
Land one of the basic implication starting place community prosperity and societal standing community in the globe. Like in many other developing countries, due to the urbanization, infrastructure expands and results into the land use and values are change. The problem is even more critical in towns and cities of the country where there is high rate of population growth and expanding of infrastructure. The purpose of this review to assess the land use and value change.
This paper aims to assess the Public Sector involvement and management support in tertiary institutions of Africa. The paper discusses how poverty has a negative impact on those students who would want to further their education and are not able to do so; as a result of their parents being trapped in poverty. Some governments of Africa have their ways of reaching out to such needy students. The government decided to provide courses such as educational diploma or degree which become entry requirements for any teacher. In Namibia, a course in education at tertiary level is freely offered by the university. This government commitment is ensuring that all students who have enrolled for these two courses or disciplines have access to tertiary education on the financial ticket of government and that once they complete they will be offered educational appointments as teachers. As years progress, this government financial support would be trimmed if the private sector is not involved. It is discovered that some students have completed their tertiary diplomas and degrees qualifications, but have to this end not been able to secure the job in the market.
The advent of technology and competitiveness has triggered a renewed focus on how organizations respond to change in their business environment [1]. Responding to change requires rigorous processes that generate data to diagnosis the case for change for effective decision making. There are many organizational models for diagnosing a case for change. Prominent models reviewed included the Leavit’s Model [2] which covers structure, Task, Technology/People, Weisbord’s Six Board Model [3], which examines purpose, structure, rewards, helpful mechanism, relationships, leadership, Mckinsey 7S Framework, which defines style, staff, systems, strategy, structure, skills, shared value.
As management accounting tools, budgets are internationally recognised for their role in planning of activities, and efficient allocation of resources in business entities. Preparation and utilisation of budgets for managing businesses is not without challenges. The purpose of this study was to establish the extent of preparation and utilisation of budgets by SMEs in the manufacturing industry in the Cape Metropole, with a focus on identifying the challenges faced by these entities in using these management accounting tools. To this end the study pursued a descriptive research design, collecting data from 108 owners/managers of SMEs in the manufacturing industry in the Cape Metropole. The data was collected through a questionnaire which contained closed questions and Likert-scale questions. Data analysis was conducted using SPSS version 24, and the results were presented through descriptive statistics in the form of percentages, means, standard deviations, graphs and tables. The results of the study show that close to 30 % of SMEs in the manufacturing industry in the Cape Metropole do not prepare budgets at all. Amongst the 70% who prepare budgets, 67% face challenges in utilising budgets. Overall, only 23% of the surveyed SMEs prepare budgets and utilise them without facing challenges.
Purpose: The Purpose of this research is to analyze the impact of Impact of Effective Recruitment and Selection along with succession planning towards leadership development, employee retention and talent management towards organization effectiveness in Pakistan. How recruitment and selection play the key role in the contribution towards leadership development, employee retention and talent management in Pakistan.Design/Methodology/Approach: This research is causal study in which we tried to explore some factors, which play a vital role in the success of selection process and succession planning. We used structured questionnaire for studying the responses of employers and employee on the employee selection process and to gather relevant data about the factors influenced on employee selection process and how succession planning impact on leadership development, employee retention and talent management.Findings: There is a significant association among the variables and the different variations between all of the variables is also positive which demonstrates that at any time there will be effective recruitment/selection and succession planning in any organization the whole performance of any organization will upturn.Practical implications: The author provide a clear guidance that it can comprehend in a way that when any organization will exercise Effective Recruitment and Selection and will recommend the carry out of Succession planning inside their organizations will eventually take an increase in the organizations performance in broader perspective.Originality/Value: The article provides a synopsis related to existence and importance of Effective Recruitment and Selection Along With Succession Planning towards Leadership Development, Employee Retention and Talent Management in Pakistan. The originality value of this research is the scope of the model which includes concepts were not collectively studied in past.
In this essay I discuss that because of the attribute errors linked to entrepreneurial opportunity, action contributes more insights on creating a venture than a strong idea or opportunity per se. Action can provide idiosyncratic market knowledge as a basis for sound judgment (in opposed to lousy judgment) and the subsequent decisions on whether to invest on an opportunity or not, mainly for the entrepreneurs with limited resources and experience.
It is believes that small scale mining entrepreneurs are pushed into entrepreneurship by poverty, culture and their values. However, argue that small scale mining entrepreneurs are pulled into entrepreneurship because of their need to diversify and to generate income. This article gives a critical review of the research that was done to explore whether small-scale mining entrepreneurs are affected more by push factors or by pull factors or whether both play a strong role. This comprised a literature review. In this paper, we highlight the findings of the systematic literature review on the push and pull elements of entrepreneurship in South Africa. It is not clear as to whether push factors or pull factors predominate or whether these key factors influence entrepreneurs equally. What emerged is that people are driven by different motives. These motives are influenced by factors such as age and gender.
Objective: To know the contributions of the entrepreneurial learning developed by master and undergraduate nursing students, with a view to insertion into the autonomous job market. Method: This is a qualitative and descriptive study carried out in the period between March and November of 2017, from the insertion of five master degree nursing students and 39 undergraduate nursing students in an activity related to the idealization of a nursing company, which were linked to the disciplines of “Innovative Technologies and Entrepreneurship in Nursing and Health” and “Organization and management in health and nursing”, respectively. Results: From the data coded by the content analysis, three categories emerged: Entrepreneurial learning environment-a creativity enhancer; Theoretical-practical artifice to transcend traditional practices; and empowering strategy of new possibilities of insertion into the job market. Conclusion: It is concluded that entrepreneurial learning, capable of stimulating the protagonism and creativity of the student, constitutes a possibility for production and technological development in the nursing area, as well as apropulsive strategy for new spaces for professional performance.
Organizational performance requires significant investment in employee learning. While studies on employee learning have been on the ascendancy within the domain of human resources management and development theory, there is a relative paucity of research on how employers measure the impact of employee learning programmes in Ghana. Using data from two organizations in Ghana, this paper considers the constraints and enablers that organizations face and suggests a framework to measure the impact of employee learning programmes. The findings conclude that three key factors are required in order to assess the impact of employee learning programmes within organizations namely organizational culture, theory of change and support systems.
Having committed employees is beneficent and sometimes essential for an organization. The current study investigates the mediating role of the job satisfaction in the relationship between authentic leadership and the organizational commitment. The participants of this study were 300 job holders working in different industries in Lahore, Pakistan. The Hayes’s Process showed full mediation. In this study, factor analysis (EFA/CFA) was conducted and different dimensions of all variables were witnessed, 3 new dimensions of organizational commitment and authentic leadership and job satisfaction become unidimensional by deleting a few items. The results of the factor analysis study also support the proposed hypotheses of the study. Moreover, the job satisfaction is better predictor of organizational commitment. When the leaders are authentic and well behaved with their employees, they become more satisfied and want to stay with the organization in future.
The prerequisite to leave one’s job or organization is the intention to leave that can be referred as turnover intention. It is the thinking and planning of employees to leave their job and organization due to different reasons. Since turnover intention is not explicit; it is difficult to determine the factors these lead to leave one’s job and organization. So this conceptual paper tried to summarize different factors affecting turnover intention of employees which are identified by different scholars and researchers. The researcher reviewed varies empirical works focused on the relationship between job satisfaction, job stress, organizational culture, organizational commitment, salary, organizational justice, promotional opportunity, demographic variables, leadership styles, and Organizational Climate.
The general aspect of entrepreneurship and its theory has gradually evolved in the past two centuries. Nonetheless, in the long transformation mainly during which a given society change from the presence of tribalism to the selfsustained economic prosperity, the closely shaped political, the social and economic based strands of the social fabric that changed their various patterns and also their relationships. In addition, the aspect of entrepreneurship within the plural and the social-oriented stratified communities like India is harder and also intriguing. Nonetheless, the impetus of this paper is to focus on the process of presenting brief concepts and philosophies of different authorities on the crucial and dynamic aspect of entrepreneurship. Entrepreneurship does play a vital role in the creation of an Avenue for the process of employability for rural-based societies, offering chances for people who are willing to venture into business and consequently it does improve the rural sector. The entrepreneurs who are in rural settings have changed their avenues into trading zones hence enabling them to become urban settings.
When the management thinks of results normal perception is that the training events will improve employee performance. Without knowing the target is like shooting an arrow in the dark hoping that might hit the mark. Organizations’ normal protocol to conduct TNA is while going through employee performance appraisal. However, TNA provides broader aspects to seeing the performance gaps and resource channelization. TNA serves organizations in several ways which might provide input into training design, base line data for evaluation, assess the gaps in performance, competency levels of individuals etc. Evaluation models rely on TNA to be able to gain the results of training or create an impact. The missing person in any stage of training is the immediate supervisor who is hardly consulted in developing the training, the contents of the training or while s/he is supposed to reinforce the learning in the requisite job. This paper highlights the missing pieces and aligning the TNA to Training Evaluation.
Contrary to the popular saying, managers are NOT having fun at work. In fact, nearly 70% of all employees are dissatisfied with their jobs. The reasons are many, and have been written about in numerous articles, but the underlying reason is that they are not having any fun! We believe that a fun and engaging workplace impacts employee engagement, morale, productivity and safety. We also believe that creating a fun atmosphere at work is accomplished only when management is having fun. The thinking is that if management is having fun at work, then employees will have more fun in a give-and-take feedback loop. We discovered six important factors that influenced managers to have fun at work. Among them were Mentoring, New Challenges, Empowerment, Peer/Co-Worker Relationships, Meaningful Work and Fun Activities (in order of importance). This qualitative study examines these factors and the significance of their influence on managers to have fun at work.
Given the high unemployment among young and well educated people, entrepreneurial initiatives may turn to be valid actions to mitigate such difficulties. High education schools can contribute to detect and support students with potential to become young entrepreneurs and they also can involve and inspire other students. In the sequence of a branch of research into student entrepreneurship that has been developed in recent years, the aim of this study is two-fold: firstly, to estimate the entrepreneurial propensity of students at a Portuguese polytechnic school and, secondly, to evaluate the importance of academic, personal and contextual factors that may be explanatory factors to this propensity. The present study is based on a sample of 277 students who were, at the time of the research (2013), enrolled in a Master’s degree or in a Bachelor´s degree. The results obtained suggest, at one hand, that student from management areas and students from more advanced curricular years present higher propensity to entrepreneurship but also, on the other hand, that knowing entrepreneurs examples and having previous management experiences potentiate such propensity, thus confirming the usefulness of higher connections between academia and firms.
