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THE IMPACT OF HUMAN RESOURCE MANAGEMENT ON ORGANIZATIONAL PERFORMANCE(MBA THESIS)
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The study aims to identify the level of effectiveness in Human Resource Management (HRM) and its impact on employees' satisfaction in the banking sector of Jordan. A questionnaire was developed and administered to 540 employees in the banking sector of Jordan out of which 406 were returned to test research hypotheses. The findings revealed a high level of effectiveness of all HRM practices combined and for four individual practices (HR planning, staffing, training & development and performance appraisal); while, a medium level of compensation effectiveness was yielded. It has been found that employees' satisfaction level was medium. A strong positive relationship has been identified between the effectiveness of HRM and employees' satisfaction. The study recommended improving financial compensation system of banks, which would positively increase the level of employees' satisfaction. On the other hand, comparative studies between Islamic banks and commercial banks are highly suggested.
Bukola Babayeju
In the altering competitive environment, human resources are considered as one significant source for competitive advantage. The human resource systems can subsidize to persistent competitive advantage through enabling the expansion of competencies that the organization needs for its development. The findings revealed that the positive statistical relationships were found between the human resource management practices and organizational performance. The fundamental linkage between HRM practices and organizational performance will enable the HR managers to design packages that will bring out better operating results to attain higher organizational performance. When the organizations grip, gadget and evaluate these practices effectively, then ultimately it will culminate at the higher performance in the organization. Data was collected from the employees working in commercial banks in Dera Ismail Khan. The same data was then analyzed by using diverse statistical tools (correlation & regression analysis).
Usman Khalid
Middle-East Journal of Scientific Research
Procedia - Social and Behavioral Sciences
Didem Paşaoğlu
ERDOGAN KOC , Doç.dr. Nihat Kaya
International journal of academic research in accounting, finance and management sciences
sarina mohd nor
Euro Asia International Journals
In the present era of dynamic business environment, organisations are being posed with new challenges every day. Globalisation, Liberalisation, Mergers and Acquisitions, advances in communication and information technology, changing mix and values of workforce have created enormous challenges for business organisations. The sustainability and success of business organisations depends upon, how effectively these organisations use their resources. To cope with these challenges, human resources play very crucial role. Human Resource Management focuses on optimal utilisation and management of human resource capital to achieve maximum output. Effective human resource management encompasses wide spectrum of approaches and strategies starting from HR planning, Recruitment and Selection till the Separation of employees. The present study attempts to gain insight into HRM practices being followed by Public and Private sector banks and judge the satisfaction level of employees from these practices. A structured questionnaire is constructed containing various questions on three major dimensions of HRM i.e Recruitment & selection, Salary and Compensation, Training and Development. Survey on sample of 100 respondents from both the Public and Private sector Banks has been administered for the purpose of this study. The data is analysed using statistical measure of Chi Square test using SPSS. Keywords: Human Resource Management, Employee Satisfaction, Recruitment and Selection, Salary and Compensation, Training & Development, Chi Square Test
Abdirahim Abukar
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organizational performance can be equated with successful value creation for stockholders. It is argued in this dissertation that this perspective typically equates value creation with organizational financial performance; accordingly, this dissertation addresses the measurement of organizational financial performance.
The main objectives of the study are: 1)defining the firm's performance; 2) presenting leadership characteristics as a managerial and organizational process; 3) analysing the leadership ...
style on organizational performance. The objective of this thesis is to investigate how leadership style significantly influences organizational performance, as it is intended to determine the impact each lead-ership style has on organizational performance in Guinness Nigeria Plc, Benin City, Edo State, Nigeria.
Organizational performance is the ultimate dependent variable of interest for researchers con- cern ed with just abo ut any area of manag ement. Mar ket compe tition for custo mers, inp uts, and
the thesis studied organizational performance and tried to bring about some aspect the organization needs to improve on to have a better output from its employees. Key words Employee commitment, Motivation, Organizational Performance, Extrinsic and Intrinsic, Satisfaction.
2.1.4 Performance Appraisal System (PAS) Performance appraisal also known as performance review, formally documents the achievements of an individual with regards to set targets. It is a component of performance management system (PMS). The system has become an essential management tool in today's organizations.
Purpose -The purpose of this paper is to review the existing literature on determinants that influence. organizational performance and to develop a framework that could be beneficial for leaders ...
One of the most important factors in enhancing a company's performance is leadership. It is assumed that an organization's overall success is influenced by the type of leadership style used. The impact of leadership style on organizational performance at the cooperative bank of Oromia will be investigated in this study.
Organizational performance is a subjective perception of reality, which explains the multitude of critical reflection on the concept and its measuring instruments (Lebas, 1995; Wholey J., 1996). At present, there are a variety of definitions attributed to the concept of organizational performance due to its subjective nature.
(Suddaby, 2010). Institutions and fields largely influence organizational behavior, but they also likely influence the measures of organizational performance. The purpose of this project is to explore how organizational fields produce evolved means of measuring performance. Specifically, I examine this within the context of collegiate athletics.
Organizational performance According to Farlex (2012), it is the actual output/results of an organisation obtained when measured against its intended outputs (goals and objectives). Richard et al. (2009) propose that organizational performance encompasses three specific areas of organizations' outcomes financial
Since the application of transformational leadership to organizational settings over two decades ago, numerous studies have shown that followers of transformational leaders display above average performance (see Wang, Oh, Courtright, & Colbert, 2011 for a meta-analysis on the subject).
organization is successful if it accomplishes its goals (effectiveness) using a minimum of resources (efficiency). Thus, organizational theories that followed supported the idea of an organization that achieves its performance objectives based on the constraints imposed by the limited resources (Lusthaus & Adrien, 1998).
analysis of leadership situations by observing organizational and work outcomes (e.g. performance, commitment) based on levels of transformational leadership perceived at different ranks within an organization (Kuhnert & Lewis, 1987). Transformational leadership. The theory of transformational leadership, first envisioned by Burns (1978) and ...
sector. some potential benefits that could be realized by a non-governmental organization (NGO) as a result of implementing strategic management practices include improved decision-making, enhanced organizational performance, greater clarity of purpose, and better alignment between the organization's activities and its goals.
Factors Influencing Organizational Performance: Work Environment, Training-Development, Management and Organizational Culture January 2020 European Journal of Economics and Business Studies 6(1):16
The program uses the Four Capabilities Model as a leadership theory, focusing on the tasks and capabilities needed of leaders. I administered two surveys to the Sloan Fellows Class 2011. Surveys results suggest some of the benefits the program provides to individuals and organizations. Among these findings, my evidence shows that a higher ...
INSTITUTE OF GRADUATE STUDIES AND RESEARCH Business Administration Department THE IMPACT OF HUMAN RESOURCE MANAGEMENT ON ORGANIZATIONAL PERFORMANCE: Case Study of Private Banks in TRNC (MBA Thesis) Ugonna I. AGUTA Supervisor Assoc. Prof. Dr. Hasret BALCIOGLU Nicosia - 2013 CYPRUS INTERNATIONAL UNIVERSITY INSTITUTE OF GRADUATE STUDIES AND RESEARCH ABSTRACT In recent years, the Turkish ...
Name of thesis THE IMPACT OF TRAINING AND DEVELOPMENT ON ORGANIZATIONAL PERFORMANCE. Case Study: National Financial Bank Kumba Instructor Birgitta Niemi Pages 23+ 2 Supervisor Birgitta Niemi The subject matter of this thesis work focuses on the impact of employees' training and development on organizational performance.
Abstract The effect of leadership on organizational performance was examined in. this meta-analysis study. A total of 598 research studies were collected as a result of. the review, out of which ...
aimed at establishing the link between managing employee performance and organizational efficiency. The study will measure performance management practices using role clarity and employee performance reviews while organizational effectiveness will be measured using customer satisfaction and organizational image.
I, hereby assert that this thesis entitled "effect of employee's job satisfaction on organizational performance (case study of NIB international bank S.C)" is my own original work‚ Prepared under for the thesis have been dully acknowledged. I further confirm that the thesis has not been submitted either in part or in full to any other
The purpose of organizational culture is to improve solidarity and cohesion, and to stimulate employees' enthusiasm and creativity to improve the organization's economic efficiency. In addition, organizational culture greatly influences employee behavior. The aim of this study is to find out how organizational culture affects employee behavior.