Organizational Effectiveness

Organizational effectiveness through Information Technology is an enduring research question. The illusive relation among Information Technology and organizational effectiveness performance calls for further research into intermediate organizational variables through which Information Technology may influence the organizational performance. This study proposes that Knowledge Management is a critical organizational capability through which Information Technology influences Organization's Performance. In the context of pubic as well as private organizations, the study examines how the Information Technology resources of an organization should be organized and managed to enhance the organization's Knowledge Management Capability, and whether and how Knowledge Management Capability influences organization's performance.

This study aims to examine the impact of knowledge management on institutionalexcellence in the General Coordinator of the Governorates in the Kingdom of Bahrain. The researchersutilized a combined measure of the four-dimensional knowledge management standards (knowledge generation, knowledge storage, knowledge sharing, and application of knowledge) and the measurement of institutional excellence (culture of excellence, leadership excellence and human skills) to achieve the aim of the study. The study used a questionnaire survey to collect data and distribute 162 questionnaires which were selected randomly. A regression analysis was utilized to analyze the collected data. Results reveal that the most significant dimensions of knowledge management in relation to institutional excellence were the application of knowledge (0.781), knowledge generation (0.684), while human skills is the most important element of institutional excellence in relation to knowledge management. Further, the knowledge storage was the most significant knowledge management component with an average of 3.655. Findings reveals that Knowledge collection and storage is conducted at a very advanced level in Bahrain. Bahrain utilizes an extensive database on its population and actively collects and stores data at all levels. For instance, the ID that is carried by all residents in Bahrain (CPR) has all the relevant data on the holder and is updated regularly. Also, the use of e-banking and marketing is widely used by the government, business organizations, NGOs and the vast majority of residences in Bahrain.. K EY W ORDS

Purpose - This paper reports the findings of a study examining the relationship between “Competency Based Human Resources Practices” and “Organisational Productivity”.

Design / Methodology / Approach - Competency Based HR Practices, Organisational Productivity were assessed in an empirical study based on a sample of 161 respondents in companies based in India having Leadership Competency practices.

Findings - The findings from Structural Equation Modelling (SEM) reveal that the competency models are influencing Human Resource Practices in Succession Planning, Capability Building, Superior Performance, Better Selection, and Assessment Centre. The direct relationship between competency Based HR practices and Organisational Productivity and Adaptability was found.

Practical Implications - The framework provided in this paper helps practicing managers using leadership competencies to effectively apply in Human Resource practices for specific strategic needs of the organisation. The paper also highlights the significance of Organisational productivity from competency based HR perspective.

Originality / Value – The relationship between “Competency based HR Practices” and “Organisational Productivity” were explored theoretically and tested empirically in an Indian context.

Keywords: Competency Model, Leadership Competencies, Organisational Productivity, Competency Based HR Practices.

Through the lens of stakeholder theory, this article deepens our understanding of financial and nonfinancial performance outcomes in family firms across multiple stakeholder categories, including the family level of analysis. Based on this foundation, we develop a typology of performance relationships between performance outcomes: overlapping, causal, synergistic, and substitutional. We argue that these relationships, when used between constructive (positive) performance outcomes, are able to increase stakeholder satisfaction, which in turn increases organizational effectiveness. Through this analysis, we extend the common one-dimensional and cause-effect understanding of performance in family firms and move toward a comprehensive stakeholder performance perspective, which provides insights for increasing organizational effectiveness of family firms.

What determines whether banks are operating effectively? This study focused on critically analyzing organizational effectiveness between banks in Zimbabwe. Empirical findings from emerging economies show that foreign-owned banks are more profitable when compared to their locally-owned counterparts (Berger et al., 2009; Demirguc-Kunt and Huizinga, 2002). The studies pointed out that the locally-owned banks are relatively less efficient and less profitable as a result of the following reasons: low market share, scarcity of financial resources, poor market capabilities, and poor access to capital markets. Studies in developed economies indicate less profitability and efficiency among foreign-owned banks as compared to locally-owned banks (Berger et al., 2000; Claessens et al., 2001). This study considers organizational effectiveness in terms of profitability, growth and long-term sustainability. The two sampled banks were primarily examined using information from Bankscope database. The Bankscope database was used because the database is considered one of "the most comprehensive global database for banks' financial statements, ratings and intelligence" (Bureau van Dijk, 2016). The study found that there are no significant differences between the financial performance of banks in Zimbabwe. The banks in Zimbabwe are also adopting the models, frameworks, and methodologies of determining organizational effectiveness.

The aim of this study is to investigate the relationship between training and development with organizational effectiveness. The research data is collected by developing questionnaire , the research is of qualitative method which tends to address the quality of things in a depth rather than numerical data about the questionnaire , its composed of two parts , the first one interested in collecting personal data , which the second section is shining light on the areas of (training , development and organization effectiveness) the sample were both male and female The researcher had collected the data at private universities by using a random sample , 120 questioners were delivered to different levels of employee at private universities and 102 of them responded to it , the analysis was undertaken by using SPSS. In this study, the researchers tried to shine a light on the training and development and how they can affect effectiveness of an organization for which the researchers decided to choose private universities to distribute my questionnaire and receiving them after they have filled it. the first research question that the researchers have found there is relationship between training and development and also the second research question that the researchers have found that there a direct impact of development programs on the organizational effectiveness and its progress and development is essential for an effective organization.

In today's world, supply chain management (SCM) is a key strategic factor for increasing organizational effectiveness and for better realization of organizational goals such as enhanced competitiveness, better customer care and increased profitability. The era of both ...

This is an open letter to the National Legislature of the Republic of Liberia. First written and sent to the House Speaker in 2007, the letter called on Liberia's lawmakers to enact a code of conduct for all public officials as well as an FOIA - Freedom of Information Act for Liberia. The letter underscores the author's deep concern about good governance issues in Liberia.

Abstract

Purpose – To investigate the relationship between artificial intelligence strategy (AIS), creativity-oriented HRM (CHRM), and knowledge-sharing quality (KSQ). At individual and organisational levels, this paper measures also the innovative work behaviour (IIWB) and effective performance (OEP) of international organisations conducting AI-powered business practices in Egypt.

Design/methodology/approach – The authors presented a multilevel-model, after reviewing the relevant literature, and tested it through employing mixed-methods approach. Data were collected from 168 questionnaires answered by AI-experts at IT departments of 20 international AI-powered organisations in Egypt in addition to 25 depth interviews, AI-based focus group and international forum.

Findings – Following PLS-SEM approach, results revealed that AIS affects positively and significantly KSQ and CHRM. CHRM affects positively and significantly KSQ and IIWB. KSQ affects positively and significantly OEP and IIWB. The significant positive direct AIS-OEP relationship was not supported yet the significant positive indirect relationship via KSQ was supported.

Originality/value – Empirically, it is the first research that assessed AIS-CHRM-KSQ relationship and its effect on IIWB and OEP of AI-powered businesses from 7 sectors of an emerging economy. Conceptually, the authors adopted an interdisciplinary approach while reflecting on the literature that studied AIS implementation in different business functions (production, operations and supply-chain management, human resources management, strategic management and marketing).
Practical implications – Strategic leaders and managers of different functional areas can benefit from the empirical findings of this study as well as from the examples of best AI-enhanced practices drawn from the literature.

Keywords – Artificial intelligence strategy, AI-powered business functions, Creativity-oriented HRM, Knowledge-sharing quality, Organisational effective performance, Innovative work behaviour, Operations management, Strategic management, Expert system, Machine learning, Forecasting.

PurposeThe purpose of this paper is to explore the relationships among strategic HRD (SHRD) practices and organizational learning; and the relationships among organizational learning and HRD outcomes through a literature review.Design/methodology/approachKeywords were identified to use in the literature search: HRD, SHRD practices, and organizational learning. All of the several electronic databases available in the university's electronic library, including both journal and book sources, were used to search for resources, as well as Google Scholar and Google.FindingsOrganizations that learn and develop their SHRD practices have more opportunities to obtain and integrate the nine HRD outcomes in the learning process: organizational mission and goals, top management leadership, environmental scanning, HRD strategies and plans, strategic partnerships with line management, strategic partnerships with HRM, trainers as organizational change consultants, influence corporate culture, a...

There is a growing unease about the deepening contamination of nepotistic practices on human resource management and ultimately on organizational effectiveness. The human resource management function is essential for contemporary organizations to gain sustainable competitive advantage. The  effectiveness of this function is being hampered by the deepening malaise resulting from nepotistic practices in organizations. Nepotistic practice is a form of
corruption that has become alarming common preferential treatment behaviour in organizations. In most economies, there seem to be deviant normalization phenomenon as tribal and kinship tendencies are influencing employment practices. Most administrators are blighted by ethnic preferences, a partisan approach, cronyism, nepotism, corruption,
abseentism, laziness and low rates of return and efficiency (UNESCO, 1995). Nepotistic practices in modern organizations are exacerbating socio-economic development hazard, particularly in developing and emerging countries. An empirical review of the nature and effects of nepotistic practices in BRICS countries was used to inform this research article. The current article seeks to discern the breath and prevalence of nepotistic practices in organizations. Despite the
varying forms of nepotism, this research-based article has found that the main forms of nepotistic practices that are contaminating organizational effectiveness include wage discrimination, employment discrimination, and work segregation.

This article delineates the marked effect of Management skills in gaining Organizational effectiveness in attaining focal objective and latter manifest that how management and organization, together make environment productive and enhance the interpersonal skills. By management artistries such as Leadership development. From the literature, a brief history of ongoing researches on the topic will be elaborated to provide the significance of the need to use the management skills in the most effective manner for gaining organizational constructive output.

... Nankervis, A. and Compton, R. 2006. ... all references); and their contributions to such indicators of organizational effectiveness as customer care, quality, flexibility, competence, financial awareness, working relationships, and overall productivity (Ulrich and Smallwood 200528. ...

Проведено е научно изследване, което да провери дали конкретни личностни конструкти предсказват успеха в директните продажби, каква е силата на всеки от тях и може ли това да се използва при подбора на персонал, който извършва такава дейност с цел постигане на високо качество, намаляване разходите на фирмите и създаване на трайни и ефективни продажбени отдели. Измерват се личностните конструкти локус на контрол, оптимизъм и негативни очаквания, мотивация за труд и чувство за самоефикасност. За целта изследването е направено сред група от студенти, които извършват дейността директни продажби на образователна система за деца в срок от четири месеца за компания Саутуестърн Адвантидж в САЩ при равни други условия. Използвани са три разработени и адаптирани въпросника, както и за целите на изследването е изработен въпросник, който да измерва чувство за самоефикасност. В заключение се установява, че локусът на контрол, оптимизмът и негативните очаквания не оказват съществено влияние върху резултатите от този тип трудова дейност. Вероятно компании, които се занимават с директни продажби биха сполучили, ако се фокусират върху изследване на потребностите от постижения и власт, които техните бъдещи служители имат. Ключови думи: локус на контрол, мотивация, самоефикасност, оптимизъм, негативини очаквания A resent study has been conducted with the objective of defining if specific personality traits could be predictors for successful execution of direct sales and if that can be used in recruitment with the idea of ensuring quality cost effective process and sustaining effective sales teams in the companies. The traits locus of control, optimism and negative attitudes, motivational drives and self-efficacy are the objectives of the study. An object of the study is a group of university students who have performed door-to-door sales operations of an educational system for the period of four months in the USA in equal other conditions. The methods used include three adapted Questionnaires and another one, designed for the purpose of this study, measuring the self-efficacy level. In conclusion, the locus of control, optimism and the negative attitude are not affecting the results in such sales operations. It is more likely for companies in that professional field to benefit if they focus on investigating the levels of needs for achievement and power that their future employees have. Едно от предизвикателствата в трудовата и организационната психология е да се открият съответствията между личностните характеристики на хората и тези на работните места. От голяма необходимост за намаляване разходите, увеличаване ефективността на компанията и контролиране на текучеството е открояването на детерминанти на ефективно трудово поведение, които да послужат при подбора на персонал. Фирмите осъзнават положителната сила на личния контакт и прибягват = 1