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It is an accepted fact that individual's success at work is 80
percent dependent on emotional quotient and only 20 percent
dependent on intelligence quotient. This is because EQ components
are useful in assisting employees with decision-making in areas
like teamwork, inclusion, productivity, and communication. Goleman
identified the five 'domains' of EQ as: Knowing your emotions.
Managing your own emotions. Motivating yourself. Recognising and
understanding other people's emotions. Managing relationships, ie.,
managing the emotions of others. Islam is not just a personal faith
and devotion, but a comprehensive, intelligent and practical life
system. Islam respects all the different components of the human
being equally and regulates them to their full potential, rather
than suppressing them (which stifles the individual), or setting
them completely uncontrolled (which causes damage to the community
and environment). This book helps in becoming emotionally
intelligent according to the Islamic Wisdom
The Book Management Modules should be based on Indian corporate
realities. This book is an attempt in this direction. It focuses on
understanding an Indian manger in terms of his/her personality
emerging from such value systems. Psychoanalysis, anthropologists,
and host of thinkers have conceptualized two sets of values of
India culture: Progressive and regressive. What is the value system
internalized by Indian executives? To what extent Indian business
organizations permit their executives to apply their internalized
values? Which value system - progressive or regressive - is
operative in Indian corporate? Does a typical Indian executive
represent the progressive face of his/her culture or the regressive
side of his/her culture? How do these culture specific values
influence a manager's behavior in decision making, power sharing,
increasing profitability, enhancing market share, delegation of
authority Performance appraisal and in dealing with his / her
subordinates/customers/superiors? The book should be useful to all
the foreign MNC's which are interested in understanding Indian
executives, their culture, and their business practices.
The impact of work motivation on productivity, absenteeism,
attrition, organizational culture has been well articulated by the
behavioral scientists. There is a vast literature developed by
western management thinkers. In Indian organizations, managements
are grappling with the problem of employee motivation. They want to
understand the factors which lead to motivated behavior of the
employees. They follow the prescription of behavioral scientists
like sensitivity training and host of other fads, but employees
don't get motivated. In Indian economy the role of unorganized
sector is great. Nearly 90% of workforce of the economy is employed
in this sector. This is the sector in which there are no job
guarantees, no social security benefits like PF, ESI for the
employees, and who they never enter on the permanent rolls of the
organization. This workforce constitutes the backbone of Indian
economy. In the field of research this workforce has been totally
neglected. There is a need to understand the motivation factors of
this workforce. An investigation replicating the dual factor study
of Professor Herzberg has been made and the findings are reported
in this book.
Some management theorists believe that Muslim organizations across
the globe have internalized western values; some hold a
diametrically opposite view that Muslims as a community and Muslim
executives as well have not given up Islamic values and their
companies definitely have a strong imprint of Islamic culture. To
fathom the depths of Muslim organizations and to demystify the
prevailing corporate culture, this study was designed. This
research investigated the internalization and application of value
systems - Islamic and western - of Muslim executives in their
organizations located in countries like Bangladesh, Pakistan,
India, Malaysia, Indonesia and Saudi Arabia. Further this study has
also brought out all those personal values which have transcended
the organizational boundaries, i.e. those values which are
instrumental in shaping the corporate culture. The question of the
impact of executives' values on the styles of management was
investigated as well. The findings are presented in this book.
Motivation theories originated in the west have underpinnings of
Greek philosophy. They reflect the socio-philosophical thought of
the times. The very fact that some of the old theories are
discarded like worn out clothes and new theories are tried out
exhibits the limitation of human knowledge. Human thought, however
sound logically it may be, cannot be the only source of knowledge.
Process theories of work motivation do not address the question of
what motivates an employee. So - called content theories stop with
describing self - actualizing nature of human being. Humanistic
psychology goes a step farther, describes human motivation in terms
of peak experiences and religious experiences. Islam, one of the
revealed religion for the mankind, answers the question what
constitutes peak experience for human beings. It gives knowledge
about the essence of divinity, creation, nature of phenomenal
objects, life, life after death, man's role on this tiny planet. It
provides answer to the question as to that is the essence of human
being and his nature. This book articulates these experiences.
Blind applications and mere generalization of western ideologies
which are totally opposed and contradicting Indian psycho -
philosophical thought cannot solve stress related problems in
Indian corporates. It will be just like plugging leaves and
branches to cut the tree instead of cutting the root of the tree.
The problem of stress is pervasive among Indian corporate sector
and is more pronounced in the IT sector. The Indian IT sector is
struggling very hard in tackling the stress related problems of its
employees and western theories of personalities 10 could not solve
the problems as it is evidenced by stress prevailing in the IT
sectors. Also, the vast literature of Indian psycho - philosophic
thoughts are unexplored. In these circumstance, this study has made
an attempt to identify the job stress factors and bring solution to
stress related problems of IT sectors by applying a theory which is
drawn totally based on Indian psycho-philosophical thought to
determine the personality types and to identify the stress prone
person. Moreover it is imperative that any solution to the stress
which has origin in Indian cultural and organizational system
should be sought
In a globalised world, the government of India introduced
liberalized economic policies in 1990's. This increased the
pressure on the personnel function of Indian domestic companies to
prepare and develop their employees, so that they can compete with
overseas firms. The field of human resource management is a dynamic
discipline. The HRM functions and practices cannot remain static as
firms make the adaptation necessary to remain competitive. It is
time to innovate and redefine HR practices. The review of academic
and research literature is quite revealing with respect to various
HR practices. Most of the organizations in India follow the
traditional/conservative approach emphasizing the personnel
policies even when the staff involved in such activities may call
human resource managers. To use a traditional HR model in such
firms and focus HRM exclusively on bureaucratic tasks would be
inconsistent with these organizational strategies. This research
investigates the practices of both strategic HRM and traditional
HRM. It also studies what are all the factors contributing to
practices and effectiveness of strategic HRM and raditional HRM.
This book reports findings of the study.
Looking from the business angle, for any kind of sector, human
resource is a key instrument for its success. Therefore retaining
of the existing employees is the primary objective of any
organization. Without human resource, no organization can do
anything, even to whatever level the organization and its business
is digitalized, mechanized and computerized in the present
globalized world. As a result, this is a right time to focus on
retaining high-performing employees and keeping them motivated and
make them to stay in the organization. Almost all the IT corporates
are entrapped with employee attrition problem amidst stiff and
staff competition from each other's due to various reasons. Most of
the financial resources of the organizations are met merely by
recruiting, training and placing the employees routinely. A
software professional stays with Indian IT company just for two
years This study focuses on job attitudes of employees and its role
in attrition. This study is initiated to seek answer to the tion
butattrition problem in Indian IT sector.This book reports findings
of the research and suggests a solution to the problem.
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