Corporate Objectives Research Articles

The Impact of Performance Assessment System on Employee Commitment: A Study among Executive Officers of State-Owned Commercial Banks in Sri Lanka

Performance management is a much broader and a complicated function of HR, as it encompasses activities such as joint goal setting, continuous progress review and frequent communication, feedback and coaching for improved performance, implementation of employee development programs and rewarding achievements. Performance management can be regarded as a systematic process by which the overall performance of an organization can be improved by improving the performance of individuals within a team framework. It is a means for promoting superior performance by communicating expectations, defining roles within a required competence framework, and establishing achievable benchmarks. As end results, the performance appraisal positively affects to the employee commitment and it will lead to achieving corporate objectives. However, there is a public opinion about a poor performance management system in public sector organizations. Accordingly, some researchers argue that performance management of public sector commercial banks is poorer than private sector commercial banks in the Sri Lankan context. Hence, this paper focuses on the assessment of the influence of the current performance management system adopted by major state-owned commercial banks on job commitment of their executive employees. The sample for this study was drawn from executive grade employees who are working at Peoples Bank and Bank of Ceylon and data were collected by using self-administrated questionnaire. Altogether 350 questionnaires were distributed by email and 208 completed questionnaires were taken in for final analysis. The PLS based SEM was employed to measure the impact of the exogenous variable on the endogenous variable based on the Smart PLS-3. The results revealed that among the set of determinants, career development, is the most significant determinant of employee commitments among executive officers of state-owned commercial banks in Sri Lanka. Further, it was revealed that, alignment with organizational goals, is the least significant determinant of employee commitments among executive officers of state-owned commercial banks in Sri Lanka.

Impact of Organisational Behaviour on Firm Performance: Selected Health Care Institutions in Nigeria

Examined in this paper is the impact of organisational behaviour on firm performance, focusing on the hospital as an organisation. The organisation doesn't exist without the people, and the people do not exist without conduct or the other, which is a massive determinant to achieving organisational goals and objectives. These processes and actions called behaviour, could either be individualistic or group and optimistic (organisational citizenship behaviour) or negative, which affects the performance or the output of the organisation; hence organisational citizenship behaviours are encouraged. Secondary data sourced through textbooks, internets, journals and articles were used for this study. The findings established that organisational behaviour has an impact on organisational performance, especially in hospitals. Meanwhile, it was recommended that positive action be taught, appreciated and encouraged among people at work to foster set corporate objectives.

Emergence of risk culture and lean culture in Nigeria during pandemic and crisis era: Using confirmatory analysis

This research focused on the emergence of risk culture and lean culture in Nigeria during pandemic and crisis era. The study adopted correlation research design and time horizon of cross sectional design with data generated from dealers in the six geopolitical zones in Nigeria on confectionery goods that are the most enterprising entrepreneurs. The study used systematic sampling and non-proportionate stratified random sampling techniques. 540 copies of questionnaire were distributed to the respondents and 497 copies were completed fit for further analysis. The content validity was used for validating the instrument, while the internal consistency reliability was achieved using Cronbach Alpha technique. The reliability coefficient analysis was risk appetite (α =0.821), risk tolerance (α=0.829) and client-focused purpose (α=0.799). The synchronization of the principal component was confirmed using Kaiser-Meyer-Olkin (KMO) of (0.904)/(0.861) and Bartlett's Test matching approx. chi-square (5763.988)/(2158.608) at 0.000 null hypotheses respectively were rejected. Furthermore, Pearson Product Correlation Co-efficient was introduced to test the two hypotheses via SPSS 25 version. From the findings, emergence of risk culture influence lean culture positively. In conclusion, risk appetite and risk tolerance revealed significant influence the client-focused purpose of confectionery goods. Based on the findings and conclusion, this study contributes to the knowledge that Kaizen Culture formed a formidable force applicable to the micro and macro enterprise that influences client-focused purpose, also emergence of risk culture and lean culture synchronization is transformation tool for every enterprise to pursuit her vision and mission. It could be recommended that Risk tolerance should has short-term metrics drawn from the long-term of risk appetite dashboard to avoid deviation from specific goals and corporate objectives.

Institutional excellence reloaded: a 17-years, two-phase in-depth study of corporate culture change in the health care sector.

This ethnographic revisit of a general hospital aims to critically explore and describe the mechanisms of corporate culture change and how institutional excellence is facilitated and constrained by everyday management practices between 1996/1997 and 2014/2015. A five-month field study of day-to-day life in the hospital's nursing division was conducted by means of an ethnographic revisit, using participant-observation, semi-structured interviews, free conversations and documentary material. Using labour process analysis with ethnographic data from a general hospital, the corporate culture is represented as faceted, complex and sophisticated, lending little support to the managerial claims that if corporate objectives are realised, they are achieved through some combination of shared values, beliefs and managerial practices. The findings tend to support the critical view in labour process writing that modern managerial initiatives lead to tightened corporate control, advanced employee subjection and extensive effort intensification. The findings demonstrate the way in which the nursing employees enthusiastically embrace many aspects of the managerial message and yet, at the same time, still remain suspicious and distance themselves from it through misbehaviour and adaptation, and, in some cases, use the rhetoric against management for their own ends. What are the implications for clinical and managerial practitioners? The recommendations are to (1) develop managerial practitioners who are capable of managing change combined with the professional autonomy of clinical practitioners, (2) take care to practise what you preach in clinical and managerial reality, as commitment, consent, compliance and difference of opinion are signs of a healthy corporate culture and (3) consider the implications between social structures and human actions with different work behaviours on different levels involved. This ethnographic revisit considers data from a labour process analysis of corporate culture change in a general hospital and revisits the ways in which contradictory expectations and pressures are experienced by nursing employees and management practitioners spread 17 years apart.

A rising tide lifts all boats: the role of share and category changes in managing organic sales growth

ABSTRACT The strategic objective of marketing activities is to drive business growth by promoting the firm’s products. Beyond merger and acquisition, organic growth can be targeted from two sources: Market Share Gain and Category Growth. Market share is often the focus for corporate objectives and used as a success measure. This research explores the relative impact of these two elements on firm growth across product category and addresses whether market share should be the main focus for all organisations. The study covers 39 consumer packaged goods’ categories from the UK and US, across 189 manufacturers over 3 to 5 years of data, post-2010. We show that firm growth through market share gain is likely to benefit small firms, and large firms’ growth is likely to be driven by category growth. The results provide empirical support in the area of business growth and how marketing plays a crucial role in this pursuit.

ANALISIS PENERAPAN SISTEM PENGENDALIAN INTERN PENJUALAN KREDIT PADA PT. NUSANTARA SURYA SAKTI BENGKULU

ABSCTARCT This internal control system is run to provide reasonable assurance about the achievement of objectives that is, reliability of financial reporting, compliance with applicable laws and regulations, effectiveness and efficiency of operations. Therefore it is necessary to evaluate the internal control system to the sale to maintain the survival of the company and the achievement of corporate objectives The purpose of this study Knowing to know how the implementation of internal control system of credit sales at PT. Nusantara Surya Sakti Bengkulu and whether the system of internal control system of credit sales at PT. Nusantara Surya Sakti Bengkulu has fulfilled the Internal Control System based on generally accepted accounting principles (PABU)This study uses a type of comparative analysis research. This method is a presentation of data derived from the problems faced by the company, from the problems that are analyzed by using an approach based on existing theories then compare with what is realized in the object of researchThe results of research network designation procedures that form the credit sales system at PT. Nusantara Surya Sakti Bengkulu is sales order procedure, delivery procedure, billing procedure, account receipt procedure, and sales distribution procedure. In the procedure that forms the credit sales system at PT. Nusantara Surya Sakti Bengkulu is running well. Keywords: Implementation, internal control system, credit sales

Creating Pátzcuaro, Creating Mexico: Art, Tourism, and Nation Building under Lázaro Cárdenas by Jennifer Jolly

Reviewed by: Creating Pátzcuaro, Creating Mexico: Art, Tourism, and Nation Building under Lázaro Cárdenas by Jennifer Jolly Ruth Hellier Jennifer Jolly Creating Pátzcuaro, Creating Mexico: Art, Tourism, and Nation Building under Lázaro Cárdenas. Austin, TX: University of Texas Press. 2018. 352 pp; 11 color and 92 b&w photos, notes, bibliography, index. $29.95 paper (ISBN 978-1-4773-1420-3); $90 cloth ((ISBN 978-1-4773-1419-7).28685-6). Statues, monuments, memorials and public art have all been the subject of headline news around the world in recent months, as these static, corporeal objects have been toppled, painted and covered. Deep and necessary questions are being asked about the role and presence of embodied representations of men of history in racialized colonial and national narratives in the United States, in Mexico, and in many other global contexts (particularly mobilized through the U.S.-based Black Lives Matter movements in the wake of the murder by police hands of George Floyd). What is at stake is control and power of ideological lived politics and national memories. In [End Page 269] Mexico, the use of public statues and monuments has long been recognized as a key component in governmental processes of post-independence and then post-revolution nation-building, and also for developing touristic environments. In the 1920s and 1930s, the institutionalization and politicization of art, especially through the Mural Movement, and the roles of state-engaged artists, intellectuals and teachers as they appropriated and transformed local cultural expressions (such as dance, music, cuisine, clothing) and sites and locations into national icons is well studied. In Creating Pátzcuaro, Creating Mexico, art historian Jennifer Jolly contributes to this rich trajectory of research by turning her attention to decisions and actions in the 1930s under President Lázaro Cárdenas (1934–1940), focusing on the town of Pátzcuaro and region of Lake Pátzcuaro in the state of Michoacán. This lake region, with its long-inhabited islands and lake-side settlements, was once the center of the powerful Indigenous P'urhépecha civilization, and subsequently decimated by colonial invaders. Jolly's study is aimed at a scholarly, specialist readership with prior comprehensive knowledge of Pátzcuaro and the Lake Pátzcuaro region, and with an in-depth understanding of Mexican cultural and political histories, postrevolutionary politics, and art history. Throughout the five chapters, Jolly undertakes detailed analysis of a range of works produced mostly between 1910 and 1940. These include murals, statues, photographs, paintings, lithographs, a museum, a film, a theatre, local markets and other sites and touristic viewing points. Her discussions focus on the role of art institutions and fine arts in political debates and cultural policy; and the development of tourism and nationalism through visual culture and architecture, with particular reference to historic preservation, and the tensions and regulations around social and religious spaces, all inherently concerned with racial categorization. As would be expected in discussions of processes of postrevolutionary nation-building and tourism, Jolly invokes the tensions of nation versus region, modernity versus tradition, and past versus future. Consequently, she takes up many of the same debates and processes that I have studied in relation to performative, visual and embodied cultural practices of the Lake Pátzcuaro region (Hellier-Tinoco, Embodying Mexico: Tourism, Nationalism and Performance). One of the strongest analyses in Jolly's study (and also a focus of my research) concerns the building of a huge statue of independence-era hero and revolutionary priest José Maria More-los de Pavón in the center of the tiny Island of Janitzio. This action "transformed local memory into official history and narrated a kind of secular hagiography, celebrating Cárdenas's recovery" (p. 207). Jolly describes details of decisions concerning the aesthetic qualities and the sheer bodily stance and clothing for the stone embodiment of More-los. Equally, plans for the series of murals inside the massive statue, viewed as visitors walk up the winding staircase, entailed modifications by Cárdenas as he sought to better represent and communicate his ideological politics (p. 206–14). Given that Jolly's study is concerned with examining processes for controlling impactful narratives...

Philippine Conglomerates: Their Role in Promoting Inclusive Development

As has been the case in many developing countries, Philippine conglomerates have historically played an important role in national development. However, the extent to which they contribute to inclusive economic growth remains largely unmeasured and more so, unappreciated. It is in this context that our paper examines the performance and programs of fifteen large Philippine conglomerates whose value-added contribution to the economy was 6% of the gross domestic product in 2018. Note that these private firms are also the largest purchasers of intermediate goods and services, consuming 14.6% of the country’s total intermediate inputs. While many government support programs are still needed, there are available opportunities for conglomerates to expand or redesign existing “inclusive business” models, particularly with respect to micro, small, and medium enterprises. Recognizing their past efforts as well as their potential to do more, we show that these large business groups have become vital partners of the government for its economic and development agenda. However, the government is best advised to establish a national industrial policy for growth and innovation in order to further encourage these conglomerates to implement programs that generate greater dividends for society while simultaneously achieving their own corporate objectives.

Perspectives, implementability and measurability of ethical principles in management

Ethical behaviour in companies is built on principles, rules, values and resources. As integrative ethics, the macro level ensures a long-term and sustainable orientation of the company in the context of business ethics. The macro level ensures that the company can change its role from “expactant” to “creator” with regard to corporate ethics. The mezzo level prevents unethical behaviour in companies by offering them the opportunity to reflect on their own behaviour in the context of (government) guidelines. Finally, the micro level is considered essential. It creates the systemic preconditions for companies to be able to fulfil their ethical duties and take responsibility for their actions. Partnerships and networks play a central role in this context. Against this background, the existence of a regulatory framework, the measurement of ethical corporate behaviour with the help of standards and reporting, the existence of a sustainable corporate mission statement as well as the availability of necessary resources and the documentation of sustainable behaviour in the company can be derived from the literature as central success factors for the implementation of ethical standards in companies. These factors are compared by means of empirical research with a focus on the packaging industry in Germany, Switzerland and Austria so that the existence of a guiding regulatory framework in society and a sustainable corporate mission statement emerge as the final and particularly relevant characteristics for an ethically-sustainable company, the referencing of one’s own behaviour to sustainability indices, the use of the same (in particular the Dow Jones Sustainability (DJSI) and the Financial Times Stock Exchange (FTSE4 Good) indices) in reporting, the reference to the Sustainable Development Goals (SDGs) in the formulation of the corporate objective and the use of voluntary standards in sustainability reporting.

Examining Effective Human Resource Management Practices on Employee Retention: Tamale Technical University as a Case Study

Human resource practices play a significant role in supporting the achievement of the corporate objective of educational institutions including the Tamale Technical University, however, the Technical University continue to experience some difficulties following the challenges associated with employee retention in the Technical University. Retention of talented employees has become an even greater challenge confronting human resource practitioners since talented candidates in the job market are at liberty of choice to move. Given the above issue, this study was carried to examine the effectiveness of Human Resource Management (HRM) practices on employees’ retention at Tamale Technical University. Using both the purposive and stratified sampling technique, a sample of 100 respondents was selected from the various units of the Technical University for data collection. The study sought to establish human resource management practice correlates with the retention of employees in the Tamale Technical University. The results which are represented by a valuer = 0.02 lie in the range of r = -1 to r = +1, therefore indicate a weak positive relationship between HRM practices and employee retention in the Tamale Technical University’s bid to achieve its corporate goal and objective. The study disclosed that HRM practices such as effective communication with the employee on welfare issues, employee participation in the policies that guide working lives, praise and appreciation of good work was done as well as annual awards for hard-working employees can encourage employees to stay, but not sufficient enough to guarantee a total employee retention in the Tamale Technical University. The Technical University should continue to provide training and development for the entire staff. Recognition and rewards should be awarded to deserving officers in other to motivate and retain them. For the effectiveness of HRM practices, interpersonal relations should always be established among employees. Performance appraisal systems should be used as a tool for measuring performance against standards and for selecting employees for training and development.

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In the current situation, aggravated by the pandemic, the top management and employees of the mining company should understand the corporate tasks and objectives, and be aware that development of reserves is, first of all, a business that must be successful. Independent technical auditing is essential for everyone, both for state-of-the-art designing and for interaction with investors and banks. The subsoil users and investors have to understand that the civilized system of auditing and evaluation of deposits, created in developed countries almost half a century ago, leads to long-term and stable development. Subsoil users, who defy civilized work with auditors, designers, service companies and investors, as well as within their teams, are forced to get involved in legal processes that bring absolutely no benefits to the project development and reduce the efficiency of the subsoil development.

Internal marketing strategies in United Arab Emirates higher education

PurposeThis paper seeks to analyze the impact of internal marketing orientations (IMOs) on the competitiveness of higher education institutions (HEIs) in the United Arab Emirates (UAE).Design/methodology/approachA stratified random sampling was employed to collect data from a pool of 5,968 faculty members in 102 HIEs in the UAE. An online survey questionnaire was placed on Qualtrics online data collection platform and sent to selected participants. Out of a total of 638 surveys send through email, 349 surveys were returned, duly filled. The model was tested using SmartPLS structural equation modeling (PLS-SEM).FindingsIMO dimensions of information generation (IG), information dissemination (ID) and information responsiveness (IR) are inexplicably linked to HEI's competitiveness and faculty performance. IR proved to be a more significant predictor of HEI's competitiveness compared to IG and ID.Practical implicationsThe study proposes that HEI policymakers encourage the exchange of value among the internal stakeholders and formulate employee-focused policies as part of their corporate objectives. The findings also advocate in improving working conditions and enhancing work–life balance to strengthen the institutions' competitive position within the industry.Originality/valueThis study is the first to explore the interrelationship among the IMO dimensions of IG, ID and IR and their impact on HEI competitiveness, particularly in the UAE.

Nomenclature and Functions of Corporate Communication Units of Nigerian Universities: A Comparative Examination

Communication is an essential process in universities. Corporate objectives, goals, relationships and control are ensured or jeopardised by the communication network put in place by university management. The name of an organisational communication unit has strategic implications, and its functions distinguish it from other units within the university. The paper uncovers various labels of universities’ corporate communication units. It shows the functions of these units; and how the labels determine their functions. In-depth interview was used to gather data from communication officers of six selected universities in southwest, Nigeria. While the descriptive survey helped to generate data from other employees of corporate communication units as well as faculty members of mass communication departments of the six selected universities. Findings show that 41.4% of the respondents did not know the name of the corporate communication unit of their universities. Communication officers affirmed that the unit carried out several functions. A revelation is that, in some cases, the name of a communication unit could influence how the Unit functions. The study concluded that there was need for universities to have a standardised document on corporate communication unit naming, structure and operations. It was recommended that universities could adopt the Directorate of Public Relations as the name of their communication unit for uniformity and consistency.

Corporate Liquidity: Evidence from Islamic and non-Islamic Countries

This study examines whether and how Islam has bearings on corporate liquidity (cash holdings). A review of 34,895 non-financial firms from 68 countries (12 Islamic countries and 56 non-Islamic countries) for the period 1996 -2011 reveals that cash is lower in Islamic countries than in non-Islamic countries. The positive effect of growth opportunities on cash is also weaker in Islamic countries than in non-Islamic countries, thereby indicating lower propensity to hoard cash for upcoming growth opportunities in the former than in the latter likely because corporate governance is stakeholder-based such that shareholder wealth maximization is not the corporate objective in Islamic countries. Furthermore, the negative effect of debt issuance on cash is stronger in Islamic countries than in non-Islamic countries, thereby signifying higher effectiveness of debt in reducing agency cost in the former than in the latter.

Business Purpose and the Objective of the Corporation

There is evidence that purpose-driven businesses outperform competitors. A traditional business planner’s question that arises in response to this evidence – namely, which enterprise form is best suited to a purpose-driven business? – contains deep conceptual insights. In this chapter, I explore the business planner’s question in order to draw a sharp conceptual distinction between “business purpose” and “the objective of the corporation.” “Business purpose” should be understood to be a property of business enterprises, however they are organized. “Corporate objective,” by contrast, is best understood as a characteristic of a particular enterprise form (the general corporation) and not as a description of what actual businesses do on a day to day basis. Confusing these two concepts under the heading “corporate purpose” limits our ability to understand what sort of organizational form is best suited to a particular enterprise, and leads to confusion in the management debates over how to build successful businesses and the political debates over the social role and obligations of large scale business enterprises.

Atma Insights: A Flexible Learning Tool to Enable Global Learners to Access Essential Business and Cross-Cultural Knowledge

<p class="0abstract">This case provides a deeper understanding of how cross-cultural learning tools can be effectively utilized to enable professionals and companies optimize professional and personal development, improve communication, foster awareness, build trust, and align with global corporate objectives and benchmarks.</p>

Risk Assessment in Enterprise Resource Planning by COPRAS Shadow

Concepts of process orientation basically technical and organizational compromise to align imperatives and without a solid mechanism for doing so leverage the benefits of ERP to their full potential can’t feel. The system recommends that measuring take place from a balanced viewpoint with the goal of delivering relevant information that may facilitate decision-making, which can assist accomplish the corporate objectives and, as a result, drive the organization competitively forward. In this work, risk in ERP project by COPRAS MCDM approach is presented for estimation as a result of this study, here are some key points to mitigate to avoid failure proves that risks complex architecture and a greater number of modules, complex structure and less top management support of an ERP project.

Assessing the Correlation Between Organizational Competency Development and Learning Activities & Programs - An Investigation of the Kenyan Private Sector

For any enterprise to be successful in its activities, human resources must exhibit great competence. In a workplace setting, competency entails the ability of an employee to execute a task effectively and efficiently. In this regard, competence is highly related to the level of effectiveness and efficiency depicted by the employees of an organization when executing their jobs. If business executives in specific and the shareholders, in general, without clearly understanding the relationship between the competency of the employees and the training programs, not only will they be misappropriating a firm's scarce resources but also imperiling the core vision of the organization as well as the corporate objectives. Business organization managers must conceptualize and understand the relationship between their firms' competency development and learning activities and programs that they use. As such, this study was made to study the workplace context of Kenyan-based business organizations and set out whether there exists a correlation between organizational competency development and learning activities and programs. A quantitative approach was used that entailed the analyses of participants' responses collected through a survey questionnaire. T-Test, Chi-square test, and One Way MANOVA analysis were conducted on the data to test the set hypothesis. It was concluded that learning activities and programs are positively correlated with the organizational competency Keywords: Organizational performance, employees' competency development, organizational learning activities, and programs DOI: 10.7176/EJBM/12-25-02 Publication date: September 30 th 2020

Exploring the meaning of ‘workplace’ in a post-pandemic world : The future of corporate real estate in delivering ‘place’

At the heart of corporate real estate (CRE) is workplace: a hybrid word bringing together the ideas of ‘work’ and ‘place’. This connection between work and place has been necessary since the beginning of time: to hunt, we had to go to the prey; to farm, we had to locate and tend to the land; to trade in goods, we needed markets and shops and storage. It was not until ‘administration’ became a job, and ‘offices’ were conceived, that the need for physical proximity really began to change in nature from the need for access to tools and resources into a need to communicate and collaborate in ever more complex processes. At a stroke, the global SARS-CoV-2 pandemic has resulted in countries around the world encouraging or compelling people to work from home. This sudden, external force acting on how we can work has resulted in rapid, and for many uncomfortable, change. Working from home will, and possibly for many already has, become the new normal. Is it even possible to go back to how things were before? In this paper, we look at this unintended ‘grand experiment’ in occupant experience — considering the interplay of corporate objectives, workplace strategy, and organisational psychology — to explore some of the likely challenges and opportunities of some of the possible new definitions of ‘workplace’.

Evaluation of staff in Healthcare Companies

Evaluation is at the basis of any social context where all individuals are simultaneously "evaluated" and "evaluators" in all areas of daily life. The goal of a good evaluation system is to encourage staff to do "Good Health" through the provision of quality prevention, diagnosis, treatment and rehabilitation services. The main reasons that lead to the evaluation of the personnel lie in the inevitable and primary importance of the human resource in achieving the corporate objectives, and by the pressing need for the quality of the service provided to the citizen, as well as the legitimate need of the employee to differentiate, clarifying its specificities and its own individual contribution to the general objectives of the company. In the working context, the "personnel evaluation" assumes a fundamental importance, if managed with the right criteria, in order to make the employee not a simple pawn to move and manage for use and consumption of the organization, but an integral part of the organization itself.