Organizational Effectiveness Research Articles

TINJAUAN PENGARUH KEPEMIMPINAN HEROIK DAN ORGANISASI PEMBELAJARAN TERHADAP PRESTASI KERJA PADA ANGGOTA GMNI BABEL

The purpose of this research is to identify the effects of Heroic Leadership and Learning Organization to GMNI members work performance. This research use a quantitative descriptive approach as its primary data. Subjects within this research involves 72 active GMNI members as respondents, and also using Likert scale questionnaire. The research also used multilinear regression analysis as its data analysis technique which is then processed using University of Amsterdam’s JASP (Jeffreys’s Amazing Statistics Program). The results of this research suggest: (1) Heroic leadership partially affects work performace with a significancy value of 0,0001 < 0,05 and tvalue of 14,521 > ttable 1,667. (2) Learning organization had no partial effect to work performance with a significancy value of 0,046 < 0,05 and tvalue 0,550 < ttable 1,667. (3) Heroic leadership and learning organization simultaneously affects work performance, with a significancy value of 0,001 < 0,05 and fvalue 105,496 > ftabel 3,13

The Role of Yoga in Enhancing Decision Making: A Research Perspective

This research explores the impact of yoga on enhancing decision-making abilities from a comprehensive research perspective. “Yoga, an ancient practice encompassing physical postures, breathes control, and meditation”, has gained attention in contemporary psychology and neuroscience for its potential cognitive benefits. This research aspires to analyze relationship among “Yoga practice & decision-making processes”, examining how regular “yoga practice” may influence cognitive functions relevant to decision making. The implications of these findings for personal well-being, professional performance, and organizational effectiveness are discussed, emphasizing the importance of integrating yoga-based interventions into educational, clinical, and corporate settings. Finally, avenues for future research are proposed, including longitudinal studies to examine “long-term provoke of yoga practice” on decision making and randomized controlled trials to establish causal relationships. Overall, this research underscores the multifaceted benefits of yoga in enhancing cognitive functions and informs strategies for optimizing decision-making processes in diverse contexts.

Picture Perfect: A Task Interdependence and Communication Experiential Activity for Teams

Effective communication in interdependent group tasks plays a pivotal role in organizational effectiveness, especially in today’s dynamic and global workplace. As the modern workplace evolves toward more remote work environments and dynamic work teams, the ability to adapt communication strategies across various job designs and work settings becomes increasingly crucial. In this article, we present an experiential learning activity designed for management education that delves into the impact of task design on communication. Drawing from theories of team interdependence, this immersive experience enables students to identify the essential facets of communication and their relationship with various types of task interdependence. It equips them with valuable skills and communication strategies that are vital for various types of teamwork across different types of settings. Suitable for a wide range of educational settings, this experiential activity serves as a valuable resource for management educators.

Communicating strategic CEO activism to promote employee prosocial behaviors: Understanding the mediating role of employee prosocial sensemaking

The purpose of this research is to explore how CEOs effectively communicate their activism so as to encourage employee prosocial behaviors around social issues. An online experimental study with a 2 (narrative vs. non-narrative) x 2 (promotion- vs. prevention-focused messages) between-subjects design was conducted with 913 full-time employees (N=913) in the United States. This study uncovered the underlying role of employee prosocial sensemaking, which mediates the effect of narrative messaging in CEO activism communication on employee prosocial behaviors (e.g., employee activism supporting the issue and advocacy for the CEO’s activism). This study theoretically extends the scholarship on strategic communication to CEO activism communication in relation to employee prosocial behaviors. The findings also provide practical insight into how corporate leaders can strategically communicate their activism to employees in order to foster positive engagement, thereby contributing to organizational effectiveness as well as the expansion of responsible business practices.

Updates to NOAA’s Unified Forecast System’s Cumulus Convection Parameterization Scheme between GFSv16 and GFSv17

Abstract This study outlines the updates made to cumulus convection parameterizations between Global Forecast System, version 16 (GFSv16), and the forthcoming GFSv17 which will be the first global forecast application to become operational under the Unified Forecast System infrastructure. The updates, addressing known systematic errors and biases, incorporate innovations such as stochasticity, three-dimensional subgrid organizational effects, and a prognostic closure evolution. The changes are shown to improve tropical temperature/humidity biases, convective available potential energy (CAPE) forecasts, CONUS precipitation, and tropical variability. By examining individual updates’ impact on temperature, humidity profiles, and precipitation power spectra, we find that the new prognostic closure and stricter precipitation evaporation criteria alleviate a dry and cold bias in the tropical boundary layer and enhance precipitation variability in the tropics. Stricter triggering criteria also allow for more CAPE buildup, particularly over the tropics. The cumulus convection updates have a modest impact on precipitation skill scores over CONUS, but overall, there is an improvement when comparing GFSv16 and the latest GFSv17 prototype configurations, in particularly for larger thresholds. The study also highlights the challenges in developing convection parameterizations suitable for both coupled and uncoupled model configurations. Evaluation of the MJO shows varying responses to cumulus convection changes depending on whether the model is coupled with a dynamic ocean model.

Closing the Divide: How Pay Transparency Drives Progress on Gender Pay Equity

Gender pay gaps persist as a stubborn workplace inequity despite decades of progress toward closing divides. As an organizational effectiveness consultant passionate about advancing fair treatment, this inconsistency struck the author as an issue warranting innovative solutions. This article explores the promising approach of mandated pay transparency policies, which require companies to publicly disclose information about employee compensation. Research indicates locations instituting disclosure rules see significant narrowing of gender pay differentials over time. Case studies of companies like Google and Anthropic also demonstrate how transparency motivates self-examination resolving subtle barriers driving differences. While challenges remain, transparency seems to cultivate accountability and merit-based cultures where qualifications alone determine rewards. As these laws continue spreading, their ability to reshape environments into ones of true equity, justice and inclusion will likely strengthen further.

An Analysis of Critical Processes and Employee Challenges at Velmurugan Heavy Engineering Industries (VHEI) Private Limited, Thanjavur

This study investigates the critical processes and challenges faced by employees at Velmurugan Heavy Engineering Pvt. Ltd., located in Sengipatti, Thanjavur. The aim is to identify areas for improvement and provide recommendations to enhance employee performance and organizational effectiveness. Employing a mixed-method approach combining qualitative and quantitative methods, data were collected extensively through surveys, interviews, and observations from a representative sample across departments and hierarchical levels. The findings highlight critical areas such as project management, quality control, communication channels, and performance evaluation. While the organization demonstrates competence in these areas, gaps exist, particularly in streamlined communication and efficient project management. The study also uncovers challenges including unclear role expectations, limited professional development opportunities, inadequate work-life balance, and insufficient recognition and rewards. Recommendations are offered to strengthen communication channels, enhance project management practices, implement employee development programs, promote work-life balance initiatives, and establish a robust recognition and rewards system. Addressing these challenges and implementing recommended strategies has led to improved employee satisfaction, productivity, and overall organizational performance. This study provides valuable insights for Velmurugan Heavy Engineering Pvt. Ltd. to cultivate a positive work environment and foster a highly engaged workforce, contributing to sustainable growth and success

Reproductive hormones and sex chromosomes drive sex differences in the sleep–wake cycle

There are well-documented gender differences in the risk and severity of sleep disorders and associated comorbidities. While fundamental sex differences in sleep regulatory mechanisms may contribute to gender disparities, biological responses to sleep loss and stress may underlie many of the risks for sleep disorders in women and men. Some of these sex differences appear to be dependent on sex chromosome complement (XX or XY) and the organizational effects of reproductive hormones. Reproductive development plays a critical role in the ability of sex chromosomes and reproductive hormones to produce sex differences in sleep and wakefulness. Rodent models reveal that reproductive hormones drive many but not all sex differences in sleep–wake architecture. The ability of reproductive hormones to alter sleep are often dependent on responses to sleep loss and stress. However, in the absence of reproductive hormones (in gonadectomized rodents) sex differences in sleep amount and the ability to recover from sleep loss persist. The suprachiasmatic nucleus (SCN) and the ventrolateral preoptic nucleus (VLPO) of the hypothalamus play crucial regulatory roles in mediating the effects of reproductive hormones on the sleep–wake cycle. Taken together, the work reviewed here reveals that the reproductive hormone environment and sex chromosome complement may underlie gender disparities in sleep patterns and the risk for sleep disorders.

Exploring the Relationship between Reward Practices and Employee Engagement among County Governments in North Rift Region, Kenya

County governments in Kenya have not had systematic practices of employee engagement. The few that did adopt these practices did so in an isolated, informal, and uncoordinated manner, which was unlikely to yield any meaningful results. Effective human resource practices can have a significant impact on employee engagement. Low employee engagement can result in various issues, including high employee turnover, low productivity, and reduced organizational effectiveness. This study sought to establish the effect of employee reward practices on employee engagement among selected county governments in the North Rift Region, Kenya. The study was anchored on Human Capital Theory. The target population comprised 10,009 employees working in three North Rift counties comprising of Elgeyo Marakwet, Uasin Gishu, and Nandi Counties. The target population was made up of 2,611 employees from Elgeyo Marakwet County, 3,164 employees from Uasin Gishu County, and 4,234 employees from Nandi County. Cluster and simple random sampling techniques were used to select the 385 employees. The data was collected using structured questionnaires. A pilot study was conducted to examine the validity and reliability of the research instrument. Quantitative data from the closed-ended questions was analyzed using descriptive statistics. The study used descriptive statistics, including mean, frequencies, percentages, and standard deviation, to assess respondents' levels of agreement with the statements in the questionnaire. Furthermore, regression analysis was conducted to establish the relationship between employee reward practices and employee engagement. The results were presented using tables. The findings revealed that the model was significant in explaining the relationship between employee reward practices and engagement (F = 142.299, p = 0.000). The study also found that employee reward practices (B=0.358, p<0.001) had positive and significant effect on employee engagement. Consequently, the study recommends that County governments should focus on revising and strengthening their reward practices to ensure fairness and competitiveness. Additionally, the managements of the three counties should develop competitive and equitable reward systems that recognize and reward employees' contributions effectively. Keywords: Reward Practices, Employee Engagement, Public Sector Motivation, County Governments, North Rift Region

Management of Educators and Education Personnel from an Islamic Perspective

This article discusses the concept of management of teaching staff and educational staff from an Islamic perspective. The type of research used in searching for data is a library research study. This article explores Islamic principles that can be applied in managing human resources in educational institutions. The results of the study show that Islamic values ​​such as trust, fairness, shura, and ihsan have strong relevance to modern management practices, and can provide a solid ethical foundation for the management of teaching and education personnel. Several important things discussed in the implementation of Islamic teaching and education management in educational institutions include: (1) planning, (2) recruitment and selection, (3) development and training, (4) performance assessment, (5) compensation and rewards. Thus, teaching and educational staff in an Islamic perspective not only aim to achieve organizational effectiveness, but also to form individuals who are professionally and spiritually qualified.

Optimizing Organizational Effectiveness in Higher Education: An Integrated Application of Fayol's Management Principles

This paper solely focuses on the fourteen principles established by Henri Fayol and their application in Higher Education Institutions (HEIs), further analyzing their implications. Published works previously related to this study were reviewed extensively. This review provided a rigorous understanding of the principles, facilitating better comprehension and further modifications. The importance, benefits, strengths, and weaknesses of these principles were tested to determine their suitability in HEI departments. Data was drawn from various HEI departments, giving this study a directional perspective. Based on literature and results obtained from the data, it was concluded that Fayol's principles of management are as relevant to HEI departments as they are in other existing organizations. The paper further recommends that HEI departments should always maintain a clear sense of direction and engage staff by continuously reminding them of the organization's goals and objectives. It is also essential to offer staff a sense of importance within the organization and treat them with utmost objectivity.

Impact of motherhood and social support on the wellbeing of UK female police officers and staff

Abstract Background Female officers and staff face gender-specific challenges, particularly, during pregnancy and motherhood. Our study explores whether and how motherhood affects mental health outcomes (e.g., probable depression and anxiety) and return to work following sickness absence (SA), considering mediating role of workplace social support. Methods Logistic regression analysed probable depression and anxiety using Airwave Health Monitoring Study (AHMS) data. Cox proportional hazards models assessed return to work after sickness absence, linking AHMS with sickness absence data from 26 police forces. Exposure variables were created by the interaction of motherhood status and social support, while covariates included sociodemographic, lifestyle, and work-related factors. Results Mothers with low social support from superiors had higher odds of probable depression (OR = 2.14, 95% CI = 1.81-2.54) and anxiety (OR = 1.86, 95% CI = 1.62-2.14) compared to non-mothers. Moderate and high social support reduced odds of depression (Moderate: OR = 0.97, 95% CI = 0.85-1.11; High: OR = 0.65, 95% CI = 0.57-0.73) and anxiety (Moderate: OR = 1.24, 95% CI = 1.12-1.36; High: OR = 0.82, 95% CI = 0.75-0.9) for mothers, but the impact varied when adjusted for covariates. Mothers with lower levels of social support were less likely to return to work after SA compared to non-mothers, as indicated by the survival analysis (Low social support: HR = 0.83, 95% CI = 0.95-1.13; High social support: HR = 1, 95% CI = 0.96-1.04). These trends persisted across social support sources-colleagues and combined support-emphasising the complex interplay between workplace social support, motherhood, mental health, and sickness absence in policing. Conclusions Our study emphasises boosting workplace social support for female police officers and staff, to aid them in navigating motherhood demands. This improvement can lead to better mental health, retention, job satisfaction, and organisational effectiveness, ultimately promoting community safety. Key messages • Highlighting the importance of workplace social support for female police officers and staff, informs policy makers and practitioners to prioritize social support initiatives within policing. • Lower social support was associated with a reduced likelihood of returning to work after sickness absence, particularly among mothers compared to non-mothers.

Monitoring the digital healthcare transition in Denmark: Challenges, achievements and future

Abstract Denmark is often mentioned as one of the countries that have introduced digital solutions early and extensively within the health care sector, including the launch of health portal sundhed.dk in 2003, the introduction of the e-record system ‘e-Journalen’ in 2007, and the establishment of a national infrastructure for telemedicine in 2012. Denmark is well advanced in digital health measurement, providing opportunities for researching the digital transition and its effects for healthcare organizations and Danish citizens. Most digital health data is collected through national population-based databases and registries. Additionally, annual surveys of health professionals and biennial surveys of citizens’ use of health IT are conducted. Recent data show that all general practitioners use electronic health records, mainly for receiving laboratory test results from hospitals, ordering prescriptions at pharmacies, exchanging records, and sending referrals to hospitals. This workshop provides an overview of developments in Denmark and a discussion of challenges, achievements, and prospects. Particular attention will be paid to the monitoring of digitalization progress and effects, and the use of digital solutions in primary and secondary care. Issues about implementation and evaluation of digital infrastructure will be discussed with examples from Danish health care. A key question is whether digital solutions can fulfill their promise of supporting integrated and home based health care in an era of changing demographics.

Microcrediting and Investment Analysis in the Context of Environmental, Social, and Corporate Governance

This article is devoted to the analysis and development of ranking criteria for microcredit organizations to increase their investment attractiveness. The need to solve problematic issues is associated with the need to minimize risks before the start of the lending process through the correct selection of participants in the credit transaction. This study used the methods of content analysis and interpretation, correlation analysis and regression modeling, ranking, and clustering to assess the factors affecting the effectiveness of microcredit organizations. The most attention is paid to identifying key indicators that help improve the quality of financial services provided and their availability for various categories of borrowers. The results show that factors related to lending volumes and borrower characteristics have a significant impact on the quality of microcredit organizations. Of interest is the interpretation of classical financial indicators of microcredit organizations in the context of the principles of environmental, social, and corporate governance (ESG). The proposed approaches and conclusions can be used to improve the practice of microfinance and develop management and regulation strategies in this area.

Exploring the Psychosocial Impact of Hospitalization for COVID-19: Insights from Patient Experiences

Abstract Background The COVID-19 pandemic has severely tested the organizational structure and operational effectiveness of healthcare systems. We aimed to explore the experiences of patients who have been hospitalized due to COVID-19. Methods Employing purposive sampling, semi-structured interviews were conducted covering eight topics: 1) the experience of COVID-19 diagnosis, 2) the most difficult moments during hospitalization, 3) difficulties related to hospital conditions and safety protocols, 4) interactions with healthcare professionals, 5) received support, 6) social stigma, 7) concerns about the future, and 8) post-COVID and long COVID syndrome. Twelve individuals (six women and six men; mean age 57.5 (SD = 13) years; mean length of stay 18.1 (SD = 3.1) days) participated. The data analysis was carried out using the phenomenological method according to Colaizzi. Results Patients reported a spectrum of emotions including loneliness, isolation, abandonment, disappointment, insecurity and fear of death. Interactions with healthcare professionals revealed a dichotomy: experiences of respectful, reassuring care contrasted with encounters lacking psycho-emotional support within an impersonal healthcare setting. Conclusions This study sheds light on the experiences of patients on the nursing wards and their psychosocial burden. Most of them reported negative emotions such as loneliness, isolation, sadness, fear and anxiety rather than positive experiences such as hope, interpersonal connectedness, self-identity, empathy, caring and safety. Key messages • The study highlights psychosocial challenges for COVID-19 patients, emphasizing the urgent need for robust support systems. • The study provides insights for future similar situations and highlights the need for adaptable care models based on principles such as empathy, safety and personalized approaches.

Assessing the Effects of Organizational Culture on the Connection Between Innovation in Organizations and Human Resource Management

This article examines the significance of human resource management (HRM) in innovation, organizational culture, and organizational effectiveness. The conceptual framework creation was supported by extracting information from literature research on related study topics, such as resource-based views and organizational effectiveness. This paper seeks to address the existing gap in the literature on organizational effectiveness by emphasizing the role of HRM in influencing business performance. Specifically, it focuses on the intermediate impact of HRM on innovation and culture. This research can help higher education institutions better understand how human resource policies can improve long-term performance by encouraging innovation and fostering an effective culture.

Assessing the Factors for the Effectiveness of the Task Force Staff in Revenue Collection in Tanzania Local Governments Authorities

Recurring challenges in revenue collection and the insufficient revenue collection is pervasive, affecting the financial viability within Tanzania Local Government Authorities (LGAs) prompted this study with a focus on Mpanda Municipal Council. The aim is to assess key factors such as staff training, resource allocation, and community engagement that impact efficiency of task force staff operations. Mpanda Municipal Council was chosen due to its recurring challenges in meeting revenue collection targets and its strategic importance as a rapidly growing municipality with increasing fiscal demands. The study is grounded in both Agency Theory (AT), TAPACO and Resource-Based Theory (RBT). Agency Theory emphasizes the relationship between principals (local governments) and agents (task force staff) in ensuring that revenue collection objectives are aligned, while Resource-Based Theory highlights the importance of internal resources both tangible and intangible in achieving organizational effectiveness. Adopting a pragmatist research philosophy, the study used a convergent mixed-method research design, combining both qualitative and quantitative data to provide a holistic understanding of the research problem. Pragmatism guided the choice of methods, focusing on practical solutions and actionable outcomes. The quantitative data were analyzed using Ordinal Logistic Regression (OLR), which revealed that all independent variables significantly impact revenue collection effectiveness. A population of 75 people with a sample of 63 participants, comprising 46 respondents completed questionnaires while 17 business owners participated in semi-structured interviews. Thematic analysis was used in case of qualitative data. The findings reveal that targeted training programs, adequate resources, and active community engagement significantly enhance the effectiveness of task force staff in revenue collection. The study concludes that improving these areas will result in better revenue generation and financial stability for local governments. It is recommended that local governments increase investment in training, adopt modern technologies, and foster stronger community engagement to reduce reliance on central government funding.

Matrix Structure and Manpower Development: A Paradigm Shift

The paper examine matrix structure and manpower development;a paradigm shift. The aim of this research is to determine the extent to which matrix structure improves an organisational manpower effectiveness as well as to ascertain how matrix structure increase organisational manpower efficiency. The content analysis methodology was used in this study. The data and information used in this study are from the existing literature and previous studies. The secondary data sources include textbooks, journal articles, reports and internet. Research question raised in this paper was explored by the concept of matrix structure. The findings of the research reveal that team motivation, problem solving, skills and knowledge acquired on the job enhance manpower effectiveness while the managerial skills required in the matrix structure centred on positive on the positive achievement of the firm and individual employee. The study recommends that careful attention should be paid to the creation of matrix structure in terms of coordination, communication and control.

Advancing Organizational Effectiveness Through Strategic Workforce Planning and Technology Integration

Abstract: This comprehensive examination delves into the pivotal roles of strategic workforce planning and technological advancements in bolstering organizational effectiveness. Spanning various critical dimensions such as human resource demand forecasting, strategic recruitment and selection, employee training and development, diversity and inclusivity, and the integration of technology in HR practices, the paper articulates a multi-faceted approach to optimizing workforce capabilities. By leveraging predictive analytics, organizations can forecast future employment needs, while AI-enhanced recruitment processes streamline candidate selection, ensuring alignment with organizational goals. The deployment of advanced training methodologies, coupled with a focus on creating a diverse and inclusive work environment, not only enriches organizational culture but also drives innovation and improves overall performance. The paper further explores the strategic use of HR analytics, AI in recruitment, and digital platforms in employee development and engagement, highlighting their significance in adapting to the evolving work landscape. Through an in-depth analysis, it becomes evident that the integration of strategic HR planning and cutting-edge technologies is not merely an option but a necessity for organizations aiming to thrive in the competitive global market.

The Impact of HRM Practices on Employee Performance: A Study on Readymade Garments Sector in Bangladesh

This study explores the impact of Human Resource Management (HRM) practices on employee performance in the Readymade Garments (RMG) sector of Bangladesh, employing qualitative data collection methods to gain in-depth insights. As the RMG sector plays a pivotal role in Bangladesh’s economy, understanding how HRM practices influence employee performance is essential for organizational growth and effectiveness. Data were collected through semi- structured interviews with HR managers, team leaders, and employees from various RMG firms, as well as focus group discussions. The research focused on key HRM practices including recruitment and selection, training and development, performance appraisal, compensation and benefits, and employee relations. These practices were examined to understand their perceived impact on employee performance, such as job satisfaction, productivity and motivation. The qualitative analysis reveals that effective recruitment and selection practices are crucial in aligning employee skills with job requirements, leading to higher performance levels. Comprehensive training programs are valued for enhancing skills and boosting confidence, which positively affects productivity. Transparent and fair performance appraisals are seen as motivating employees and fostering a sense of achievement. Competitive compensation and supportive employee relations contribute to job satisfaction and commitment, driving overall performance. The findings indicate that while HRM practices in the RMG sector are generally effective, there are areas for improvement. This research provides actionable insights for HR professionals and organizational leaders aiming to improve performance outcomes in the RMG sector.