Improvement Of Organizational Performance Research Articles

Leadership and Organizational Performance of Telecommunication Company: an Exploratory Study of Hormuud Telecom in Somalia

This study explores the relationship between leadership styles and organisational performance within the context of Hormuud Telecom, a telecommunications business in Somalia. Given the unique socio-economic, political and security instability context in the country, the study examines the influence of leadership styles, methods, and practices on the organization's overall success. This leadership style appears to correlate positively with key performance metrics such as employee satisfaction, internal and external efficiency, and customer retention. This research seeks to provide significant insights into the dynamics of leadership in the telecoms sector by performing an in-depth investigation of Hormuud Telecom's leadership structure and its impact on several areas of organisational efficiency. Employing a qualitative study technique, the research adopted a qualitative research design incorporating secondary data and observational methodologies to gather insights and comprehend the influence of leadership styles on team leadership styles, employee satisfaction, and operational efficiency. It further examines the prominent leadership behaviours seen at Hormuud Telecom and establishes a relationship between these practices and qualitative improvements in organisational performance. The findings indicate a strong correlation between transformative leadership increased employee engagement and improved performance indicators. Similarly emphasises the significance of adaptive leadership in the swiftly evolving telecom industry like in Somalia, indicating that effective leadership plays a crucial role in enhancing organisational performance under demanding economic and operational conditions. This research enhances the overall discussion on leadership in developing economies and provides practical knowledge for firms functioning in comparable situations.

Organizational Performance Improvement Strategies Through Organizational Learning and Employee Empowerment: Organizational Commitment as Mediation

Purpose – Organizational performance is heavily influenced by human resources in government administration, including resource allocation for individual work in all organizations. Organizational performance can be improved by ensuring that each level in the organization meets the job requirements and has a clear plan to support the achievement of organizational goals. Methodology/approach – This research uses quantitative research and uses structural equation modeling analysis (SEM) with Partial Least Squares (PLS) software. The study has a population of 50 officials who support the planning and performance measurement of the regional government unit of the province of Banten. Findings – The result is that learning organization has a direct impact on organizational commitment, while learning organization has no impact on organizational performance. Employee empowerment affects organizational commitment and organizational performance. Organizational commitment influences organizational performance. Organizational commitment does not mediate between learning organization and organizational performance, but may mediate between employee empowerment and organizational performance. Novelty/value – Learning organization and employee empowerment promote sustainable improvement, innovation, and adaptability, and empower employees to make the right decisions and contribute to organizational goals. It fosters commitment, emotional attachment, and productivity, enabling organizations to adapt and maintain competitive advantage.

간호사의 교대근무 직무만족도 측정 도구 개발

The purpose of this study was to develop and test the measurement for job satisfaction of the shift work nurses. In accordance with the stages of scale development by DeVellis, 10 expert nursing administrators reviewed the content validity. 80 voluntary participants answered the initial instrument. Content, construct, and criterion-related validities were analyzed using exploratory factor analysis and confirmatory factor analysis. Reliability was approved by the Cronbach’s alpha coefficient. As a result of the study, the measuring scale for job satisfaction for the shift work nurses consists of 10 items, with 3 factors. The model fit was good with all indicators (χ2 38.318(p-value .205), RMSEA .050, TLI .955, CFI .974). The Cronbach’s alpha was .775, content validity, criterion-related validity and discriminant validity was all approved but the convergent validity was partially met. A specified measuring scale for job satisfaction of the shift work nurses had been developed and the validity and reliability of the measurement were analyzed. Although the convergent validity was partially not perfectly secured, overall validity and reliability of the measurement had been approved. It may be necessary to repeatedly measure job satisfaction related to shift work using the developed scale among a larger sample of subjects to ensure the validity of the developed measurement. Furthermore, it is expected that by utilizing the developed measurement, the job satisfaction of nurses working shifts can be measured and used as an indicator for organizational performance improvement.

Factors Affecting the Adoption of HRIS: An Empirical Study Using Extended UTAUT2 Model

Human Resource Information Systems (HRIS) have become indispensable in modern businesses, reshaping the landscape of Human Resource (HR) service delivery. Despite their crucial role, the adoption and implementation of HRIS present persistent challenges influenced by diverse factors. This study delves into the adoption dynamics of HRIS and their practical utilization in developing countries, specifically in Bangladesh. Leveraging the Unified Theory of Acceptance and Use of Technology (UTAUT) model, the research incorporates Hedonic Motivation (HM) and Personal Innovativeness (PI) as additional factors, forming an extended UTAUT2 model. Employing a quantitative approach, survey data was collected from 255 respondents, including top-level management, HR professionals, and executives from public and private organizations in Chittagong and Dhaka, Bangladesh. Structural Equation Modeling (SEM) with the partial least squares (PLS) method through SmartPLS was employed for model validation. Results reveal that all selected parameters exert a positive and direct influence on HRIS adoption. The results aim to enhance comprehension of the intricate aspects of HRIS adoption, providing valuable insights for organizations to tailor implementation strategies. These findings are pertinent for policymakers and HR managers, offering insights into overcoming obstacles associated with HRIS adoption and optimizing HR practices, thereby contributing to organizational performance improvements.

The role of supply chain management practices, supply chain responsiveness, and organizational capabilities on organizational performance

Purpose-Several internal and external elements impact an organization's performance. This study examines organizations' performance using both internal and external elements. Organizational capabilities are the internal aspects of the study, whereas supply chain management practices and supply chain responsiveness are the external factors. These three elements are believed to have a significant impact on an organization's performance. Design/Methodology/Approach-The study population focused on furniture micro, small, and medium-sized enterprises in Yogyakarta, Indonesia. The research data were collected through questionnaires administered to respondents, and the results of 50 respondents were obtained. Then, a model analysis was applied using Smart PLS. Findings-Supply chain management practices positively impact organizational performance, and supply chain responsiveness improves organizational performance. Organizational capabilities also have a favorable effect on organizational performance. If these three elements can be effectively utilized, it will enhance organizational performance. Research limitations/implications-Micro, small, and medium-sized enterprises must understand the importance of supply chain management and maximize its use to promote improvements in organizational performance. Business actors must maximize their efforts to achieve organizational success by considering other aspects, such as organizational capabilities. Originality/value-Research on organizational performance is currently lacking, especially in the case of micro, small, and medium-sized enterprises that are specifically associated with particular industries. Government rules, strategy orientation, and green supply chain management are just a few of the external and internal factors that have been the subject of prior research on organizational performance. As a result, this study examines the characteristics of supply chain management practices, supply chain responsiveness, and organizational capabilities in order to measure the performance of furniture micro, small, and medium-sized enterprises in Yogyakarta, Indonesia.

Perspectives on systematic capacity building in pharmaceutical regulation for regulators of medical products.

Having a robust, integrated regulatory system is important for ensuring the availability of safe and efficacious medical products of good quality and for protecting public health. However, less than 30% of countries globally have reached the required regulatory maturity level three, with low- and middle-income countries facing challenges in attracting and retaining qualified staff. World Health Organization (WHO) advocates for systematic workforce development, including competency-based education, to address these gaps. We provide perspectives on a systematic approach to capacity building of medicine regulators based on the experience and lessons learnt in developing and piloting the WHO global competency framework for medicine regulators through three scenarios. A systematic approach to capacity building, such as the human performance technology model, can be used to implement the WHO competency framework as part of organizational performance improvement while ensuring that initiatives are well-defined, targeted, and aligned with organizational goals. The competency framework can be used in different contexts, such as improving organization performance for individual regulatory authorities, strengthening regional collaborations, harmonization and reliance on medical products assessment and joint good manufacturing practices inspections of pharmaceutical manufacturers, and developing learning programs for medicine regulators. A competency-based learning approach for regulatory professionals ensures the transfer of learning to the workplace by integrating real-world practices in learning activities and assessments. Further work is required to develop and validate the assessment instruments, apply the competency framework in other contexts, expanding the learning programmes while continuously providing feedback for further refinement of the competency framework and implementation support tools.

The Influence of Organizational Culture on Organizational Performance with Organizational Commitment and Leadership as Mediation

This study aims to determine the relationship between organizational culture, organizational commitment and leadership that can affect organizational performance in non-profit organizations. This research uses a quantitative approach using the PLS (Partial Least Square) based SEM (Structural Equation Model) method using SmartPLS 3.0 software. The sample in this study were employees of the Ministry of Education and Culture. The data collection technique for this research uses a questionnaire. The variables used in this study are organizational culture, organizational commitment, leadership, and organizational performance. The results of this study include organizational culture and leadership directly on organizational performance, while leadership can significantly increase the influence of organizational culture on company performance. In addition, organizational commitment is known to have no significant effect on organizational performance and cannot increase the influence of organizational culture on organizational performance. In this study, it is suggested that stakeholders for the Ministry of Education and Culture can increase their attention to factors that can affect the improvement of organizational performance, especially organizational culture and leadership.

HRM practices, organizational learning and organizational performance: evidence from the big four financial services in France

Purpose This paper aims to examine the mediation effect of organizational learning on the link between human resource management (HRM) practices and organizational performance in some Big4 financial services companies. Design/methodology/approach The quantitative methodology was chosen for this research, using resource theory and knowledge-based approach to explain the relationship between latent variables. A sample of 403 HR employees and managers of the companies under study in France was selected in 2022. Structural equations modeling was used based on the Spss-Amos program to test the research hypotheses. Findings The results revealed that organizational learning played a mediating role between HRM practices (hiring, training, motivation and decision-making) and organizational performance and that learning enabled the performance of workers to improve and achieve competitive advantages in this field. Research limitations/implications The sample was based on four international companies working in the field of financial services and consulting and providing their services within France, which may affect the generalisability of the results and limit them to the studied sector. Practical implications The contribution of the study is to improve the awareness of administrators, decision makers and company employees of the importance of organizational learning for companies, and to stimulate motivation to learn and exchange knowledge in a constructive way that enhances organizational performance. Working on organizational culture change through HRM-practices-based learning as an effective mechanism for organizational performance improvement is one implication. These practises influence cadres' attitudes toward their work, which improves their performance. Social implications Working on organizational culture change through HRM-practices-based learning as an effective mechanism for organizational performance improvement is one implication. These practises influence cadres' attitudes toward their work, which improves their performance. Originality/value This study seeks to provide cadres and executives with an in-depth analysis of HRM and organizational learning, which, through its integration of these attributes, can contribute to the earning of knowledge-based competitive advantage and achieve superior and sustainable performance.

Assessing The Relationship Between Total Quality Management (TQM) Practices and Organizational Performance in Libyan Manufacturing Companies

In the contemporary landscape, manufacturing companies should actively cultivate their competitiveness and demonstrate the capacity to sustain a robust competitive advantage. Key factors in this pursuit are Organizational Performance (OP) and the implementation of Total Quality Management (TQM), which are widely recognized as crucial variables within the manufacturing sector. This study employs a comprehensive approach, utilizing descriptive analysis with the Statistical Package for Social Sciences (SPSS) and Structural Equation Modeling (SEM) employing the Partial Least Square (PLS) Approach Version 3.0. Distinguished by its capability to represent unobserved concepts in relationships, account for measurement errors in the estimation process, and validate the hypothesized model, this approach adds rigor to the investigation. The primary focus of this research is the assessment of the relationship of TQM implementation across a spectrum of companies, encompassing those with formal TQM programs and those incorporating TQM practices. Meticulously designed questionnaires are utilized for data collection, and distributed among various personnel, including total quality managers, supervisors, quality assistants, control managers, general managers, top manager production managers, and individuals possessing relevant quality expertise. Through rigorous hypothesis testing, the study aims to establish the relationships between TQM and OP. The findings reveal a positive relationship between TQM and OP in the manufacturing companies in Libya. It is anticipated that the outcomes of this study will serve as valuable insights and guidance for compliance managers and practitioners in Libyan manufacturing, fostering improvements in organizational performance through effective TQM implementations

Demystifying the Influencing Factors of Construction 4.0 Technology Implementation from a Sustainability Starting Point: Current Trends and Future Research Roadmap

Given the challenges of innovation and adaptation to change, Construction 4.0 (C4.0) is triggering a revolution within construction and industry firms from automation to a greater level of digitalization. Despite the plethora of advantages and growing research interest in certain aspects of C4.0 technology implementation (C4.0TeIm), previous discourses have been largely fragmented and lack a comprehensive investigation of the factors influencing C4.0TeIm. To this end, this study aims to holistically investigate the influencing factors of C4.0TeIm and propose guidelines for future research directions. Informed by the United Nations twin green and digital transition perspectives, this study initiated its exploration in the background by delving into the potential intersections between C4.0 and sustainability. To achieve the aim, this study (i) reviewed 77 relevant articles and discerned a comprehensive list of factors influencing C4.0TeIm; (ii) outlined and quantified the influence and importance of the identified factors using social network analysis and validated results against the simplified analysis; and (iii) revealed gaps in the literature and proposed a research roadmap directing future research needs. The results show that 60 factors could collectively influence construction firms’ C4.0TeIm; they can be categorized into the external environment, technology competence, organizational factors, project-based factors, and technology challenges. The findings also reveal that further endeavors should emphasize those understudied factors such as “perceived overall organizational performance improvement”, “corporate strategy and management policy”, and “availability of resources”. Practically, the proposed research guidelines provide valuable references to accelerate C4.0TeIm in both academics and the business world and offer strategies for the top management of firms to maximize potential benefits and gain competitiveness.

AI Strategy in Healthcare CHRM: Analyzing the Influence Organization Effective Performance Evidence from the Private Hospitals of Lahore Pakistan

Background: The advent of Artificial Intelligence (AI) within organizational frameworks, particularly in the realm of Human Resource Management (HRM), has initiated a transformative shift in operational efficiencies and strategies across various sectors. This integration aims to leverage AI's capabilities to augment human decision-making, enhance operational efficiency, and foster a culture of innovation within organizations. Despite the potential benefits, the practical application and tangible impact of AI strategies on organizational effectiveness remain areas of significant academic and practical interest. Objective: This study aimed to investigate the influence of AI strategies and creativity oriented HRM practices on organizational effective performance. It sought to explore the synergistic relationship between AI implementation and innovative HR practices, and their collective impact on enhancing organizational efficiency and performance metrics. Methods: Employing a cross-sectional survey design, the study collected data from employees working in private hospitals in Lahore, Pakistan. A total of 144 valid responses were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) to assess the relationships between AI strategy implementation, creativity-oriented HRM practices, and organizational effective performance. Reliability and validity of the constructs were evaluated through Cronbach's alpha, composite reliability, and average variance extracted (AVE) measures. Results: The findings revealed that AI strategy implementation (Cronbach's alpha = 0.942, AVE = 0.611) and creativity oriented HRM practices (Cronbach's alpha = 0.932, AVE = 0.585) were both significantly associated with enhanced organizational effective performance (Cronbach's alpha = 0.932, AVE = 0.533). The path analysis indicated strong positive relationships between AI strategies and creativity-oriented HRM practices (β = 0.688, p < 0.001), between AI strategies and organizational performance (β = 0.228, p = 0.004), and between creativity-oriented HRM practices and organizational performance (β = 0.597, p < 0.001). The model explained 59% of the variance in organizational effective performance. Conclusion: The study concludes that the strategic integration of AI within HRM frameworks significantly contributes to organizational effectiveness. Emphasizing creativity-oriented HRM practices in conjunction with AI strategies can lead to substantial improvements in organizational performance. These findings underscore the importance of a strategic approach to AI integration in HRM, highlighting the need for organizations to foster environments that promote innovation and creativity.

Information and Communication Technology as a Determinant of Organizational Performance: A Study of Banks in Delta/Edo States

This study investigated information and communication technology (ICT) as determinant of organizational performance of selected commercial banks in Delta and Edo States, Nigeria. Cross-sectional survey design was used and one hundred and eighteen (118) questionnaires were administered to employees of four (4) commercial banks in Delta and Edo States. Data obtained were analyzed using descriptive, diagnostic and inferential statistical tools. The regression results indicated positive and significant relationship between information and communication technology usage and improvements in organizational performance in areas of enhanced quality of service delivery, productivity, and customers’ base. On the basis of the findings, it was recommended that commercial banks should expand the usage of information communication technology tools in their business processes in order to become more competitive and improve service delivery to customers, enhanced productivity and customers’ base. More importantly, commercial banks should strengthen their policies and procedures on information and communication technology targeted at retaining IT staff. Also, commercial banks should ensure an up-to-date training of IT staff to keep them abreast of current trends in the ICT environment.

Green supply chain management practices and implementation in the construction industry

This study aims to define and describe Green Supply Chain Management (GSCM) in the construction industry. GSCM is one of the most critical initiatives for integrating environmental factors into supply chain management. It aids in the reduction of carbon emissions and the improvement of organizational environmental performance. As a result, most construction organizations have included GSCM in their strategic planning. Barriers and problems are predicted to exist in the execution or operational process of GSCM in construction or building firms, as in the case of radical innovations. As a result, organizations must identify any potential hurdles to GSCM implementation and develop strategies for achieving success. This study undertakes a complete literature evaluation on GSCM procedures to address the difficulties of establishing a conceptual framework. According to the data, the biggest weaknesses or disorders to applying GSCM canister are divided into five categories: expertise, information and facts, funds, contract out, administration, and supervision. Moreover, uppermost managing commitment, variated in present strategies and know-hows, expanded consciousness of harmless to the ecosystem matters, preparing and instruction, and executing effective materials and waste administration frameworks are systems to improve GSCM performances in building organizations. To successfully implement GSCM in construction firms, the provided framework can be used to recognize the crucial mechanisms of GSCM and self-assessment of obstacles and policies.

The Role of Continuous Improvement in Organizational Performance: A Comprehensive Analysis

The Role of Continuous Improvement in Organizational Performance: A Comprehensive Analysis

Recruitment, selection, training practices and employee performance in service sector institutions of Nepal

This research is based on the analysis of relationship of recruitment, selection, and training with that of employee performance in service sector institutions of Nepal. The elements recruitment process, selection process, and employee training are considered as independent variables whereas employee performance is taken as dependent variable. This study is based on analysis of information gained through service sector institutions of Nepal consisting of hospitals, telecommunications, and airlines. In this research work, in total 321 questionnaires were distributed and 244 respondents provided their response, which was the basis of study. The statistical tools such as descriptive statistics, correlation, and regression analysis have used to study the data collected through questionnaire. In this study it is found that recruitment, selection, and training have significant position relation with employee performance. But, when examining the beta coefficient, it was explored that compassion to training is higher followed by selection process on employee performance. The conclusion is that if Nepalese service sectors define and implement specific procedures of recruitment, selection, and training process, it can improve the level of employee performance. The improvement of employee performance would be supportive for improvement of overall organizational performance.

Pengaruh Digital Skill, Transformational Leadership dan Readiness for Change sebagai Variabel Mediasi terhadap Innovative Work Behaviour

The decline in the Global Innovation Index (GII) in Indonesia highlights the importance of promoting Innovative Work Behavior. In response, the government has initiated a Large-scale Bureaucracy Reform Design, emphasizing the significance of innovation in achieving world-class governance. Innovative Work Behavior is defined as creative ideas and contributions from employees in solving job-related problems, which impact organizational performance improvement. This research is motivated by the need for innovation in the public sector, particularly in the digital transformation of government services. The purpose of this study is to analyze the influence of Digital Skills and Transformational Leadership on Innovative Work Behavior, mediated by Readiness for Change, in the context of implementing Dukcapil Go Digital in the Population and Civil Registration Office (Disdukcapil) of Dharmasraya Regency. This research is a case study with a quantitative approach. The research respondents are all employees of Disdukcapil Dharmasraya Regency. This study uses primary data obtained from respondent answers through a questionnaire filled out via Google Forms. Data analysis technique uses the SEM-PLS (Structural Equating Modeling-Partial Least Square) method. The research findings indicate that Digital Skills and Transformational Leadership have a positive and significant influence on the Innovative Work Behavior of employees in the Population and Civil Registration Office of Dharmasraya Regency. Digital Skills also have a positive and significant influence on Readiness for Change, while Transformational Leadership does not have a significant influence on Readiness for Change. Although Readiness for Change has a positive impact, it is not significant on Innovative Work Behavior. Furthermore, Readiness for Change is not able to function as a mediator between Digital Skills and Innovative Work Behavior, as well as between Transformational Leadership and Innovative Work Behavior.

Sustainable Performance Measurement in Public Sectors - A Systematic Literature Review

This paper provides a systematic review of the literature on how sustainable performance is measured and reported in the public sector. Analyzing 22 studies published in a period of 5 years (from 2017 to 2021), the author addresses two simple but meaningful questions: How is the recent stream of literature on environment sustainability reported on in the public sector? And, what are the common measurement methods for the phenomenon? The findings indicate that public organizations mostly choose to adopt the Global Reporting Initiative (GRI) to report their sustainable or environmental performance; and given the crucial role, researches on environmental and sustainable performance of public sectors are still much lagging behind compared to the private sectors. The author also proposes several insights for public organizational performance improvement.

Streamlining Operations: The Impact of Effective Supplier-Manufacturer Relationships

Supply Chain Management (SCM) plays a crucial role for firms striving to maintain competitiveness amidst numerous competitors. In the contemporary business landscape, firms enhance their competitiveness by efficiently relying on their supply chain Moreover, an effective and efficient supply chain has become a vital and valuable means for staying vigilant in the evolving and competitive global business environment, contributing to overall organizational performance improvement. The term "supplier-manufacturer partnership" refers to the relationship established when a manufacturer and supplier mutually agree to collaborate based on a specific contract. This research study is quantitative in nature with population in the vicinity of Rawalpindi & Islamabad working either as manufacturer of goods or are providing the services or in the service business. Simple random sampling technique has been utilized in cross-sectional time horizon. SPSS version 22.0 was used as statistical software to carry out the analysis. The findings suggest that a stronger partnership correlates with improved supply chain performance. Furthermore, the statistical tests conducted in this research underscored the significance of business value addition, communication and trust as the most influential factors contributing to enhanced supply chain performance and overall profitability. The study also unveiled that the partnership strongly affects information flow. Moreover, when information is effectively managed, and its quality is enhanced, it fosters strong partner relations, ultimately leading to improved supply chain effectiveness and heightened performance.

Implication of internet of things (IoT) on organisational performance for SMEs in emerging economies – a systematic review

The object of this research is the implementation of Internet of Things (IoT) and its effect on organizational performance for Small and Medium Enterprises (SMEs) in emerging economies. SMEs in emerging economies are faced with low level of performance due to technological constraint, inadequate skilled human resource, lower entrepreneurial capabilities and management systems, the deficiency of available information, inadequate use of Information Technology, poor quality products and lack of strategic long-term plans. Systematic literature reviews approach was used to discover, assess and synthesize findings of all relevant individual research on fourth industrial revolution (4IR), IoT, organization performance and SMEs topics. 461 articles were found, and 60 articles were used as sample of this study. Findings of this study established that implementation of IoT positively affects performance for SMEs in emerging economies. Results also shows that financial, technological, and operational risks are major risks faced by SMEs in implementing IoT technologies in emerging economies. The essence of the results is to contribute to current body of knowledge by giving interesting insights in the form of a framework on how IoT technologies can be applied in enhancing SMEs performance in emerging economies. This is achieved by making SMEs aware of its potential benefit by providing some knowledge on securing financial resources, and ability to analyse external environment, and to shed more light on the benefits and opportunities that these new tools offer and how it can subsequently improve organization performance for SMEs. Most articles used systematic literature review were from developed economies as there was limited literature which speaks about IoT and SMEs performance in emerging economies. The study therefore focused on IoT and how it can improve SMEs’ organizational performance in emerging economies.

Structural Reform of Police Organization at Village Level Government in Bandung Regency, West Java Province

The research aimed to enhance the Police's performance in delivering exemplary community service and harmonize the National Police's structure with the Village/District Level Regional Government. The study employed qualitative description with SWOT and ASOCA Analysis. In Bandung Regency, there's a notable security vulnerability. The data indicates: 1) Potential disturbances exceed 70%, 2) Disorder threshold surpasses 60%, and 3) Actual disruptions are above 30%. Addressing this and to achieve structural synchronization between the National Police and the Regional Government, a strategy is devised titled "Structural Reform of the Police Organization at the Village Government Level." This aims to optimize police performance, resonating with the National Police's 2005-2025 Grand Strategy. SWOT analysis reveals 1) Strength in Leadership, 2) Weakness in Organizational Structure, 3) Opportunities within the Legal Framework, and 4) Threats from misalignment with the Village's Regional Government. ASOCA Analysis emphasizes several factors. Internally, it points out the Police Leadership's ability and members' loyalty. It stresses the importance of harnessing police resources and an Organizational Performance Improvement Program. There's a highlight on the intellectual prowess of police members and their potential to act creatively. Externally, the community's aspiration for better police service is noted. The Bandung Regency's distinct culture and traditions play a role. Challenges persist, like the misalignment of the organizational structure with geographical realities and limited flexibility in local Police management. Community participation and educational levels remain concerns. Lastly, the Village Police follows a "Line and Staff Organization" model. This aligns with the higher-level organizational structure, emphasizing task decentralization and role clarity, ensuring a robust hierarchy and efficient task delegation.