Organizational Development Activities Research Articles

Human resource development and organisational performance: Evidence from Pakistan

Purpose: This study is an endeavour to find the effect of human resource development on organisational performance. Human resource development is essential for better organisational productivity and effectiveness.Research purpose: This study specifically investigates the impact of organisational context, resourcing, training and development, skills, attitude and behaviour on organisational performance.Design/Methodology/Approach: This research study focuses on manufacturing companies in Islamabad and Rawalpindi, Pakistan. A standardised questionnaire with a response rate of 85% was used to gather data from a random sample of 50 manufacturing companies. The structural equation modelling technique was used for data analysis.Findings: Organisational performance has a positive association with all the independent factors studied in this article: resourcing, training and development, employees’ abilities, employee attitudes, employee behaviour and the organisational context. In addition, the outcomes of this research support the idea that human resource development methods might have a favourable influence on manufacturing business performance. There is no direct correlation between resourcing and organisational performance, although training and development activities are favourably connected with it.Contribution: For the first time, this research aims to evaluate how human resource management (HRM) influences organisational performance in Pakistan by examining theoretically created pathways between key exogenous and endogenous factors.

Šta oblikuje inovativni organizacioni dizajn u naučnoistraživačkim organizacijama u Srbiji - uticaj faktora strateškog upravljanja projektima

Efficient strategic project management in SROs (Science and Research Organisations) implies the existence of an integrated strategic management concept closely linked to an innovative organisational design. The aim of the paper is to examine the influence of certain factors of strategic project management on creating an organisational design that encourages innovation in scientific research organizations. An empirical research in SROs in Serbia has been conducted as well. Our research is empirically presented on the example of SROs in Serbia as a representative of developing countries. Our findings show that the external and internal environment, project portfolio, resources, monitoring, methods, and techniques mainly influence an organisational design. These elements of strategic project management account for 67.3% of the explained variability in a developed regression model. This paper extends the current strategic and project management literature with a new conceptual model on the link between strategic project management factors and an innovative organisational design in SROs. The presented analysis can help strategic and project managers establish adequate strategic guidelines for organisational development activities to improve the efficiency of scientific research results and the level of their innovativeness.

Pendampingan Pengelolaan Arsip Pada Pegawai Administrasi Kantor Hukum Rolando Marpaung & Partner

Archives are written records both in the form of pictures and charts which contain information about a subject (subject matter) or events that people make to help people's memory (that) too. The function of an archive is as a memory for a company or individual, as evidence, for human safety, and so on. Records management in an organization is very important, considering that archives are one of the evidences in an activity that has occurred. Therefore, archive management activities must always be maintained. Various information relating to organizational development and operational activities is always maintained by maintaining organizational records. Given the importance of archives, it is necessary to make efforts to improve and perfect the archive system optimally so that it can run well, efficiently and effectively. This activity aims to improve the skills of participants who are administrative employees of the Rolando Marpaung & Partner Law Office in storing and protecting records properly. The scope of this activity was carried out at the Law Office of Rolando Marpaung & Partners with all 6 (six) administrative employees participating. The results of this assistance show that based on the results of the questionnaire given to the participants, the success rate was stated to be 100%. The conclusions of this activity are (1) The implementation of this community service went smoothly according to the expectations of the community service implementation team, (2) The participants felt that this community service activity was useful, because the participants were aware of the importance of managing records for the survival of an organization, (3) The participants' responses to the community service activities carried out stated that the delivery of the material was good and the participants understood the explanations given. This is shown by the interactive atmosphere between the participants and the service team and (4) With the assistance of archive management, it facilitates the process of storing, organizing and retrieving archives.

Exploring the Role of Contextual Factors in Medicaid Nursing Homes' Performance: A Qualitative Perspective

This study explored the role of tested contextual factors (structural, market, and management) in high Medicaid (under resourced) nursing homes performance. Four nursing homes in geographically diverse states were purposefully selected for site visits based on high and low performance (quality/ profitability) indicators. Eight nursing home administrators and directors of nursing, and twenty-one nursing staff (RNs, LPNs, and CNAs) and providers of support services were interviewed. Data were analyzed using an inductive thematic approach with NVivo 12 Plus. Within and across case analysis was used to compare participants’ perspectives across nursing homes and across administrators and staff. Several themes provide insight into varied influences of contextual factors on these nursing homes’ performance: focus on quality care, team-based approach, community support and engagement, and staffing retention. Providing quality care to residents was strategic priority in all facilities, which was enhanced by an adopted team-based leadership approach, open-door policy and home-like atmosphere. Community reputation and availability of local training opportunities for CNAs affected nursing staffing which some facilities addressed using creative retention strategies. These research findings will facilitate interventions, such as leadership training and organizational development activities, aimed at improving the performance of low performing facilities in terms of lower costs and better quality.

A measure of adaptive performance and the DLOQ

PurposeThis study aims to introduce adaptive performance as an organizational performance dimension and examine the possible dynamics between the dimensions of a learning organization and adaptive performance.Design/methodology/approachThis study used a survey and applied factor analysis and structural equation modeling analysis.FindingsThe results supported adaptive performance as an organizational performance dimension. Also, the findings of this study empirically proved that perceived knowledge and adaptive performance mediate the positive relationship between a learning organization and perceived financial performance.Research limitations/implicationsIn addition to the current Dimensions of a Learning Organization Questionnaire (DLOQ) studies, this study revealed that adaptive performance, one of the nonfinancial outcomes improved by learning, had a significant effect on financial performance. Also, this study provided evidence of the additional construct validity of the DLOQ, particularly its performance measures.Practical implicationsThis study advises practitioners to take a close look at how learning and organization development activities improve organizational performance overall.Originality/valueThis study supported a claim that learning and organization development activities in organizations have a strong potential to induce variance in intangible performance.

Student Affiliates of Seventeen (SAS) 2020 Report: Transitioning to Leadership in a Historic Year

The University of Missouri–Columbia was selected to host the Student Affiliates of Seventeen (SAS) Executive Board from 2019–2022 and began their term in August 2019, following a successful three-year tenure by Ball State University. The new executive board has anchored its term in four pillars—Growth and Sustainability, Justice and Equity, Excellence and Innovation, and Wellness and Positive Development—which have guided the organization over the past year. This report reviews the purpose of SAS and discusses membership development, programming, advocacy, and the organizational development activities of the organization, including progress on goals to increase and engage membership and foster a more equitable and socially just organization that embraces liberation as a value. Counseling psychology students’ and the organization’s response and adjustment to the COVID-19 pandemic and national reckoning with police brutality and anti-Black racism are also discussed.

Çalışanların Örgütsel Sinizm Düzeylerinin İncelenmesi: Konya İli Örneği (Investigation of Organizational Cinism Levels of Employees: Example of Konya Province)

Purpose – Organizational cynicism is the negative beliefs, feelings and behaviors of employees towards the organization. The concept of organizational cynicism, which has begun to take its place rapidly in contemporary management issues, emerges as a behavior that threatens the existence of the organization by negatively affecting activities such as organizational commitment, organizational performance, job satisfaction, organizational citizenship behavior, organizational development and change activities. In this context, the aim of the study is to determine the organizational cynicism levels of the workers in the manufacturing industry and to determine whether there is a significant difference between their socio-demographic characteristics and organizational cynicism and its sub-dimensions. Design/methodology/approach – Within the scope of the study, 240 employees were surveyed and the findings were evaluated using statistical data analysis program. Descriptive analyzes, independent samples t-test and ANOVA test were used in the analysis of the data. Findings – According to the results of the analysis, the average of organizational cynicism, cognitive cynicism, emotional cynicism, and behavioral cynicism are at a moderate level. The behavioral cynicism levels of employees are higher than both the level of other cynicism dimensions and the level of general organizational cynicism. Significant differences were found between the education levels, status, income levels and daily working hours of the employees and the general organizational cynicism levels and dimensions. It is possible to say that as the level of education and status increases, the level of cynicism decreases. Discussion – According to the results of the analysis, it has been determined that there are significant differences between some socio-demographic characteristics of employees and organizational cynicism and its sub-dimensions.

АВТОБІОГРАФІЧНІ МАТЕРІАЛИ: РЕТРОСПЕКТИВНА ХАРАКТЕРИСТИКА

У статті розглядаються питання дослідження педагогічних особистостей шляхом аналізу документальної біографії, біографічного дослідження художньої літератури, спогадів, мемуарів. Наголошено на тому, що у науково-дослідницькій діяльності вчені постійно стикаються з усіма суттєвими відтінками терміну «особистість», тоді як їм доводиться використовувати фактичний опис і теоретично оцінювати, тобто розміщувати життя особи та її творчість у певному історико-соціальному контексті та у сучасних реаліях.
 З’ясовано, якщо біографічні дослідження та роботи є переконливими, достовірними, фактично та інформаційно всебічними, то вони однаковою мірою стосуються як наукової (професійної), так і частково художньої біографії, індивідуального контенту особистості. Закцентована увага на професію, характер, диспозицію, продуктивність, ментальний і внутрішній світ людини. Висвітлені наукові надбання відомих педагогів та педагогічних діячів. Зосереджена увага на необхідності виокремити аспекті особливості місця, яке займають автобіографічні матеріали та меморіальні спогади знаних педагогів для розкриття їх значення для розвитку історії педагогіки. Розкрито значення праці Русової «Мої спомини», Олександра Барвінського «Спомини з мого життя», М. Драгоманова «Австро-руські спомини (1867–1877)», А.Макаренка «Мої педагогічні погляди», Ступариа к Б. «З порога вічності». На тлі аналізу розкриваються чинники світоглядного формування особистості, родинного і соціокультурного середовища, суспільної думки та зміст, етапи, напрями, інші аспекти їх наукової, організаційно-педагогічної, культурно-просвітницької, державницької діяльності. Наголошено на те, що через призму особистих контактів спогади проливають світло на життєдіяльність визначних діячів, педагогів, просвітян, інтелектуалів.

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

360 Degree Feedback Appraisals- An Innovative Approach of Performance Management System

360-degree feedback systems are typically introduced as part of individual or organisational development activities. However, 360-degree feedback is increasingly used as an integral part of performance appraisal, relating to administrative decisions such as promotions, terminations and pay (Fletcher & Baldry, 1999; Fletcher, 2001). There has been vigorous debate among practitioners and academics concerning the role of 360-degree feedback in the HR function (Bracken et al., 1997; Garavan et al., 1997; Handley, 2001). The use of such systems for developmental purposes only is based on the argument that their application for other uses (e.g. linking them to pay or performance appraisal) lessens the impact and outcome from the process (Alimo-Metcalfe, 1998). The concept of 360 degree feedback makes a lot of sense and, if used well, should have a great deal to offer. It seems to suit the move towards the less hierarchical, more flexibly-structured and knowledge based organisations of the future Professor Clive Fletcher Goldsmiths College, University of London, in today changing and volatile world organisations are continually looking for ways to improve performance, and satisfy the demands of all stakeholders. Achieving this almost inevitably involves change, which then becomes the pivotal dynamic for success.

Proposta de ações para a implantação de um modelo de educação corporativa e educação a distância em uma instituição federal de ensino.

Corporate education in Brazil, with this new nomenclature, came mainly from 1990, when the training of organizations began to involve all its members. The new approach, based on the development of competencies aligned with the strategic objectives of the organization, emphasizes the role of knowledge, learning and the development of human and organizational competences. As an important and growing trend of corporate education, both in private organizations and in public organizations, it stands out the distance education, demonstrating that organizations are reinventing education activities for their employees / servants, through a conception of education as a permanent process, enabling different educational activities and the expansion and democratization of personal and organizational development activities. The objective of this work was to propose actions for the implementation of a distance education model in the corporate education of the research institution, considering the interest of the employees and managers, as well as the viability of the existing infrastructure. In order to reach this objective, the exploratory study was carried out, with bibliographical and documentary research and the case study, with the application of questionnaires and semi-structured interviews to several servers and managers of the institution. The results showed that the institution is moving towards the use of distance education. The servers and managers were favorable to the use of the modality in the service of corporate education. However, some aspects that are relevant to a satisfactory implementation, such as the budget issue and available human resources, have to be considered. The research concludes with the proposition of actions for implantation, considering the needs raised by the researched public.

A systematic literature review of faculty development for teacher educators

ABSTRACTAlthough ample literature exists regarding the effectiveness of faculty development (FD) activities, there is a gap in the literature synthesizing its outcomes. This review, using a predetermined review protocol, analyzed 22 publications on FD for teacher educators using Kirkpatrick’s training evaluation taxonomy. We found that North American universities provide the most empirical evidence about FD activities, focusing on technology integration in teaching and pedagogical skill improvement. Formal programs, such as serial workshops and developmental relationship, were reported with high frequency, compared to self-directed learning and organizational development activities. Empirical research was heavily based on self-reported, qualitative data and emphasized individual-level outcomes. There is a lack of information regarding the impact of FD activities for teacher educators on subsequent student learning or the downstream effect on school systems. Similarly, institutional involvement in FD remains largely unexplored. We conclude with robust recommendations for research and practice.

Strengthening Institutional Isomorphism in Development NGOs? Program Mechanisms in an Organizational Intervention

Nongovernmental organizations (NGOs) in international development struggle between being actors in the mainstream or representatives of alternatives to it. However, many NGOs all over the world align with the mainstream and are increasingly similar to each other. This homogenization results from institutional isomorphism, which is affected by their aspirations to be legitimate vis-á-vis the international field. Consultancies are among the main practices to promote normative isomorphism, but little is known about their micro-level dynamics. Drawing on the notion of program mechanisms in realistic evaluation, we scrutinize how external facilitators in organizational development processes enable normative isomorphism. As a result of analysis of interventions in three Finnish development NGOs, we identify program mechanisms of convincing, embedding, and consolidating. Our findings show how organizational development activities contribute to the direction of change toward normative isomorphism and argue that a detailed analysis of intervention mechanisms would be useful for self-reflection in any field of activity.

Learning organization, organizational culture, and affective commitment in Malaysia: A person–organization fit theory

ABSTRACTBased on person–organization fit theory, this article moves beyond theories of motivation and social exchange relationships that have often been used in commitment literature. This article contributes to understanding perceptions of organizational culture (OC) and affective commitment (AC) through perceptions of a learning organization (LO). Such understanding helps to tackle current commitment issues in Malaysia through strategic human resources development (HRD) planning and deploying organization development activities. We examined: (a) the extent to which organizations with an embraced LO mediated OC and AC, (b) the most influential component of OC in promoting employee AC, and (c) the most important component of LO for influencing OC and AC. We obtained 516 respondents (64.5% response rate) in selected Malaysian private organizations. It was concluded that LO mediated the relationship between OC and AC. Respect for people was an influential factor of OC for AC, while empowerment played a significant role in LO culture mediating the relationship between OC and AC. HRD practitioners should strategically plan organizational activities, norms, and policies that promote organizational learning processes and a learning culture to enhance AC.

Organizational and career-oriented commitment and employee development behaviors

Purpose – The purpose of this paper is to contrast the foundations of (affective) organizational and career-oriented commitment. Using social exchange theory as a background, organizational commitment is proposed as a mediator between perceived organizational support (POS) and competence development activities and feedback-seeking behavior. Career-oriented commitment, defined as a self-interested orientation toward one’s career, is proposed to mediate a positive relationship between proactive personality and competence development but a negative relationship between proactive personality and feedback-seeking. Design/methodology/approach – Data were collected from 126 employees using one-year time-lagged study in which POS and proactive personality were measured at Time 1, commitment variables at Time 2, and competence development and feedback-seeking at Time 3. Findings – Organizational commitment mediated a positive relationship between POS and competence development but not feedback-seeking. Career-oriented commitment mediated a negative relationship between proactive personality and feedback-seeking but did not mediate the relationship to competence development. Proactive personality exerted direct and positive effects on competence development and feedback-seeking, but had a negative effect on feedback-seeking through career-oriented commitment. Practical implications – An implication of these findings is that organizations need to reduce the detrimental effects that the proactivity trait exerts on feedback-seeking through career-oriented commitment. One way to do this is to increase the fit between organizational career opportunities and the career expectations of employees with high career-oriented commitment. Originality/value – This study indicates that social exchange and self-interest motives act as distinct drivers of organizational and career-oriented commitment, respectively, and that these motives have implications for how individuals learn and socialize in the workplace.

Ensuring Skilled Activities of State Customers

The paper delivered and consistently addressed questions about the nature, structure, organization and system development activities to ensure qualified government customers, operating in accordance with the principles of the contract system in procurement. As a starting point of the study, the thesis of the non-conformity of the activities of state qualified customers principles of contract system in procurement. In order to establish the relationship between the elements of a structure of the system to ensure a qualified activity of state customers. The subject of the study was determined by the activity management unit public procurement. A content analysis of official regulations of civil servants allowed developing an approach to the content requirements for the training of officials of state customers, consistent with the principles of the contract system in procurement. Since the basis of qualifications of employees constitute a profile of education, knowledge and skills in the field of project management has been proven correlation between the processes of project management and the management of public procurement (based on standard ANSI PMI PMBOOK). The results obtained were determined directions of development of system of qualified activities in the implementation of the public service personnel of modern technology. For effective implementation of the mentioned areas have been developed recommendations for improving the scientific and methodological support for the introduction of qualifications in the field of project management on the basis of the contract system in procurement. Scope of the results applies to the activities of all government customers when placing orders through the budget and extra-budgetary sources of funding. The practical significance of the results is the ability to apply new management solutions for the adaptation of modern scientific and methodological basis for the tasks of project management in public procurement.

The role of line managers in employee career management: an attachment theory perspective

Line managers increasingly play a key role in organizational career development systems, yet few studies have examined the nature of this role or its implications for employee career attitudes and behaviors. In two studies, we used attachment theory to explore this issue. In Study 1, in-depth interviews (N = 20) showed that employees viewed career management as a relational process in which line managers are expected to act as ‘caregiver’ to support individualized career development. Study 2 was a large-scale international survey (N = 891). Participants scoring higher on attachment avoidance in their line manager relationships reported more negative perceptions of career growth opportunities, lower participation in organizational career development activities and higher turnover intentions. Trust in the organization partially mediated the relationship. Theoretical and practical implications for HRM are discussed.

The Perceived Differences in Interdepartmental Communication Regarding Organisational Formalisation: a Case Study of an International Company

Abstract The goal of this paper is to study differences in communication between two cultures that are believed to belong to a low-context pole and represent “old“ and “new“ European. It is achieved in the context of the German-based MNE by investigation of the perceived differences between Estonian and Bavarian-based production units. An exploratory qualitative case study with ethnographic techniques proved that the reason for dysfunctional outcomes originated in how knowledge of norms was transferred and in differences in cultural orientations. It concludes that prior to organisational learning and development activities MNE managers should get training in intercultural communication

Problem Solving Approach at Organizational Development Activities: A Research at Karabuk University

Hence rapid change and extensive competition, organizations have to ensure the persistence of their organizational development (OD) activities. The goal of this study is to inquire OD activities devoted to solving problems at organizational e-learning processes. The study consists of two sections. While the first section includes the literature about OD and Problem Solving Approach, the second includes the field research on students’ subjective perceptions about the Karabuk University's relatively new online distance education (DE) program. To overcome the difficulties based on affordability, number of instructors, infrastructure etc., Karabuk University management has strategically decided limited number of classes which have already been part of formal education so far, to be offered by distance education method. This study especially focuses on determining the students’ perceptions on efficiency, infrastructure, problems, practicality and acceptance level of this new process. Direct survey has been implemented at this study and the datas obtained have been analyzed by using frequency and one-sample t tests. The results show that there is no overall negative perception against DE, students perceive DE as a practical, economic and innovative method, students are inclined to computer use, related departments interfere in problem solving in time, it is still believed that the in-class education is the best learning method and students’ capability of computer access causes problems in the DE system. Increasing interactivity in DE programs, noticing the importance of face-to-face communication, promoting activities out of virtual classroom and raising the number of computers offered to students’ use may be beneficial for DE system efficacy and consistent improvement. It is aimed to find out present and possible problems in distance education system from the students’ point of view and use this information in problem solving and process improvement efforts.

The art of organization development

Purpose – Provides an interview with Vilma Nikolaidou, Head of Organizational Development at Tate Gallery. Design/methodology/approach – Interviews Nikolaidou about her career, and Organization Development activities within Tate Gallery. Findings – Discusses the intended outcomes of OD activities. Originality/value – Presents the insights of a leading practitioner in the field of organization development.